The main purpose of psychological testing is to evaluate

What are psychological tests and what are they used for?

When you consult an ophthalmologist for an issue with your vision, they will conduct a series of tests on you—they will make you do an exam or check your eyes for signs of an infection. The results of these tests will help them arrive at a diagnosis and put you on the correct treatment plan: spectacles or just eye drops.

Similarly, psychologists and psychiatrists conduct tests to understand an individual’s functioning and behavior to arrive at a diagnosis of a mental health issue and the corresponding treatment.

What is a psychological assessment?

Psychological assessment is a series of tests conducted by a psychologist, to gather information about how people think, feel, behave and react. The findings are used to develop a report of the person’s abilities and behavior—known as a psychological report—which is then used as a basis to make recommendations for the individual’s treatment.

Psychological assessments and reports are used in other fields as well—like in the case of career planning for young adults or in the job application process to determine how well an applicant will fit into the open role.

The procedures used to create an assessment are:

Psychological assessment is also used in other fields, like:

What is a psychological test?

A psychological test is used to measure an individual’s different abilities, such as their aptitude in a particular field, cognitive functions like memory and spatial recognition, or even traits like introvertedness. These tests are based on scientifically tested psychological theories.

The format of a test can vary from pencil and paper tasks to computer-based ones. They include activities such as puzzle-solving, drawing, logic problem solving, and memory games.

Some tests also use techniques—known as projective techniques—which aim to access the unconscious. In these instances, the subject’s responses are analyzed through psychological interpretation and more complex algorithms than the non-projective techniques mentioned above. For example, the Rorschach test, popularly known as the ink-blot test can provide insight into the person’s personality and emotional functioning.

Psychological tests may also involve observing someone’s interactions and behavior. Based on the result of the test, an inference will be drawn about the individual’s inherent abilities and potential.

What do psychological tests measure?

Psychological testing covers a number of different areas:

Mental health assessment

A mental health assessment includes information about a person’s medical history, their family history, and the current status of their mental health. The assessment helps identify if there are any mental health issues present, and determine a diagnosis and treatment accordingly.

A psychologist or psychiatrist is likely to start an appointment with a mental health assessment, which will enable them to correctly diagnose and treat you.

Adaptive behavior assessments

This measures the social and practical skills of a person, to determine their ability to function on a daily basis at home, school or work; and are usually conducted along with cognitive tests.

For example, it may be used to assess a child’s ability to function in social activities with other students in school.

Aptitude testing

An aptitude test measures a person’s ability to perform different kinds of tasks. This is done to determine the areas in which their skills are the strongest. Some people may be better with quantitative tasks that require math and logical reasoning skills, some at language, and some at creative thinking.

These tests are used by vocational therapists to measure ability, and figure out the kind of professions or job roles a person may be suited for. They may also be used by career counselors to guide people towards higher education in fields where they demonstrate high ability.

Cognitive testing

A cognitive test measures a person’s cognitive abilities— problem solving, reasoning, vocabulary, comprehension, and memory. They are more commonly known as intelligence or IQ tests, and are used in the field of education to identify a person’s strengths and potential.

For instance, a child may be given a cognitive test to measure their ability in different subjects; allowing educators to help the child work on the subjects they’re having trouble with.

Educational/achievement testing

Educational testing is conducted to test how much an individual has progressed in learning a specific subject—like mathematics, reading comprehension—to identify any difficulties they may have had in it.

Achievement tests are the examinations that students take in schools and colleges.

Forensic psychological testing

Forensic testing is used in the legal field, to determine whether a suspect is capable of committing the crime they have been accused of. It comprises cognitive, personality, and neuropsychological tests.

Neuropsychological testing

Neuropsychological tests analyze how an individual’s brain works, in order to identify any problems in its functioning.

For instance, a person with a head injury may have to undergo neuropsychological tests to check their brain’s ability to retain information.

Personality assessment

A personality test focuses on the personality traits of an individual. It helps evaluate if a person is more introverted or extroverted, cautious or spontaneous, and how they may react or respond to various life situations.

Interpretation of psychological tests

Psychological tests are not meant to be interpreted without the context of the person being tested—their environment, socioeconomic status or physical health. While the tests do use scientifically verified scales, using its results as a stand-alone criteria can lead to misinterpretation.

For example, in the case of a blood work report—it is necessary for a doctor to read the numbers in relation to your symptoms and general physical health to arrive at an accurate diagnosis.

Similarly, it’s important to note that even though many of the psychological tests mentioned above are easily available on the internet, taking them without consulting a mental health professional may not lead to getting an actual analysis of your personality, aptitude or behavior. This in turn, could mean not getting the help you need.

We are a not-for-profit organization that relies on donations to deliver knowledge solutions in mental health. We urge you to donate to White Swan Foundation. Your donation, however small, will enable us to further enhance the richness of our portal and serve many more people. Please click here to support us.

What Is It & More I Psych Central

A psychological evaluation can be a key part of your therapy journey. It gathers information about how you think, feel, behave, and much more.

If you or a loved one have just started therapy, you might have been told that you’ll receive a psychological evaluation.

These evaluations include a series of tests and assessments similar to the ones given in any other medical office. They’re used to provide your mental health professional with valuable insights into the symptoms that you might be having and guide your course of treatment.

A psychological evaluation is often thought of as the first line of defense in diagnosing and treating a mental health condition. Performed by a psychologist, it helps them gain an understanding of the severity and duration of your symptoms.

Tests and assessments are the two main components used in an evaluation. The testing part of an evaluation typically includes using formal tests, or “norm-referenced” tests. These are standardized tests that measure an individual’s ability to learn and understand several concepts.

Standardized tests, for example, can measure your reading ability compared to others of your same age and grade or intellectual level.

In a psychological evaluation, these tests can be adapted to measure whether an individual might have a particular condition or disorder.

An assessment, on the other hand, can include formal tests, like standardized ones, and informal tests, which are those that measure your performance and progress on certain activities.

Common components of an assessment include:

psychological tests
surveys and tests
interviews
observational data
medical and school history
medical evaluation

Based on the questions asked, assessments can help determine a variety of things from whether you might have a learning disorder to how well you’d work as a manager.

According to the American Psychological Association (APA), these evaluations assess your psychological functioning, including your thoughts, emotions, and behaviors to help determine the sort of treatment you may need — in short, the best way to move forward.

If you’re having dizziness or lightheadedness and visit a doctor’s office or clinic, a medical exam will be done. The doctor might perform a battery of tests, such as a blood test or an X-ray, to see whether you have an underlying health condition, like anemia (low iron) or hypoglycemia (low blood sugar).

A psychological evaluation works in a similar way.

They’re tailored to help your mental health professional get to the root of the symptoms that may be concerning you and influencing certain aspects of your life. And, just like medical exams, early intervention and treatment can help prevent your symptoms from worsening.

The American Psychiatric Association (APA) points out several signs and symptoms that might be an indication a psychological evaluation might be needed. These include the following:

changes in mood
nervousness
social withdrawal
changes in your sleep or eating habits
difficulty concentrating
trouble performing your usual tasks
a lack of interest in activities you previously enjoyed

If any of these signs sound familiar to you, do know that help is available — and that a psychological evaluation can be an important first step towards treatment and recovery.

Some people wonder why both tests and assessments have to be done. Aren’t they the same thing?

Well, yes and no.

Tests and assessments are separate ideas but are often used together to get a full picture of where you stand.

“A psychological assessment is gathering information to evaluate a person’s behavior, character, strengths, and needs for the purpose of diagnosing, setting goals, and recommending treatment,” explains Wendy Pitts, LCSW-C, a clinical social worker in Maryland. “While tests can be used as a part of gathering information for an assessment, the tests themselves are not the assessment.”

On the other hand, “tests are instruments used to assess specific features of a person’s functioning.”

For example, aptitude testing may be used to clarify your skills. Meanwhile, the PHQ-9 test — a self-reported questionnaire — might be used to assess for depression.

There isn’t a one-size-fits-all evaluation. Each one will be tailored to you and your needs. The tests and assessments chosen will be specific for you.

In general, you can expect to spend anywhere from 30 to 90 minutes at the evaluation. Prior to the evaluation, you may be asked to write down your symptoms, thoughts, and emotions.

During the evaluation, it’s important to be honest about your current state of mind, your history, and your day-to-day challenges. This will better inform your mental health professional’s understanding of who you are and what may need to be done next.

Clinical interview

A clinical interview is usually the first step in the therapy process.

During this time, a mental health professional may spend 1 to 2 hours with you to review your history, symptoms, and concerns. Throughout the interview, they will make several observations, primarily about the way you reason and think.

Keep in mind that such interviews are done in an accepting, non-judgmental manner.

Your mental health professional may also choose to interview those who are close to you, such as your significant other or a family member. However, these interviews won’t be done without your consent.

Behavior test

A behavior test looks at how you would perform in a given situation. Research shows that these tests can help measure your interests, personality, values, and attitudes.

Again, this is done to give your mental health professional a complete portrait of who you are.

Personality tests

A personality test is used to help understand several aspects of your personality and what shaped it — your environment, genetics, and social circumstances.

One example of a personality test that may be done this is the Minnesota Multiphasic Personality Inventory. This particular test can help your mental health professional evaluate what form of care you may need.

Intellectual functioning (IQ) test

Though this type of test isn’t as common, it might be added based on your specific needs.

Hearing that your IQ might be tested can seem unnerving. And yes, this test is used to understand your intellectual capacities, but it’s also used to understand your future possibilities.

Intelligence tests can be used to measure:

reasoning
problem-solving
abstract thinking, ability to understand real concepts
judgment
academic learning
experiential learning, ability to learn by doing

The scores on an IQ test might not reflect the overall intellectual performance, so interviews might be conducted with family members, teachers, and caregivers to give a complete picture.

Medical exam

A physical exam might also be involved.

If you’re experiencing any symptoms, blood tests or X-rays might be done to help determine whether your symptoms are due to a medical condition.

A complete medical history — which includes which medications you take — will also be taken into account as some medications can cause symptoms that mimic a mental health condition.

These evaluations measure a number of factors to help your mental health professional understand what you’re going through — and where you may need support. These aspects include:

attention span
memory
language skills
judgment skills
the biggest stressors impacting your life
thought patterns
feelings
behaviors
ability to reason
developmental delays (in children)

Psychological evaluations are primarily used to help make an accurate diagnosis and ultimately, determine the best treatment options, if needed.

Some of the mental health conditions evaluations are used for include:

anxiety disorders
depression
attention deficit hyperactivity disorder (ADHD)
post-traumatic stress disorder (PTSD)
Alzheimer’s disease
substance use disorder

At the same time, psychological evaluations can also be used to encourage self-awareness, evaluate job candidates, and assist in academic placement.

The words “psychological evaluation” may sound intimidating at first. But these evaluations can give your mental health professional essential information about you, your personality, your behaviors, your symptoms, and importantly, your challenges.

It’s important to be candid about your experiences, thoughts, and emotions during your evaluation. A trusted mental health professional will always have your best interests in mind — and want to support you.

Remember that this is a common and necessary part of the therapy journey. And what awaits at the end could be your path towards recovery.

Advantages and limitations of psychological testing of candidates at the stage of hiring / Articles / Publications / Natalia Samoukina's training school specialists, and the employer can choose the most deserving of them.

For a more active use of psychological tests, the following mandatory conditions are necessary:

The hiring manager has a psychological education (basic or second higher education).
Hiring Manager Proficiency with Business Practice Oriented Tests.
The ability of a hiring manager to compile a system ("battery") of psychological tests and correctly interpret test results.
Availability of published psychological tests that are easy to use and process, and at the same time valid and proven in practice. nine0012
The emergence of new psychological tests in publications that are not yet known to job seekers (the results of assessment using new tests are the most valid).

An important condition for psychological testing of the candidate is also his consent to be subjected to this form of assessment. On the one hand, the offer to pass a psychological test when applying for a job is legal (as well as during certification during the work of an employee in a company). On the other hand, the candidate's refusal to pass the test is also legal (if a person does not want to, no one can force him). Of course, if the applicant refused psychological testing, we can talk about his reduced loyalty to the corporate requirements of the company in which he plans to work. nine0005

And, nevertheless, the main essence of the problem of psychological testing is different: refusal to hire only on the basis of its results is illegal. The regulatory framework for such a statement is the Labor Code of the Russian Federation of December 30, 01 No. 197-FZ, in which there is an exhaustive list of reasons why employment may be denied (Article 64). The meaning of the article boils down to the fact that it is impossible to reject a candidate for reasons that are not related to his business qualities, skills, abilities, level of education. And, therefore, the individual psychological qualities of a person, assessed with the help of tests, according to the Labor Code of the Russian Federation, do not directly relate to business. nine0005

Therefore, it would be correct to use psychological testing if, based on the results of the analysis of documents and a preliminary interview, the candidate showed competencies that are interesting for the company, and the employer decided to accept him. In this case, psychological tests can be used to clarify the characteristics of specific competencies of the candidate, most often corporate, managerial and personal. The assessment obtained as a result of psychological testing will help to properly organize the adaptation and training of a new employee, as well as plan the development of his career in the company. nine0005

At the same time, it should be remembered that, like any assessment method, psychological testing has a number of advantages and disadvantages. An important advantage of tests is the ability to quickly collect extensive, diverse and not always outwardly manifested information about the competencies and individual psychological characteristics of the candidate in a relatively short time. In other words, psychological testing is aimed at "scanning" those competencies of the applicant that are not visible in his verbal and non-verbal behavior during those one and a half to two hours during which the interview is conducted. Such competencies include the candidate’s motivational type, his thinking style, core needs, striving for achievements and attitude towards failures, tactics of behavior in a conflict situation, adaptive abilities, stress resistance, etc.

Even if some of the competencies listed above emerged from the candidate during the interview, their assessment is made by the hiring manager intuitively, approximately, with a great deal of uncertainty and doubt. The use of psychological tests, the evaluation results of which are expressed in specific numerical coefficients and interpretive scales, help to correlate the vision of the candidate's advantages with the standards and norms reflected in the tests and, as a result, make an informed decision on hiring a new employee, his adaptation and training in the company. nine0033 As a rule, at the stage of hiring, a set (“battery”) of tests is used, as a result of which the objectivity of the candidate’s assessment is significantly increased. Finally, an important advantage is the targeting of testing - obtaining information about the specific competencies and characteristics of the candidate to be assessed.

A limitation (disadvantage) of psychological testing is the fact that the results obtained can be considered mainly as an actual diagnostic slice (diagnostic "photo") of the candidate's competencies, the development or regression of which, with certain assumptions, can be predicted for the future. Indeed, the test results are an assessment of a person’s competencies at a given particular point in time and contain minimal information about the possibilities of their change, about which the hiring manager builds a probabilistic forecast based on his experience and professional intuition. nine0005

In addition, test results can be considered reliable if the candidate has shown motivation to receive them and trust in the diagnostician, i.e. was sincere and open. At the stage of hiring, however, when the applicant “sells himself” and is forced to show, first of all, his advantages, it is quite difficult to count on sincerity on his part, especially if at the beginning of the interview and testing, the hiring manager for one reason or another could not organize contact in communication. nine0005

And, nevertheless, the use of psychological tests when hiring is a completely modern approach to building a procedure for a comprehensive assessment of the applicant's competencies. To illustrate how to interpret the results of psychological testing at the stage of hiring, I will give interpretation methods for three tests - Test "CM", Test "M", Test "N". These tests with protocols are offered in the Appendix to the article.

According to the results of the "SM" Test, five styles of mental activity are distinguished, which determine the professional style of a specialist, and, accordingly, five types of candidates undergoing evaluation at the hiring stage. The types of candidates are determined by the level of the corresponding coefficients. Namely, we can talk about the predominance of one type or another, if the corresponding coefficient scored 60-70 or more points. If, as a result of testing, several coefficients received 50-60 points, we can speak of a mixed type. nine0005

Critic is easily recognizable at the reception: he is harsh at the interview, open, straightforward. When asked why he left the company, he can give a critical assessment of the former leader and colleagues. Such behavior of the candidate is often not associated with the shortcomings of his character, he is simply able to see the shortcomings and mistakes in the work of other people.

Quite often the critic says that he left the company as a result of the conflict, and he believes that constructive conflicts are the source of development and movement forward. He can be sure that if a mistake is made in a new project, it must be immediately identified and eliminated, even if it is associated with a conflict. nine0005

Pay attention to the professional competencies of the critic, take the time to carefully evaluate them, for example, with the help of a case interview conducted by company experts. If the candidate is a high-level professional, it makes sense to hire him. The team needs to have a constructive critic, since he effectively performs the function of internal audit when developing and discussing new projects.

Of course, the critic manager often implements a rather tough style of managing his subordinates, however, as a rule, his team consists of highly qualified specialists who are able to achieve serious results and have good office discipline. nine0005

There is always an employee in a working team who is able to balance criticism, soften corners and roughness, and thereby stabilize the atmosphere. This is an idealist, a benevolent and friendly person with a welcoming smile. Communicates attentively and interestedly, shows trust to the interlocutor. At the stage of hiring from the first minutes makes a favorable impression.
The idealist is often approached for support and help, he does not like conflicts and contradictions. In communication, he asks soft, delicate questions, assents and nods in agreement. Likes to talk about moral and ethical values, public benefit, ecology, good and evil. He is fond of reading philosophers and moralists, in conversation he often quotes from books and monographs. In the team, he plays an important role as a leader-peacemaker, creating a positive atmosphere in the team. He works well in sales, customers trust him and willingly buy products or services from him. nine0005

A pragmatist, , like a critic, is immediately visible at the interview - he is a practitioner, innovator and fighter. Presenting himself at the stage of hiring, the pragmatist emphasizes his experience of participating in new projects. He prioritizes his competencies such as creativity, the ability to take smart risks, compete and achieve victory. In his work, he strives to obtain quick and concrete results. Does not tolerate a long study of the issue, drawn out meetings. Almost immediately, he “takes the bull by the horns” and starts working. Plans and adjusts his actions as he goes. nine0005

Lively, mobile, often distinguished by choleric temperament. Within a short time, he is able to formulate several original and fresh ideas. A pragmatist is a powerful "ram" that breaks through a wall where no one can break through it. He loves everything new - methods of work, approaches, conditions, information. During the working day, he can be seen in different departments, and there are always people around him. If he himself is charged with a new idea, he is able to inspire others with his enthusiasm. nine0005

With high mobility, the pragmatist adapts well to the new. He himself easily changes the ways, methods and forms of activity, therefore he easily adapts to changes at work and in life. Works well in conditions of instability and crisis. The company can be a good commercial director (or deputy), crisis manager, salesperson.

The first impression at the interview, if analyst enters your meeting room, is also very memorable. This is a serious, thoughtful person who will answer in detail and in detail on each question. He likes to operate with digital data and quantitative indicators, rely on documents, instructions, legal norms. Logical, methodical, consistent. He treats the work carefully, responsibly, thinks through the details. Focused on high success: does not like to make mistakes, strives for high professional competence, does not tolerate dishonesty. nine0005

Works effectively under stable conditions. Conservative and stable, perceives changes with internal resistance. Often phlegmatic or sanguine with elements of a phlegmatic temperament. The analyst is a good systems engineer and strategist. Able to be an effective IT specialist, of course, if you have professional knowledge and experience. A successful marketer who builds the company's marketing strategy for the future. And, of course, with outstanding experience, he is able to be an effective top manager, for example, a development director, especially in a systematic, stable company. nine0005

A candidate with a realistic mindset is usually a good organizer and manager. In a hiring interview, he looks like a pragmatist - just as lively, agile, active and sociable. He has his own opinion and expresses it openly. Makes decisions quickly and takes responsibility. Hardy, workable. But unlike the pragmatist, who trusts his personal experience more, the realist values objective facts and figures. Guided by regulations and laws. In his work, he is methodical, disciplined, in which he is similar to an analyst. nine0005

The main motive for a realist is the desire to control people. Moreover, this is not personal power, but the organization of the work of the team to achieve a common goal. Essentially, a realist is a leader and leader, so it is advisable to hire him for a managerial position or for a linear position with the prospect of vertical growth. It will be great if the employer can back up his proposal with the prospect of getting into the managerial reserve with high professional results.

According to the results of testing with the help of Test "M" and Test "H", which assess the competencies of motivation for achievements and attitudes towards failures, one can additionally single out other psychotypes of candidates.

So, with a high motivation for achievement (on Test "M" - over 21 points) and high protection against failures (on Test "H" - over 21 points), the candidate is distinguished by great ambition and good control over possible mistakes and failures. Such a person can be called ambitious and cautious : will work a lot, with high quality, double-checking each result. It’s good for business, but for the person himself, there are risks of burnout, overwork and fatigue. Such a candidate can be invited to a key position in the company, but on the part of the personnel department, it will be necessary to monitor his adaptation and performance.

Ambitious and capable of reasonable risk is a candidate who scores high on the M Test (over 21 points) and low on the H Test (less than 10 points). Has a high motivation for success and, at the same time, is not afraid of mistakes and failures. It can be creative, aimed at finding, developing and implementing new programs, projects, approaches, technologies. Able to be an excellent leader or line employee in a company planning a new stage of development and growth. nine0005

Calm and cautious Candidate is the one who received the minimum score (less than 10 points) on the “M” test, and the maximum score (more than 21 points) on the “H” test. This is an excellent specialist in positions in a company where there is no prospect of a vertical career, but the price of a mistake is very high (for example, in a quality control department in a manufacturing company, where product quality is strictly controlled).

Calm and low motivated the candidate has minimal results on Test "M" and Test "H" (less than 10 points in the first and second cases). Of course, such indicators for psychological testing are not a “verdict”, since the use of tests in assessing applicants is aimed at obtaining not basic, but additional information. If the candidate has competencies and experience that are interesting to the company, it is necessary to conduct an interview more carefully in order to determine whether he should be denied admission, or whether more time should be spent to form his interest in the job. nine0005

If there are average coefficients for Test "M" and Test "H" (in the range from 11 to 20 points), we can talk about the tendency to attribute the candidate's qualities. So, if on this or that test he has a coefficient of 12 points, then there is a tendency to a minimum result. If on any of the tests discussed here, it has 17 points, then there is a tendency towards the maximum result. The "net" average result for two tests is in the range of 14-16 points. In this case, it is necessary to apply other evaluation methods in order to clarify the characteristics of the candidate. nine0033 From the examples given, it is clearly seen what important information about the candidate can be obtained as a result of psychological testing, so tests should not be neglected. On the other hand, when studying the competencies of the applicant and building a forecast of his success in the company, there is no need to be a fanatic of only psychological tests, since other assessment methods have also been developed: express diagnostics (evaluation of the candidate by first impression), contact and case interviews, Assessment Center , content analysis, peer review and others. nine0005

Literature

Psychological aspects of personnel selection and testing. Ed. N.D. Litvintseva. M., Supplement to the journal "Personnel Management", 1996/1997.
Samoukina N. V. Effective staff motivation at minimal financial cost. M., Vershina, 2008.

Applications

Questionnaire "CM"

The questionnaire is designed to determine your inherent style of thinking. It consists of 18 sections, labeled alphabetically from A to T. Each section has five statements that characterize a particular way of thinking. When working with the test, try to more accurately assess the features of your thinking. Answer about how you yourself think at work and in life, and not about how you should think. nine0005

Each of the five statements should be scored from 1 (least appropriate for me) to 5 (most suitable for me). Each point must be used by you in one section only once. Even if you could use this score twice or more, try to decide and use this score exactly once. Therefore, each of the five statements in the section should receive your score: 1,2,3,4, or 5. Put your scores on the protocol that is given after the questionnaire. nine0005

A. WHEN A CONFLICT ARISES BETWEEN PEOPLE, I TAKE THE SIDE OF THOSE WHO:

fix the emergence of a conflict and openly express it;
best expresses values and ideals;
reflects my own views and personal experience;
analyzes the situation logically and consistently;
sets out the arguments most concisely and convincingly.

B. WHEN I START WORKING IN A GROUP THINGS IMPORTANT TO ME:

understand the purpose and meaning of one's own work;
understand the goals of the members of the working group;
determine how we are going to work in terms of content;
evaluate the profit that our work will bring;
so that the work is well organized and moves faster.

Q. I LEARN NEW KNOWLEDGE BEST WHEN I CAN:

relate them to current or future activities; nine0012
apply them to specific situations;
focus and carefully analyze them;
to understand how they are consistent with the knowledge known to me;
apply new knowledge to formulate critical arguments against old knowledge.

D. GRAPHICS, CHARTS, TABLES IN DOCUMENTS OR ARTICLES USUALLY FOR ME:

are more useful than text, because they are accurate and reflect the logic of presentation; nine0012
are useful because they clearly show real facts;
are useful if supported and explained by descriptive text;
are useful if they illustrate controversial issues in the text;
are useful if they help to increase the applied value of the text.

E. IF I WERE PROPOSED TO STUDY AN EVENT, I WOULD START WITH:

identifying its place in the wider context of historical, political, and economic conditions; nine0012
determining the practical significance of a given event;
precise formulation of the problem and existing interfering factors;
determining if I can work alone or if I need a group;
collection and classification of as many available factual data on this event as possible.

E. IF I HAVE TO COLLECT INFORMATION ABOUT ANY ORGANIZATION, I WOULD PREFER TO:

meet each member of this organization individually and ask specific questions; nine0012
hold a general meeting and ask the members of the organization to express their opinion on certain issues;
interview them in small groups, asking general questions;
meet with gang leaders and find out their views;
ask members of the organization to provide me with written, detailed analytical reports.

G. I THINK IT'S CORRECT THAT:

withstood criticism; nine0012
is consistent with other ideas I believe in;
has been tested in practice;
can be logically justified;
I can check with personal observation.

Z. WHEN READING THE MAGAZINE IN FREE TIME, I CHOOSE THE ARTICLE:

in which it is written about how someone managed to humanely solve a personal problem without harming anyone;
which is devoted to a debatable political or social issue; nine0012
which describes a scientific study;
which is written about something new and unusual;
which reports on someone's real life experience.

I. WHEN I READ THE WORK REPORT, I PAY ATTENTION:

how the conclusions are consistent with my professional experience;
is it possible to implement these recommendations;
on the validity of the results with actual data;
to explain the existing contradictions.

K. WHEN I'M GIVEN A PRODUCTION PROBLEM, I NEED TO:

find the best method to solve it;
to understand who and when needs this task to be solved;
what benefit our organization or society as a whole will bring the solution of this problem;
whether the solution of this problem can contribute to the correction of existing errors in the work of the organization; nine0012
what is the immediate profit from solving this problem.

L. BEFORE DOING SOMETHING NEW:

I need to understand how this new is related to the universal human values that I share;
immediately set to work;
I strive to understand what mistakes are possible when implementing new actions;
I find a specialist who shows me how to do it;
carefully consider how to do this in the best possible way. nine0012

M. IF I COULD CHOOSE THE FORM OF PASSING THE EXAM AT THE INSTITUTE:

I would prefer to answer questions;
I would choose the form of discussion with students who are also taking the exam;
I would choose the oral communication form;
I would tell how I put into practice what I learned at the institute;
I would choose a written account of history, theory and method.

N. I RESPECT THE MOST:

critical philosophers;
writers who affirm humanistic ideas;
business and political leaders with practical thinking;
scientists with good logic;
journalists describing real facts.

O. A THEORY IS USEFUL IF IT:

is consistent with universal human values;
gives me a new explanation of events; nine0012
systematizes many different facts;
clarifies my personal observational experience;
has a specific practical application.

P. AN ARTICLE ON A DISPUTABLE ISSUE IS INTERESTING IF IN IT:

I see practical advantages for myself;
true facts are accurately stated;
the content of the article is logically constructed;
the value orientation of the author of the article is determined; nine0012
the essence of the conflict or contradiction is revealed.

R. I WILL READ A BOOK OUT OF THE SPECIALTY IF:

it will help me to get a description of various facts;
if I was advised by a well-known specialist;
it allows me to reflect on universal human values and humanism;
for variety;
she will help me learn more about the subject that interests me.

C. I WILL SOLVE THE PRODUCTION PROBLEM IN THIS THING:

I will try to find its connections with historical, political and economic conditions;
look for ways to quickly solve the problem;
I will consider possible errors;
will look for ways others have already solved this problem;
I'll try to find the best way to solve it.

T. IN WORK I SHOW A TENDENCY:

to look for existing methods of work; nine0012
identify possible errors and inconsistencies in a timely manner;
discuss the common good and the principle of justice;
develop and implement new methods of work;
collect and classify facts and figures

Test "M"

You will be asked 41 questions, each of which answer "YES" or "NO" . nine0012

I get easily annoyed when I notice that I can't complete a task 100%.
When I work, it looks like I'm putting everything on the line.
When a problem situation arises, I am usually one of the last to make a decision.
If I have no work for several days in a row, I lose my peace.
Some days my progress is below average.
I am more strict with myself than with other people. nine0012
I am more friendly than other people.
If I refuse a difficult task, I then condemn myself, because I know that I would have succeeded.
In the process of work, I need small rest breaks.
Diligence is not my main feature.
My achievements in work are not always the same.
I am more attracted to other work than the one in which I am engaged.
Blame stimulates me more than praise. nine0012
I know that my colleagues consider me a business person.
Obstacles make me stronger.
I am easily ambitious.
When I work without inspiration, it is usually noticeable.
I do not rely on the help of others to do my work.
Sometimes I put off what I should have done now.
You need to rely only on yourself.
There are few things in life that are more important than money. nine0012
Whenever I have important work to do, I think of nothing else.
I am less ambitious than many others.
At the end of my vacation, I'm usually glad to be back at work soon.
When I am disposed to work, I do it better than others.
I find it easier and easier to communicate with people who can work hard.
When I have nothing to do, I feel uncomfortable.
I have to do responsible work more often than others. nine0012
When I have to make a decision, I try to make it the best I can.
My friends sometimes think I'm lazy.
My success depends to some extent on my partners.
It is pointless to oppose the will of the top leadership.
Sometimes you don't know what kind of work you have to do.
When something goes wrong, I get impatient.
I usually pay little attention to my achievements. nine0012
When I work with other people, my results are higher than theirs.
Much of what I undertake, I do not finish.
I envy people who are not as busy as I am.
I do not envy those who seek power.
When I am sure that I am on the right track, I can go to extreme measures to prove my case.

H test

You are presented with a list of 30 lines, three words per line. Choose only one of the three words in each line and mark it. This quality should most accurately characterize you yourself.

careless

1	2	3
1. bold	nine0002 vigilant	enterprising
2nd meek	timid	stubborn
3. cautious	resolute	pessimistic
4. non-permanent	unceremonious	attentive
5. stupid	cowardly	not thinking
6. clever	lively	prudent
7. cold-blooded	oscillating	remote
8. swift	frivolous nine0485	fearful
9. thoughtless	cutesy	improvident
10 optimistic	conscientious	sensitive nine0485
11. melancholy	doubting	unstable
12. cowardly	careless	excited
13. reckless	quiet	fearful
14. attentive	imprudent	bold
15. reasonable	fast nine0485	courageous
16. enterprising	cautious	prudent
17. excited	scattered	timid nine0485
18. cowardly	careless	unceremonious
19. shy	indecisive	nervous
20. executive nine0485	devotee	adventurous
21. prudent	lively	desperate
22. tamed	indifferent
23. cautious	carefree	patient
24. reasonable	caring	brave
nine0002 25. foresight	fearless	conscientious
26. hasty	shy	carefree
27. scattered	reckless	pessimistic
28. prudent	reasonable	enterprising
29. quiet	unorganized	fearful
30 optimistic	vigilant	carefree

Code of Ethics for a Psychologist

Preamble

society, the Universal Declaration of Human Rights, the Declaration of Helsinki of the World Medical Association "Ethical principles for conducting medical research involving people as research subjects", the international Universal Declaration of Ethical Principles for Psychologists, the Ethical Metacode of the European Federation of Psychological Associations .
The Ethics Committee of the Russian Psychological Society is the advisory and regulatory body of the Russian Psychological Society on the professional ethics of a psychologist.
In this Code of Ethics, the term "Psychologist" refers to a person with a higher education in psychology.
In this Code of Ethics, the term “Client” refers to a person, a group of persons or an organization who has agreed to be the object of psychological research for personal, scientific, industrial or social interests, or who has personally contacted a Psychologist for psychological help. nine0012
This Code of Ethics applies to all activities of psychologists defined by this Code of Ethics. This Code of Ethics applies to all forms of work of the Psychologist, including those carried out remotely or via the Internet.
The professional activity of a psychologist is characterized by his special responsibility to clients, society and psychological science, and is based on the trust of society, which can only be achieved by observing the ethical principles of professional activity and behavior contained in this Code of Ethics. nine0012
Code of Ethics for Psychologists serves: for internal regulation of the activities of the community of psychologists; to regulate the relationship of psychologists with society; the basis for the application of sanctions in case of violation of the ethical principles of professional activity.

I. Ethical principles of a psychologist

The work ethics of a psychologist is based on universal moral and ethical values. The ideals of the free and all-round development of the personality and its respect, the rapprochement of people, the creation of a just, humane, prosperous society are decisive for the activity of a psychologist. The ethical principles and rules of a psychologist's work formulate the conditions under which his professionalism, the humanity of his actions, respect for the people with whom he works, and under which the psychologist's efforts are of real benefit are preserved and strengthened. nine0004

Principle of Respect
The psychologist proceeds from respect for personal dignity, human rights and freedoms proclaimed and guaranteed by the Constitution of the Russian Federation and international documents on human rights.
The principle of respect includes :

Respect for the dignity, rights and freedoms of the individual

A psychologist treats people with equal respect regardless of their age, gender, sexual orientation, nationality, belonging to a certain culture, ethnic group and race, religion, language, socioeconomic status, physical abilities and other grounds. nine0012
Impartiality of the Psychologist does not allow a biased attitude towards the Client. All actions of the Psychologist in relation to the Client must be based on data obtained by scientific methods. The subjective impression that the Psychologist has when communicating with the Client, as well as the social position of the Client, should not have any influence on the conclusions and actions of the Psychologist.

The Psychologist avoids activities that may lead to discrimination of the Client on any grounds. nine0012
The psychologist should organize his work in such a way that neither its process nor its results harm the health and social status of the Client and persons associated with him.

Privacy

Information obtained by the Psychologist in the process of working with the Client on the basis of a trusting relationship is not subject to intentional or accidental disclosure outside the agreed conditions. nine0012
Research results must be presented in such a way that they cannot compromise the Client, the Psychologist or psychological science.

Psychodiagnostic data of students obtained during their studies must be treated confidentially. Client information must also be treated confidentially.

By demonstrating specific cases of his work, the Psychologist must ensure that the dignity and well-being of the Client is protected. nine0012
The Psychologist must not seek information about the Client that goes beyond the professional tasks of the Psychologist.

The Client has the right to consult a Psychologist or work with him without the presence of third parties.

Uncontrolled storage of research data may harm the Client, the Psychologist and society as a whole. The procedure for handling the data obtained in research and the procedure for their storage should be strictly regulated. nine0012

Awareness and voluntary consent of the Client

The client must be informed about the purpose of the work, about the methods used and ways of using the information received. Work with the Client is allowed only after the Client has given informed consent to participate in it. In the event that the Client is not able to make a decision on his participation in the work himself, such a decision must be made by his legal representatives. nine0012
The Psychologist must inform the Client of all major steps or treatments. In the case of inpatient treatment, the Psychologist must inform the Client about the possible risks and about alternative methods of treatment, including non-psychological ones.

Video or audio recordings of a consultation or treatment may only be made by the Psychologist after he has obtained the consent of the Client. This provision also applies to telephone conversations. Acquaintance of third parties with video, audio recordings of consultations and telephone conversations can be allowed by the Psychologist only after obtaining consent to this from the Client. nine0012
Participation in psychological experiments and research must be voluntary. The client must be informed in a form understandable to him about the goals, features of the study and the possible risk, discomfort or undesirable consequences, so that he can independently decide on cooperation with the Psychologist. The psychologist is obliged to make sure in advance that the dignity and personality of the Client will not be affected. The Psychologist must take all necessary precautions to ensure the safety and well-being of the Client and to minimize the possibility of unforeseen risk. nine0012
Where prior exhaustive disclosure would be contrary to the objectives of the research being conducted, the Psychologist must take special precautions to ensure the welfare of the subjects. Where possible, and provided that the information communicated will not harm the Client, all clarifications must be made after the end of the experiment.

Customer self-determination

The Psychologist recognizes the Client's right to maximum autonomy and self-determination, including the general right to enter into and terminate a professional relationship with the Psychologist.

Any person can be a Client if he/she has undoubted legal capacity due to age, state of health, mental development, physical independence. In case of insufficient legal capacity of a person, the decision on his cooperation with the Psychologist is made by a person representing the interests of this person under the law. nine0012
The psychologist must not interfere with the Client's desire to involve another psychologist for consultation (in cases where there are no legal contraindications to this).

Principle of competence
The psychologist must strive to ensure and maintain a high level of competence in his work, as well as to recognize the limits of his competence and his experience. The psychologist should provide only those services and use only those methods in which he has been trained and experienced. nine0033 The principle of competence includes :

Knowledge of professional ethics

A psychologist must have a thorough knowledge of professional ethics and must be familiar with the provisions of this Code of Ethics. In his work, the Psychologist must be guided by ethical principles.

If staff or students act as experimenters in the conduct of psychodiagnostic procedures, the Psychologist must ensure, regardless of their own responsibility, that their actions comply with professional requirements. nine0012
The psychologist is responsible for the conformity of the professional level of the personnel he supervises with the requirements of the work performed and this Code of Ethics.

In his working contacts with representatives of other professions, the Psychologist must show loyalty, tolerance and readiness to help.

Limitations of professional competence nine0385
The psychologist is obliged to carry out practical activities within the limits of his own competence, based on his education and experience.

Only the Psychologist carries out direct (questionnaire, interviewing, testing, electrophysiological research, psychotherapy, training, etc.) or indirect (biographical method, observation method, study of the products of the Client's activity, etc.) work with the Client.
nine0011 The Psychologist must master the methods of psychodiagnostic conversation, observation, psychological and pedagogical influence at a level sufficient to maintain the Client's feeling of sympathy, trust and satisfaction from communicating with the Psychologist.
If the Client is ill, then work with him is allowed only with the permission of the doctor or the consent of other persons representing the interests of the Client.

Restrictions on the means used

The psychologist can apply methods that are adequate to the objectives of the study, age, gender, education, condition of the Client, the conditions of the experiment. Psychodiagnostic methods, in addition, must be standardized, normalized, reliable, valid and adapted to the contingent of subjects.

The psychologist must apply scientifically recognized methods of processing and interpreting data. The choice of methods should not be determined by the Psychologist's scientific predilections, his social hobbies, personal sympathy for Clients of a certain type, social status or professional activity. nine0012
A psychologist is prohibited from presenting deliberately distorted primary data, deliberately false and incorrect information in the results of the study. If the Psychologist discovers a significant error in his research after the research has been published, he must take all possible steps to correct the error and further publish the corrections.

Professional development

A psychologist must constantly improve his professional competence and his awareness of the ethics of psychological work (research).

Impossibility of professional activity under certain conditions

If any circumstances force the Psychologist to prematurely stop working with the Client and this may adversely affect the Client's condition, the Psychologist must ensure that work with the Client continues. nine0012
A psychologist should not perform his professional activities when his abilities or judgment are adversely affected.

Liability principle
The psychologist must be mindful of his professional and scientific obligations to his clients, to the professional community and to society as a whole. The psychologist must strive to avoid causing harm, must be held accountable for his actions, and must ensure, as far as possible, that his services are not abusive. nine1114
Liability principle includes :

Main responsibility

The Psychologist's decision to undertake a research project or intervention assumes responsibility for possible scientific and social consequences, including the impact on individuals, groups and organizations involved in the research or intervention, as well as indirect effects, such as the influence of scientific psychology on public opinion and on the development of ideas about social values. nine0012
The psychologist must be aware of the specifics of interaction with the Client and the responsibility arising from this. The responsibility is especially great if the subjects or clients are persons suffering from drug dependence or persons with disabilities, as well as if the research or intervention program purposefully limits the Client's legal capacity.

If the Psychologist concludes that his actions will not improve the Client's condition or pose a risk to the Client, he must stop the intervention. nine0012

Do no harm

The psychologist uses only such methods of research or intervention that are not dangerous to the health, condition of the Client, do not represent the Client in the results of the study in a false, distorted light, and do not provide information about those psychological properties and characteristics of the Client that are not related to specific and agreed tasks of psychological research. nine0012

Solving ethical dilemmas

The psychologist must be aware of the possibility of ethical dilemmas and be personally responsible for their solution. Psychologists consult on these issues with their colleagues and other significant persons, and also inform them of the principles reflected in the Code of Ethics.

If the Psychologist has ethical questions in connection with his work, he must contact the Ethics Committee of the Russian Psychological Society for advice. nine0012

Integrity
The psychologist should strive to promote the openness of science, learning and practice in psychology. In this activity, the psychologist must be honest, fair and respectful of his colleagues. The psychologist should clearly represent his professional tasks and the functions corresponding to these tasks.
Integrity includes :

Awareness of the limits of personal and professional possibilities

A psychologist must be aware of the limitations of both his own possibilities and the possibilities of his profession. This is a condition for establishing a dialogue between professionals of various specialties.

Honesty

The Psychologist and the Client (or the party initiating and paying for psychological services for the Client), before entering into an agreement, agree on remuneration and other significant conditions of work, such as the distribution of rights and obligations between the Psychologist and the Client (or the party paying for psychological services) or the procedure for storage and application of research results. nine0033 The psychologist must notify the Client or employer that his activities are primarily subject to professional and not commercial principles.
When hiring, the Psychologist must notify his employer that:
- within the limits of his competence, he will act independently;
- he is obliged to observe the principle of confidentiality: this is required by law;
- professional management of his work can only be carried out by a psychologist; nine0033 – it is impossible for him to fulfill non-professional requirements or requirements that violate this Code of Ethics.
When hiring a Psychologist, the employer must receive the text of this Code of Ethics.

Public dissemination of information about the services provided by the Psychologist serves the purpose of making an informed decision by potential Clients about entering into a professional relationship with the Psychologist. Such advertising is acceptable only if it does not contain false or distorted information, reflects objective information about the services provided, and complies with the rules of decency. nine0012
A psychologist is prohibited from organizing advertising for himself or any particular intervention or treatment. Advertising for the purpose of competition must under no circumstances deceive potential Clients. The psychologist should not exaggerate the effectiveness of his services, make claims of the superiority of his professional skills and applied methods, and also give guarantees of the effectiveness of the services provided.

A Psychologist is not permitted to offer a discount or reward for referral of Clients to him or enter into agreements with third parties for this purpose. nine0012

Directness and openness

A psychologist must be responsible for the information he provides and avoid distorting it in research and practice.

The psychologist formulates the results of the study in terms and concepts accepted in psychological science, confirming his conclusions by presenting the primary materials of the study, their mathematical and statistical processing and the positive conclusion of competent colleagues. When solving any psychological problems, research is carried out, always based on a preliminary analysis of the literature data on the question posed. nine0012
In the event of a distortion of information, the psychologist must inform the participants of the interaction about this and re-establish the degree of trust.

Avoidance of conflicts of interest

The psychologist must be aware of the problems that can arise as a result of dual relationships. The psychologist should try to avoid relationships that lead to conflicts of interest or exploitation of the relationship with the Client for personal gain. nine0012
A psychologist must not use professional relationships for personal, religious, political or ideological interests.

The Psychologist must be aware that a conflict of interest may arise after the formal termination of the Psychologist's relationship with the Client. The psychologist in this case also bears professional responsibility.

The Psychologist must not enter into any kind of personal relationship with his Clients. nine0012

Responsibility and openness to the professional community

The results of psychological research should be available to the scientific community. The possibility of misinterpretation must be prevented by correct, complete and unambiguous presentation. Data about participants in the experiment must be anonymous. Discussions and criticism in scientific circles serve the development of science and should not be hindered. nine0012
The psychologist must respect his colleagues and must not criticize their professional actions in an unbiased manner.

The psychologist must not, by his actions, contribute to the displacement of a colleague from his sphere of activity or deprivation of his work.

If the Psychologist believes that his colleague is acting unprofessionally, he must point this out to him in confidence.

II. Violation of the Psychologist's Code of Ethics

Violation of the Psychologist's Code of Ethics includes ignoring the provisions set out in it, misinterpreting them, or intentionally violating them. Violation of the Code of Ethics may be the subject of a complaint.

A complaint about a violation of the Psychologist's Code of Ethics can be submitted to the Ethics Committee of the Russian Psychological Society in writing by any individual or legal entity. Consideration of complaints and making decisions on them is carried out in accordance with the established procedure by the Ethics Committee of the Russian Psychological Society. nine0012
Sanctions applied to a Psychologist who has violated the Code of Ethics may include: a warning on behalf of the Russian Psychological Society (public censure), suspension of membership in the Russian Psychological Society, accompanied by broad information to the public and potential clients about the exclusion of this specialist from the current register of RPO psychologists . Information about the sanctions applied is publicly available and is transferred to professional psychological associations in other countries. nine0012
In case of serious violations of the Code of Ethics, the Russian Psychological Society may apply to bring the Psychologist to court.

This Psychologist's Code of Ethics was adopted on February 14, 2012 V Congress of the Russian Psychological Society.
Learn more

Why do i get angry without any reason

How do i control my emotions

Ptsd social anxiety

How to make a man marry you fall in love

Emotional scarring definition

Common sense media red dead redemption 2

Lack of commitment in a relationship

Stress causing chest pain left side

Children coping with stress

How do you know if u are depressed

Depression after divorce women