Aptitude Career Tests

Aptitude Career Tests Measure Your Mental Developments.
Aptitude Career Tests Measure Your Intellectual Capabilities!

Aptitude career tests measure your intellectual capabilities. They focus upon your analytical and abstract reasoning with reference to your verbal, numerical and spatial abilities. They are used to predict your future performance for leadership, mechanical, clerical, electrical and other specific fields.
Aptitude Career Tests vs. Attainment Tests

The attainment assessment includes your testimonials and testing of your academic achievements. However, the aptitude career tests are means to analyze your specific or general capabilities to predict your future performance. The later have become an essential part of all psychological assessments.
Aptitude Career Tests vs. IQ Tests

The IQ Tests analyze your mental development to classify you as genius, average or even idiot. However, career aptitude tests do the same with intent to predict your future performance for a specific role. The former tries to express your intelligence with a numerical expression. The later calculates your score to see your comparative development of mental capabilities with other test takers. In most of the cases the aptitude tests are the same as IQ tests. However, due to courts' rulings, they neither use word of IQ nor interpret their scores as IQ scores are believed for.
How to Encounter An Aptitude Career Test?

Before starting your aptitude session, you shall be offered a solved practice question. The tester shall help you to understand the requirements of the examination. Then you will be delivered with a long multiple choices questionnaire to answer all of the items, within a time limit. Most probably you shall be unable to answer them all. It is not a problem! Maximum numbers of questions are deliberately delivered to assess how well you handle a stressful situation. Besides, this strategy tests your accuracy as well as speed. You may find certain items difficult to make a correct decision. Don't guess too much.... Simply skip them and come back, if possible, by finishing the remaining part of the session. Keep in mind that it is not your speed but correct answers that help the psychologists to predict your future potentials. The aptitude career test
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questionnaire is built in a way that difficulty level rises from beginning to the end.
How Your Answers are Utilized?

Ideally the career aptitude test results are used to analyze your reasoning capabilities on three levels. Your capabilities are compared with: 1) The pre-set requirements for the job. 2) The scores of the previously employed people, and 3) The average score across the candidates.
What Characteristics Aptitude Career Tests Analyze?

The aptitude career tests try to determine how well you likely perform a role in future. They analyze your skills including your verbal, numerical and spatial capabilities. They focus upon: Your capability to think logically and analyze correctly. Your areas of strength and weaknesses. Your leadership qualities. Your comprehension and communication skills. Your capabilities that may be improved, and Your hidden potentials for your specific role. The modern day psychology testing companies have devised specific aptitude career tests for specific jobs. You need not to take leadership aptitude tests to qualify for a clerical or mechanical post. The specialization helps the employers to make optimally best decisions within the shortest possible time. In general they analyze your Mental Aptitudes... Your mental alertness, business potential, memory, vocabulary, perception and mechanical Interests. They also measure your personality traits including your work habits, emotional balance, nervous strength, character, sociability, dominance, competitiveness, initiative, stamina, work motivation etc. You need to take them more seriously. They may play a deterimental role in selection of your career. Reading through the information about specific career aptitude tests at this website. You will get an idea of skills and capabilities that you are supposed to possess for your dream career. Your passion and persistency can help you to develop them if you don't have them.
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Prepare Before Encountering Psychometrics
"Online Resource Guide To Encounter Psychometrics" How Much Does It Cost? You Ask
Relax...! You dont have to pay anything on this web site. All the information about Psychometrics, Related Issues and Resources, is FREE!
Let's start... Why are you interested in psychometrics? Looking for a career? Qualified or at least taken up your attainment test? Considering a change? Whatever situation may be... Your psychological profile shall be authenticated with interview and you shall, hopefully, receive a confirmation letter. But you have to show your true colors... For that purpose you need precisely to know what you are. How career assessment tests determine your fitness for a particular job? Why specific jobs are associated with specific personality types? How psychologists calculate your future prospects? What capabilities and potentials you possess? What behavioral functions and mental capabilities you need to improve? And how to prepare for career assessment tests? I am dedicating this website for psychometrics. Spend sometime here. Start from the left-side navigation, site map and the links below. Use search button to find exactly what you want. You shall read simplified and straight to the point information about different personality, aptitude and intelligence tests. You shall also find valuable resources to help you encountering a real world career assessment session. Read between 'items' before attempting them... Best of Luck! Saqib Ali Ateel P.S. There are two sharply divided opinions about psychometrics. The testing industry claims their validity from 70% to 100%. The skeptics reject them altogether by highlighting their potential weaknesses. However, truth lies somewhere in between. Psychometrics are helpful but you MUST trust in your personality, potentials and capabilities. P.P.S. Please use Feedback button for suggestions, questions and advice. I shall
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Psychometrics; A critical analysis of Personality, Aptitude and IQ Tests Do Psychometrics measure what they are meant to? Read objective opinion and critical updates from a Manager who is not a psychologist himself. Personality Career Tests Work Out Your Personality Personality career tests determine your types, temperaments and traits. Personality Testing and Personality Psychology Personality testing, personality psychology and personality theories dont spell out your personality but its visible expressions. Personality Tests Categorize Jobs For Different Myers-Briggs Personality Types. Myers-Briggs personality tests are designed to work out Myers-Briggs personality types for different careers. IQ test Inventor and Illegitimate Development of the IQ Test scales. Who invented the IQ Tests? Do famous IQ test scales are working as IQ test inventor had desired for? No, they dont... Rise in the Average IQ test scores has invalidated Average IQ test Results. Average IQ test scores of the past century show consistent rise. At least the trend has put a big question mark upon validity of the average IQ test results. Myers Briggs Personality Test with Meyers Briggs personality types. Myers Briggs Personality Test sorts out your Meyers Briggs personality types. These types are psychological expression of your preferred behaviors. Big 5 Personality Tests Measure Your Intensity in Basic Five Factors. Big 5 Personality Tests Measure Your behavioral dimensions to deal with people, work, change, environment and depression. The Enneagram Personality Tests Measure Your Internal Behaviors. The Enneagram Personality Tests Measure 9 Enneagram Personality Types to express Enneagram Wisdom. DISC Personality Test Helps To Measure Your Life Style. DISC Personality Test estimates your style to deal with problems, people and environment. They are mainly used for screening purposes and self-assessment. Career Choice Can Lead You to Happiness or Ultimate Frustration. Choosing a career without career planning and career research cant lead you to a good career choice.
Alternative Flight Aptitude Selection Test with 7 Sub-Tests Want to Become a Helicopter Pilot? Alternative Flight Aptitude Selection Test can help you... Aptitude Career Tests Measure Your Mental Developments. Aptitude career tests predict your future performance by measuring your capabilities and acquirable skills for specific roles such as leaders, managers, mechanics, electricians etc. Mechanical Aptitude Test Can Hamper Your Mechanical Career. Mechanical aptitude test doesnt measure your proficiency but working knowledge of mechanical functions and basic physical laws. IQ Test Scores Measure Acquirable Capabilities; Not Your Intelligence. IQ test scores claim to rate you genius, average or an idiot. They can be used for screening purposes minus these IQ test score meanings. . Wonderlic Personnel Test is a Quick IQ Test Wonderlic Personnel Test claims to measure your general intelligence in the shortest possible time. WAIS IQ Test Measures Acquirable Capabilities and Level of Mental Retardation. WAIS IQ test is comprised of verbal iq test, math iq test, logic iq test, common sense iq test and other sub tests. Wechsler Scale III is advanced and much improved Wechsler adult intelligence sca The Wechsler Scale III includes 14 sub-tests and provides entirely different test scoring system. Site Map For Personality and Aptitude Career Tests All, New and Old Pages Under their Related Categories of Persoanlity, Aptitude and IQ Tests Psych Up... "The Psych Up" is Free Monthly Career Developemtn Electronic Newsletter. Read Controversial Opinions and .Creative Solutions Free Articles on Personality, Aptitude and Intelligence Testing Feel free to reprint these free articles on your website or in your ezine. Nature VS Nurture Theories in Psychology Re-Enlivened. Nature VS Nurture Theories of Personality have been revived with new discoveries in genome and quantum physics. But they are still far from Reality. Free Sample of Vocational Aptitude Test Practice this Free Sample Vocational Aptitude Test before encountering your Psychological Testing Session. Feedback Feel free to contact for advice, suggestions and comments. Due to spammers' illegal use of email addresses, you are provided the most secure online Form Utility.
The Wechsler IQ tests are favorites of the Testing Industry. Some common features have made all versions of the Wechsler IQ tests easier to administer and revise.
Psychometrics; A critical analysis of Personality, Aptitude and IQ Tests

It is in every body's knowledge that psychometrics play an important role in lives of the millions of the people. You may be an engineer or a pilot depending upon your personality profile. But very few people question their veracity. The testing industry develops them and the employers purchase them to decide your fate. You need not only to practice them but also know in-between-the-lines to encounter your psychological session. You shall find the latest information, articles and sample free tests about personality, aptitude and IQ tests. Here you can explore the latest items added to this site to help you encountering your psychological session.
Wonderlic Test is Unfair for Foreigners and different Races.

The Wonderlic Test is amongst the most reliable personal assessment tools but still weak on many fronts. Permalink -- click for full blog
The standardization of Wechsler adult intelligence test is not representative.

The Wechsler adult intelligence test excluded certain categories of the population while standardizing its norm. Permalink -- click for full blog
Wechsler Intelligence Test and Measurement of Adults and Mental Patients.
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The Wechsler intelligence test is a major leap upon the concepts of intelligence and its measurements. Permalink -- click for full blog
The Wechsler IQ tests are favorites of the Testing Industry.

Some common features have made all versions of the Wechsler IQ tests easier to administer and revise. Permalink -- click for full blog
Wechsler Scale III is advanced and much improved Wechsler adult intelligence sca
The Wechsler Scale III includes 14 sub-tests and provides entirely different test scoring system. Permalink -- click for full blog
Free Clerical Test of Aptitude for clerical and administrative jobs.

Clerical Test includes a number of sub-tests including verbal and numerical reasoning, typing ,spelling, clerical checking etc. Permalink -- click for full blog
Alternative Flight Aptitude Selection Test with 7 Sub-Tests

Want to Become a Helicopter Pilot? Alternative Flight Aptitude Selection Test can help you... Permalink -- click for full blog
How to prepare for dental aptitude test for admission in dental schools?
Dental aptitude test is essential to enter dental schools and join the dental care profession. Sample questions are given to help you.
Permalink -- click for full blog
General Aptitude Test Battery and Vocational Assessment.

General aptitude test battery is a collection of general aptitude tests given on this site. Permalink -- click for full blog
Nursing Aptitude Tests are must to enter nursing career.

Nursing career demands nursing skills. But read how entry level nursing jobs screen you with nursing aptitude tests? Permalink -- click for full blog
Details and sample question for programmer aptitude test.

Programmer Aptitude Test determines whether you have aptitude for computer programming or not. Permalink -- click for full blog
Question Answer Quantitative Aptitude Test

A free sample question and answer quantitative aptitude test to help you preparing for your quantitative aptitude testing. Permalink -- click for full blog
Example of a Math Aptitude Test.

Math Aptitude Test is visualized in many ways like algebra aptitude test, numerical aptitude test etc, with the same crux. Permalink -- click for full blog
Tips to prepare for Defense Language Aptitude Battery.

Defense Language Aptitude Battery Does not Measure your achieved skills but potential to learn foreign languages. Permalink -- click for full blog
Defense Language Aptitude Tests measure your potentials for foreign languages.
Defense Language Aptitude Tests are used not only in defense services but also in the foreign services. Permalink -- click for full blog
Personality Career Tests Work Out Your Personality
Personality Career Tests Determine Your Personality Traits!

The personality career tests measure those personality traits which are required for your applied job. You are offered with a multiple choice questionnaire to express your preferences for a number of statements. Your choices, theoretically, demonstrate what type of personality you are, or what personality traits you have developed so far. Psychologists theorize that you dont react on spur of your emotions but follow certain measurable but divergent patterns. The least controversial dimension is that of extroversion vs. introversion, depending upon your source of stimulation. The career personality tests work out your preferences for a dimension to declare you a particular type of personality. The use of personality career test has been growing world over, since 9/11 incident. It has become a part and parcel of any career assessment session meant for screening purposes. Only one such tool i.e., Meyers Briggs personality test, has been taken for more than 2 million times, the past year. But... ...this wide range of usage does not make employee personality test a perfect screening tool. Like many other psychological instruments, it is prone to error for definitions of personality, designing methodology and interpretational approaches. However, it has proven its worth by helping employers to make the best humanly possible decisions.
What Is Personality?
Personality is not an agreed upon concept. The psychologists define it with reference to various personality traits. It is not surprising to find hundreds of definitions for personality in any general book of personality psychology. Alone Allport has identified 17953 traits of a human personality. What more... Some people even believe that personality remains constant throughout your life. The best definition that most of the psychologists conform is: Personality is an individuals characteristic and distinctive patterns of thinking, feeling and behaving.
What Traits Personality Career Tests Measure?

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Different personality career tests measure different personality traits, depending upon different theories. The most respected Meyers Briggs personality career tests identify the following four universal mutually exclusive patterns of human personality types: 1- Extroversion vs. Introversion (E1) 2- Thinking vs. Feeling (TF) 3- Sensing vs. Intuiting (SN) 4- Judging vs. Perceiving (JP) Click to Work Out Meyers Briggs Personality Types ...or Take this Test! Temperament types theory is an amalgmation of Myers Briggs personality types and ancient ideas of Hippocrates about on four humors. However, temperament theory is not considered a variant of type theory. The big five personality test is also a popular model. They measure following factors of your personality: 1- Extroversion vs. Introversion 2- Emotional Stability vs. Emotionally Reactiveness 3- Agreeableness vs. Disagreeable 4- Conscientiousness vs. Spontaneous 5- Openness vs. Traditional Mindset There are other test which measure different patterns depending upon their theories, methodologies and interpretations. They include objective tests, enneagram personality tests , and personality color tests.
Which Formats Personality Career Tests Adopt?

There are various versions of personality career tests. However, they all measure your preferences and compare them with those of other candidates, and tally with those required for your applied job. You are offered a multiple choice questionnaire on one of these two main formats. 1- You are required to agree, disagree or strongly agree with the given statement. .....or 2- You are required to accept a statement for always, sometimes or never.
How to Encounter Career Personality Tests?

Whatever format they adopt, the career personality tests are not examination in any sense of definition. You may not have the required traits but they never declare you fail or pass. On the same stretch your preferences may not please the employer but your personality cant be declared right or wrong. But you may be screened out, depending upon your preferences. Psychologists suggest that you shouldnt prepare for a personality career tests. They claim not to test your ability, expertise or maturity but your preferences for a given situation. If you prepare and opt for certain preferences just to qualify for a job, it is considered 'cheating' or 'faking'. You are the right person to settle moral issues. However, following statements are admitted facts: 1- Personality Career Tests are not perfect tools to analyze all your personality. Even the most reliable companies agree that they fail in 30% cases to find out the right personalities for right jobs. 2- The well prepared candidates are getting better scoring and more chances to be selected for a particular job. 3- The personality is still a vague psychological concept. 4- The personality may be a unity but you continue to develop your traits throughout your life. If you are introvert, proper information and practice can make you introvert. And... 5- No career personality test can measure your all out personality traits. The originator of Meyers Briggs personality tests, Carl Jung, says: "...there is no such thing as a pure extravert or a pure introvert. Such a man would be in the lunatic asylum. They are only terms to designate a certain penchant, a certain tendency...the tendency to be more influenced by environmental factors, or more influenced by the subjective factor, that's all. There are people who are fairly well balanced and are just as much influenced from within as from without, or just as little" The best way to encounter a personality career test is to learn the theories working behind major personality testing models. This way you shall learn what psychologists want to deduce from your answers. You should also learn why and what careers are associated with different personality types. However, it is advisable to be honestly yourself while taking your personality testing session. Any temptation to claim wrong preferences may end you in a wrong career and many frustrating years. Home
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History of Personality Tests... Myers Briggs Personality Test

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Working Out Your Myers Briggs Personality Types Myers-Briggs Personality Types and Related Jobs

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INFJ, INFP, ENFJ and ENFP types INTJ, INTP, ENTJ and ENTP Types ISTP, ISFP, ESTP and ESFP Types ISTJ, ISFJ, ESTJ and ESFJ Types DISC Personality and D Dimension DISC Personality and I Dimension DISC Personality and S Dimension DISC Personality and C Dimension Big Five Model of Personality Criticism on Big Five Personality Tests
DISC Personality Test; A Useful Instrument

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Big 5 Personality Tests

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Color Personality Tests Enneagram Personality Tests

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Enneagram Types 1, 2, 3 Enneagram Types 4, 5, 6 Enneagram Types 7,8,9 Criticism on Enneagram Tests
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LEGAL NOTE:
MBTI and Myers-Briggs Type Indicator are trademarked or registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries. MBTI refers to the actual Myers-Briggs Type Indicator personality test, whereas "type" commonly refers to the theory behind it. "Temperament" refers to David Keirsey's temperament model, an extension of the type theory. Furthermore, Myers-Briggs Type Indicator and Myers Briggs are registered trademarks of Consulting Psychologists Press, Inc. the publisher of the MBTI. Strong Interest Inventory is a registered trademark of Stanford University Press. Reference to Myers-Briggs Personality Types, Myers-Briggs personality Tests, Myers-Briggs Temperaments and Inventories, at this site is merely to illustrate theory concepts originated by Carl Jung and refined by Katherine Cook Briggs and Isabel Briggs Myers, David Keirsey and other learned contemporaries.
Myers Briggs Personality Test with Meyers Briggs personality types.
Myers Briggs Personality Test Calculates Your Personality Type!

A Myers Briggs personality test works out your personality type. It is the most widely used psychological instrument for career planning, career counseling, employee training, team building efforts and personal development. More than 2 million people pass through this, every year, for screening purposes. The government and private organizations have generally made it a permanent feature of their career assessment sessions. Myers Briggs personality test assess your preferred options to handle a given situation. The results depict what patterns of action you prefer when given a free choice. The concept is normally illustrated with an analogy. You can write your resume with either of your hands. But you shall prefer the hand which is more convenient to you. Likewise, you may behave in a particular fashion under precise working conditions. However, when you are given a free choice, you shall always prefer to behave what you feel more comfortable with.
Background Of Myers Briggs Personality Tests

The philosophers and psychologists have been articulating since centuries that human personalities dont differ on temporary bases. However, Swiss psychologist Carl Jung was the first one to theorize that you dont behave randomly but instead follow certain identifiable patterns. These patterns are categorized as personality types. This theory didnt get practical importance until Katherine Cook Briggs and Isabel Briggs Myers used it to differentiate types around them. They had a noble cause; to help people to live a peaceful, harmonious and happier life. Since then the concept has been getting refined and the usability of the Meyers Briggs personality test has been growing.
Myers Briggs Personality Types

There are four mutually exclusive pairs of Myers Briggs personality types. 1- Extroverts vs. Introverts (E1) 2- Sensing vs. Intuitive (SN) 3- Thinking vs. Feeling (TF) 4- Judgers vs. Perceivers (JP)
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Extroverts vs. Introverts (EI) First two mutually exclusive patterns tell where you prefer to get energized. If you are stimulated by the environment, you are an Extrovert (E). This personality type likes to be more social, expressive and outward. However, if you are stimulated by your inner imaginations, thoughts and ideas, you will be classified as an introvert (I). This psychological type prefers solitude, quietness and concentration over gatherings. Sensing vs. Intuitive (SN) These two patterns reveal what resources you preferably utilize to process a piece of information. If you primarily use your five senses, you are sensing (S) type. However, if you preferably rely upon your intuition, unconscious and insights, your type is intuitive (N). The former type is more practical, and analyzes what is real, factual and experienced. The latter one is more imaginative, and looks for new possibilities, novelties and potentials. Thinking vs. Feeling (TF) These two patterns tell what kind of reasons you count for to make a decision. If you prefer logics, analysis, and facts, you are a thinking (T) type. Your decisions would be more objective. However, if you prefer emotions, instincts and motivations, you are a feeling (F) type. Your decisions would be more subjective and value-oriented. Judging vs. Perceiving (JP) The last two patterns reveal how much organization you prefer in your life. If you prefer to be structured, organized and decisive, you are a judger (J). You would most probably love to control flow of your activities. You prefer to decide in advance what to do, what to say and where to go. However, if you prefer to be flexible with unfolding of events, you are a perceiver (P). You would most probably be more curious, adaptable and open. You prefer to delay your decisions for the last minute crucial information.
How to Calculate Your Myers Briggs Personality Type?

Simple.... Re-read the above given four pairs of mutually exclusive 8 categories. You shall see certain behaviors which you feel more comfortable with. Select one category from each pair to let a four letters type. Do it yourself... ...or let this test to do it for you. Your type shall be one of the following 16 personality types: Internal Sensual Group:
1- ISTJ Meyers Brigss Personality Type, 2- ISFJ Meyers Brigss Personality Type, 3- ISTP Meyers Brigss Personality Type, 4- ISFP Meyers Brigss Personality Type External Sensual Group: 5- ESTJ Meyers Brigss Personality Type, 6- ESFJ Meyers Brigss Personality Type, 7- ESTP Meyers Brigss Personality Type, 8- ESFP Meyers Brigss Personality Type Internal Intuition Group: 9- INTJ Meyers Brigss Personality Type, 10- INFJ Meyers Brigss Personality Type, 11- INTP Meyers Brigss Personality Type, 12- INFP Meyers Brigss Personality Type External Intuition Group: 13- ENTJ Meyers Brigss Personality Type, 14- ENFJ Meyers Brigss Personality Type, 15- ENTP Meyers Brigss Personality Type, 16- ENFP Meyers Brigss Personality Type
Caution About Your Myers Briggs Personality Type!

Whatever type you identify, it is the best one for you, and... ...none of these types is wrong or right. The Myers Briggs personality test results may fail to identify your personality type but you cant. You are the best judge to decide what way of action you feel more convenient with. Also keep in mind the opinion of Carl Jung, the originator of Myers Briggs personality types: "...there is no such thing as a pure extravert or a pure introvert. Such a man
would be in the lunatic asylum. They are only terms to designate a certain penchant, a certain tendency...the tendency to be more influenced by environmental factors, or more influenced by the subjective factor, that's all. There are people who are fairly well balanced and are just as much influenced from within as from without, or just as little" Myers Briggs Personality Tests Classify Jobs with Types... ISTJ, ISFJ, ESTJ and ESFJ Personality Types INTJ, INTP, ENTJ and ENTP Personality Types INFJ, INFP, ENFJ and ENFP Personality Types ISTP, ISFP, ESTP and ESFP Personality Types
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LEGAL NOTE:
MBTI and Myers-Briggs Type Indicator are trademarked or registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries. MBTI refers to the actual Myers-Briggs Type Indicator personality test, whereas "type" commonly refers to the theory behind it. "Temperament" refers to David Keirsey's temperament model, an extension of the type theory. Furthermore, Myers-Briggs Type Indicator and Myers Briggs are registered trademarks of Consulting Psychologists Press, Inc. the publisher of the MBTI. Strong Interest Inventory is a registered trademark of Stanford University Press. Reference to Myers-Briggs Types, Myers-Briggs Tests, Temperaments and Inventories, at this site is merely to illustrate theory concepts originated by Carl Jung and refined by Katherine Cook Briggs and Isabel Briggs Myers, David Keirsey and others.
Big 5 Personality Tests Measure Your Intensity in Basic Five Factors.
Big 5 Personality Tests Evaluate Your Five Basic Factors

The big 5 personality tests measure your intensity to deal with people, change and environment, and handle work and depression situations. Extreme levels may qualify or disqualify you for some jobs, but moderate scoring is considered suitable for most of the careers. It is somewhat different from the famous Myers Briggs Types Model and some even consider it a leap upon the types theory. Whatever they may claim, they are not poised to predict how you shall behave in future. Here you shall read how and why big 5 personality tests came into being? What are five big factors? How psychologists calculate them? And much more...
Empirical History of Big 5 Personality Tests
It all started when Allport challenged psychologists, in 1930s, to organize different variations of human personality in the least number of lexical units. Some of his contemporaries believed that natural languages have such words which can be used to describe all variations in the human psychology. This lexical hypothesis led them to generate a number of lists which mainly focused upon five big traits of the human personality. However, the current structure of the big 5 personality tests didnt appear until two different teams of psychologists administered different inventories to thousands of the people. One team was led by Paul Costa and Robert McCare and the other by Warren Norman and Lewis Goldberg. The both groups analyzed their deduced data and concluded in 1970 that human personality can be described with five big factors. The five factor model gave birth to the five factor theory which resulted in a number of big 5 personality tests. Their exponents rightfully claim that this model does not root in theory but in experiment. Lately many testing companies and nations are shifting towards this test. In words of Oliver P. John and others: "The comprehensive analyses in Dutch have provided so far the strongest crosslanguage evidence for the Big 5. Results from a study of English-German bilinguals indicate that the Big 5 form internally consistent and relatively independent dimensions in German as well.... Finally, factor analyses of translations of Norman's...20 scales have replicated the Big 5 in Japanese...."
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(European Journal of Personality)
What is 5 Factor Model of Personality?

The empirical data proves that the subjected individuals agree or disagree to deal with people, change and environment aggressively. When they work, they are either focused or unfocused. And when they are depressed they either recover fast or take a lot of time to be normal. These five behavioral dimensions are described in the following lexical units. Agreeableness or Accommodation (A) This factor determines your way to deal with the people. A higher degree in this factor presumes that you are agreeable, tolerant and courteous. However, a lower degree means that you are disagreeable, aggressive and dominant. Higher levels are termed as adapters and lower as challengers. However, when you score in between, you are considered a negotiator. Openness To Change (O) Do you welcome sudden changes or resist them? A higher scoring suggests that you feel easy with suddenly changing situations. You welcome new ideas. You are original, creative and curious. However, a lower degree proves that you resist changes and favor status quo. You are considered traditional, systematic and static. However, a moderate scoring proposes that you welcome changes at time and can resist them when they are not required. Extroversion (E) This factor deals with your way to behave in your environment. When you score higher in this area, you are considered extrovert, assertive and talkative. However, a lower scoring qualifies to be an introvert, down to earth and quiet. And moderate scoring declares you as an ambivert. Conscientiousness or Consolidation (C) This factor determines your style to handle your work situations. You are considered well focused, organized and reliable to complete your work when you score higher. However, you are considered flexible, disorganized and unreliable in your projects when you score low. A moderate scoring suggests that you are neither workaholic nor lazy. You are quite balanced finisher of the project. Neuroticism or Negative Emotionality (N) This factor highlights your way to handle depression. A high degree suggests that you need a lot of stability when you face negative emotionality or depression. You take more time than others to recover from a depression shock. In extreme cases you are considered in need of psycho therapy to overcome your negative emotions. You are often nervous, reactive and pessimist. A lower ranking suggests that you have strong nerves and take less time to recover from depression situations. You are often calm and solid. You think positively and try to find out the best out of the worst.
How Big 5 Personality Tests Determine Your Degrees?

The big 5 personality tests are considered better than Myers Briggs Tests, Temperament Sorter and DISC Tests for a number of proclaimed advantages. They neither focus upon your types nor temperaments. They try to measure your individual characteristics to handle the above given situations. The intensity of the five factors are measured in the following ways: Do You Agree? This kind of big 5 personality tests offer certain statements. You are required to select any of the following options for each of the given statement: 1- Strongly Disagree, or 2- Disagree, or 3- Neither Agree Nor Disagree, or 4- Agree, or 5- Strongly Agree Is it Correct? This kind of big 5 personality tests offer you a variety of statements. You are required to read each of them and tell the tester which statement is accurate. You have the following options to select one: 1- Very Accurate, or 2- Accurate, or 3- Neither Accurate Nor Inaccurate, or 4- Inaccurate, or 5- Very Inaccurate Scoring Though the above gives parameters are sufficient to suggest your intensities with different factors. However, some psychologists go a step forward and try to calculate your options in numbers. When you score 55 or higher in such big 5 persoanlity tests, you are considered having strong dimension in the given factor. However, when you score 45 or less you are considered opposite for the same factor. When you score between 45 and 55, it is considered standard deviation of the big 5 personality tests. Home Description of Five Factors Criticism on Big 5 Personality Tests
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The Enneagram Personality Tests Measure Your Internal Behaviors.
Enneagram Personality Tests Measure Your Essence
Enneagram personality tests claim to measure your behavioral reactions to your environment by finding out your enneagram type. There are nine enneagram personality types and each of them is influenced by others in different ways.
Difference in Essence and Personality

The exponents of enneagram personality tests believe that you are born with an essence. In simpler words it is your spirit. Each type of essence is denoted with a number given upon circumference of a symbolic circle. The modern experts express these numbers with their respective dominant characteristics. It remains constant throughout your life. Your personality, as per the enneagram personality tests, is nurtured by your environment, education and culture. It may either be in opposite or in consonance with your natural essence. When opposite, your personality is unhealthy and when in harmony, you are considered healthy enneagram personality type. Your growth occurs when you remove these extra influences and bring your personality in harmony with your essence or true self.
Background of Enneagram Personality Tests

The experts of the enneagram personality tests believe that this model has roots in the philosophy of Pythagoras, a Greek mathematician. However, it follows zero and decimal systems which were not known before 10th to 14th century. The first renowned figure in the history of this model is G.I Gurdjieff (1870-1949). He claimed that he had learnt the system in his mystical trance under the influence of different angels. However, he didnt write anything in this regard but taught it throughout his life. His prominent students including John. G. Bennet, Ouspensky and Oscar Ichazo not only propagated his tradition but also expounded upon it. In 1970s, Helen Palmer, a student of Oscar Ichazo, wrote a book entitled "The Enneagram; understanding Yourself and the Others in Your Life" and mixed the system with the current day psychological ideas. She was the first person to describe the nine points as 9 enneagram personality types. In 1990s, Don Richard Riso and Russ Hudson added the model with their ideas of levels of personality development, wings, and points of disintegration and
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integration. The modern day enneagram personality tests follow expounded theories of these two big names.
Usage of Enneagram Personality Tests

In early days, the model was used only to develop your spirit. However, the flavor of psychology has turned it into a psychological instrument which different organizations and corporations use for different purposes including: 1- Human Resource Development 2- Human Resource Motivation 3- Human Resource Management, and 4- Improvement of Skills and Capabilities of employees There is no evidence that employer organizations are using this model for screening purposes. However, the frenzy for the right person for the right job may soon qualify it for hiring and firing purposes. It is advisable to go through the structure and mechanism of enneagram personality types before they start it.
Enneagram Personality Tests and Mysterious Symbol

You can find your enneagram personality type by taking paid or free enneagram personality tests. However, a much better way is to learn the system yourself. It seems complicated but it is not...
Ennea-gram is a Greek word where ennea means nine and gram means a diagram. It is comprised of the following basic elements...
A Circle and 9 Points This model follows a symbolic circle containing nine points (1-9) equidistantly on its circumference. Each point is expressed with a characteristic which is considered dominant for that type. A Hexagon The enneagram personality tests believe that the most important numbers are 1, 3 and 7. When you divide number 1 by 7, you shall get an infinite series of numbers 142857. Just connect the numbers in this direction and you shall get a hexagon. A Triangle The numbers 9-3-6 can be divided with 3 for whole numbers. Connect them with lines and you shall get a triangle.
Enneagram Personality Tests and Shades of Types

Don Richard Riso and Russ Hudson suggest that no pure type is possible to exist in the human world. Thats why you may have shades of different types and express different behaviors in different situations. Development Levels Development levels, in enneagram personality model, means your level of harmony between your essence (nature) and personality (nurture). When your personality is harmonious with your spirit, you are considered enneagram healthy type. However, when your personality has got characteristics entirely opposite to your essence, you are considered enneagram unhealthy type. In between stages are called average level of development. These levels explain why and how you may behave differently than your essence. Wings Every type at circumference of the circle has close relation with the types on either side. They are called your left and right wings. Suppose you are enneagram five type. You may have shades of characteristics given for enneagram four type or enneagram six type or of the both. Some enneagram personality test exponents dont agree with the concept of wings. Directions of Disintegration and Integration Don Richard Riso and Russ Hudson further suggest that you express different behaviors in different situations. In stress or under feelings of security you may express personality characteristics which are not specified for your type. However, it doesnt happen randomly. In stress you follow the direction of disintegration that is 142857 and 639. In other words you start behaving as the next type in the sequence suggests. It is called your stress point or direction of disintegration. When you feel secure and well, you follow just the reverse direction to express different behaviors.
Suppose you are enneagram five type. You shall express behaviors specified for the enneagram seven type in stress and become an enthusiast investigator. But you shall go for personality characteristics given for enneagram eight type in security and challenge the environment with your investigated results.
Enneagram Personality Tests and 9 Dominant Characteristics

The 9 enneagram types are expressed with their nine related dominant qualities. They are as under: 1- Enneagram one type is called as the reformer 2- Enneagram two type is named as the helper 3- Enneagram three type is identified as the achiever 4- Enneagram four type is entitled as the individualist 5- Enneagram five type is termed as the investigator 6- Enneagram six type is described as the loyalists 7- Enneagram seven type is named as the enthusiast 8- Enneagram eight type is identified as the challenger 9- Enneagram nine type is termed as the peacemaker Home Enneagram Personality Types 1,2,3 Enneagram Personality Types 4, 5, 6 Enneagram Types 7,8,9 Criticism on Enneagram Personality Tests
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DISC Personality Test Helps To Measure Your Life Style.
'The man is known by his style...' ...and DISC personality test claims to measure it. It is one of the most popular psychological instruments in use for screening and self-assessment purposes. Your fitness for a particular job may hinge upon your disc profile. You can discover your behavioral approaches to deal with problems, people, work and procedures. Testing industry claims that more than 50 million people have already taken DISC test for one purpose or the other.
Development of DISC Test

The DISC personality test follows four dimensional behavior model of William Moulton Marston. He proposed, in 1928, that normal people behave in four identifiable patterns. He termed these dimensions as Dominance (D), Inducement (I), Submission (S) and Compliance. However, he stressed, no normal person can be of extreme type. They are generally mixture of all the four dimensions. Unfortunately, Marston couldnt realize how much attractive theory he had proposed. He neither copyrighted the DISC nor converted the model into a professional DISC personality test. This resulted into thousands of companies claiming to build your professional DISC profile. They even started to claim measuring of your personality. This romanticism has transformed DISC personality test into a detrimental tool for your career.
Parameters For Your DISC Personality Profile

Generally, the testers categorize different dimensions of behaviors with different jobs. You are expected to show those specified qualities and degree of D.I.S.C while encountering a disc personality test. Your answers help the testers to build your disc personality profile. In most of the cases, the test is designed by focusing upon three or four major areas. 1- How do you handle the problems? If you have drive to control the situation, you are supposed to score high in Dominance (D) area. Some jobs may require you more dominance and others may not. Your DISC personality profile shows your degree with this dimension. 2- How do you deal with the people? Whether you try to influence others with emotions or with facts. When you score higher, you may be viewed as a magnetic
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personality. Your influential behavior is expressed with letter I in your disc personality profile. 3- How do you react to your environment? When you prefer a peaceful, stable and secure working atmosphere, you are considered steady. However, when you are adventurous, you may score lower with Submission (S) in your disc profile. 4- How do you react with procedures? You may be follower of procedures in letter and spirit. Or you may feel uneasy with dead routines. Your behaviors with status quo are mentioned with letter C.
Benefits of Using DISC Personality Test

The biggest benefit of DISC personality test is for the employers. They use them to avoid human errors while recruiting the right people for the right positions. However, you may use the tool for your own benefits for a number of ways. You can: 1- Practice the DISC test before encountering one. 2- Learn about your strengths and weaknesses. 3- Improve your life by sharpening your strengths and improving your weaknesses. 4- Enhance your interpersonal relations. 5- Sharpen your teamwork capabilities. 6- Improve your communication skills. 7- Learn your approaches to different issues. 8- Discover your motivations, your energy sources and impulses. 9- Learn how others think and how to interact with them. 10- Discover your own likings and disliking with people, problems and work. 11- Calculate your reactions with a particular environment, and 12- Adjudge your adaptability.
Find Out Your DISC Personality Type

You cant be an extreme D or I or S or C... Genes, education, culture and a variety of other factors help you to develop a style of your own. However, you can refine that as much as you like. The unique mixture of your conscious and unconscious efforts results in different degrees of the D.I.S.C. The real function of a DISC personality test is not only to find out your behavioral dimensions but also correlate their different degrees.
This popular online DISC Personality Test focuses upon three major areas; work, social and family. You are given 24 questions and are required to select the most or least appropriate option. The remaining six questions offer two options for each one of them. You shall see cultural values influencing your choices. Try to be objective as much as possible to get the optimum assessment of your styles. Home DISC Personality Test and 'D' Dimension DISC Personality Type and 'I' Dimension Disc Personality Profile and 'S' Dimension DISC Profiles and 'C' Dimension
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Mechanical Aptitude Test Can Hamper Your Mechanical Career.
Mechanical Aptitude Test is Crucial for Your Mechanical Career.

Mechanical Aptitude Test measures your ability to comprehend simple mechanical and physical principles. It focuses upon your motivation for machines and interest in movement of their components. The scores are used to predict your future performance and learning potentials in mechanical tasks.
Usage of Mechanical Aptitude Testing

1- Screening for Mechanical Jobs For mechanical situations, you are required not only to qualify a mechanical aptitude test but also score better than other applicants. You are screened for such jobs in army, navy, air-force, and private and public organizations. Different level of knowledge is required for different jobs such as welding, mechanical, electrical, plumbing, hydraulics, map-reading etc. However, you are analyzed for your working knowledge of mechanics instead of academic depth. 2- Mechanical Training The application of mechanical aptitude testing is not restricted to the fresh recruitments. Sometimes, managers introduce new machines and need to train people already working with the organization. The aptitude testing sessions determin your capability to learn complex mechanical expertise. This saves employers money and time which they could have wasted otherwise on training wrong people. 3- Mechanical Education The education has been specialized. Children express difference of aptitudes and learning capabilities early in their lives. A young man with mechanical inclinations is the best candidate for future mechanical career. Early choice of the right career can result not only in better performance but also a satisfied population. 4- Psychological Studies Two most prominent mechanical aptitude tests; Bennett Mechanical Comprehension Test (BMCT) and Wiesen Test of Mechanical Aptitude (WTMA), are used for different psychological studies and experiments. Due to their objectivity and validity, they have become excellent tools for controlled studies and verification of different hypothesis.
Different Formats
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1- Most of the mechanical aptitude tests are administered in written format with paper and pencil, or computer and mouse. You are required to identify and mark the correct logical solutions for the proposed mechanical problem. 2- Most of the mechanical aptitude questionnaires are administered to groups as well as individuals effectively. However, some of them are applied to the individuals in one-to-one fashion. 3- Many tests consist of a number of diagrams of mechanical objects. Some focus upon describing the problems in verbal format. But their range comprises of a number of mechanical areas to make them universal. 4- Some old aptitude mechanical tests are read over to the subjects. You are required to identify the right solution for the cited problems. This format is getting the least attention for objectivity issues.
How to Encounter Mechanical Aptitude Session?

It is important to prepare for any aptitude, personality or even IQ test. However, when a mechanical job is your dream, you need to go through the following suggestions. 1- Working Knowledge of Mechanics Do you know what kind of mechanical aptitude test you are going to encounter? In most of the cases your answer would be a big no. However, if you know the machines which are used in your applied job, you may find type of questions to be expected. You can read through the prominent mechanical aptitude tests to get a degree of familiarity. You also need to know daily life machines such as pulleys, gears, shafts etc and observe their movement in different machines. This shall boost your imagination when you shall be offered complex movement problems. 2- Practice They say practice makes a man perfect... ...and your practice of sample mechanical aptitude tests shall help you to score better in real mechanical aptitude test. You can take online free mechanical aptitude tests. It is better to read a couple of related quality books to get a hang of the testing mechanism. 3- Relax Before Session Starts Enough said... ...you are ready to encounter your mechanical career assessment session. Have a good night sleep and go to the examination centre with a fresh and relax mind. Most of the experiences have proved that the candidates scored much better when they were mentally relaxed and free from any kind of anxiety. 4- Notes Allowed or Not?
Before making your choices, read the instructions very carefully. Some mechanical tests may allow you to make notes upon the question paper but most of them shall not provide the facility. In the former situation, the testers want to analyze your short term memory and aptitude simultaneously. In the later case, they want to analyze your reasoning system. Follow the directions very strictly.
Limitations of Mechanical Aptitude Tests

Like other psychological instruments, mechanical aptitude tests are also subject to a number of limitations. There is no evidence that better scoring candidates prove better mechanics than those who failed even to qualify. It is possible that a Master degree holder in Physics may outperform others in a written session but may fail to earn his bread even in mechanical career. Then general mechanical aptitude testing mechanism doesnt fit to the requirements of all jobs. They need to be restructured and re-validated for each and every job. Most of the organizations fail to hire industrial psychologists for the task and miss the basic goal; proper screening. However, these minor limitations cant stop the employers to go for mechanical aptitude testing. They are objective, cost-effective and the most reliable available tools. You agree to their validity or not, you will have to qualify them if you are serious about a mechanical career. Home Prepare Bennett Mechanical Comprehension Test Free Sample Bennett Test --Part 1 Free Sample Bennett Test --Part 2
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IQ Test Scores Measure Acquirable Capabilities; Not Your Intelligence.
Are You A Genius? IQ Test Scores Claim To Classify...

The IQ test scores are derived from the accurate answers that you provide to the multi-choice questionnaire. A professionally built IQ test is comprised of various sub-tests to measure your verbal, numerical and spatial skills, and also your analytical reasoning with the provided data. The instrument is similar to a career aptitude test for its design and effectiveness. However, IQ test score meanings have converted it into an entirely different breed. Now IQ tests claim to classify you on the basis of your intelligence. They, generally, take intelligence as a measurable entity that you get by birth. They believe that it remains almost constant throught your life. Adding insult to injury, some races/nations are considered low on the basis of their national IQ test ratings.
What is Intelligence?
factor... You need to define intelligence before you start measuring 'g'
Unfortunately there is no standardized definition for this conceptual word 'intelligence'. Most of the psychologists equate it with different acquirable capabilities. In 1986, during a controlled study, a group of 25 psychologists defined intelligence in 25 different ways. The definitions included adaptability to a new situation, cognitive capabilities, logical thinking, abstract thinking, originality, alertness, common-sense, productiveness and creativity. Most of these traits can be improved... David Wechsler may be right to claim that an idiot can't become a mathematician with any amount of training and hard work. But Wechsler IQ test scores still identify improvable capabilities and mental retardations. Most of the IQ test fans define intelligence what an IQ test can measure. But there are certain capabilities which IQ tests can't measure. They include creativity, non-academic talents, musical capability, manual dexterity, interpersonal skills etc. Then what is 'intelligence'? A concept is still looking for a scientific expression.... .....and WAIS is claiming to measure it!
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IQ Test Inventor And Interpretations...

Alfred Binet is credited as IQ test inventor. He wanted to identify children in schools who needed special education due to their weaknesses in vocabulary, comprehension and memory. He also focused upon their average capability to solve daily life problems. He believed intelligence an improvable faculty in human beings. He also observed that human intelligence can neither be measured nor be expressed in a numbers. However, his forewarnings have mainly been ignored. The famous IQ tests claim not only to measure your intelligence but also express that in a normal number. How IQ test score meanings changed?
How IQ Tests Work?

IQ is an abbreviation for intelligence quotient. Oxford dictionary defines it, A number denoting the ratio of a persons intelligence to the normal or average. It is derived by dividing your 'mental age' with your chronological age, and multiplying the mean with 100, to normalize the number. The results are explained with a curve which is called Bell Curve. IQ= (M.A/C.A)X100 ....mental Age? Different IQ tests are designed for different ages. If you can encounter an IQ assessment successfully designed for your own age group, your mental age equals to your chronological age. However, if you are 21 years old and encounter a test designed for the average age-group of 28, your mental age is 28 years old. And your IQ shall be... IQ= (28/21)X100= 133 points ....a Genius? It is possible that your IQ may deviate standardly for 15 points, the either way. General explanations of iq test scores admit that IQ test ratings are subject to vary 5 points every week. The psychologists have discovered that mood, anxiety, stress, environment, education, culture and abode may influence IQ test rating variably. It is interesting to note that people are scoring better and better with every passing day. What is the reason? Are they growing more intelligent? Or Are they getting more familiar to the IQ testing mechanism? Read some causes
Validity of IQ Test Scores

Validity of IQ test scores is still unsatified! Most of the psychologists admit that IQ tests are not error free psychological instruments.They lack reliable evidence to prove their validity. They can give different results under different conditions for the same subjects. No IQ test can gurantee 100% accuracy of predictions. But they are used widely all over the world... ...and they have even assumed power to classify you a genius, average or even an idiot. In words of famous columnist, Walter Lippmann: "One only has to read around in the literature of the subject...to see how easily the intelligence test can be turned into an engine of cruelty, how...it could turn into a method of stamping a permanent sense of inferiority upon the soul of a child...." Unfortunately, the cruelty goes on.... For a break, you need to realize that intelligence is still an ambiguous and unmeasurable potential. It can be developed to the fullest possible expression with right information, practice and experience. And IQ test scores can only indentify your current level of mental alertness, not your constant intelligence factor. Home Site Map
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Are You A Genius? IQ Test Scores Claim To Classify IQ Test Inventor and Perversion of IQ Test Scales Suspicious Rise in the Average IQ Test Scores Has Exposed Tests' Validity Wonderlic Personnel Test r Wonderlic Test for Basic Skills r Strengths and Weaknesses of the Wonderlic Test Wechsler Adult Intelligence Scale & Sub-Tests r Wechsler Adult Intelligence Scale Test III & Differences with Old Versions r WAIS IQ Test May Declare you An Idiot r Wechsler Intelligence Test is good for Adults and Mental Patients
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Standardization of Wechsler Adult Intelligence Scale Reasons Behind Popularity of Wechsler I.Q. Tests
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LEGAL NOTE:
The information published at this website is subject to copyrights. The trade marks "Stanford-Binet Intelligence Scale" is a registered trademark of Riverside Publishing. "Wechsler Adult Intelligence Scale" and "WAIS" are registered trademarks of "The Psychological Corporation". We are not affiliate to any of them. The reference to Stanford-Binet Intelligence Scale, IQ test scores, Wechsler Adult Intelligence Scale and WAIS, and the related issues is just to reference the theories working behind these processes/systems presented by their originators and refined by their followers. It is intended to provide general simplified information about personality, aptitude and IQ tests, and the related issues.
Wonderlic Personnel Test is a Quick IQ Test
Wonderlic Personnel Test; A Short and Quick IQ Test

Wonderlic Personnel Test (WPT) claims to measure your general intelligence. However, in fact, it measures your verbal, numerical and spatial capabilities. This highly culture based test is one of the most widely used psychological instruments all over the world. It attempts to screen the candidates for certain jobs within the shortest possible time. It may be termed as a quick IQ test.
History of Wonderlic Personnel Test

The Wonderlic personnel test was invented in 1939 by David Wonderlic. He was a student of psychology and wanted to measure intelligence of his team mates. However, due to its brevity and quickness, it became popular very soon. More than 2.5 million people go through it annually to clinch their applied jobs. More than 100 million people have already used it either to seek some position or to analyze their own strengths and weaknesses. Like other psychological instruments Wonderlic personnel IQ test lacks solid evidence to prove its validity. However, it is available in 12 different languages and is often applied at college, entry level jobs and team making efforts. Most of the government and private organizations have made it an integral part of their psychological assessment sessions.
Main Features of Wonderlic Personnel IQ Test

Average IQ Score General intelligence quotient tests like WAIS-IV and Alfred Binet IQ test scale, have set a score of 100 for average intelligence. However, wonderlic personnel test has set score of 21 for average people. Quick IQ Test Wonderlic personal test is a time limited session which you are required to complete within 12 minutes. You may finish the entire questionnaire or attempt a few of them but you cant continue working upon it after 12th minute. The free Wonderlic test may require you even less time. It is the reason that this is a quick IQ test. Short IQ Test The Wonderlic Personal Test is a short IQ test as well. It is comprised of merely 50 questions. Some psychologists view it a shorter version of main intelligence quotient tests. The free Wonderlic Personnel test smaples are even shorter. Free Wonderlic Personnel Test on Canadian Government Site... Structure: From Easier to Difficult
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Like other IQ tests, the Wonderlic personnel IQ test contains easy questions in the beginning. However, as you go on, the level of difficulty starts rising. The last ten questions or so may be the most difficult ones. No Negative Marking The Wonderlic Personnel Test IQ doesnt penalize you for selecting the wrong choices. You should read an item carefully and try to find out your answer without looking at the options. If you fail to find a correct answer, then you should ignore the wrong choices straightforwardly. You shall get a couple of choices remaining. Try to make your best choice instead of skipping that. Even if your answer is wrong, you are not going to face negative marking. No Use of Aiding Tools The Wonderlic personal test focuses upon your verbal, numerical and spatial capabilities. However, it does not allow any kind of aiding tools such as alculators and dictionaries. You are required to read the questionnaire and write answers with pencil on the answer sheet. In the case of online Wonderlic test, you will have to use your mouse. In some cases printable IQ tests are also available.
Focusing Areas of Wonderlic Personnel Test

The Wonderlic Personnel IQ Test focuses upon your verbal, numerical and spatial capabilities. However, the questions may take different angels depending upon the intelligence of the question setters. Verbal IQ test The verbal testing may contain questions of following types: 1- You may be given certain words and be required to compare each of them to make a definite right choice from the multiple choice answers. 2- You may find some disarranged sentences and be required to arrange them to find out a logical solution. 3- You may be asked to identify parallelism in sentences. 4- You may even find some story demanding your critical reasoning to find out the correct answer. Math IQ Test The numerical intelligence testing focuses upon your basic mathematical skills. The questions may be structured as: 1- You may find certain questions with decimals, fractions and other mathematical concepts. 2- You may be given a numerical series with certain pattern. You may be required to find out the next option following the given pattern. 3- You may find some numbers and be asked to compare them.
Spatial IQ Test The spatial ability test portion focuses upon your imagination, visualization and knowledge of basic geometrical concepts. The questions may be structured in a number of ways including: 1- You may be asked to follow certain directions and reach to the right destination imaginatively. 2- You may be required to analyze some geometrical shapes to find out the required answer. Following of Simple Instructions This area of Wonderlic Personnel Test is not generally highlighted. It tries to measure your capability in following the simple instructions. This portion starts much earlier. You are required to follow the instructions about the test in letter and spirit. Then you are required to follow simple instructions given to attempt every item. It is presumed that if you cant follow Wonderlic personal test simple instructions, you cant perform well in real life situations. The Wonderlic Personnel Test has been holding the field since 1930s. There are certain limitations and a lot of criticism upon its design, conduct and claims. But it is still very popular and in use psychological instrument. If cultural bases are removed and the IQ test score meanings are rationalized with modern concepts of intelligence, it can be more helpful to screen applicants. Home Site Map Wonderlic Test for Basic Skills Strengths and Weaknesses of the Wonderlic Test
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LEGAL NOTE:
'Wonderlic' and 'Wonderlic Personnel Test' are registered trademarks of Wonderlic Inc. 'Wonderlic', 'WPT' and 'SLE' are registered trademarks of the 'Wonderlic Personnel Test' and 'SLE' is a trademark for 'Scholatic Level Exam'. We are not affiliated to any of them. Reference to Wonderlic, WPT and Wonderlic Personnel Test, at this site is merely to illustrate theory and concepts originated by David Wonderlic and further developments by other learned contemporaries.
WAIS IQ Test Measures Acquirable Capabilities and Level of Mental Retardation.
WAIS IQ Test Measures Capabilities and Mental Retardation...

WAIS IQ test is the most popular intelligence assessing scale. It measures vocabulary, arithmetic and visual-spatial capabilities. It takes into account general knowledge, social awareness and short term memories as well. Psychiatrists preferably use this scale to diagnose level of mental retardation in their patients. WAIS stands for Wechsler Adult Intelligence Scale. This adult IQ test claims to classify intelligence of human beings of 16-74 years old and above. The other two Wechsler scales are used for kids and children.
History of WAIS IQ Tests

WAIS IQ tests were introduced by David Wechsler in 1939. He replaced them with a better scale in 1981 and renamed them as Wechsler Adult Intelligence ScaleRevised (WAIS-R). In 1997, these tests were standardized for USA citizens and were renamed as WAIS-III. Now some companies are claiming to use WAIS-IV for the same purposes. Standardization of WAIS IQ Tests The WAIS is a standardized IQ test. For that purpose the sub-tests were administered to 1800 USA citizens. The sample group was representative set of men, women, white, black, rural and urban population as per 1981 census. Other representative considerations were also taken into account. After calculating their results, the ratings on the scale were identified. Later on psychologists of different countries customized WAIS under their cultural and linguistic preferences. Now adapted versions, such as Australian IQ tests, Spanish IQ Tests and Chinese IQ tests, are available all over the world.
How WAIS IQ Tests Work?

WAIS IQ tests are comprised of two main scales; verbal and performance. The verbal scale assesses six verbal capabilities. However, performance scale measures five performing capabilities.
Verbal IQ Test Scale

The verbal IQ test scale analyses your vocabulary, arithmetic, information, comprehension and digit span capabilities and abstract conceptualization. The IQ test results heavily depend upon your practice, skills,
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education, culture, socio-economic conditions and the current state of your mind. 1- Vocabulary The WAIS IQ test identifies your comprehension of meanings and relations between the expressive words. It is your mental conception of a thing or situation that gives meaning to the spoken or written words. The Wechsler IQ test generally assumes that your native language is English. However, if English is not your native language or you differ from others in culture, your IQ may vary considerably. Education, experience and life-style also contribute for better scoring in this sub-test. 2- Arithmetic The WAIS IQ test offers simple arithmetic problems to identify your mental alertness. This sub-test is commonly called math IQ test when it is administered separately. It focuses upon your attention, concentration and arithmetic reasoning. The questions are asked in a story telling way and you are asked to reason arithmetically to answer them. Your education, vocation and practice play great role in IQ test results. When you have daily life interaction with arithmetic or practice such puzzles and questions, you shall have better IQ then those who dont have such opportunities. 3- Information The WAIS IQ test measures your general knowledge with this sub-test. It focuses upon your capability to understand simple information correctly. Culture, education, residence and life-experience strongly influence your IQ test rating. The questions originate from a particular culture to know your general knowledge attainment. 4- Comprehension The WAIS IQ test measures your social awareness and common-sense with this sub-test. It focuses upon your social sense and your conception of cultural values. When such sub-test is prepared for the USA citizens, others may get low IQ scoring. Secondly, no candidate shall like to answer in a fashion that his society rejects. For example, you are asked about your reaction on finding a bag full of dollars. You may need that bag in your heart but you shall like to answer as the society demands. 5- Digit Span The WAIS IQ test assesses your auditory short memory, concentration and attention with this sub-set. You are given digit strings and asked to repeat them first forward and then backward. When you are encountering this sub-set with full attention, calmness and fresh mind, your IQ test rating shall boost. However, when you are in anxiety, tension or depression, your IQ test score shall fall considerably. 6- Similarities in Dissimilar Objects The WAIS IQ test measures your abstract reasoning and power of conceptualization. You are given a set of apparently dissimilar objects to identify abstract similarities amongst them. This is also a culturally influenced test.
Performance IQ Test Scale

This main scale has five sub-tests which analyze different performing capabilities. The sub-tests include picture completion, picture arrangement, block design, digit symbols and objects assembly. 1- Picture Completion The WAIS IQ test measures your visual perception by asking you to perform completion of a picture. You are given a set of nineteen pictures and are required to complete the story with the twentieth missing one. This sub-test measures your capability to visually separate essential details from unessential information. The complete set of pictures tells a reasonable story. 2- Picture Arrangement The WAIS IQ tests measure your capability to understand social interaction through non-verbal skills. Your ability to find out arrangements and sequential order is also analyzed. You are offered a set of pictures and are asked to arrange them in a way that tells a story. 3- Block Design The WAIS IQ tests measure your non-verbal reasoning by requiring you to organize blocks as per the given patterns on cards. The colorful blocks design tells how much performing reasoning you have. 4- Digit Symbols The WAIS IQ tests measure your short term memory through this sub-test. You are given a key to match series of numbers or shapes. Your performance shows your capability to understand coding patterns. The psychiatrists use this sub-test to measure alertness of your visual nerves. 5- Object Assembly This performance sub-test measures your visual spatial capabilities. It consists of four jigsaw puzzles to complete them. Parts are required to be converted into a whole. It is optional sub-test for a WAIS IQ test. WAIS underlines that the both verbal and performance scales should be administered separately. When standard deviation between the both scales is 15 point, it is a normal phenomenon. However, if the standard deviation is more then further investigation into the subject is required. Without a prejudice and contempt, if you are going to encounter a WAIS session, you are at least average and at the maximum a super genius. The lower rating is for the mentally retarded people. And we dont expect mentally retarded people, as per the WAISE intelligence rating, capable to read these pages. Whatever your IQ test scores may be, you can develop your vocabulary, arithmetic and visual-spatial capabilities. Proper training may improve your general knowledge, social awareness, and short term memory. David Wechsler may be right that no amount of training can convert an idiot (mentally retarded person) to a mathematician. However, an average can win with persistence, focus and hard work.
Home Site Map WAIS-A tool to classify you as a Genius or an Idiot? Wechsler Adult Intelligence Scale III and Old Versions Standardization of Wechsler Adult Intelligence Scale Reasons Behind Popularity of Wechsler I.Q Tests
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The information published at this website is subject to copyrights. The trade marks "Stanford-Binet Intelligence Scale" is a registered trademark of Riverside Publishing. "Wechsler Adult Intelligence Scale" and "WAIS" are registered trademarks of "The Psychological Corporation". We are not affiliate to any of them. The reference to Stanford-Binet Intelligence Scale, IQ tests, Wechsler Adult Intelligence Scale and WAIS, and the related issues is just to reference the theories working behind these processes/systems presented by their originators and refined by their followers. It is intended to provide general simplified information about personality, aptitude and IQ tests, and the related issues. However, opinions expressed here should not be taken equivalent to the specific legal or professional advice.
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Personality, intelligence, aptitudes and their related psychological instruments are not only merely screening tools but also make life long impact upon their subjects. Think about it... Most of psychometrics base upon the theory that whatever they measure is final. Though they lack a concrete evidence and reasoning but are being used to determine your life long careers. This practical denial of the reality leads them to be discriminatory tools. Specific types and particular level of IQ results become your fate and destiny. Whatever your desires can be, you are given jobs following your personality profile. Whatever hidden capabilities and potentials you may possess, your paper/pencil testing session decides your life long career. Then, the employers offer more opportunities to some types and particular IQ levels. The job levels determine how much you should be paid. Your personality types determine whether you would be a leader or a follower. You may never be able to get rid of the life style that a personality or aptitude test may decide for you. You may lose all out control upon your life and future. It is what psychometrics can determine for you. Practice with online and printable personality and aptitude tests may help you to handle them more conveniently. But knowledge behind their philosophies, psychological theories and the related issues shall help you to break the boxes where they place you. You shall also find it lot easier to face them with power of your knowledge. Not only different pages of this website but also every issue of The Psych Up shall help you to crack the nutshell in a non-philosophical simple language of your own. But this monthly electronic magazine is not regular in its schedule. It simply means: You shall NOT read more than one issue within a full month. You shall not receive fluff, spam, email marketing campaigns etc in the name of regular schedule. I dont publish things for which I dont have reasons to believe in. Occasionally, I may be a bit late of my schedule, just for quality.
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Personality Testing; Myth and Realities
Personality psychology is like peeling off an onion. Every strip leads to many more. Finally you get a heap of onion strips. Where is the onion? But personality is not an onion... Read More...
Nature VS Nurture Theories of Personality

In Greek Mythology, when gods created man, they endowed him with divinity. However, the man started challenging them. They feared his potentials and decided to deprive him of the might. Where to hide the divinity? was the big question Read More...
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Personality Testing and Personality Psychology
Personality Testing; Myth and Realities

Your Personality is not an onion...
It is commonly believed myth that personality testing instruments can measure your personality and predict your future behaviors. The pre-employment testing mechanism has been following this creed without any solid evidence. The testing industry claims all out validity. The educational institutions and employer organizations use them for screening purposes. Their transparency and equity has even convinced the courts of law. But it is still an unresolved riddle; what do they test? Do they test personality? What is personality then? What is its nature? How does it come into existence? Is it outcome of evolution? Does matter has capability to generate a personality? Why animals dont have a personality? Does it remain the same during whole of your life? And many more questions. It is like peeling off an onion. Every strip leads to many more. Finally you get a heap of onion strips. Where is the onion? But personality is not an onion... Allport has recorded hundreds of different definitions. Most of the psychologists equate it to your style, behaviors and reactions. They have devised instruments to measure these main areas. The collected data about your behaviors and temperaments help them to decide your career. You may organize your behaviors in future but you may never be able to go for a career of your passion. Why? Experts like to predict. They predict weather. They predict political situations. They predict economic conditions. They predict your future with signs, numbers, cards or palms. And they predict your future performance with the help of personality testing instruments.
Whats Your Personality?

It is well recognized fact that every human being has a personality. It is not merely your physical body. It is not merely your consciousness. It is not merely your ego. It is not merely your behaviors. It is not merely your physical expression. It is not merely your style. It is not merely your temperament.
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But they all and many other characteristics are expressions of your personality. I dont find it wise to define your personality. Admittedly it is an abstract reality. You get it with your birth. You can either develop it or disintegrate. Your style, behaviors and reactions are expressions of your developed, undeveloped or underdeveloped personality. How do you look? How do you react? How do you talk? How do you live? How do you think? They all are expressions of your personality. The psychometrics measures these expressions and not your personality. The abstract nature of personality can neither be measured nor be analyzed with any scientific or non-scientific tool. It can only be visualized. It can be developed. It can be disintegrated. Your thinking and doing makes all out the difference. A developed personality gives better style, behaviors and reactions than an undeveloped one.
Why Psychometrics are Getting Popular?

The very first reason is that every one wants to know who he is. But bigger reason of their massive use is just a desire of the employers to avoid bad-hire. They get hundreds of applications for a single situation. They are the only available tools to avoid idiosyncrasies. They dont have alternatives for psychometrics. Tests are going to stay. Whether you are trying to be admitted for a specific discipline or looking for your dream job, you are going to encounter psychometrics at one stage or the others. You need to prepare before encountering them.
How to Prepare for Personality Testing Sessions?

Keep in mind... Personality is an amazing entity. You can think. You can visualize. You can discover. You can express. You can plan. You can create. You have unlimited hidden potentials. But your selected options on paper are going to decide your future. You should practice offline and online personality tests before encountering a real session. Your practice shall not only make them familiar to you but also generate a list of your strengths and weaknesses. You can improve them with your conscious efforts. However, it is much more important to learn how different personality and aptitude tests measure expressions of your personality. What theories are working behind them? How do they relate different jobs with different types? This knowledge shall make it a lot easier to encounter psychometrics.
About the Author

Psychometrics? Some believe in them and others reject them altogether. Saqib Ali Ateel dedicates his website http://www.personality-and-aptitude-career-
tests.com/art to explain the reality in between.
Important Note for the Publishers

Feel free to reprint this article about personality testing on your website or in your ezine. In return, simply include the short "about the author" byline. You are not allowed to change the content, however. Home Personality Testing Reviews Personality Testing and Myers Briggs Types
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Personality Tests Categorize Jobs For Different Myers-Briggs Personality Types.
Myers-Briggs Personality Types Model Helps To Make Your Career Decisions!

Myers-Briggs personality types model not only works out your behavioral preferences but also correlates them with different careers. Whether you are analyzing your career options or starting anew, there is no alternative for this psychological instrument. The sixteen personality types, their descriptions and association with different careers guide you to analyze:
1- Your choice of careers, 2- Your selected career vis--vis your Myers-Briggs personality types, 3- Prcised method to avoid frustrating years in a wrong business, and 4- Your decision to change your current job for another.
Myers-Briggs Personality Types and Development of Personality Functions...

Myers-Briggs personality types are often misunderstood. Some think that it identifies those personality traits which are built-in and can neither be developed nor be changed. On the same fallacy some organizations have been using sixteen personality tests as sole selection criteria. The professionally built Myers-Briggs personality tests theory admits development personality functions. Education, working environment and cultural bounds help you to develop various personality traits. Even Carl Jung admits that extreme types can only be found in lunatic asylums. W. Harold Grant mentions six phases of behavioral development of sixteen personality types. He says that human beings are born with certain identifiable built-in preferences. However, they grow these preferences and non-preferences, throughout their lives. His six phases are: 1. 0-6 years (No clear type yet) 2. 6-12 years (Development of dominant primary behaviors) 3. 12-20 years (Development of supporting auxiliary behaviors)
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4. 20-35 years (Focusing upon both types of behaviors while starting with opposite functions.) 5. 35-50 years (Maximum development of all kinds of behaviors.) 6. From 50 onward (Strengthening of fully developed functions.) Primary Dominant Behaviors There are four dominant primary behaviors of Myers-Briggs personality types model; extroversion vs. introversion and sensing vs. intuition. People start showing their extroversion or introversion from their early childhood. They refine their perception system a bit later. Auxiliary Supporting Behaviors These four behaviors; thinking vs. feeling and judging vs. feeling, are considered auxiliary for Myers-Briggs personality types. Your systems to decide and organize the things support your primary behaviors. Opposite Behaviors Opposite behaviors do not mean other side of the midnight they are simply those behaviors which you express under circumstances but dont feel comfortable with. It is your self-control and learning capability that rub out that discomfort. Your working environment may catch your anger but you can develop a peaceful mind by enlarging your picture. A balanced personality can never be an extreme Myers-Briggs Type... Thats why some psychologists prefer to express types not as ESTJ, INFJ and ISTP but as EiSnTfJp, IeNsFtJp and IeSnTfPj types. They theorize that small letters convey those behaviors which you are not comfortable with but you can express them too. Work Out Your Myers-Briggs Personality Types Yourself...
Classification of Sixteen Personality Types

Depending upon four temperament types theory, the Myers-Briggs Model can be divided into four groups. Each group comprises of four personality types: Sensing Judger Myers-Briggs Personality Types They include ISTJ, ISFJ, ESTJ and ESFJ personality types. In temperament types this group is called guardian or duty seeker. Click for Description and Associated Careers Intuitive Thinking Myers-Briggs Personality Types They include INTJ, INTP, ENTJ and ENTP personality types. In temperament types, they are considered analytical personality types. They are also called rational or knowledge seekers. Click for Description and Associated Careers
Intuitive Feeling Myers-Briggs Personality Types They include INFJ, INFP, ENFJ and ENFP personality types. In temperament types, they are termed as idealists or ideal seekers. Click for Description and Associated Careers Sensing Perceiver Myers-Briggs Personality Types They include ISTP, ISFP, ESTP and ESFP personality types. In temperament types they are collectively called the artisan or action seekers. Click for Description and Associated Careers The brief descriptions of Myers-Briggs personality types and associated careers are given in the light of Carl Jung's theory of types and the later developments. However, like any other psychological instrument, they are subject to error. There is no guarantee that any of the description or careers shall be suitable to your personality. It is advisable to take them an opening for your big picture. Home
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IQ test Inventor and Illegitimate Development of the IQ Test scales.
IQ Test Inventor and Perversion of IQ Test Scales.

Alfred Binet, the IQ test inventor didnt believe that IQ test scales qualify to measure your intelligence. He neither invented the term intelligence quotient (IQ) nor supported its numerical expression. After completing the foremost IQ test scale, he proclaims: "I have not sought in these lines to sketch a method of measuring, in the physical sense of the word, but only a method of classification of individuals. The procedures which I have indicated will, if perfected, come to classify a person before or after such another person or such another series of persons; but I do not believe that one may measure one of the intellectual aptitudes in the sense that one measures length or a capacity." Despising his forewarning, most of the famous IQ test scales claim not only to measure your intelligence but also express it in a normalized number. The inventor of the IQ test believed that intelligence comes with genes but can shine with education, environment and culture, unless you are mentally impaired. He didnt believe that intelligence is a measurable fixed entity.
Beginning of IQ Test Scales

It all started in France... Alfred Binet got his degree in law and doctorate in the natural sciences. However, he was passionate self-taught student of psychology. He spent most of his free time in observing mental development of his two daughters and mentally retarded children in a local clinic. In 1904, he was commissioned by the French government to design a method to segregate mentally subnormal children from the normal ones. The government had made education compulsory for all and wanted to provide special education to the needy children. The IQ test inventor was assisted by another psychologist Theopile Simon, for which the system is called Binet-Simon Intelligence Scale. It focused upon daily life problem solving capabilities of the children in schools. He wanted to measure the mental age (the current level of cognitive mental development) of the subjects to classify them as normal or special children. He tested comprehension, vocabulary and memory of the examinees vis--vis their age-fellow. He was aware of the illegitimate use of his scale. He warned: The scale, properly speaking, does not permit the measure of intelligence,
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because intellectual qualities are not super-posable, and therefore cannot be measured as linear surfaces are measured.
IQ Test Scales in Germany

William Stern, German psychologist, translated and adopted the Binet-Simon Intelligence Scale in Germany. However, he observed that mental age of a normal child can be different from his age-fellows. He said if mental age of a child is divided by his chronological age, the result shall express ratio of his intelligence in his age group. However, he was consonant with Alfred Binet that IQ test scales cant measure human intelligence. He states: No series of tests, however skillfully selected it may be, does reach the innate intellectual endowment, stripped of all complications, but rather this endowment is conjunction with all influences to which the examinee has been subjected up to the moment of testing.
IQ Test Scales in the United States

H.H.Goddard, the father of American Eugenics (A movement to breed only the intelligent (right) people and curtail reproduction of idiots...), translated and adopted Binet-Simon IQ test scale in the United States. He was greatly influenced with Darwins evolution theory and believed intelligence a fixed measurable entity which people get by their birth. He used IQ tests scales to prove validity of his philosophy. Another Eugenic, Lewis Terman invented the term intelligence quotient (IQ) and normalized Sterns intelligence ratio by multiplying it with 100. IQ= (M.A/C.A)X100
IQ Test Scales in World War-I and Afterwards...

With dawn of World War-I, the United States required a lot number of peoples to fill different vacancies. However, there was no quick systematic method to screen candidates before placing them on important positions. The government asked Lewis Terman and Robert M. Yerkes to build two IQ test scales to screen literate and illiterate candidates for the available posts. The scales were built within the next six months. Before World War-I ended more than two million people had gone through these IQ test scales. Later on these psychologists developed National Intelligence Test in 1920 and Scholastic Aptitude test (SAT) in 1926. These IQ test scales were translated, adapted and standardized in other countries with much more impact than Binet-Simon scale alone could make. The use of IQ test scales has been increasing in the 21st century, in education, career and clinics. However, the testers should get rid of Eugenics philosophy to make them a useful tool. They must not forget what Alfred Binet had suggested: Some recent thinkers(have claimed) that an individuals intelligence is a fixed
quantity, a quantity that cant be increased. We must protest and react against this brutal pessimism; we must try to demonstrate that it is founded on nothing. (Quoted in "The Mismeasure of Man", Gould) Home
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Rise in the Average IQ test scores has invalidated Average IQ test Results.
Consistent Rise in the Average IQ Test Scores Has Exposed Tests' Validity!
The average IQ test scores have consistently been rising for the last couple of decades. The development has not only put a big question mark upon validity of the average IQ test results but also given birth to a number of conflicting explanations. Some psychologists include environment, improved nutrition, smaller families, technology and training as the crucial factors behind the rising trend. However, they are far from any agreement.
Flynn Effect Behind Rise of Average IQ Test Scores

The average IQ test score is the numerical expression to classify majority (50%) in the average range of IQ. It is denoted with the figure of 100 on a full IQ test scale. Due to standard deviation of 15 points you may be considered scoring 100115 or 85-100 even when you score a century. On final stages of the 20th century, a sharp rise was observed in the number of people scoring much better than the average IQ test scores. Some nations including Israel, Holland and Belgium demonstrated rise of 10 points for a decade. The IQ testing companies had to revise their scales to keep majority of test takers within average IQ test scores. The major shift was observed in abstract reasoning assessment sessions. The trend was found moderate in vocabulary and mathematical testing. The explanation given for the rise by James Flynn, the researcher of the fact, is called Flynn Effect. He was American national teaching Political Science in New Zealand. He researched databases of 20 countries to discover conclusive proof that average IQ scores were being defeated by majority of the test takers over the decades. He focused upon those IQ or aptitude career tests which were almost unaltered for the years. His contributions stirred the psychology circles in 1980s. He stated a number of factors behind the rise. However, he was not sure for the exact explanation. It might be an increase in the intelligence, he said, but it wouldnt be implausible that people have been scoring better for their improving acquaintance with the IQ test mechanism. Environment Flynn observed that environment affects the intelligence and vice versa. However, most of the environmental factors affect intelligence for a short time. So, the
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increase in the IQ test results may not be permanent. Smaller Families He also observed that the people are trying to keep their families smaller. This has allowed them to focus their due attention and resources upon the mental growth of the children. Improved Nutrition Flynn observed that rise in the average IQ test scores is more prominent in those countries where nutrition has been improving for past couple of decades. He said that malnutrition definitely delays mental development of children. He theorized that nutrition has been causing proper development of mental capabilities.
Other Explanations of Rise in the Average IQ Test Results

Some Other psychologists, by expounding research of James Flynn, forwarded some other reasons for the massive rise in the average IQ test scores. Technology A psychologist, Neisser observed that average IQ test scores have been rising for every new generation (about one decade). He said that James Flynn had mentioned television as one probable reason for increase in the abstract reasoning IQ test scores. However, the later developments have been improving abstract reasoning capability of the test takers. He says: From pictures on the wall to movies to television to video games to computers, each successive generation has been exposed to far richer optical displays than the one before Beyond merely looking at pictures we analyze them. Pictures, puzzles, mazes, exploded views and complex montages appear everywhere. Complex Society The society and its problems are getting more complex with every passing day. Dr. Wendy M. Williams observes: "People are smarter now, they know more. Children are stimulated at an early age by a more complicated world, fostering neurological development." Discrimination It is a well known fact that IQ test scales were introduced in the USA by father of the Eugenics, in 1908. He used the tool to reduce immigration from Eastern Europe particularly of those with Jewish background. His customized IQ test scales determined that 83% of Jews, 80% of Hungarians, 79% of Italians and 87% Russians were feeble-minded (idiots). However, when IQ tests were humanized, people started to score better than earlier. Professor Stephen Jay Gould says:
(It is)...the abstraction of intelligence as a single entity, its location within the brain, its quantification as one number for each individual, and the use of these numbers to rank people in a single series of worthiness, invariably to find that oppressed and disadvantaged groups--races, classes, or sexes--are innately inferior and deserve their status. (The Mismeasure of Man). Socio-Economic Conditions The studies of Greg Duncan at Northwestern University and Jean Brooks-Gunn and Pamela Klebanov at Columbia University, have proved that socio-economic conditions are one factor behind fluctuating average IQ test scores. Better socioeconomic conditions cause better development of mental capabilities. They proved that average IQ test results of blacks and whites living in the same kind of conditions differ slightly. On the basis of their experiments, they rejected the theory that blacks have 15 points shorter IQ to the white population. Preparation and Right Information It is doubtful that intelligence is rising. However, even if it is admitted as a natural result of evolution, it cant rise with the speed as IQ test results have been showing. Most of the test takers know that IQ test results are going to play an important role in their future. Thats why 97% people go through some sort of training to score better in the IQ test sessions. Is it not the most important factor behind rise of average IQ test scores? Then there are a number of companies claiming to boost your IQ either with information or with tools. The opinion of Dov Libeman, a Housting University professor is conclusive: Intelligence is a multi-faceted thing, incapable of being summed up by one number, and all a consistent rise in IQ test scores tells you is that people have learned better how to take them. Home How WAIS Determines Average IQ Test Scores
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Career Choice Can Lead You to Happiness or Ultimate Frustration.
Making a Good Career Choice... A Quagmire?
Career choice has become a complex science with the advent of computer technology and beginning of post-industrial revolution. In old golden days, a fulltime life employment was matter of your graduation or certification from a professional institution. However, now you need not only to make due career planning but also exhaustive career research before making any career choice. You are required to adjust your tunes with the changing socio-economic conditions as well. But keep in mind... ...there is no shortage of opportunities! At different periods the tide of opportunity sets in different directions, according to the needs of the whole and the particular stage of social evolution which has been reached. There is abundance of opportunity for the person who will go with the tide, instead of trying to swim against it. (Wallace D. Wattles)
Problems in Making A Good Career Choice

There was no problem in making a career choice in the early days of human civilization. Then feudalism converted it into a family affair. The son of a blacksmith was destined to become a blacksmith. A feudal was a born leader. However, industrialism made it possible for common people to be more rich than many feudal couldnt even imagine. You could even monopolize a field if you had due skills and knowledge. In post-industrialism, the economy is becoming more knowledge-based. Degrees and certificates may qualify you to apply for certain opportunity but cant guarantee your success. You are required to show working knowledge, analytical reasoning and aptitude for certain type of jobs. Even then you may not be able to get a life-long job with any of the organization. It is not strange that people are changing their careers for every couple of years. Now your choice of career cant satisfy your future with a single job. You need to identify a number of alternatives having slight or no difference in the field of knowledge, expertise and skills. It will not only make you a better choice for a certain opportunity but also prepare you for future unexpected situations. The other problems in making a good career choice include:
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Lack of Career Planning Most of the people are looking merely for a job. They dont care whether the applied job is according to their aptitudes and passion. They are likely to sign contract for the first job that they encounter without any kind of career planning. This unplanned decision may result in many frustrated years in a wrong career. Many times it is too late to change your career choices. Inadequate Career Research The second most hazardous problem in making a right career choice is inadequate career research. You may have planned your career a bit but ignorance of the latest developments in the job market may push you for a dying opportunity. You may realize after many years that your opportunity has no more spot in the changing socio-economic evolution. Hidden Opportunities Generally, hidden opportunities mean those jobs which are not advertised. However, we include those opportunities as well which are novel to the current job market. There is no shortage of opportunities. The people who travel with the changing socio-economic conditions face no shortage of them. But most of them require you to identify them with your passion, education and experience. It is not surprising that on one hand the unemployment rate is increasing. On the other hand there is acute shortage of skilled people in the fields of computer, technology and electrical systems. The problem is not with the opportunities but with the old fashioned education which most of the countries are departing to their students. When they come to the practical life, they feel that many of the jobs related to their formal education are either dried up or given birth to new opportunities for which they dont have any kind of skills. Contractual Opportunities The days of life-time opportunities are almost over. Most of the organizations, private or public, prefer to hire the people on contract for some period or particular season. The contractual period not only lets you to analyze your career choice but also helps the employers to measure your future performance. If you prove your worth to the organization, the employers may like to keep you even with bigger compensations. However, shorter periods may lead you to make wrong career choice. Aptitude testing When you are looking for jobs, short or long term, you will have to pass through the career aptitude tests. The psychologists try to measure your talents to cultivate certain kinds of skills. If they see that you are unable to meet the required standards, they shall most probably vote against your hiring. Though they have not come with solid evidence to prove their claims but employers are turning towards them heavily to avoid bad-hire. They can prove detrimental to you career choice if you fail to show your mental alertness in career aptitude testing.
You need to go to the session with fresh and free mind. It is advisable to prepare before encountering any aptitude test. Communication Skills Most of the neo-industrial evolution opportunities relate to the public dealing. If you dont have adequate communication skills, you may not prove a good employee for any organization. You need to deal with people effectively for better of the organization. Unfortunately, most of the people fail to develop their communicative skills before making a career choice.
MAPP reveals the real you: your natural motivations, interests and talents for work. This discovery leads you to make a right career choice. Make Your Career Choice Convert Your Knowledge Into Online Career Confucius says: "Choose a job you love, and you will never have to work a day in your life." However, when you don't find such a job, don't go for any job. Re-calculate your hobbies, passion and knowledge and turn that into your career. Click Here
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Alternative Flight Aptitude Selection Test to Become A Helicopter Pilot

The alternative flight aptitude selection test (AFAST) measures your special aptitudes and personality characteristics that are required for becoming a helicopter pilot. You cant expect to join a helicopter pilot training without scoring better in AFAST or a military flight aptitude test. The test screens your suitability for a military rotorcraft pilot as well.
Structure and Scoring of Alternative Flight Aptitude Selection Test

Helicopter pilot training programs cost a lot to the army organization. They cant afford to train the people and then realize that the trained pilots dont have strong aptitudes for becoming a successful helicopter pilot. In such circumstances they not only waste money but also the trained staff becomes their liability. The alternative flight aptitude selection test is structured with a view to select the best candidates who have aptitude to become good helicopter pilots. The psychologists sort out data about your motivations, leadership skills, coordination and excellent physical condition. For that purpose they use alternative flight aptitude selection test. You must score at least A 90 to pass the alternative flight aptitude selection test. You have only two chances. Try to score higher in the first chance and if you fail, you can muster your knowledge for the second and the last chance. However, you shall have to wait for a period of six months before you can go for the second professional alternative flight aptitude selection test.
Seven Sub-Sections of Alternative Flight Aptitude Selection Test

You have to answer 200 questions divided into 7 subtest areas within a specified time. The sections would be as under:
Section 1- Background information
You will meet 25 questions about background.

Section 2- Instrument comprehension test
An artificial horizon in an aircraft displays the aircrafts attitude as it relates to the ground. You will be required to determine the position of an airplane in flight by looking at two dials, one showing the artificial horizon, the other showing the compass heading. You are required to answer 15 questions within 5 minutes.
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Section 3-Complex movements test
The complex movement test measures your ability to visualize motion by judging the distance. Five pairs of symbols are given, representing direction and distance. You will choose the one pair that represents the amount, and direction of movement to move a dot from outside a circle into the center of the circle. You shall be offered 30 questions to be solved within 5 minutes.
Subtest 4- Helicopter knowledge test
This subtest deals with your general understanding of the principles of helicopter flight. A section of the alternative flight aptitude selection test focuses upon your knowledge of helicopters, basic flight and common knowledge of aviation. It consists of 20 incomplete statements followed by 5 choices each. You shall be given just 10 minutes to answer all of the questions.
Subtest 5-Cyclic orientation test
This subset of the alternative flight aptitude selection test comprises of 15 questions. You are shown a series of three sequential pictures that represent the pilot's view out of the windshield. They change from top to bottom. You will determine which position the cyclic would be in to create the changes in the view indicated by the pictures. Here you will have to adopt role of a helicopter pilot. The helicopter can be climbing, diving, banking (turning) to the right or left, or in a climbing or diving bank. Look at the pictures from top to bottom and decide what maneuver it is doing. Next, your task is to decide which position the cyclic (stick) would be in to perform the maneuver. For items in this test, the cyclic is moved as follows: For banks: To bank left, move the cyclic stick to left. To bank right, move the cyclic to right. For climbs and dives: To dive, push the cyclic forward. To climb, pull the cyclic back. You shall be given 15 questions to be answered within 5 minutes.
Subtest 6- Mechanical functions test
This subset of the alternative flight aptitude selection test determines your understanding of general mechanical principles. You are shown some pictured and are asked 20 questions on the mechanical principles illustrated, within 10 minutes.
Subtest 7-Self Description Questions
This subset of the alternative flight aptitude selection test asks questions about your interests, likes and dislikes. You shall meet 75 questions to be answered within 25 minutes. Site Map
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Wechsler Scale III VS Old Versions of Wechsler Adult Intelligence Scale

Wechsler Scale III is not a new invention at all. It is a significant development of the previous versions of the Wechsler adult intelligence scale tests. A number of popular items were brought forward. But you can find still major departure from the old style. Experts have pointed out the following differences: 1- Addition of three subtests 2- An alternative model for Wechsler adult intelligence scale scoring 3- Expanding the normative samples 4- Inclusion of easy items 5- Extended subject range to the age of 89 years 6- Co-norming with Wechsler Memory Scale, and 7- More keen to assess mentally retarded people Here you will read about the two most important developments; addition of subtests and alternative model for the test scoring.
Addition of Sub-Tests in the Wechsler Scale III

David Wechsler defines intelligence as your aggregate or global capacity to act purposefully, to think rationally and to deal effectively with your environment. He takes your ability to do something as expression of your level of intelligence. He, in 1939, selected those areas in Wechsler adult intelligence scale test that could represent a wide range of your underlying abilities. The Wechsler adult intelligence scale test III has further increased the area by developing 14 subtests. One sub-test (Object Assembly) is optional and is used rarely under specific circumstances. The 11 sub-tests are used to measure your conventional I.Q, with the standard deviation of 15 points. These are traditionally divided into two groups to score the Wechsler Scale as: Verbal IQ Testing Vocabulary
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Arithmetic Information Comprehension Digit Span Similarities Performance IQ Testing Picture completion Picture Arrangement Block Design Digit Symbol-Coding Matrix Reasoning (Click for Description of Wechsler Scale sub-tests) The remaining two sub-tests; letter-number sequencing and symbol search are mixed with these 11 sub-tests to develop alternative scoring system.
Alternative model of Scoring for Wechsler Adult Intelligence Scale Test

The second major development is providing of an alternative method to measure your capabilities in a refined and precise manner. Now your IQ may be scored in four indexes instead of the traditional two. The 11 I.Q testing sub-tests are divided into four different categories as: Verbal Comprehension Vocabulary Similarities Information This index of the Wechsler Scale has excluded those sub-tests which required sensitivity of your attention like digit span, arithmetic reasoning etc. It can measure your verbal comprehension better than ever in the past. Perceptual Organization Picture Completion Block Design Matrix Reasoning
How do you organize things in your perceptions? It is a performance group with more specific inclusions. Speed loses its importance as at least one sub-test, matrix reasoning, is not time limited. Other sub-tests have also relaxed the candidates to some extent. It is considered more refined measure of your fluid reasoning and your visual-spatial problem solving capability. Working Memory Arithmetic Digit Span Letter- Number Sequencing This group of the Wechsler adult intelligence scale test is comprised of the subtests sensitive to your attention and immediate memory. Your lower score in this area may qualify you as having some problem with your attention and memory. For screening purposes you need to prepare this part better than any other subtest in the Wechsler Scale III. Processing Speed Digit Symbol Coding Symbol Search How quickly you may solve the problems? Decision making becomes an art when is combined with the right information and quickness to the situation. Your decisions after the right moment passes may fire back. This section of the Wechsler Scale measures your quickness to solve the problems. It is a highly-time section and you are expected to answer with speed and correctness. Besides screening purpose this group of sub-tests may be used to identify various neurological and neuropsychological conditions.
Home Site Map Wechsler IQ Test Measures Capabilities and Mental Retardation WAIS-A tool to classify you as a Genius or an Idiot? Standardization of Wechsler Adult Intelligence Scale Reasons Behind Popularity of Wechsler I.Q Tests
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Nature VS Nurture Theories in Psychology Re-Enlivened.
Nature VS Nurture Theories of Personality in he 21st Century

Nature vs Nurture theories have wasted a lot of energy of human beings. Plato is considered first to realize that you are made of not only flesh but also an intellectual soul. The issue may be much older...
In Greek Mythology, when gods created man, they endowed him with divinity. However, the man started challenging them. They feared his potentials and decided to deprive him of the might. Where to hide the divinity? was the big question They considered heights of icy mountains, limits of shining stars and pits of the earth. But every place was accessible to mans capabilities. Then they decided to hide it within the man himself. Since then the man has been climbing icy mountains. He has navigated deep seas. He has traversed moon. His machines have even touched Mars. But he is still looking for his lost paradise. Man, it is inside you! They call it personality now. It is scientific to ask how it comes into being. Is it inheritable? Is it natural? Is it outcome of environment? Have you any will to change your behaviors or you are bound to follow the dictates? Nature vs Nurture theories focus upon these issues. The new discoveries in genome and quantum physics have revived the debate. Incidentally, more they discover, more they bewilder. The abstraction continues intensifying.
How to Define Nature VS Nurture Theories

There are three distinctive schools of thought.
Personality is Natural
This group believes that your personality is result of evolutionary process. You inherit behaviors due to complex interaction of genes. They control your
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behaviors. So you dont have a free will to act otherwise. They believe that types and characteristics measured with personality tests remain constant throughout your life. You may sharpen your types or temperaments but can never change them.
Personality is Nurtured
This group argues that you dont get your personality inherited. Your mind is a blank slate at your birth. It is your environment, education and culture that make up your behaviors. There are differences on the issue of free will to change your behaviors. They argue that types and characteristics measured with personality tests change continuously throughout your life.
Personality is Spiritual
This group claims that your personality is result of neither nature nor nurture. It is gift of some deity. They are split on the issue of free will. However, except Enneagram personality test, the leaders in this school don't believe in measurement of personality.
Nature VS Nurture Theories and Evolutionary Psychology

Darwins theory of evolution led William Hamilton, George Williams and many others to the idea of personality evolution. They proposed that like physical organs, your personality is result of natural selection for survival of the fittest. You do as your genes dictate. They suggest that fear of death, fear of injury, fear of snakes, shyness, addiction, criminality and sexual orientation are main examples of inheritable behaviors. Steven Pinker (2004) includes religiousness, liberalism and conservativeness in the list. William Paley considers cognitive capabilities, temperaments and cheating behaviors inheritable. However, there is strong criticism on this approach. 1- There is no single universal behavior which can be proved evolutionary. Even fear of death, that seems natural to all, is overridden in crusades, suicides and suicide bombings. 2- You are made of 25,000 to 30,000 genes. They are merely twice to the number in a fruit fly. Chimpanzees share 95% of your genetic characteristics. However, they dont share even 10% of your behaviors. 3- People dont differ in behaviors as they do differ in skin pigments. Extroverts, introverts, optimists, pessimists, criminals, liberals etc are found in all societies and cultures. Even identical twins (with 100% similar genes) and fraternal twins (with 50% similar genes) behave differently in most of the cases. 4- No genome scientist has related genes or a set of genes with any kind of
behaviors. 5- There are a good number of living organisms and fossils which suggest intermediary stages to the physical evolution. However, no such intermediary stages are available for personality evolution.
Nature VS Nurture Theories and Physics

The discoveries in physics have always provided new meat to the nature vs nurture theories. The conclusions of Newton and Einstein helped the people to believe that future events can be predicted with the help of true knowledge of matter and natural laws. This led psychologists to suggest that your future behaviors can be predetermined. The whole mechanism of psychometrics follows this hypothesis. However, quantum physics has changed the situation altogether. Evidence proves that you cant make two (almost) simultaneous measurements of observables correctly. For example: 1- Position and momentum of a particle 2- Position and direction of a particle 3- Time and frequency of a sound wave 4- Wavelength and magnitude of a sound wave The list goes on... The quantum physics has shaken determinism. So much so the scientists have to devise Heisenberg uncertainty principle which challenges that any physical event can be predicted precisely in time and space. Do you think that particles are too small to affect big events? Reconsider it. What would happen if Hitler had died in his young age of cancer, which can occur with a slight genetic mutation?
Nature VS Nurture Theories and Reality

What was the first cause? Aristotle had asked centuries before It has been proved that the universe is not result of infinite series of collaborating causes and events. There was a first event; the big bang just 13.7 billions year ago. What was its cause? There can be only two plausible answers: 1- There was no preceding cause, or
2- There was a first Causer When you affirm the first statement, you agree that there might be other events which dont have preceding causes. The birth of personality is one of them. However, if you agree with the second statement, then you are siding with the spiritual school of thought.
Nature vs Nurture Theories and Environment?

Environment plays very important role in making of your behaviors. However, any behavior that you acquire is amendable. Secondly, it is not only environment that influences you, the vice versa is also true. You can count hundreds of names who influenced their environments, cultures and societies. The best advice is to believe in your personality. Use your free will to develop and refine your behaviors. Utilize all out capabilities to collect small successes daily to build bigger one in future. Your way of thinking and style of doing shall determine your destination. Meanwhile, let the counsels of nature vs nurture theories to continue with their confusing debates.
About the Author

Psychometrics? Some believe in them and others reject them altogether. Saqib Ali Ateel dedicates his website http://www.personality-and-aptitude-careertests.com/art to explain the reality in between.
Important Note for the Publishers

Feel free to reprint this article about Nature VS Nurture Theories on your website or in your ezine. In return, simply include the short "about the author" byline. You are not allowed to change the content, however. Home Nature vs Nurture Theories and Debate in Detail Other Free Articles Back Issues of The Psych Up
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Free Sample of Vocational Aptitude Test
Vocational Aptitude Test

The Vocational Aptitude Test is comprised of multiple aptitude tests. You are tested for your verbal, mathematical, daily life science etc. They are numerous... I am neither a psychologist nor an expert. So, I have requested a psychologist friend to help me developing this sample of vocational aptitude test. We neither claim any authority nor expertise. It is just an attempt to give you a bite of the pie that is being sold like a hot cake. For the best results make a professional choice...
General Science
Do you have correct knowledge of daily life practical science? If not then you may have no interest for a mechanical job. Without scoring better in this section, you have the least chances to be selected for the position of an engineer. You need to know the basic concepts of physical and biological sciences. For example:
Question
a) What is the scientific notation for 7,890,000? (i) 7.89 10-2 (ii) 7.89 102 (iii) 7.89 10-5 (iv) 7.89 106
Answer
In scientific notation, until there is only one digit to the left of the decimal moves the digits. For 7,890,000, you move the decimal to the left by 6 decimals. The answer is iv. Furthermore, there are 3 significant figures in 7,890,000.
Arithmetic Reasoning
The arithmetic vocational aptitude test measures your ability to solve arithmetic word problems. For example:
Question
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In a school, one-fifth of the students are female and one-fourth of the students are hostlers. What proportion would you expect to be female hostlers? (i) 1/5 (ii) 1/10 (iii) 1/20 (iv) 1/25 (v) 1/50
Answer
One-fifth of the students are female and one-fourth of the hostlers. One fifth of one-forth is 1/20.
Word Knowledge
Word knowledge vocational aptitude test measures your ability to select the correct meaning of words and synonyms .
Question
Frugal nearly means: (i) scanty (ii) more (iii) non-economical (iv) rich
Answer
Frugal
Mechanical Reasoning
This vocational aptitude test measures your knowledge of automobiles, tools and shop terminology. Like...
Question
A chisel is used for (i) twisting (ii) prying (iii) grinding
(iv) cutting
Answer
It is used for cutting
Mathematical Reasoning
A math vocational aptitude test measures your knowledge about basics of mathematical principles. Such as:
Question
If twelve workers are needed to run 4 machines, how many workers are? Needed to run 20? (i) 20 (ii) 48 (iii) 60 (iv) 80
Answer
12/4 * 20 = 60
Question
Which mechanical components are typically used between a wheel and an axle to reduce friction? (i) springs (ii) hinges (iii) bearings (iv) levers
Answer
A set of bearings is typically a set of small metal balls packed in a groove and lubricated with grease or oil. The wheel rubs against one side of each ball, and the axle rubs against the other side. The net effect is that the wheel rolls much more easily.
Electronics Aptitude Test

Electronics aptitude test measures your basic knowledge of electricity and electronics. It is given more weight when you are applying for electronic related jobs. It may include the questions like:
Question
Storage of charge is the property of which electronic component? (i) capacitor (ii) transistor (iii) transformer (iv) resistor
Answer
Capacitor stores charge.
Paragraph Comprehension
This vocational aptitude test measures your ability to obtain information from the written material. For example; Read the following specimen passage carefully: The communities of ants are sometimes very large numbering upto 500 individuals and it is a lesson to us that no one has ever yet seen a quarrel between any two ants of same community. On the other hand it must be admitted that they are in hostility not only with most other insects including ants of different species, but even with those of same species belonging to different communities. I have over and over introduced ants from one nest to another of same species and they were invariably attacked, seized by a leg or antenna and dragged out. It has been suggested that ants of each nest have some sign or password by which they recognize each other. To test this I tried to intoxicate them by putting them in whisky for a few minutes. Then I put a paint spot on their leg to recognize them. Then I put them on the table where ants from other nest were feeding. The ants which were feeding soon noticed them. They seemed quite astonished to find their comrades in such a disgraceful condition and were as much at a loss to know what to do with them as we were. After a while they carried them all away; They took their friends home while the strangers were dropped at the edge of the table. Thus, it was evident that they know their friend even when it is incapable of giving any sign or password. Q 1) What lesson writer wants to give? Q 2) How do ants from different community behave? How did he judge it? Q 3) How did the ants deal with drunk ants? Q 4) Choose an appropriate title.
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Reasons Behind Popularity of Wechsler IQ tests

The Wechsler IQ tests have been getting more and more popular with the passing of time. Every new version tries to remove weaknesses of the previous one. Even the first Wechsler Intelligence Test, in 1939, was a major development in the testing industry. It is not for the reason that they have developed the perfect system to measure your intelligence... ...but for the reasons: 1- Easier to administer 2- Easier to compute 3- Easier to compare, and 4- Easier to revise whenever required.
Easier to Administer
David Wechsler and his followers have developed more than 10 different major Wechsler I.Q Tests so far. They all remained loyal to the basic content and format. You can find very little variation in the number of sub-tests. At least eight sub-tests are present in the whole family of Wais intelligence tests. The examiners find it easier to switch from one Wechsler IQ test to another for administering purposes.
Easier to Compute
It is not only easier but also better to compute your mental functionalities in different sector. A single global IQ score is no more acceptable. Wechsler IQ tests provide the system to measure your specific strengths and weaknesses. Each section helps in collecting very useful data for your personality profile. Furthermore, the mean for IQ and Index scores is standardized at 100. The standard deviation is 3 and 15 for sub-tests and the overall calculation of your scores, respectively. This helps the examiners to analyze your capabilities in different sections.
Easier to Compare
The Wechsler IQ tests have made it possible to compare functionalities of your right and left hemispheres of your brain, separately. There are 5-6 sub-tests in
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the verbal scale and 6 in the performance scale. A joint description of these two factors of intelligence may explain your collective smartness.
Easier to Revise
The Wais tests have gone through many revisions so far. It is merely for the fact that David Wechsler had established a formula to switch from one version to another, easily. Many generations have been produced and many more are in offing.
Importance of the Wechsler tests

Whatever the reasons may be, you cant afford to ignore importance of Wechsler IQ tests for your job purposes. You need to understand the concepts behind the designing and building of these tests. The practice tests may help you to further to be familiar with the standard Wechsler IQ tests. However, it is your skill and aptitude that helps you to score better than other candidates. Home Site Map Wechsler IQ Test Measures Capabilities and Mental Retardation WAIS-A tool to classify you as a Genius or an Idiot? Wechsler Adult Intelligence Scale III and Old Versions Standardization of Wechsler Adult Intelligence Scale
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Strengths and Weaknesses of the Wonderlic Test

How good is the Wonderlic test? Does it really work? You raise such questions and get entangled into long hours of futile debate. Subjective opinions, interests of the industry, and personal biases may lead you either to extravagant claims or absolute rejection of the Wonderlic test. However, when you analyze the deafening noise of supporters and opponents, you find a mixture of strong and weak points.
Reliability of the Wonderlic Test

In psychometrics, the reliability means consistency of the scores when you are retested with the same or an equivalent form of a test. It can also be checked with reference to particular selection of items, behavior sample constituting the test, the role of different scorers, and other aspects of the testing situations. With such information, you may predict whether the test will be reliable or not. The Wonderlic IQ test offers such empirical data that helps you to measure its reliability. The objective calculations and skillful interpretations help psychologists to decide whether it is fit for all situations or not. There are sixteen parallel forms of the Wonderlic test and each contains 50 questions which are to be solved within the time limit of 12 minute. Interestingly, the reliability of the Wonderlic IQ test with such brevity is stunning. The psychologists have observed reliability of .90 within the same form and more than that in parallel forms.
Wonderlic IQ Test VS Other Intelligence Tests

Some psychologists have noted strong correlation between the reliabilities of the Wonderlic IQ test, Wechsler Adult Intelligence Scale, Kaufman Adolescent and Adult Intelligence Test. Dodrill (1981) has reported a correlation of .91 between scores on the Wonderlic IQ test and the Wechsler Adult Intelligence Scale. Leverett (2000) has reported about the same level of correlation between the Wonderlic Test and Kaufman Adolescent and Adult Intelligence Test. For such strong correlations, four new forms of the Wonderlic test have been introduced for the education counseling purposes. They are called the Scholastic Level Exams but still need time and effort to become reliable enough.
Weaknesses in the Wonderlic Test

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The critics have observed that though Wonderlic IQ test has attained a lot of respect for the claims of reliability but it still lacks some solid arguments. Wrong Interpretive Guidelines Like any standardized intelligence test, the Wonderlic IQ test contains interpretive guidelines to help the examiners as well as to maintain a uniformity of form and content. The critics suggest that the interpretive instructions of the Wonderlic test are arbitrary and unnecessarily restrictive. For example, the manual suggests that when you score between 16 and 22, you have a limited capacity for anything other than routine tasks. However, these scores correspond to the IQ of 93 and 104 respectively, which is a normal range of intelligence. Do you think that people of the average IQ test score are incapable to perform any thing else except the routine jobs? Unfair to Different Races The manual also lists cutting scores for over 75 occupations. It raises the specter of an under-trained personnel officer over-interpreting individual scores. Consequently, the results are problematic to the racial minorities. The race differences for the Wonderlic scores are significant (Geisinger, 2001). The African Americans always score low than their white Americans. It is sick to believe that people can be inferior or superior in intelligence just for their racial differences. Unfair to Non-English Speakers The Wonderlic test is a speed IQ test. You have to solve all the items within twelve minutes. It has such a heavy reliance on speed that points are added for candidates at the age of 30 or above to compensate for the well known decrement in speed that accompanies the normal aging. This situation is unfair for the foreigners whose native language is not English. They are unfairly penalized (Belcher, 1992). The evasion of time limit may help fairness a bit but the testing industry and supporters of the Wonderlic test do not support this idea. Home Site Map Wonderlic Personneal Test Wonderlic Test for Basic Skills
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Standardization Process of the Wechsler Adult Intelligence Test

The aptitude and personality tests are standardized to establish their credibility. The Wechsler adult intelligence test is also a standardized test. The standardization creates a uniformity of procedures for administration and scoring of the Wechsler adult IQ tests. Whatever test of this family you take, you shall find the same conditions in all of them.
Detailed Instructions
The Wechsler adult intelligence scale contains detailed directions for the examiners and examinees. You will find the same kind of material, same types of time limits and same genre of the oral instructions. You will also find preliminary examples to solve the offered multiple choice questionnaire.
Establishment of Norm
Norm stands for normal or average... The Wechsler adult intelligence test doesnt provide any space for failing or passing. Your correct answers provide empirical data to help comparing your capabilities with other candidates in the same session. The process gives a raw score that is called norm of the Wechsler adult intelligence test. It is useless unless it is evaluated in terms of suitable interpretive data.
Large and Representative Sample

The Wechsler adult intelligence test was administered upon a large number of people for standardization purposes. Census report for the year of 1995 was taken from the U.S Bureau to calculate representation of different sexes, ages, race, education levels and geographic locations. The sample was divided into 13 following categories: 1- 16-17 2- 18-19 3- 20-24 4- 25-29 5- 30-34 6- 35-44 7- 45-54
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8- 55-64 9- 65-69 10- 70-74 11- 75-79 12- 80-84 13- 85-89 Except last two, each group included 200 participants.
Not a Fully Representative Sample

Besides merits, there are certain objections that critics frequently point out. They rightly claim that the sample taken for standardization of the Wechsler adult intelligence test was not fully representative. Certain categories of population were excluded from the sample selected. The point out the exclusion of the following broader categories: 1- Color blindness 2- Hearing Problems 3- Visual Impairment 4- Alcoholic 5- Addicts 6- Upper extremity impairment 7- Users of anti-anxiety and anti-depression drugs 8- Having some brain impairment problems (head injury, stroke, epilepsy, Alzheimer and Schizophrenia) This means the norm of the Wechsler adult intelligence test was calculated upon the answers given by a healthier sample than the average one. Furthermore, the Wechsler adult intelligence Scale III has been harder than the Wechsler adult intelligence scale Revised. You can't expect the same level of score with both of them. Home Site Map Wechsler IQ Test Measures Capabilities and Mental Retardation WAIS-A tool to classify you as a Genius or an Idiot? Wechsler Adult Intelligence Scale III and Old Versions Reasons Behind Popularity of Wechsler I.Q Tests
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Wechsler Intelligence Test VS General IQ Tests

Before 1939 there was no IQ test to measure intelligence of adults and mental patients. First Wechsler intelligence test was an aswer and named as Wechsler-Bellevue Intelligence Scale. The Stanford-Binets Scale was still holding the field when David Wechsler announced to design one for adults and mentally retarded people. It was a big development upon the previously available psychological instruments. Most of the items before Wechsler test, were set from the school text books and for the children. The formula of mental age was ambiguously used for the people of all ages without any logical reasoning. Most of the items were built around language and verbal skills. Most of the questions were set for manipulation of words. Speed was considered more important than the accuracy.
Major Developments In First Wechsler Intelligence Test

The first Wechsler intelligence test was not a creation at all. David Wechsler took Stanford-Binets Scale and improved it. But the changes were such vital that they transformed the Wechsler intelligence test into a new genre. Wechsler added performance items to balance verbal questions. The accuracy was given more important than speed. Following the major developments:
Wais Test Changes IQ Scoring Formula

The usual formula to measure your intelligence was: IQ=Mental Age/Chronological Age However, Wechsler test changed this formula into: IQ=Attained or Actual Score/Expected Mean Score for Age
Constant I.Q In Wechsler Intelligence Test

Wechsler Test declared that raw intellectual ability of the individuals may decrease or increase with the passage of time but IQ will remain constant with the normal aging. It was an interesting claim. David Wechsler claims: The constancy of the I.Q is the basic assumption of all scales where relative degrees of intelligence are defined in terms of it. It is not only basic, but absolutely necessary that I.Q.s be independent of the age at which they are calculated, because unless the assumption holds, no permanent scheme of intelligence classification is possible.
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This vital statement for Wechsler intelligence tests is not more than a philosophical choice. It has neither any ground nor any experimental proof. No scholar can prove it as an inherent character of human nature. It varies from person to person. However, it is widely accepted in the testing industry. Wechsler intelligence test is different from the previous psychological instruments. It is a point scale rather than a mental age scale. Mental age is no more important for grouping the items. Rather, you are scored for your correct answers. These raw scores are then converted into standard scores, which are related to IQ values. An average standard score of Wechsler intelligence test is IQ of 100.
Wechsler Intelligence Test is Suitable for Adults

Wechsler intelligence test covers much bigger age range than any other intelligent test in the industry. It provides separate age norms for the adults differing in their ages. In Stanford-Binet, all individuals above the age of eighteen are considered equal in their intelligence. However, the common observation does not support it. At least several studies have indicated that intelligence rises after eighteen and then its decline starts. It never remains the same throughout. David Wechsler designed Wechsler intelligence test to compare your IQ with the normative groups of your own age. The available data of different Wechsler intelligence Scales indicates that peak age of your mental development is about 25-29 years. Some raise the threshold to 40 years. Sooner or later a decline starts in your IQ scores. The decline in mental ability is the most apparent in the very old age categories of the samples. And you must not forget that IQ reflects your performance in terms of the age norm with which you are grouped into for comparing purposes.
Wechsler Intelligence Test is Suitable for Psychiatric Diagnosis

Besides aiding adults, David Wechsler wanted to build a psychological instrument to help psychiatric diagnosing. He divided Wechsler intelligence test into different verbal and performance sections. It became easier to compare your capacities in using words and symbols versus the ability to manipulate objects and perceive visual patterns. The large differences between the both sections were considered important nodes for such diagnosis. Now these nodes are used widely for analyzing functionality of your brain. Home Site Map Wechsler Adult Intelligence Scale and Sub-Tests Wechsler Adult Intelligence Scale III and Old Versions WAIS-A tool to classify you as a Genius or an Idiot? Reasons Behind Popularity Wechsler I.Q Tests
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Clerical Test For Clerical Aptitude

Success of an organization depends not only upon the right leaders but also upon the right clerics. Unfortunately, the clerks are not only ignored for their jobs but are also low paid. But you cant expect good performance of an organization without the help of clerks, office administrators and bookkeepers. The clerical test of aptitude has started playing an important role for the selection of good clerks. The clerical aptitude test measures your skills required for clerical and administrative positions. The test is comprised of a number of sub-tests including Verbal Reasoning Test, Numerical Ability Test, Clerical and Spelling checking etc. The clerical test may also include an optional, on-screen typing test and can be integrated with your Personality Profile for the position of a secretary.
Sub-Tests for the Clerical Test

A clerical test for aptitude includes the following sub-sections:
Verbal Reasoning Test
This section of the clerical testing measures your ability in basic vocabulary, verbal fluency and reasoning by using words. This test is appropriate for all clerical and administrative jobs that require a basic level of verbal ability.
Clerical Practice Question
Which one of the five makes the best comparison? Tree is to shade as chimney is to: (a) smoke (b) fireplace (c) brick (d) sky
Answer
Smoke
Numerical Ability Test
This section of the clerical test measures your ability to use numbers in clerical and administrative contexts. You are required to show your smartness in using numbers in operations like calculating the bills, managing travel expenses, finding out the unit pricing of goods etc. It is equally useful for assessing existing and prospective clerical staff.
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Numerical Ability Practice Question
20 papers cost hundred dollars. Ten papers are used to make a file. How much does a file cost? a) $ 50 b) $ 10 c) $ 20 d) $ 40
Answer
$ 50
Numerical Reasoning Question
What is the next number in the following series? 16 - 11 - 13 - 8 - 10 - 5 - 7 a) 2 b) 3 c) 4 d) 5

Answer
2
Clerical Checking
Your ability to check data quickly and accurately is essential for most of the clerical positions. This part of the clerical test checks your ability for smart and efficient proof reading of the verbal and numerical information. For example a list of names, addresses, code numbers and telephone numbers etc. are given and you are required to find a target against the list.
Spelling Ability
The clerical test includes this section to measure your ability to spell correctly spell. You are given a couple of sentences or a paragraph with some wrong spellings. You are required to find the wrong spelling and spell that correctly. For example, in countries like Germany and Japan, where mobile penetration is highest, most message saying gets done in varnacular. Which word is misspelt in the above given paragraph?
Answer
varnacular should be vernacular

Question
If you rearrange the letters "ANICH", you would have the name of a/an: a) Country b) Ocean c) State d) City e) Animal
Answer
China - Country
Typing
The typing test checks your typing speed and identifies the number and nature of errors made.
Filing
The filing clerical test assesses your ability to classify names quickly and accurately into an existing electronic alphabetical filing system.
Bookkeeping
This part of the clerical testing measures your ability to handle some of the materials and problems with which an experienced bookkeeper deals.
Manual Dexterity
This section of the clerical test measures coordination of your eyes and hand. You need to develop an aptitude for fine and gross muscle control.
Receptionist skills
The clerical testing includes this section to measure your ability to deal with situations that face a receptionist including telephone etiquettes.
Thinking Fast
The clerical test includes this sub-test to measure your ability to think of words rapidly: to write or talk without blocking or searching for the right word.
Speaking Skills
Clerical testing includes this sub-test to measure your level of ability to communicate easily and fluently with others.
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Dental Aptitude Test For Dentistry

Generally, you lay foundation of your life style during your academic career. No doubt there are some exceptions but when you want to join dental care as your profession you need to join the dental schools. The dental aptitude test (DAT) plays the most vital role when you apply for admission. You may practice this test to see your aptitude for the dental career. But it shall also make you familiar with the structure of dental aptitude test that you may face in your real life psychological session.
Major Components of Dental Aptitude Test

The DAT includes questions which screen your aptitudes for the dental schools. Most of the dental aptitude tests all around the world comprise of the following areas: General academic ability Comprehension of scientific information Two- and three-dimensional visual perception Manual dexterity.
Dental Aptitude Test Administration

When you go through a real dental aptitude testing session, you must keep in mind the current practices of dental schools. Generally, dental care institutions organize tests on national or state levels. For example, in Canada the dental aptitude tests are prepared by keeping in view the requirements of ten Canadian dental care schools. Furthermore, the candidates appearing in these dental aptitude tests are accepted by U.S. dental schools. Contrary to that the scores of the USA dental aptitude tests are not accepted in Canada because the USA tests do not include a manual dexterity component. The information about practices in your country shall help you to score better. You may be required to go through the tests after applying for the dental care schools. In other countries you may appear in the dental aptitude tests before applying for such admissions.
How to Prepare for Dental Aptitude Test?

No doubt practice of dental aptitude tests or the related tests helps you to go through the session with better scores.
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However, you must be able to solve difficult quantitative reasoning problems by using easy algebra and common-sense probability reasoning. You should be capable to solve natural sciences issues. Your capability to analyze patterns with the minimal available information and your reading comprehension, word identification, and use key word identification also help you to score higher.
Tips to Take Dental Aptitude Test

Most of the aptitude tests attract you in the time trap for their length and difficulty at different points. You need not only to learn a number of important subjects but also be a master to break down complex problems into simple plain questions to avoid such time traps. A bit of practice shall help you.
Topics you Need to Learn

Biology: Action Potential, Classical genetics, Smooth Muscle, TCA cycle, ATP, Liver function, Mineral, Embryology, Thyroid Hormones, Enzymes and their effects etc Organic Chemistry:- Alkanes, Esters, Alcohols, aromatic rings, Granger reagents, Wolff-Kushner reduction reaction, Hofmanns rule, Isomers, Acids, Aromatic rings etc. Natural Sciences: Inorganic Chemistry: Electrons, Bronsted-Lowry Theory, Titration, Haber reaction, Empirical formula, pH Log Scale, Shell formula, Ground state, Homogenous/ Heterogeneous reactions, reactants Quantitative Aptitude: Quadratic formula, Fraction, Exponent Powers, rational/Irrational numbers, Problems on ages.
Sample Dental Aptitude Test Questions

Some of the following sample questions are given with answers while others demand you to concentrate upon your previous knowledge and go through your notes to find the answers. They are fairly easy. Stretch your brain muscles and if you can't, please use the Feedback Form and I shall respond.
Question
Describe Wolff-Kushner reduction reaction?

Answer
The reduction of aldehydes and ketones to alkanes. Condensation of carbonyl compounds with hydrazine forms the hydrazones and treatment with base induces the eduction of carbon coupled with oxidation of the hydrazine to gaseous nitrogen, to yield the corresponding alkane.
Question
The ratio of ages of Swati and Varun is 2:5. After 8 years their ages will be in ratio 1 : 2. The difference in their present ages in years is A) 24
B) 26 C) 29 D) 32
Answer
Let swatis age = 2x and varuns age = 5x(2x+8)/(5x+8) = So x=8 Swatis age = 16 years Varuns age = 40 years Difference in their present age = 24 years
Question
During recovery from oxygen debt, which of the following does not occur? A) Glucose is converted to private. B) Private is converted to lactate. C) Lactate is transported to the liver. D) Lactate is converted to private. E) Oxaloacetic acid is converted to citric acid.
Question
Transport of a substrate across a cell membrane with the aid of carrier molecules along the substrate's concentration gradient is defined as A) Phagocytosis. B) Facilitated diffusion. C) Active transport. D) Osmosis E) Simple diffusion.
Question
Which of the following statements concerning oxidative phosphorylation is incorrect?
A) Cyanide inhibits oxidative phosphorylation. B) Oxygen is the final electron acceptor. C) Oxidation of NADH typically yields 2 ATP. D) New ATP yield is 36 ATP per glucose molecule. E) CO2 is released.
Question
According to the second law of thermodynamics A) Matter can neither be created nor destroyed. B) Conversion of heat to work leads to less organization. C) Entropy is unchanged or increases following a thermodynamic process
Question
The raw materials of the earth's primitive environment (the "primordial soup") did not include.... A) Phosphorus. B) Salts. C) Methanol. D) Water. E) Ammonia.
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General Aptitude Test Battery

GATB, the General Aptitude Test Battery, is used for vocational counseling, rehabilitation, and occupational selection. The resulting psychological profile is used to determine appropriate career and training paths.The Battery involves nine different general aptitude tests by involving 12 separate sub-tests. These general aptitude tests are: o General Learning Ability o Verbal Aptitude o Numerical Aptitude o Spatial Aptitude o Form Perception o Clerical Perception o Motor Co-ordination o Finger Dexterity o Manual Dexterity
Use of General Aptitude Test Battery

Different jobs may require different capabilities to perform them perfectly. Depending upon the job requirements these general aptitude tests may either be used individually or in a composite way. When you have applied for a job where multiple or most of the traits are required then you will have to go through a complete general aptitude test battery. The data of your performance in different areas is collected through the use of composite battery. For selection in some particular area or for some particular occupation only a part of General Aptitude battery is administered.
General Aptitude Test Battery for Job Satisfaction

Most of the people dont attain job satisfaction for one reason or the other.
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However, more than 60% of your time is spent on job premises. It is important to fulfill your basic desire to work at a place of your interest. Efficiency comes from doing the things that you crave to do and satisfaction comes by getting the things that you desire to use. The GATB can help you in the both areas. You can: o Dig out your hidden potentials o Give confidence to your interests o Discover development needs that give you bright prospects o Find out new employment opportunities Suppose architectural job fascinates you. Then you need to score high in four parts of the GATB: Computation, Three-Dimensional Space, Vocabulary, and Arithmetic Reasoning.
What is vocational assessment?

General Aptitude Test Battery provides vocational assessment. The assessment is particularly useful when you are going to start your career or want to shift to some other profession. General Aptitude Test battery assesses your abilities, work values, school subject preferences, and interests to help identify possible career options. It can identify your occupational interests and acquires specific information about education and training requirements. It helps the psychologists to determine which occupations best fit with your individual's abilities, interests, and personality. Some other vocational interest tests use the Holland Codes of personality testing, which group interests into six categories: o REALISTIC (building, repairing, working outdoors) o INVESTIGATIVE (researching, analyzing inquiring) o ARTISTIC (creating or enjoying art, drama, music, writing) o SOCIAL (helping, instructing, care giving) o ENTERPRISING (selling, managing, persuading) o CONVENTIONAL (accounting, organizing, processing data). Home Site Link
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Nursing Career and Screening with Nursing Aptitude Tests

Nursing career is getting attention all around the world. However, unlike mechanical and technical professions you need some qualities of heart for nursing jobs. The best in the nursing services have been generous, loving and compassionate. Still nursing career is not considered personal because it involves a lot of team work. You will have to take care of physically or mentally ill people. You have to perform in different roles such as a disciplined care giver, a counselor, a manager, a teacher etc. Your every action shall focus upon benevolence of the patients. Furthermore, you need not only to be responsible and dependable but also capable to accept truths of death and life.
Main Areas of Nursing Aptitude Tests

Most of the nursing jobs screen you through nursing aptitude tests. The psychologists build them around the following main areas:
Applied Sciences
1- Physics
The multiple choice questionnaire tries to measure your comprehensions for mechanics, measurements, laws of thermodynamics, acceleration, momentum etc.
2- Organic and Inorganic Chemistry
You have to take care of the patients with certain medicines and chemicals. You are expected to know basics of solvents, electrons, titration, periodic table etc.
Daly Life Science
You need to learn basics of TCA cycle, ATP, cardiac control, human nervous system, endocrine glands, ECG basics, cardiovascular system, lungs and respiratory effects, thyroid hormones, etc. You are expected to hear and use these basic things about the human medical science for your life long nursing career.
Vocabulary Skills
The nursing career requires you to have correct knowledge of different words. Sometimes, your wrong perception of words can put lives of the patients in severe danger. Thats why vocabulary skills are tested with nursing aptitude test.
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Mathematics Skills
Though the nursing aptitude tests include only a portion of math to test your mathematical reasoning but it is still a important to know about real numbers, fractions, trigonometry, area calculations, logarithmic scale etc.
Reading Comprehension
In your nursing career you will have often to read the instructions issued by the doctors during their visits. When you fail to comprehend the simple instructions, you cant help the patients in any way. So your reading comprehension is also tested before you qualify for entry level nursing jobs.
Analytical Reasoning
Your analytical reasoning capability helps you to take quick decisions in emergencies and daily life nursing services. Most of the nursing aptitude tests include this portion understand you before you are selected for a nursing career.
Sample Questions Of Nursing Aptitude Test

Nursing Aptitude Test Question No.1
If acceleration, due to gravity at earth, is g and mass of earth is 80 times that of moon and radius of earth is 4 times that of moon, the value of g at surface of moon will be: a) g b) g/20 c) g/5 d) 320g
Answer
Let M and R be the mass and radius of earth, M and R be the mass and radius of moon. Then R = R/4 and M=M/80. Let g and g be the acceleration of gravity on the surface of earth and moon respectively. Then g=GM / R*R g=GM / R*R = G * ( M/80) / ((R/4)* (R/4)) = g/5 The correct answer is g/5.
What are iatrogenic infections?

Answer
These are procedural infections i.e. infections that are caused by procedures. The main example is bacterial infection after IV insertion.
What are meanings of the following words? a) Chary b) Insipid c) Stanch d) Fallacious e) Inimical f) Ebullient
Answer
a) Cautious b) Tasteless food c) To stop the flow of blood from a wound d) Based on error or misleading e) Harmful f) Enthusiasm
The smallest number which when diminished by 3 is divisible by 21, 28,36 and 45 is: a) 423 b) 1257 c) 1263 d) 1260
Answer
1263
A cone, hemisphere and a cylinder stand on equal base and have same height. The ratio of their volumes is
a) 1:2:3 b) 2:1:3 c) 2:3:1 d) 3:2:1

Answer
Try to find out your answer.

Note:
These practice questions are designed just to help you understanding the general style of the nursing aptitude tests. However, to minimize your chance of rejection for your dreamed nursing career, you need to practice a couple of such tests online or offline. This practice shall give you familiarity with general structure of the tests and help you to qualify with ease.
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Programmer Aptitude Test

Programmer Aptitude Test measures your aptitude and potentials for programming profession. You are evaluated for your logical ability and skills to interpret specifications and documentations. Your level of logical skills, precision and reasoning determines your scores in computer programmer aptitude battery.
What Programmer Aptitude Tests Measure?

Programmer aptitude test does not require you to be a master programmer but you need to have strong aptitude to handle programming job. A programmer aptitude test measures: Your skill to interpret intricate specifications. Your logical ability to remove bottlenecks in the programming process. Your skill to focus your attention on minute details. Sometimes, ignoring a single symbol can result in destruction of a whole program. How much accurate you are? It is nothing more than a skill to learn to be accurate. Accuracy is important for programming of a professional application. Can you solve problems very quickly? You are often required to reason with symbols.
Main Areas of A Programmer Aptitude Test

Attention To details This area of the programmer aptitude test offers you some complex expression. You are required to simplify the expression by applying the given rules. You cant do it without focusing your attention to the details. Logical Ability How do you solve the problems? You are offered questions which require you to follow some kind of logic. You have to display your understanding of the problem graphically. When you have deep desire for computer programming, you cantfail in this area. Flowchart Logics This section of Programmer aptitude test measures your ability to follow flowchart logics. Your concepts about simple looping are also tested. The programmers have, generally, to deal with long procedures where single keyboard can change the whole application. The flow charts help you to understand procedural logics
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behind the programs. If you can't understand simple illustrations then programming procedures would be far from your understandings. When you are capable to grasp basic concepts behind a flow chart will you tend to be a computer programmer. Working according to specific instructions These problems of programmer aptitude test guage your ability to work according to the given specifications and, subsequently, to apply the correct solution. For example some alphabetic lists are given and are to be sorted according to some specific instructions. The data sorting is an important job in any database developing agency. Problem-solving How good you are at problem solving? A part of programmer aptitude test incoludes questions from mathematical aptitude tests. Recognition of similarities and differences While building applications you need to create primary and secondary relations. You can neither insert nor collect the required information in a presentable form without going throgh structures of tables, forms, triggers etc. The programmer aptitude tests measure your capability to distinguish between similar and different values. This also includes how one set instructions will impact another set. You may also be required to point out when an element of a set does not match the corresponding elements.
Sample Programmer Aptitude Test Question

As an example consider flowchart question of Programming aptitude test: 10 DIM NO(5) 20 NO(1)=5, NO(2)=4 , NO(3)=1 , NO(4)=6 , NO(5)=3 30 FOR I=1 TO 5 40 READ NO(I) 50 NEXT I 60 LET Z=0 70 FOR I=2 TO 5 80 IF NO(I)>=NO(I-1) THEN GOTO 130 90 LET X = NO(I) 100 LET NO(I) = NO(I-1) 110 LET NO(I-1) = X
120 LET Z=1 130 NEXT I 140 IF Z>0 THEN GOTO 60 150 PRINT " REARRANGED NOS. IN ASCENDING ORDER" 160 FOR I = 1 TO 5 170 PRINT NO(I) 180 NEXT I 190 END You are required to understand the logic behind this illustration and sort the xpected answer step by step. 1) We have 5 4 1 6 3 2) Compare first two numbers 5 and 4 ,if second number is smaller Swap it. 3) So result of step 2 will be: 4 5 1 6 3 4) Compare 4 and 1 , if second number is smaller Swap it. 5) So result is: 1 5 4 6 3 6) Compare 1 and 6, again if second number is smaller Swap it but it is not so no change. 7) So result is: 1 5 4 6 3 8) Compare 1 and 3, again if second number is smaller Swap it but it is not so no change. 9) So result is: 1 5 4 6 3 10) In these steps first number is compared with all other in series. Now consider the next number in resulting series. 11) Compare 5 and 4, again if second number is smaller swap it. 12) So result is: 1 4 5 6 3 13) Compare 4 and 6, again if second number is smaller swap it but it is not so no change. 14) So result is: 1 4 5 6 3 15) Compare 4 and 3, again if second number is smaller swap it. 16) So result is: 1 3 5 6 4
17) In these steps second number is compared with all other in series. Now consider the next number in resulting series. 18) Compare 5 and 6, again if second number is smaller swap it. 19) So result is: 1 3 5 6 4 20) Compare 5 and 4, again if second number is smaller swap it. 21) So result is: 1 3 4 6 5 22) In these steps third number is compared with all other in series. Now consider the next number in resulting series. 23) Compare 6 and 5, again if second number is smaller swap it. 24) So result is: 1 3 4 5 6 Home Site Map
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A Sample Quantitative Aptitude Test

Your aptitudes are nothing more your interests... ...and aptitude tests measure those skills that you acquire during pursuit of your happiness. The quantitative aptitude test focuses upon your aptitude in the arithmetic. It is obviously is an important are of all screening aptitude tests. You are tested for your sharpness to analyze the given data. Here are a few sample questions similar to those that you may face during your quantitative aptitude testing sessions.
Quantitative Aptitude Test Question 1

If x and y are the two digits f the number 653xy such that this number is divisible by 80, then x+y is equal to: (i) 2 (ii) 3 (iii) 4 (iv) 6 Solution: Since 653xy is divisible by 2 as well as by 5, so y = 0 Now 653x0 is divisible by 8 so 3x0 is also divisible by 8. By hit and trial x=2 and x+y = 2

The smallest number which when diminished by 3 is divisible by 21,28,36 and 45 is... (i) 869 (ii) 859 (iii) 4320 (iv) 427 Solution:
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The required number = l.c.m. of (21,28,36 ,45)+3=1263

If 1.5x=0.04y then the value of (y-x)/(y+x) is (i) 730/77 (ii) 73/77 (iii) 7.3/77 (iv) None Solution: x/y = 0.04/1.5 = 2/75 So (y-x)/(y+x) = (1 - x/y)/(1 + x/y) = (1 - 2/75)/ (1 + 2/75) = 73/77
Quantitative Aptitude Testing Question 4

The average age of a class is 15.8 years. The average age of boys in the class is 16.4 years while that of girls is 15.4 years. What is the ratio of boys to girls in the class? (i) 1:2 (ii) 3:4 (iii) 3:5 (iv) None of these Solution: Let the ratio be k:1. Then k*16.4+1*15.4 + (k+1)*15.8 (16.4-15.8)k = 15.8 - 15.4 k=0.4/0.6 = 2/3 so required ratio = 2:3
Quantitative Aptitude Testing Question 5

If one-seventh of a number exceeds its eleventh part by 100 then the number is (i) 770 (ii) 1100 (iii) 1825 (iv) 1925 Solution:
Let the number be x. Then X/7 - x/11 =100 11x-7x = 7700 x=1925.

The ratio of Rita's age to her mother's age is 3:8. The difference of their ages is 35 years. The ratio of their ages after 4 years will be: (i) 7:12 (ii) 5:12 (iii) 38:43 (iv) 42:47 Solution: Let their ages be 3x and 8x 8x - 3x =35 x =7 Their present ages are 21 and 56 years. Ratio of their ages after 4 years are 25:6 = 5:12

Gold is 19 times as heavy as water and copper is 9 times as heavy as water. In what ratio should these be mixed to get an alloy 15 times as heavy as water? (i) 1:1 (ii) 2:3 (iii) 1:2 (iv) 3:2 Solution: Let 1gm of gold be mixed with x gm of copper to give (1+x)gm of the alloy. 1G=19W, 1C = 9W and alloy = 15W 1gm gold + xgm Copper = (1+x)gm alloy 19W+9Wx = (1+x)*15W x = 4W/6W = 2/3 So ratio of gold and copper is 1:2/3 or 3:2

A tap can fill the tank in 15 minutes and another can empty it in 8 minutes. If the tank is already half full and both the taps are opened together, the tank will be:
(i) filled in 12 min (ii) emptied in 12 min (iii) filled in 8 min (iv) emptied in 8 min Solution: Rate of waste pipe being more the tank will be w\\emptied when both taps are opened. Net emptying workdone in 1min =(1/8 -1/16)= 1/16 So full tank will be emptied in 16 min Half tank will be emptied in 8 minutes.

A man can row 5 kmph in still water. If the river is running at 1kmph, it takes him 75 minutes to row to a place and back. How far is the place? (i) 3km (ii) 2.5 km (iii) 4 km (iv) 5 km Solution: Speed downstream = (5+1)km/hr = 6 km/hr Speed upstream = (5-1)km/hr = 4 km/hr Let the required distance be x km x/6 + x/4 = 75/60 2x+3x = 15 x = 3km

729 ml of a mixture contains milk and water in ratio 7:2. How much of the water is to be added to get a new mixture containing half milk and half water? (i) 79 ml (ii) 81 ml (iii) 72 ml (iv) 91 ml Solution:
Milk = (729 * (7/9))=567ml Water = (729-567)= 162ml Let water to be added be x ml 567/(162+x) = 7/3 1701 = 1134 + 7x x = 81ml
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Math Aptitude Test For Your Mathematical Skills...

Math is a vast subject... ...hence each job requires a specific mathematical knowledge and offers a unique math aptitude test. When you are applying for the situation of a computer programmer, you need not be very good at math. However, when you are going for a post of a civil engineer you cant afford bad scoring. On the other hand almost all of the employer organizations use math aptitude test for screening purposes in one way or the other. They may be different in subjects but most of them include questions upon the following areas: Algebra Quadratic Equations Probability Trigonometry Number series Statistics Permutations and Combinations Profit and Loss Geometry
Sample Math Aptitude Questions

This is not a professionally built mathematical test but a simple effort to exemplify it. These sample questions will help you to know general style of math aptitude tests. Foe Example... The L.C.M. (Lowest (or Least) Common Multiple) of two numbers is 45 times to their H.C.F (Highest Common Factor). If one of the numbers is 125 and sum of L.C.M. and H.C.F. is 1150, the other number is: a) 215
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b) 220 c) 225 d) 235 Solution: Let L.C.M. be l and H.C.F. be h. Then l = 45h l + h =1150 This gives h =25 and l = 1125 Thus the second number = (25 * 1125)/125 = 225
Mathematical Aptitude Test Question 2

Six bells commence tolling together and toll at intervals 2,4,6,8,10 and 12 seconds respectively. In 30 minutes how many times they toll together. a) 4 b) 10 c) 15 d) 16 Solution: L.C.M. of 2,4,6,8,10,12 = 120 So they toll together after every 120 seconds i.e. 2 minutes. So in 30 minutes they toll together 30/2 + 1 = 16 times
Math Aptitude Test Question 3

is a) 0.3825 b) 3.825 c) 38.25 d) 382.5 Solution: The sum of decimal places in numerator and denominator being the same, decimal point can be removed (625*729*289) / (17*25*81) = 3825 The value of (0.625 * 0.0729 * 28.9)/(0.0017 * 0.025 * 8.1)
Algebra Aptitude Test Question 4

Trigonometry is the science of measuring triangles. To do well in any math aptitude test you must have good knowledge of trigonometric ratios and basic identities should be on tips. You may face a lot of questions about heights and distances like: Find x if sin(x+36^) = cos x Solution: sin(x+36^) = cos x cos(90^ - (x+36^)) = cos x 90^ - (x+36^) = x 2x = 54^ x= 27^

Linear equations are part of all math aptitude tests. They can be age related problems, upstream, downstream problems etc I am three times as old as my son. Five years later I shall be two and a half times as old as my son. What is my age? Solution: Let my age be x years and age of my son be y years. (i) x = 3y Five years later (ii) x+5 = 5/2(y+5) From (i) and (ii) y=15 and x=45

In almost all the tests questions from Volume and surface area can be expected like: The number of coins 1.5 cm in diameter and 0.2cm thick to be melted to form a right circular cylinder of height 10 cm and diameter 4.5 cm is: a) 380 b) 450 c) 472
d) 540 Solution: Volume of 1 coin = 22/7 *(1.5)/2*(1.5)/2 * 0.2 = 99/280 cm3 Volume of large cylinder = 22/7 *(4.5)/2*(4.5)/2 * 10 = (99*45)/28cm3 Number of coins = (99*45)/28 * 280/99 = 450

The size of a wooden block is 5 * 10 * 20 cm3. How many whole such blocks you will take to construct a solid wooden cube of minimum size? a) 6 b) 8 c) 12 d) 16 Solution: Size of each cube = 5 cm So number of blocks = (5 * 10 * 20)/(5*5*5) = 8
Numerical Aptitude Test Question 8

Find the odd man out - 1050, 510, 242, 106, 46, 16, 3 a) 510 b) 242 c) 106 d) 46 Solution: 2nd term = (Ist term - 30) / 2 = (1050-30)/2 = 510 3rd term = (2nd term - 26) / 2 = (510-26)/2 = 242 4th term = (3rd term - 22) / 2 = (242-22)/2 = 110 So 106 is the answer. Home Site Map
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How to Encounter Defense Language Aptitude Battery?

Your previously acquired foreign language skills may not help you too much to tackle defense language aptitude battery successfully. The fake language is created for every test, fake grammatical rules are designed and fake phonetic coding is offered. However, when you are strong in the English language, there are chances that you would do better in the defense language aptitude battery. This page shall help you to discover the smart ways to prepare before encountering aptitude tests.
Important Tips
Keep in mind that there are no specific study guides available for Defense Language Aptitude Battery. And they can be written neither because every tester builds his own fake language and fake rules. However, if you focus upon the following tips, you may score better than others.
Grammar and Syntax
Fluency in English language is not sufficient if you dont have good understanding of English grammar and syntax. You need to know how verbs work, how objectives work, how adjectives and possessives work, etc.
Manipulation of Grammatical Rules
As you would be offered fake rules so you must have ability to manipulate the current grammar rules. When you are given a rule that adjectives follow nouns, then it's not a 'blue dog' no matter how many times audio repeats it, it's a 'dog blue.'
Structure of Sentences
You should know how English sentences are constructed i.e. Subject-Verb-Object. Recognize accentuation, syllable breaks, word patterns etc. For example you want to be a German linguist, just have a look that how the sentences differ from those of English. A good way is to know the letters pronounced in other languages
Repetition of Questions
Keep your ears open to audio portion of the exam as there is no repetition of the questions. There is a question then a small pause for you to answer, then another question. If you cannot answer one question, don't think and concentrate on the beginning of next. Be careful in this part.
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Scoring of Defense Language Aptitude Battery

Your scores in the defense language aptitude battery determine which language you are going to study. There are four categories of scores and languages. Score 85 and above qualifies you for the first category of languages; French, Italian, Portuguese, Spanish, etc. Score 90 and above qualifies you for second category of languages such German Score 95 and above qualifies you to learn third category of languages such as Czech, Greek, Hebrew, Pashto, Persian [Dari], Polish, Russian, Serbo-Croatian, Tagalog [Pilipino], Thai, Turkish, Uzbek, Vietnamese, etc. Score 100 qualifies you to learn the fourth category of languages such as Arabic, Chinese [Mandarin], Japanese, and Korean
What Defense Language Aptitude Battery Measures?

A bit of structural knowledge cant make you a tester. However, this can help you to encounter the defense language aptitude battery successfully. When you learn what capabilities are measured, it can help you to answer 126 questions that are generally offered in DLAB.
Phonetic Coding
The defense language aptitude battery tries to measure your abilities to segment and identify distinct sounds, to form associations between those sounds and symbols representing them, and to retain these associations.
Grammatical Sensitivity
The DLAB also measures your ability to recognize the grammatical function of words or other linguistic structures in sentences.
Rote Learning Ability
People vary in their ability for rote learning. The defense aptitude battery tries to determine your level of rote learning.
Inductive Language Learning Ability
Can you infer the rules that govern use of languages? Your ability to follow fake rules are also analyzed. Home Audio and Video Segments of Defense Language Aptitude Battery Site Map
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Defense Language Aptitude Tests

Have you knack for foreign languages? Defense Language Aptitude Tests are designed to measure either your previously learnt foreign languages skill or your interest and mindset to learn them. In the first instance, the Defense Language Proficiency Test (DLPT) is used. However, Defense Language Aptitude Battery (DLAB) is used to screen candidates for foreign language learning purposes.
Scoring of Defense Language Aptitude Tests

The defense aptitude tests rate you as 0, 1, 1+, 2, 2+, or 3. The highest number 3 is considered the best competitive score. Phonetic coding, foreign language syntax and structures are tested to see your acquired skill or aptitude for foreign languages. The Defense Language Proficiency Test (DLPT) is nothing more than an achievement test. When you are better skilled, you shall get better rating. Better vocabulary, grammar knowledge and phonetic skills can help you a lot. However, Defense Language Aptitude Battery (DLAB) is a bit tricky and needs special attention.
Structure of Defense Language Aptitude Battery

The defense language aptitude battery is consists of two major sets of the aptitude tests; audio and visual. The battery offers multiple choice questionnaire about a fake foreign-language. You are not allowed to repeat answer for any question. You need not only to be careful while making a choice but also speedy because defense language aptitude tests are time limited. Tape starts and continues without repetition!
Defense Language Aptitude Battery; Audio Segment

Different Stress
Different stress upon different words changes their meanings Generally, an audio tape is used to pronounce four different words. One of these words will have a different stress pattern than the others. You are to recognize and select that word on your answer sheet.
Fake Rules for the Fake Language
In this part of the audio segment, you are introduced to fake rules to a modified English language (created for the test).
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For example, you may be given a rule that all nouns are preceded by verbs or nouns and verbs will always end in the same vowel sound. You would then translate a given English phrase into a phrase compatible with the fake rules of the fake language. For example, you are shown the phrase "The car moves," followed by four choices: A-"movsie, carie;" B-"carie movsie;" C-"movsie cario;" D-"caro movn." Your answer should be "A" because the verb precedes the noun and both end in the same vowel sound. Be cautious!! Most of the defense language aptitude tests follow different fake rules for different fake languages. You may be asked to express possessions, noun acting on another noun with a verb etc. The audio segment finally combines all these rules to test your understanding in terms of long sentences.
Defense Aptitude Language Tests; Visual Segment

During your defense aptitude language tests, you are shown pictures with some unique labels. For instance, you get a picture of an umbrella with word "Dasa." And a picture of man with a label of "Mersa." Then there might be a picture of a man under umbrella which would read "MersaDasa." By analyzing your skills to handle these pictures with fake words and then making of phrases, your aptitude to learn foreign language is gauged. But unlike the audio section, you can go back and forth to name unrelated pictures, words and rules. Home Site Map
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Work Out Meyers Briggs Personality Types For Your Career Decisions!
How Working Out Myers Briggs Personality Types Can Help Building Your Career?
Myers Briggs personality types describe how you prefer to behave when given a free choice. Your comfort with certain identifiable behaviors let the psychologist to classify different jobs for the different types. They think that your pleasure and comfort with work puts excellence in your action.
Myers Briggs personality types can help you in a number of ways: You can crystallize reasons behind your behaviors. You can learn why psychologists relate certain jobs with certain types. You can narrow down your choice of careers You can go for the most comfortable career early in your life. You can decide what tricky behaviors you need to watch with. You can discover whether you need a change of career or not.
Myers Briggs Personality Types Model

Meyers-Briggs personality types model is comprised of four pairs of eight mutually exclusive categories; Extroverts vs. Introverts (E1), Sensing vs. Intuition (SN), Thinking vs. Feeling (TF) and Judging vs. Perceiving (JP). You are required to identify your preferred category from each pair. Your preferences yield a four letter symbol describing your Meyers-Briggs personality types.
Are You Extrovert or Introvert Meyers Briggs Personality Types?

Myers Briggs Personality Types --> Extroverts Introverts
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Stimulation:
They are stimulated by They are stimulated by the people, spoken words their solitude, and life of action. contemplation and imagination. Their environment plays a catalyst for their practical activities. Their source of energy is their hidden inner world.
Sociability:
They are social.
They prefer privacy.
Expressiveness:
They prefer to work They prefer to work or study in absolute or study in the privacy. presence of other people. They avoid attending They feel pleasure social gatherings. If in attending social they have no choice, they make hurry to gatherings. They return to their always like to be pleasing solitude. the center of attention. They are slow in developing relations. They are quick in They have limited making friends. circle of friends but They have very with strong bonds. large circle of acquaintance. They feel comfortable by dealing with They feel comfortable to deal people one-by-one. with a number of They like to do one people at a time. work at one time. They feel no problem by attending a number of tasks at a time. They are generally They prefer to be expressive. quiet and reserved. They can dominate others in debates very easily. They can even start arguing with strangers just for enjoyment. They feel no They steer clear of arguments to avoid rift and conflict.
They avoid to express their feelings and emotions.
They keep their thoughts to
hesitation to express their feelings and emotions. They sometimes hear themselves thinking loudly. They are predictable. They are not good listeners. Environment can distract them easily.
themselves. They are unpredictable. They are good listeners.

Environment does not distract them due to preference for contemplation.
Objectivity:
They prefer to be objective. They live in the present day and prefer facts over imaginations. They like action.
They are preferably subjective. They can visualize future better than extroverts. But they may ignore realities of today.
They like contemplation.
They are generally realists.

They are considered unemotional.
They are generally imaginative.

They are emotional.
Role:
They are better leaders.
They are better background planners. They are men of thoughts. They prefer thinking before acting. They look self-content and peaceful.
They are men of action. They act so quick that in many situations they think afterwards. They shine with enthusiasm.
Studies have proven that extroverts tend to be introverts with the old age. Psychologists are still working to find out whether this phenomenon happens due to ageing or maturity.
Are You Sensing or Intuition Meyers Briggs Personality Type?

Myers Briggs Personality Types --> Awareness Tools: Sensing (S) Types They primarily use their five senses to understand words, actions and situations around them. Intuition Types They prefer to depend upon their insights and intuitions to understand underlying relationships between things. They prefer to develop a big picture and ignore details and trivialities.
Focus:
They prefer to focus upon details and facts.

They focus their energies on what is instead of what ought to be. They can sacrifice future possibilities upon pleasure in hand.
They focus their energies what ought to be. They prefer future expansions upon the pleasures of today.
They are fully aware They use their five senses of their their five but believe what their intuition guides them. senses and know how to use them.
They are often very alert to their current situation. While driving they rarely forget their directions.
They can show absent mindedness. While driving they often forget their directions.
Practicability:
They are preferably practical.
They are preferably imaginative.

They can conceptualize
They can analyze current situation objectively.

They value practical solution more than far fetched ideas and novelties. They can come with an analytical solution for any given piece of data.
future situations subjectively.
They value new thoughts and ideas without relating them to the practical situations.
They can discover patterns behind a given piece of data.
Vision:
They live in present.
They live in future. They enjoy waiting for realizing their big visual picture. They know how to convert future into a beautiful art of success and satisfaction. The extreme types tend to forget realities of the today.
They love to enjoy every passing moment. They know how to convert present into a beautiful art of contentment. The extreme types tend to forget their future at all.
Way of Analysis:
They value their past They prefer their insight experiences to understand and intuition to understand meanings of their current their current situation. situation.
They prefer to sharpen their current They prefer to learn new skills. skills instead of learning new ones. They can discover new possibilities and They analyze with potentialities. examples and evidences. They can conceive
and perceive abstract ideas. They are excellent inventors. They like to follow They can develop step-by-step process novel computer instead of making programs. sudden experiments.
It is hard for them to understand abstract ideas.
They love to experiment. They prefer to change things. They are inspirational and creative.
Are You Thinking (T) Or Feeling (F) Myers Briggs Personality Type?
Meyers Briggs Personality Types --> Decision Making Process: Thinking (T) Type They decide by their head. They are objective. They prefer logics, analysis, and facts. They preferably don't care for feelings. They are often cold, indifferent and formal. They don't take criticism personally. They are practical. They rigidly follow rules, regulation and policy parameters. They are just and good critiques. They always appear businesslike. They can be convinced Feeling (F) Type They decide by their heart. They are subjective. They prefer values, motivations and
feelings .
The care not only for their own emotions but also feelings of others. They are emotional, sympathetic and informal. They take criticism personally and are motivated by appreciation. They are value oriented. They always try to discover new ways for the old systems. It is harder for them to
logically. They can sacrifice harmony for logical decisions. They are straightforward.
appear businesslike. They can be convinced by moving their emotions. They can sacrifice logics for social harmony. They are diplomatic and tactful.
Are You Judging (J) Or Perceiving (P) Myers Briggs Personality Type?
Myers Briggs Personality Types --> Daily Life: Judging Type They are well structured and organized. They Perceiving Type
They have flexible approach towards life. They may plan things but prefer to change them with turn of events. They can try different ideas and make novel experiments.
prefer to make plans and follow them as per schedule. They prefer to decide in advance what to say, what to do and where to go.
They are well focused.
They work when they feel energy and stop They prefer to work when they feel with watch and stop exhausted. They don't the moment clocks care for such knocks. situations what their watch says.
They
They prefer work over pleasure to beat deadlines.
find harder to maintain focus in their pursuits.
They get big picture They try to know in of the task and want details what is freedom of style to being expected complete that. from them.
Decisiveness:
They keep their options They keep their options well calculated. They are open. They tend to delay their decisions to the last decisive by nature. moment for more information. This natural urge for quickness may result in wrong decisions. This delay may cost them benefits for the right decision at right time. They always crave for more information.
They focus upon the facts in hand.
They dont relax until decide what do They don't feel any need to make quick decisions. They they need to do.
are the best responders to the sudden uprisings.
Adaptability:
They are generally un-adaptable. They dont feel comfortable with suddenly changing situations.
They are generally adaptable to the new situations.

They feel excited with suddenly changing situations.
They are flexible with If the events do not their plans and happen as they schedules. plan, they get frustrated. They love freedom of discipline from their They love to be activities. definite in their activities and future They may tend to steps. start new projects instead of completing They prefer to current ones. Their complete their craving for more running projects information may before attempting frequently change the new ones. their motivations.
Meyers Briggs personality types Descriptions

What is your type?
Discover Online... There are these 16 Myers Briggs personality types; ESTP, ISTP, ESFP, ISFP, ESTJ, ISTJ, ESFJ, ISFP, ENTP, INFP, ENTJ, INTJ, ENFJ, INFP, ENFP and INTP types. Click For Descriptions of Meyers Briggs Personality Types and Associated Careers Home
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LEGAL NOTE:
MBTI and Myers-Briggs Type Indicator are trademarked or registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries. MBTI refers to the actual Myers-Briggs Type Indicator personality test, whereas "type" commonly refers to the theory behind it. "Temperament" refers to David Keirsey's temperament model, an extension of the type theory. Furthermore, Myers-Briggs Type Indicator and Myers Briggs are registered trademarks of Consulting Psychologists Press, Inc. the publisher of the MBTI. Strong Interest Inventory is a registered trademark of Stanford University Press. Reference to Myers-Briggs Personality Types, Myers-Briggs personality Tests, Myers-Briggs Temperaments and Inventories, at this site is merely to illustrate theory concepts originated by Carl Jung and refined by Katherine Cook Briggs and Isabel Briggs Myers, David Keirsey and other learned competitors.
Color personality tests give color meanings to your personality.
Can Colors Represent Your Behaviors? Color Personality Tests Claim to Measure Them...
It is common perception that colors influence your mood and emotions. However, color personality tests go a step farther. They claim that not only your current state of emotions but also future behaviors can be determined with the help of your preferred choice of colors. Incidentally, some corporations, colleges and schools are giving color meanings more weight than ever. They tend to make the most important career decisions with the help of your choice of colors. Can you show them your true colors?
Background of Color Personality Tests

It started with Max Lscher, in 1940s. He confirmed that different colors act upon your emotions differently. The blue calms. The red excites. And black saddens. By reversing the logic, he claimed, different colors represent different behaviors. Consequently, your choice of color represents your current emotional status. When you constantly go for a particular choice, it shows your way to handle the world around you. He suggested eight colors which can be used to identify different behaviors. In 1978, Don Lowry suggested that like four humors of Greeks, four major Myers Briggs Types, four temperaments, there are four basic color personalities. He theorized that your choice for four major colors; blue, gold, green and orange, depicts your emotional reactions in the real world situations.
Scientific Reasons Behind Colors

How do you see the colors? The color of an object is its characteristics which reflect certain frequencies of light wavelength. The blue background of this website is visible because it absorbs all frequencies of light except those which are related with blue color.
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But there are biological factors as well... There are specific cells in the retina of your eyes. They contain three major pigments; blue, green and yellow. They collect the related information from your environment and transmit that to your primary visual cortex where it is processed to be understood. Sometimes, either due to complex genetic interaction or some disease, these cells start malfunctioning. It is called color blindness. However, color blindness does not create a big issue for the color personality tests. They contain such colors which are viewable to the normal and color blinds equally.
Psychological Reasons Behind Color Reactions

Psychologists agree that different colors may have different influence upon different people, depending upon their past related memories. An orchard of red roses can make you jollier. However, red blood can have entirely different impact. However, color personality tests have developed generalized behavioral meanings of colors.
Color Meanings
Different color personality tests use different sets of colors. They differ even in the number of colors. Some important colors and their related generalized color meanings are given here for your amusement. Orange Color Meanings Orange is related to energy, strength and power. Your preferred choice of orange shows you a fighter. You love to win. You are a competitor. You are considered more suitable for the careers in sports, architecture and engineering. You fancy for design and form. Color personality tests term you as an energetic motivator. Gold Color Meanings Gold color represents loyalty and responsibility. When your primary choice is for gold, the color personality tests consider you an organizer. You love a peaceful environment. You value work and service oriented tasks. You have a greater degree of performance, stability and orderliness. Green Color Meanings The color personality preference tests assume that green color represents persistent, decisive and resistant state of mind. You are considered assertive. You care very little for feelings and focus upon the available information before making a decision. They consider you suitable for careers in science, research, accounts, and auditing. You are capable to analyze the details in minute. Blue Color Meanings
Blue color is related to calmness. When your primary choice is blue, the color personality tests consider you creative, balanced and harmonious. You avoid too many conflicting opinions. You are peaceful and possess a developed aesthetic sense. You are considered suitable for careers in art, music and literature. Red Color Meanings Red color excites The color personality tests associate it with enthusiasm, strength and competitiveness. You love and hate with a certain degree of intensity. You are courageous. You are considered better for careers in surgery, emergency medical services, weight lifting, athletics etc. You can communicate well and tend to be talkative. When you start listening others, you can solve problems better than others.
Advice for Color Personality Tests

Trust in your own judgment Before writing this article, I took 3-4 free color personality tests. Surprisingly, they were showing almost the same results. But the descriptions were not about me. I was feeling agile and energetic before starting my session. However, the results were showing me unsatisfied, gloomy and sad. It was just after 2nd personality color test that the impact started upon me. After 3rd test, I was feeling myself unsatisfied, gloomy and weakening. However, you are a better judge than any kind of psychlogical instrument! Home
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History of Personality Tests Up to Kiersy Temperament Sorter.
A Brief History of Personality Tests...

The history of personality tests dates back to the moment when man started to wonder; What am I? He soon realized difference in the human behaviors and tried to understand the reasons. Hippocrates four humors, Galens four physical temperaments, Carl Jungs four mental functions, Myers Briggs four questions and Kiersys temperament sorter are prominent posts in the long history of personality tests.
Beginning of the History of Personality Tests

Hippocrates (450 B.C.) The first name in the history of personality tests is reckoned of a Greek physician Hippocrates. He was a departure from the spiritual side of human behaviors. He theorized that every boy has four fluids (humors); blood, phlegm (...respiratory secretions), yellow bile and black bile. He thought that these fluids affect human body in a number of ways. Galen (190 A.D.) Another Greek physician Galen expounded upon the theory of four body fluids. He added that different diseases and behaviors have roots in the four humors which he called temperaments. He identifies them as sanguine, phlegm, cholera and melancholy. He believed that: a. Predominance of blood over other fluids causes a sanguine body. Such a person shall be warm, optimist and confident. b. Predominance of respiratory fluids causes a phlegmatic body. That person shall behave sluggishly, apathetically, and indifferently. c. Predominance of yellow bile causes a choleric body. That person shall behave violently, angrily and aggressively. d. Predominance of black bile causes a melancholic body. Such a person shall fall into sadness, depression and melancholy (...not equating to the modern clinical depression?). He also believed that food, weather, life-periods and geographical conditions affect body temperaments. For example, warm foods (...their affect) causes your body to secret more yellow bile and result in a choleric behavior. Similarly, cold intakes (...their affect) cause more respiratory fluids and result in a melancholic behavior. He held that a healthy body is the direct result of a balance in the ratio of these four body temperaments.
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History of Personality Tests in the Changing Times...

The theories of Hippocrates and Galen continued to influence the medicine for many centuries. The philosophical and medicine concepts were taken new shapes. Temperaments started to depart from physical side of the body. Avicenna, a Muslim physician not only introduced four body temperaments to the Arab world but also analyzed many other reasons of human illness. However, Wilhelm Wundt (1879 A.D.) was the first man to make clear distinction between human body and personality. He realized that temperaments cant be limited to the body fluids. He theorized that four temperaments; sanguine, phlegm, cholera and melancholy are four dimensions of the human personality. He also founded the first psychology laboratory in Leipzig Germany.
History of Personality Tests in the 20th Century

History of personality tests had already taken a psychological turn with Wilhelm Wundt. But there is a long list of psychologists who contributed in the personality assessment methods. Some of them include: Adicke (1905) (1879 A.D.) Adicke theorized four different view points to look at the world. He termed these four approaches as innovative, traditional, doctrinaire and skeptical. Eduard Spranger (1905) At the same time Eduard Spranger, a German Philosopher, theorized four attitudes towards ethical values. He named those value attitudes as artistic, religious, theoretic and economic. Hugo Munsterberg (1913) He was a professor of the Harvard University. He made a survey to the executives of the different organizations. He asked them for qualities which they want to see in their employees. He listed them and devised first personality test. He intended to help the employers to make the best hiring decisions. Henry C. Link (1919) Age of industrial revolution had already started. Henry C. Link wrote a book Employment Psychology. He writes that ideal personality testing method can be a big machine which received data on one end and sorts the suitable candidates for the specific jobs on the other. Ernst Kretchmer (1920) This German philosopher presented a theory of four character styles. He thought
that people can be hypomanic, depressive, hyperesthetic or anesthetic depending upon their character styles. Erich Fromm Erich Fromm, another German philosopher wrote that there are four human orientation; exploitative, hoarding, receptive and marketing. Carl Jung (1922) Carl Jung, a Swiss psychologist, was the first man to theorize that people always prefer certain identifiable behaviors if they are given a free choice. He also said that on the basis of human preferences, they can be divided in different personality types. Due to the deafening noise of Freuds theories, Carl Jungs types were not taken seriously. Myers Briggs and Katharine Briggs (1958) These two women applied Jungs theory in their surroundings. They not only realized importance of these types but also refined them to enhance their effectiveness. Myers Briggs types base upon four questions: a. Preferred source of your energy? (Internal or external) b. Preferred source of perception? (Senses or Intuition) c. Preferred decision making system? (On logics or feelings) d. Preferred life style? (ordered or adaptable) Myers Briggs identify four cognitive functions; sensory perception, sensory judgment, intuitive feeling and intuitive thinking. Read More on Myers Briggs Tests
History of Personality Tests and Kiersys Temperament Sorter

Kiersys temperament sorter is a tool to identify four personality temperaments. David Kiersy claims that temperament theory is not a variant of the Myers Briggs model. However, he associates four temperaments with Myers Briggs four cognitive functions. He is greatly influenced with the works of Ernst Kretchmer and Erich Fromm. His four personality temperaments are: 1- The Guardian If Kiersys temperament sorter determines you as a guardian, you value responsibility and team membership. Rene Baron terms you as the duty seeker. Your core needs are duty filling and responsibility. Your core desires are security, service and system. You feel yourself responsible not only to your organization but also to your family and the society around. The ISTJ, ISFJ, ESTJ and ESFJ Myers Briggs types are included in this temperament type. 2- The Rational If Kiersy temperament sorter qualifies you as a rational, you value knowledge, skill and intuitive evaluation. You are analytical, experimental and factual. You not
only understand abstraction but can also theorize it. Powerlessness, incapability and ignorance make you stressful. Some psychologists term the rational as knowledge seeker. The INTJ, INTP, ENTJ and ENTP Myers Briggs types are included in this type. 3- The Idealist If Kiersy temperament sorter identifies you as an idealist, you feel comfortable by following ideals. Your intuitive and feeling preferences help you to perform great tasks. Your core need is your involvement with some great work. You desire not only to develop yourself but also the people around you. The INFJ, INFP, ENFJ and ENFP Myers Briggs personality types are included in this temperament type. 4- The Artisan: If Kiersey temperaments scale sorts you an artisan, you are action seeker. Your core needs are action and variety. Your prefer using your five senses to understand information. You are impulsive and spontaneous. You dislike routines and schedules. You love freedom of action and experiments. The ISTP, ISFP, ESTP and ESFP Myers Briggs personality types are included in this temperament type. The history of personality tests had started with four body fluids and entered into four personality temperaments. However, it is still far from conclusion. Personality, intelligence, types etc are still not scientific concepts. So, the history of personality tests continues... Home Myers Briggs Personality Tests
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MBTI and Myers-Briggs Type Indicator are trademarked or registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries. MBTI refers to the actual Myers-Briggs Type Indicator personality test, whereas "type" commonly refers to the theory behind it. "Temperament" refers to David Keirsey's temperament model, an extension of the type theory. Furthermore, Myers-Briggs Type Indicator and Myers Briggs are registered trademarks of Consulting Psychologists Press, Inc. the publisher of the MBTI. Strong Interest Inventory is a registered trademark of Stanford University Press. Reference to Myers-Briggs Personality Types, Myers-Briggs personality Tests, history of personality tests, Myers-Briggs Temperaments and Inventories, at this site is merely to illustrate theory concepts originated by Carl Jung and refined by Katherine Cook Briggs and Isabel Briggs Myers, David Keirsey and other learned contemporaries.
Meyers Briggs Personality Tests Identify Personality Types for Different Jobs.
Meyers Briggs Personality Tests Classify INFJ, INFP, ENFJ and ENFP types With Different Jobs.
If Meyers Briggs personality tests categorize you in any of these four types, you are considered an idealist. You heavily depend upon your intuition to understand information, situation and your surroundings. And when you need to make a choice you go for feelings instead of logic. Too care for feelings and your fertile imagination may lead you to unachievable Utopia.
INFJ Meyers Briggs Personality Types

If Meyers Briggs personality tests identify you as an INFJ personality type, you are introvert, intuitive, value-oriented and well organized personality. You take your energy from your solitude, inner thought and emotions. You perceive information with the help of your intuition. You can sacrifice heartless logic for your value system. Meyers Briggs personality tests consider you suitable for those careers where intuitive solutions and harmonious relations are required. You prefer to stay away from crowd. You are individualistic and follow others only if they are moving towards the same direction as your value system guides you. Meyers Briggs personality tests consider you important also for those careers where new possibilities and potentials are to be handled. Some of the considered careers include: Scientists, Psychologists, Psychiatrists, Writers Playwright, Poet, Novelists, Art Editors, News Editors, Photographers, Musicians, Actors, Artists, Entertainers, Social Workers, Religious Leader, Medicine Doctors, Education Consultants, Librarians, Human Resource Developer, Lawyers, Job Analysts, Translators
INFP Meyers Briggs Personality Types

If Meyers Briggs personality tests identify you as an INFP, you are an introvert, intuitive, feeling and adaptable. Your source of energy is your inner world. You perceive information primarily with the help of your insights and intuitions. You forgo logics for harmony, feelings and emotions. You are open-ended and dislike deadlines. Meyers Briggs personality tests associate you with those careers where intuitive solutions to the peoples problems are required. You are service oriented and prefer to handle others needs before your own. You are loyal to your duties and needs of your responsibilities. However, you dislike routines and tight schedules. You can inspire others to grow and live fully. Meyers Briggs personality tests
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correlate you with those professions also where routines and tight scheduling is not required. You are flexible with the flow of your life. You avoid details unless they are essential for your own or other peoples growth. Some considered careers include: Psychologists, Psychiatrists, Social Workers, Writers, Teachers, Professors, Musicians, Religious Leaders, Researchers, Human Resource Developers, Poets, Novelists, Journalists, Editors, Art Directors
ENFJ Meyers Briggs Personality Types

If Meyers Briggs personality tests identify you as an ENFJ, you are primarily extrovert with intuition. Your auxiliary behaviors are your decision making system and organized life. You are social and sympathetic. You can ignore violations unless they break your well developed value system. You prefer a peaceful family life over adventures. Meyers Briggs personality tests correlate you with careers where harmonious, warm and friendly relationships are required. You can sacrifice your self for your duty. You love structure and order not only in your personal life but also in the surrounding world. Some of the considered careers include: Psychologists, Personal Consultants, Politicians, Diplomats, Social Workers, Teachers, Religious Leaders, Sales Representatives, Human Resource Managers, Event Coordinators, Writers, Comedians, Artists, Journalists, Librarians, Program Designers, Translators, Small Business Executives, Sales Managers
ENFP Meyers Briggs Personality Types

If Meyers Briggs personality tests identify you as an ENFP, you are extrovert and intuitive. Your decisions are value-oriented and you dislike routines and schedules. You prefer to tackle problems from the front instead of spending a lot of time on meetings and problems. You are public service-oriented and prefer to focus upon new possibilities and potentials. Meyers Briggs personality tests associate you with those careers where a lot of planning is not required. Your abstract big picture helps the planners to draw workable projects. You are an adventurous soul and prefer making new experiments. You prefer variety and action. You start new projects with a lot of zeal but tend to lose focus before finishing them. You can inspire and motivate. Some of the related careers include: Psychologists, Writers, Politicians, Diplomats, Consultants, Actors, Journalists, Scientists, Engineers, Computer Programmers, Religious Leaders, Musicians, Artists, Human Resource Developers, Human Resource Managers, Editors, Home Back to INTJ, INTP, ENTJ and ENTP personality types Next to ISTP, ISFP, ESTP and ESFP personality types ISTJ, ISFJ, ESTJ and ESFJ Meyers Briggs personality types Determine Your Type With Quality Test
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Myers Briggs Personality Tests Categorize Types With Different Jobs.
Myers Briggs personality Tests Classify INTJ, INTP, ENTJ and ENTP Types with Different Jobs.
If Myers Briggs personality tests identify you in any of these types, you are considered rational and knowledge seeker. You perceive information primarily with your intution but heavily depend upon logic for making your decisions. The people falling in these four types are considered analytical personality types as well.
INTJ Myers Briggs Personality Types

If Myers Briggs personality tests identify you as an INTJ, your source of energy is your inner world. You perceive things through your insights and intuitions. This leads you to immense possibilities and potentials. Your logical decisions and ordered life include you in the analytical personality types. Myers Briggs personality tests consider you suitable for those careers where analytical approach with a lot of routine work is involved. Your foresight helps you planning realistic goals. You prefer to finish targets within the deadlines. You are a perfectionist but tend to over-value your own opinion. Myers Briggs personality tests correlate you for those careers where complex organizational problems need intuitive solutions. You are keen for complexities and dont take things superficially. You can offer or support abstract theories. You have capability to convert abstraction into a workable plan. A few of the considered careers include: Scientists, Inventors, Engineers, Lawyers, Judges, Military Officers, Computer Programmers, Professors, Medicine Doctors, Dentists, Organizers, Economists, Environmental Planners, Function Planners, New Business Developers, Psychologists, Neurologists, Writers, News Editors, Financial Planners, Civil Engineers
INTP Myers Briggs Personality Types

If Myers Briggs personality tests identify you as an INTP, you are an introvert, intuitive, logical and adaptable. Your get energized from your inner world and perceive information through your intuition. Owing to your logical decisions you are considered amongst the analytical personality types. You are quickly adaptable to new situations but may fail to meet deadlines. Myers Briggs personality tests associate you with careers where new possibilities and potentials are to be visualized and adopted. You can understand abstract theories and even plan workable projects upon them. You are often quiet and reserved. Your life is very flexible with the unfolding of events. Myers Briggs personality tests vote you for those jobs also where situations
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require intuitive approach with practical analyses. You are also considered suitable for adventurous professions. You are original, creative and perfectionist. You prefer to work alone and welcome changes. You dislike routines and schedules. Some of the suitable careers include: Scientists, Astrologists, Genealogists, Neurologists, Mysteries, Strategic Planners, Mathematicians, University Professors, Technical Writers, Lawyers, Judgers, Writers, Architects, Software Designers, Artists, Database Administrators
ENTJ Myers Briggs personality types

If Myers Briggs personality tests identify you as an ENTJ, your source of energy is your surrounding. You interpret information and events with your intuition and insight. Your logic-oriented decisions classify you in analytical personality types. You are well organized in your private and public lives. Myers Briggs personality tests associate you with those careers where abstraction is to be analyzed and converted into reality. You love to make experiments and enhance number of your skills. You are a born executive with amazing foresight. Your decisiveness, expressiveness and confidence can put you on top. You are capable to find sophisticated solutions for the most complicated social and organizational issues. You love to finish your projects well within deadlines. Some of the considered careers include: Management Officers, Executive Officers, Administrators, Lawyers, Judges, Managers, Bankers, University Professors, Program Designers, Sales Managers, Chemical Engineers, Business Team Trainers, Business Consultants, Financial Advisors, Media Planners
ENTP Myers Briggs Personality Types

If Myers Briggs personality tests identify you as an ENTP, your primary dominant functions are extroversion and intuition. You are logical in your decision making but love to keep them flexible. You keep an eye upon opportunities but you often fail to maintain your focus. You are included in analytical personality types but your disorganized preferences may create problems in finishing your projects. You are warm, friendly and a social person. You can understand abstract ideas and complex problems very easily. Your decision making functions help you to come forth with practical solutions. You are inspirational, creative and original. You prefer to learn new skills instead of focusing upon those previously learned. Myers Briggs personality tests associate you with those careers where new possibilities and potentials are to be dug upon. Some of those careers include: Foreign Services, Judiciary, Lawyers, Psychologists, Scientists, Sales Mangers, Marketing Managers, Computer Programmers, Computer Experts, Journalists, Actors, Photographers, Consultants, Real Estate Agents, Technical Trainers, Directors, Advertisers Home Back ISTJ, ISFJ, ESTJ and ESFJ personality types Next INFJ, INFP, ENFJ and ENFP personality types ISTP, ISFP, ESTP and ESFP personality types
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LEGAL NOTE:
MBTI and Myers-Briggs Type Indicator are trademarked or registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries. We are not affiliate to them. MBTI refers to the actual Myers-Briggs Type Indicator personality test, whereas "type" commonly refers to the theory behind it. "Temperament" refers to David Keirsey's temperament model, an extension of the type theory. Furthermore, MyersBriggs Type Indicator and Myers Briggs are registered trademarks of Consulting Psychologists Press, Inc. the publisher of the MBTI. Strong Interest Inventory is a registered trademark of Stanford University Press. Reference to Myers-Briggs Personality Types, MyersBriggs personality Tests, Myers-Briggs Temperaments and Inventories, at this site is merely to illustrate theory concepts originated by Carl Jung and refined by Katherine Cook Briggs and Isabel Briggs Myers, David Keirsey and other learned contemporaries.
Psychology Personality Tests Associate types with different jobs.
Psychology Personality Tests Classify ISTP, ISFP, ESTP and ESFP Types With Different Jobs.
If psychology personality tests categorize you in any of these four types, you are considered action seeker. You perceive facts primarily through your five senses and love adventures over routine life. You prefer a life full of adventures. You can adapt to the new situations very quickly.
ISTP Myers Briggs Psychology Personality Types

If psychology personality tests identify you as an ISTP, you are an introvert, sensing and thinking perceiver. You charge your batteries from your inner world but take information primarily with your five senses. Your logical decisions may qualify you for analytical personality types but your procrastination may defeat the purpose. Psychology personality tests associate you with those jobs where practical work is involved. However, you are deeply interested to know how things practically work. You don't pay attention towards abstract ideas and theories. You live in the present day and the extreme types may miss future possibilities and hidden potentials. When you continuously miss opportunities, you need to focus your observations outward. Sociability and analytical mind shall bring them in your way. Psychology personality tests vote you for those works where a lot of routine and scheduling is not involved. They always look for more time to complete their tasks. They should set their own deadlines a bit earlier to the real ones. They are considered suitable for adventurous careers where physical exercise and flexibility of sudden action is involved. Some of the considered careers include: Police Officers, Pilots, Fire Fighters, Electrical Engineers, Athlete Coaches, Athletes, Circus Artists, Race Car Drivers, Mechanics, Computer programmers and Network Analysts, Radiologists, Private Detectives
ISFP Myers Briggs Psychology Personality Types

If psychology personality tests identify you as an ISFP, you are an introvert, sensing, feeling and adaptable. You know your environments well and live in the present moment. Your decisions are value-oriented. You prefer to flow with life instead of making routines and plans. You are generally quiet but support those people and theories which work in the line of your internal value system. You prefer to ignore heartless logic for feelings. You intend neither to lead nor to follow but stand individually.
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Psychology personality tests vote you for the works where mutual harmony is required. You not only prefer harmony but also work hard for that. You enjoy beauty and possess a well developed aesthetic sense. You often look for maximum freedom of action to exercise themselves fully. You are considered suitable for a number of careers. Some of them include: Fashion Designers, Psychologists, Social Workers, Artists, Musicians, Physical Therapists, Radiologists, Surveyors, Consultants, Teachers, Supervisors
ESTP Myers Briggs Psychology Personality Types

If psychology personality tests identify you as an ESTP, you are an extrovert, sensing, logical and adaptable. You live in today and change your directions with the change of events. Your logical approach puts you in the analytical personality types. You are a good starter of the projects but often a bad finisher. Psychology personality tests associate you with those careers where inflexible routines are not involved. You prefer adventurous fast moving life. You tend to be brutally opportunist when competing for scarcity. You feel uncomfortable with those jobs where a lot of planning is required. Your sharp memory and instinctive adaptability can make you an excellent negotiator. A few considered careers include: Politicians, Diplomats, Fire Fighting Officers, Sales Representatives, Marketers, Pilots, News Reporters, Insurance Agents, Public Administrators, Aircraft Engineers, Emergency Medical Professions, Budget Analysts, Police Investigation Officers
ESFP Myers Briggs Personality Types

If Psychology personality tests identify you as ESFP, you are an extrovert, sensing, feeling and adaptable personality. You conceive and perceive information primarily with your senses. You receive a lot of facts and details for your internal store house. Your decisions are value-oriented and people friendly. You can adapt new situations without any difficulty. Psychology personality tests associate you with those careers where your novel ideas get an expression. You are stimulated with new practical ideas and thoughts. You dislike routines and tight schedules. You maintain warm, friendly and harmonious relationships. You are generally sympathetic and moving. ESFP Myers Briggs personality types avoid abstract ideas and theories. They love action and beauty with a strong aesthetic sense. Psychology personality tests vote them for careers where impulsive decisions are to be made. A few considered careers include: Fashion Designers, Artists, Actors, Musicians, Photographers, Public Relation Officers, Stock Brokers, Sales Representatives, Social Consultants, Real Estate Agents Back to INFJ, INFP, ENFJ and ENFP personality types ISTJ, ISFJ, ESTJ and ESFJ psychology personality types
INTJ, INTP, ENTJ and ENTP psychology personality types Psychology Personality Tests Home
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Myers Brigg Tests Classify Psychology Personality Types For Different Careers.
Psychology Personality Types; ISTJ, ISFJ, ESTJ, ESFJ and Associated Careers...
These four psychology personality types are considered duty fullers. They perceive information with their five senses without going deep into their insights. They prefer an organized and peaceful atmosphere over adventures. They take things as they are. Their sharp memory and past experiences help them to handle new situations with a lot of competence.
ISTJ Myers Briggs Psychology Personality Types

If psychology personality tests identify you as an ISTJ, you are an introvert, sensing and well structured logical decision maker. You take your energy from your inner world but understand information with your outer senses. You prefer facts, traditions, family life and peaceful environment. ISTJ psychology personality types follow rules and regulations very carefully. They go along instructions and policies very well. They dislike novelties and dismiss abstract ideas which have no practical application. However, once they understand abstraction, they take it as a fact of their life. ISTJ psychology personality types store their past experiences in their internal databases. Whenever they face a new thing, their store house comes to help them. ISTJ psychology personality types are project oriented. They love to plan things before starting them. Once they start they try to complete the tasks within the deadlines. They can sacrifice their pleasure for work. They are considered suitable for a number of careers. A few of them include: Military Officers, Judiciary, Police Officers, Management Officers, Income Tax Officers, Accounts Officers, Audit Officers, Information Officers, Business Administrators, Business Executives, Human Resource Managers, Lawyers, Medicine Practitioners, Computer programmers and analysts, Biologists, Pharmacists, Real Estate Agents
ISFJ Myers Briggs Psychology Personality Types

If psychology personality tests identify you as an ISFJ, you are an introvert, sensing and emotional decision maker. You prefer a structured family life and peaceful working environment. You tend to ignore logic for feelings while making a decision. You are sympathetic to the peoples problems but dislike violation of your believed values.
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ISFJ psychology personality types are keen observers. They can order things and follow plans to meet the deadlines. They prefer to work in background. However, if they are put in authority, they are appreciated for their harmonious behaviors. They are considered suitable for any career where a lot of organizational work is involved. Some of the considered careers are: Secretarial Groups, Librarians, Curators, Physical Therapists, Artists, Real Estate Agents, Interior Decorators, Musicians, Teachers, Personal Counseling, Computer Operators, Social Workers, Administrators and Managers
ESTJ Myers Briggs Psychology Personality Types

If psychology personality tests identify you as an ESTJ, you are an extrovert, sensing and well ordered logical personality. Your decisions heavily depend upon facts in hand. You prefer planning and executing projects within the deadlines. You prefer peaceful family life over adventures. Psychology personality types consider you a born leader. You have capability to handle complex situations with ease. You live in the present and tend to ignore future possibilities and potentials. For your logical approach, you fall close to analytical personality types. But you tend to be impulsive... Psychology personality types associate you with those careers where a lot of organizational work is required. A few of them include: Management Officers, Military Officers, Accounts Officers, Audit Officers, Finance Officers. Project Managers, Public Administrators, Information Officers, Electrical Engineering, Database Administrators, Sales Representatives, Teachers
ESFJ Myers Briggs Psychology Personality Types

If psychology personality tests identify you as an ESFJ, you are extrovert, sensing, value-oriented and well ordered personality. Your source of energy is your environment, people and spoken words. You perceive information through your five senses and rarely turn to your insights. Psychology personality types associate you with those careers where routine work with harmonious public relationship is involved. You are organized but have tendency sacrifice logic for emotions and feelings. You remain loyal to ideologies, organizations and people. Some of the considered careers include: Public Relation Officers, Public Administration, Commerce Officers, Office Management, Business Administrators, Teachers, Home Economics, Nursing, Child Caring, Religious Works, Social Works, Insurance Agents, Sales Representatives Next to INTJ, INTP, ENTJ and ENTP Personality Types INFJ, INFP, ENFJ and ENFP Psychology Personality Types ISTP, ISFP, ESTP and ESFP Psychology Personality Types Home
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LEGAL NOTE:
MBTI and Myers-Briggs Type Indicator are trademarked or registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries. MBTI refers to the actual Myers-Briggs Type Indicator personality test, whereas "type" commonly refers to the theory behind it. "Temperament" refers to David Keirsey's temperament model, an extension of the type theory. Furthermore, Myers-Briggs Type Indicator and Myers Briggs are registered trademarks of Consulting Psychologists Press, Inc. the publisher of the MBTI. Strong Interest Inventory is a registered trademark of Stanford University Press. Reference to Meyers-Briggs Personality Types, Myers-Briggs personality Tests, Meyers-Briggs Temperaments and Inventories, at this site is merely to illustrate theory concepts originated by Carl Jung and refined by Katherine Cook Briggs and Isabel Briggs Myers, David Keirsey and others.
Are you Dominant? DISC Personality Type D Can Help you to determine
DISC Personality Type D Decides Your Level of Dominance.
DISC personality type Dominance (D) explains your style to tackle problems. Your self-determined answers to the given challenges provide an insight into your style of decision making and their implementation. When you score higher you are considered demanding, ambitious and pioneering. However, when you score lower, you may prove an excellent team member.
Style of Administration
Your higher rating in DISC personality type 'D' is considered important for a position of an administrator. You are considered a man of crisis. You are adventurous and a strong critique of status quo. You love for new ideas to administer a given situation. You dont fear to introduce non-academic dimensions to the management. You are a problem solver. You crave for authority and control but hate restraints. When you are persistent with your efforts, success waits at your door steps.
Style to Make Decision

When you score higher in DISC personality type 'D', your decisions are quick, powerful and analytical. However, you avoid details and tend to make wrong calculations. You dont care much for the statements which are not supported with strong evidence. This may lead you to ignore diverse opinions.
Style to Work
With higher rating in DISC personality type 'D', you believe that end justifies the means. You fix targets and turn every stone to meet them. For you performance means completion of your projects. However, you should not ignore the distance that you travel towards your destination. You tend to ignore procedures but you should not become an opportunist to achieve your goals. Routine work may become a frustration with the passage of time. You should go for a career where you can exercise your desire for the maximum freedom. Your adventurous spirit shall make you a fit option for new systems and complicated technologies.
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Reaction to Environment
With strong dominance (D), DISC personality type loves to control the environment. You prefer to control the meetings even when you are nor presiding over. You are an extrovert. Your unique ideas and talents to handle challenges make you prominent very early. You frustrate when situation goes out of your control. You can improve your performance by cooling your nerves. Otherwise you will become impulsive and your panic shall play havoc with the environment.
Your Weak Areas

With high DISC personality type 'D' rating, you feel excited when you face problems. However, there are certain situations which may take away your energies to solve them. You become frustrated when you are put in tight controls. Slow speed of events and delay in results may depress you. You can lose your temperaments when you have to pass through routines frequently. You hate tight schedules.
How to Improve Your Weaknesses?

DISC personality type'D'is talkative and commanding. But you are not a good listener. You should understand that difference of opinion is result of difference of style to perceive, conceive and react to the information. They may be wrong but they may also help you to see other side of the picture. Your skill to weigh others logics may help you to solve the problems with much ease. Your dominance should not make you myopic. You are an extrovert. However, you tend to control the proceedings even when that is not required. You may become blunt with others to destroy your interpersonal relationships. When you are in authority, people will listen you not for your wisdom but your control. However, they dont like too much command. You can improve your interpersonal relations by respecting their opinions. When you are pushing for some position of authority, the delay may result in depression. You should focus your energies and prepare yourself for the best of results. However, when you dont achieve your targets, the opportunities never die.
When you score low in D?

When you score lower in D section, you dont push too much for the authority. Even when you are given authority, you try to remain in background. You try to get more and more information before making a decision. You are often cooperative, low profiled, modest, careful, mild and peaceful. You may not be a good leader but you are considered an excellent team member. Home DISC Personality Type 'I'
DISC Personality Types and "S" Type DISC Personality Types and 'C' Type
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DISC Test and I' DISC Type.
DISC Test Identifies I DISC Type As An Expressionist.
When DISC test gives you a higher Influence (I) rating, you are considered an inducing personality. You love to talk. Your friendliness and warmness influences the people as well as surrounding environment. You are counted as dependable, optimist and charming. William Marston terms such behavioral dimension as Inducement (I). However, your high tone emotions can easily take over your brain while making interpersonal decisions.
Powerful Expression
Powerful expression is your hallmark. You can take control of the meetings even when you are not presiding over. You feel a lot of energy while describing your past achievements. However, you tend to exaggerate. You are considered visionary and creative. Your expressions can set standards for others as well as for yourself. You have capabilities to ignite the secret sources of energy in your listeners. You can influence any environment while showing your true colors.
General Attitudes
You are a man of the people... DISC test scores determine your potentials for popularity and impressiveness. The extreme I ratings try to remain in the spotlight even when they are not required. They are extroverts and can enliven any dead environment.
Big Picture
Brian Tracy says that first step to success is creating a big picture and... ...ANYONE can paint one. However, DISC test considers only the people with higher I rating capable to do so. You are considered talented enough to inspire others with your talks. You can visualize a bright future by ignoring details. You can describe your visions in achievable forms.
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Human Resource Developer

You are considered a born developer of human resources. You can exercise your personality even in the worst situations. Your efforts to develop others reciprocate in your own personal development. The positions where an inspiring leader is required are considered the best for higher I ratings.
Your Weaknesses
No one is free from weaknesses. However, you can improve them only when you know them well. Your strength; expression, becomes your weakness when you refuse to listen others. You can forget the fact that conversation does not mean soliloquy. Your tendency to ignore others opinion may hide other side of the picture. Your opinionated decisions may result in failures. Your sources of energy are your powerful emotions. However, when you are surrounded by the pessimists, you feel shortage of energy. You feel your big picture blurring. Your inability to influence your environment may cause a lot of frustration. Your inspiring capabilities hide themselves when you are restricted either by the environment or by the people. You are more than a social animal. You are considered suitable for the career where you need to interact with a lot of people. You may handle a situation impulsively. You dislike details, routines and procedures. You think them waste of time and stumbling blocks in your progress. However, their rejection without analysis may result in bad planning and failed implementations. You should not ignore potential details while making important decisions about your career and interpersonal relationships. You are a good starter of a project. But you soon lose your interest when you have to perform a number of routines. You forget the important fact that some routines are necessary for success of a project. You love the thrill of start but you must not forget enjoyment of success. Keep in mind that every work, how much smaller may be, is a failure or success in itself. When you leave many works incomplete, you cause your failures to heap up.
Lower I Rating
When a DISC test rates you low in I section, it is announcing your failure. It does not even categorize with bad or good personality. With lower I ratings you depend upon real facts and cold data. You believe that your emotions and expressions shouldnt interfere in facts. You are considered an analytical personality. The lower I ratings may not fit to become a show-biz man but many jobs such as of scientists, spacemen, mathematicians, researchers etc are considered good for them. They are considered introverts and can spend hours while working alone. They get their energy from insides and solitude.
Home DISC Test; An overview DISC Types and 'D' Dimension DISC Personality Types and 'S' DISC Personality Types and 'C'
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DISC Personality Profile and Your Behavioral Dimensions
DISC Personality Profile and S Dimension
The DISC personality profile offers a data to know your DISC behavioral dimensions. When you score higher for Steadiness (S), you are considered submissive, dependable and stable. However, you fear of changes and rejection. William Marston terms this behavioral dimension as Submission (S). You are supportive, capable and organized. You can work for long hours in dead routines and tight schedules but often lack leadership urge. A lower rating with S denotes a person who is extrovert, adventurous and adaptable.
Your Main Concern

When DISC personality profile shows your high ratings with S, your main concern is considered your interpersonal relationship. You make conscious efforts to prove yourself reliable and friendlier even at the cost of your own. You provide support to win others hearts.
Your Main Need

With a higher 'S' rating in disc personality profile, you need a peaceful environment, steady life and friendlier atmosphere. You believe that status quo equates to security. You react very strongly against sudden changes, revolutions and novelties. You try to follow systems and procedures as they are meant for. You are traditional in your approach to life. You dont like violating social ethics and set standards of the society. While working in your predetermined parameters, you are enthusiastic, convincing and creative.
Your Strengths
DISC personality profile equates strong S with people taking no risks. You always keep your cards in your hands. You are often predictable. When talking, you are inspiring. You can motivate others with your peaceful actions and calm voice. You are always a gentle guy. You avoid conflicts and argumentation.
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You have capability to pacify any rough situation. You prefer a peaceful environment where you can express your views and capabilities. You can wait for result for years. You are like a farmer who sows seeds and then waits whole season for the yield. You are consistent with your efforts and opinions. Once you start a project, you make your all out efforts to complete that. You are a good finisher. You are an excellent team member. You support others and feel more energy when they praise you. You are hard working but try to remain in background. You are mainly introvert. You like people but avoid the places where you have to meet a lot of them. Your peaceful life style does not show any kind of hurry.
Your Weaknesses
When DISC personality profile shows you higher with S dimension, you fear changes. However, you can handle them if you have an idea of them before time. Unplanned and unexpected situations may derail you of your peaceful posture. You adopt the changes only when you calculate them well. DISC personality profile also identifies you a good listener. However, you are fond of talking. You tend to ignore their opinions. You are fond of talking yourself but dont express fully for the fear of rejection. You listen others only when that is really required. You are extremely possessive. You are predictable. The flattery and praise motivate you. You are a strict follower of procedures. You need a lot of energy to make new experiments. You waste too much time on trivial procedures. You can focus on details too much. You may even not be able to see big picture. You are not considered fit for jobs which need a lot of traveling activity or where you have to face a lot of changes. You are a good worker when your officers and colleagues support you. However, as soon as they start ignoring you, you may feel a lot of depression. You find it hard to make decisions yourself. You like to follow decisions instead of leading others. You always expect your seniors to guide you in black and white. When disc personality profile rates you higher in S dimension, your main fear is rejection by others. In extreme cases, your fear becomes an obsession and you continue sacrificing just to remain good in the eyes of others. You may have solid
opinion upon certain issues but refrain to express them just for this tendency. You also fear that when others dont approve you, they disapprove you. You tend to take criticism on your personal work as on your own person. You often refuse to say NO even when you have strong reasons to do so. Your colleagues may burden you with a lot of work of their own. But you cant refuse them for the fear of rejection.
How to Improve Yourself

You should try to understand that routines and procedures may be important but your goals are more important. Your too much focus upon them may derail you from your success path. The best way is to focus upon your goals by doing every work successfully that you can do within the given time. You should take changes as new pages of your life. You should welcome them and adjust your powerful capabilities to meet them. To be at ease with new changes always try to understand them before they come. You should not restrict your emotions to yourself but say openly to your friends. You will see that expression of your emotions shall bring you a lot of new ways and satisfaction with your environment. Home DISC Personality Profile and 'D' Dimension DISC Personality Test and 'I' Dimension DISC Personality Types and 'C' Dimension
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DISC Profile Terms C dimension of DISC Test as Cautious.
DISC Profile and C Behavioral Dimension.
When DISC profile scores you higher for C DISC personality type, you are considered cautious, conscious and compliant. William Marston terms this human behavioral dimension as Compliance (C). Some call it as consciousness and others as cautiousness. Whatever they call, your main concern is correctness. You are a perfectionist! You crave for correctness not only in your own personal life but also in the world surrounding you. You are considered law abiding, procedure follower and systematically correct. You keep your actions within the set rules and regulations. You try to apply them in letter and spirit.
Your Style
Your DISC profile explains that you established set of standards and principles. You make decisions by analyzing all the available information. You keep your emotions away from your decisions. You are not a risky player. You are logical and analtical. You may always be in need of more information.
Interaction with Environment

When DISC profile rates you higher in C type, you try to correct your environment. You like business atmosphere to be inculcated. Your office life is well organized. Your reformist spirit makes the world an ideal place for you. However, extreme types and other dimensional developments may convert you into a fanatic.
Interaction with People

You are business like! High 'C' in disk profile tells that you talk slow. In fact, you try to avoid incorrect statements. You were the person who coined: One should weigh before talking. You weigh duly whatever you want to say. In official meetings, you seal your lips unless you are asked to speak.
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Suitable Professions
The DISC profile suggests that the higher C in your behaviors makes you a right candidate for the professions where a judger is required. You keep away your emotions from your judgments. You think well before making your announcement. You can go for legal profession either as a judge. You can become an excellent empire. You can audit better than others. You can be a strict police officer.
How do you Judge?

You set really high personal and professional standards. You make efforts to judge others and your performance on these preset parameters. You know that you can control any situation by standing with truth. You investigate deep before making a judgment.
How do you Work?

You show your true colors when you believe that you are correct. You start a project and finish that within given time. You try to bring excellence by following the models and set systems. You define your situation in a team yourself. However, when working as a leader, you keep your members within rules and regulations.
Your Weaknesses
When your DISC profile shows your higher rating in C section: You fear emotionally charged situations. You dislike expressing your inner emotions and thoughts. You can show stubborn behaviors at times. You make wrong decisions when you dont find enough information. You evaluate others and your work very hard. You are depressed on facing sudden changes. You find difficult to tackle many projects at a time.
How to Improve Yourself?
Your main problem is not your action but your mindset. You try to know everything before making a decision. You try to understand work of each of the team member before starting a project. You often ignore that you are not the alone member in your team. You should try to depend upon others capabilities to let them perform their given roles. Your second problem is with your quietness. You try to keep your opinions to yourself unless you are sure about correctness. This tendency may declare you more logical but you may deprive the organization from many positive discussions. You should be watchful upon your desire for correctness. It should remain within the social and legal bounds. If you decide that everything in the society is wrong, you may to correct everything. But such efforts are mostly wasted. You should focus upon perfection in your work. But every one cant be perfect... Home Overview of DISC Personality Test DISC Personality Profile and 'D' Type DISC Profile and 'I' Behavioral Dimension DISC Profile and 'S' Behavioral dimension
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Big Five Factor Model of Personality
Description of Five Factor Model

The five factor model of personality focuses upon those behaviors that you express while dealing with people, changing circumstances and your environment. The two remaining behavioral dimensions relate to work and depression situations. The five big personality tests measure intensity of your behaviors in these five areas. Descriptions of these factors shall help you to understand why different careers are related with different degrees of your behaviors. Why selection of certain options in paper pencil test can qualify you for certain jobs and disqualify for the others. This page shall also help you to understand nexus between big five factors.
Factor 1: Agreeableness (A)

How do you react to others opinions? When you agree to them easily, you are considered agreeable. However, your strong reactions qualify you as challenger in the words of Howard and Howard (2001). There are some other correlated traits for agreeableness. A Higher Degree in A The five factor model of personality considers you as good natured, sympathetic and forgiving. You are considered as tolerant, agreeable and courteous. You prove an excellent team member. You strive to bring harmony amongst your mates. You are friendlier, approachable and appeasing. You can ignore your own needs for others. However, you are not a good leader. You prefer to work in background. You keep your opinions to yourself to avoid conflict. You are easily influenced. But you are a born social reformer. You can prove an excellent teacher. The psychology is one of the best fields for you. A Lower Degree in A Five factor model of personality considers you as critical, analytical and tough. You are expressive in your opinions. You dont hide your reactions. You want your efforts and achievements to be acknowledged. You can challenge. You are a born leader. However, you may not prove a good team leader. Extreme degrees qualify you as a rude, callous and self-centered person. You are viewed as hostile. You are not considered cooperative. Your love for power can lead you to be an autocrat. You are considered suitable for those careers where you are given freedom to exercise your will. Military leadership, public administration and management are the best career dimensions for you.
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Factor 2: Openness to Change (O)

Five facto model of personality considers you open for change when you accept new thoughts, ideas and changes. However, you are considered close to change when you avoid new experiments and follow rules and regulations very strictly. The other correlated personality traits with different degrees are mentioned below. A Higher Degree in O You qualify to be counted as original, creative and curious. You believe that change is more than essential for social evolution. You love revolutions. You enjoy complexities of things and strive to find out their solutions. You can handle new systems, technologies and tools with great ease. You always build a big picture but tend to ignore vital details. You are considered suitable for the careers where a lot of creativity, novelty and originality is involved. A Lower Degree in O The five factor model of personality qualifies you as a resistant to change. You are traditional. You love peaceful environment, secure jobs and serene family life. You spend a lot of time on details. You can execute plans very well. However, you are not a good planner. Your focus on details may cause you to ignore big picture. You accept change only when there is no way out. The careers where rules and regulations are to be followed very strictly are considered suitable for you. You can prove a good judge, accountant and auditor. No one can be better financial manager than you.
Factor 3: Extraversion (E)

Do you love gatherings? Or you prefer solitude? Five factor model of personality considers your preferred way to handle your environment very important. Different criteria are adopted when you apply for a job of cricket commentator and for a position of a script writer. You can identify what level of degree you require to go for your dream job. A Higher Degree in E The five factor model considers you social, friendlier and talkative. You are often assertive and energetic. You can do many tasks successfully at a time. You prefer to lead others. You are charismatic. However, you rely upon others without knowing them very well. You are considered fit for politics, sales and public related careers. A Lower Degree in E You are considered private, serious and skeptic. You dont rely on others easily.
You keep your secrets to your self. You are often quiet. You prefer environment where you can work alone. Production management, natural sciences and art
related careers are considered suitable for you.
Factor 4: Conscientiousness (C )
How do you take your work? A Higher Degree in C The five factor model of personality considers you an organized, focused and timely achiever of your goals. You plan things and follow that route strictly. You are not easy to be distracted. However, you tend to be workaholic. You are selfdisciplined. You are considered confident, dutiful and reliable. You often prove a strong executive in any organization. A Lower Degree in C The five factor model of personality considers you careless, relaxed and unorganized. You dont plan things and pursue your goals with a flexible approach. Some day you work a lot and other day you go on vacations. You are spontaneous. However, you are not considered good for projects where deadlines are to be followed.
Factor 5: Neuroticism (N)

How do you handle depression? A Higher Degree in N The five factor model considers you nervous, unstable and vulnerable to negative emotionality. You are never satisfied with your life. You are inflamed easily. You are reactive and often fail to recover from depression shock easily. You always feel a need for stability. In extreme cases, you may be advised clinical treatment. You have optimistic approach to life. A Lower Degree in N The five factor model of personality considers you emotionally stable, strong nerved and composed person. You are often calm and optimist. You recover from depression periods very easily. You can find out the best out of the worst. You love peace and security. You are often satisfied with your life. You are a valuable candidate for careers in air traffic, controllers and airline pilots, finance management and engineering.
Is Your Degree Permanent?

Some exponents of the five factor model say that degree of different factors
change with situation. However, many believe that your degree of intensity in any given factor remains constant. The entire career screening exercise follows the hypothesis that psychometrics can skim up the best candidates who shall perform the same way in future. Unfortunately there is no evidence yet to prove this hypothesis. It is also not proved yet that the people who are rejected with the help of psychometrics can never succeed in those specific careers. Admittedly, these five factors include most of the behavioral dimensions. But behaviors have always been subject to improvement. The clinical treatment of extreme N type can decrease the intensity. Home Introduction to Big Five Personality Tests Criticism on Big Five Factor Model Free Five Big Personality Test
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Big Five Personality Tests have Substantial Weaknesses
Criticism on Big Five Personality Tests

The big five personality tests are used to screen candidates for team building, selection, job analysis, training programs, coaching, counseling and leadership development. A long list of psychologists including Digman, Ostendorf, MaCrace, Goldberg and John Oliver support them. But there are some other dignitaries including Hogan and Hans Eysenck who oppose big five personality tests on one ground or the other. Some substantial weaknesses cant be ignored.
Controlled Response
The big five personality tests claim to measure your intensities in relation to the five big factors. The structure of the tests requires you to select your options from the multiple choice questionnaire. Higher demand for jobs and strong copetition forces the subjects to go for those options whicht they consider shall ensure their success. It becomes lot easier when they know which jobs are related to what qualities. In such situations, the results of the big five personality tests fail to build a definitive personality profile.
Concept of Personality
Here is my oft-repeated question What is the personality? (Read Personality Testing; Myth and Realities) The big five personality tests equate your personality to your collective degrees of behavior in five factors. For screening purposes, it is suggested that your personality shall remain the same in the real world situations. However, the personality is an amazing abstract entity. You can improve, refine and even control your intensities. It proves the results of the big five personality tests cant be definitive throughout your life. Pervin (1993) and Mischel (1995) claim that consistency in the results of psychometrics depends upon the individuals in the selected groups, circumstances, situations and the parameters adopted for the testing sessions.
Cultural Influences
The five big personality tests give you certain statements. You are asked to
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agree, disagree or even stay in between. You shall, naturally, go for the options that are culturally and socially acceptable. On finding a purse full of money, you may not like to return that to the owner, but this kind of response proves you honest in the eyes of the employer. So, the results of big five personality tests are culturally tainted.
Lexical Hypothesis
It is claimed that the big five personality tests dont follow some kind of theory but the empirical data that was collected by the psychologists. However, its critics claim that that the big five factors were result of the challenge that Allport threw to his contemporaries. They believed that all natural languages have capability to explain all variations in human personality. Their lists caused generation of big five factors and the subsequent tests.
Too Complicated to Describe

The 16 types, 4 temperaments and even 12 astrological signs are easier to describe because they put you in somewhat tight boxes. However, the big five personality tests mention at least 5 degrees to each factor. Different people have different levels of intensities. When you compute them all it becomes very hard to interact and describe them. Only certified professionals may have depth to explain you. But most of the smaller organizations dont have sufficient budgets to hire capable professionals. They contend with the second category of psychologists and often fail to get what they want.
Barnum Effect
Palmistry and astrology have history of centuries behind them. However, most of the psychologists claim that the people accept different descriptions because they wish to see themselves as described. They also claim that most of such descriptions are open enough to fit any reader. Same is true with the big five personality tests... ...it is called Barnum Effect.
Level of Your Self Estimation

How much you respect yourself? Carolin Showers claims that results of psychometrics depend upon the level of your self-esteem. A higher level converges your focus upon your strengths and lower level enlarges your weaknesses. It is advisable to know your strengths with free big five personality tests before encountering a real session. It shall enhance your self respect and affect your personality profile.
Reward Structure and Working Environments

The big five personality tests lack evidence to prove that selections made with their help are better than the rejections. However, it has been repeated proven that reward structure and working environments influence the performance of the employees. Lavish rewards and unbiased accountability shall force the people to give their best, whatever their personality profile may be. Training can also improve their performance.
Monotonous Selection
Though, like other psychological instruments, the big five personality tests are not 100% reliable but they have potential to cluster candidates having same levels of intensities for the time being. This may generate a good team but the organization shall miss diversity. Different approaches, decision styles and intensities always cause novel ideas and breakthroughs.
Advice before Encountering Big Five Personality Tests

The exponents of big five personality tests claim that they neither test your virtues nor your fitness for a particular job. However, when a test qualifies you extremely nervous, it is not a quality at all. Secondly, higher intensity in any factor may qualify you for a particular type and disqualify for another. However, a moderate scoring may declare you a suitable candidate for most of the jobs. The moderate degrees are considered having potential to shift to the either side when you face certain situation. It doesnt mean that you should strive for the moderate scoring. When the big five personality tests are professionally designed, your conscious effort may produce inconsistent results. Of course an inconsistency personality is not suitable for most of the jobs. The best advice is to be honest. Whatever the results may be, your targeted career is not end of the world. The opportunities shall come to you when you swim with the social evolution of the mankind. Home Introduction of Big Five Personality Tests The Big Five Factor Model
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Description of Enneagram Personality Type One, Two and Three
Your Enneagram Personality Type Is Your Essence.

Enneagram personality type is your unique inner style to handle your environment and the people around you. It is your basic dominant characteristic and your emotional direction to behave as you do. You are born and continue with it throughout your life. It is your essence. However, there is no scientific or practical evidence to prove that human beings can be typed in nine pre-determined boxes. The enneagram experts claim that when you learn your enneagram personality type and know its meanings, you not only see your strengths and weaknesses but also develop your personality phenomenally. You can adjudge their claims. Read smart description of the nine enneagram personality types here. You can identify your dominant characteristics. You may find some characteristics common in certain types. The modern enneagramists explain this phenomenon with different levels of development, wings of enneagram personality types and your points of stress and security. (Read More on this Issue)
Enneagram Personality Type One

The enneagram personality type one is called the reformer. You always desire to improve your environment. You find the best reforming solutions in the worst situations. You can find the space for improvement even when others dont. You are a perfectionist. The enneagram personality type one is considered wise, self-controlled, balanced and tolerant. You set high standards not only for your own self but also for others. You have an inner code of values and measure everything upon that. You have a strong sense for right and wrong. Weaknesses and Suggestions Your biggest fear is making a mistake. However, you need to learn that without making mistakes you cant reach to your ideals. Luckily, you rarely repeat your mistake. So dont fear them. Anger overpowers you very quickly. It is massive energy that you possess. You need to control your emotions and your anger to keep the things smooth. You tend to ignore others opinions. You believe that your internal code of values is not only correct but better than any other set of rules. This ideology may hide the big picture from your eyes. Listen to others opinions. They are different angels to see a thing. They may help you to widen your vision and make you better understood.
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You are a perfectionist. Sometimes, you try to hide your weaknesses in your apparent goodness. Keep in mind that no one is free from weaknesses. However, the people win who continue improving themselves.
Enneagram Personality Type Two

Enneagram personality type two is termed as the helper. You are a care-taker. You love to give others. You are generous. You love others and want others to love you. Love is your basic emotional need. You cant live without it. You freely demonstrate your emotions so that others may accept you. You are warm, friendlier and sincere. You can sacrifice your own needs for others. You not only enjoy your own success but also help others to be successful. You provide them help and resources to achieve their goals. Weaknesses and Suggestions Interestingly, what dominant quality is your strength in the enneagram model, becomes your weakness in another reference. You sacrifice your own needs but excess may cause you to ignore your life. You need to learn that if you are unable to meet your own needs you may not always be able to help others. Your need for love may cause you to show off. You tend to become flatterer and emotional to get attention and love. This need may also lead you to give others opinion more weight than due. You may even withhold your valuable opinions just to avoid conflict and to secure acceptance.
Enneagram Personality Type Three

Enneagram personality type three is called the motivator. Some experts prefer to call you an achiever and promoter. You have ability to motivate others with your words and actions. But also desire that others should recognize your achievements. You are a fighter. You know how to win. You always try to focus at your goals and get them in the end. You are self-confident, charming, ambitious and competent. Generally, you are a diplomat and energetic balanced personality. When you become a leader, you enjoy challenges and always love to promote your organization. You play a model when in action. Your love for freedom may lead you either to the top brass in any organization or you may like to set up your own independent business. Weaknesses and Suggestions Your approval seeking desire may lead you to superfluous image building efforts. You attempt consciously to impress others. Your greatest fear is your security. You may damage your personality by thinking excessively about others opinions about you. Your love for achievement may lead you to be a workaholic. You may miss the small pleasures of life for big goals.
You need to learn when you need to exercise yourself and when to sit silently. You have the capability to motivate others and can sell ice even in the Arctic. You may become the excellent salesman. Home Enneagram Personality Tests Enneagram Personality Types 4,5,6 Enneagram Personality Type 7,8,9 Criticism on Enneagram Tests
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A Smart Description of Enneagram Four Type, 5 and 6 Types
Enneagram Four Type
The experts believe the enneagram four type as individualist, artist and romantic. If you qualify, your main concern is your identity. However, your individualism becomes your weakness when you are not sure of your unique approaches. The main characteristics related to enneagram four type are: Creativeness You are a creative soul... You often involve with music, art and sculptures to express your individuality. On minor levels you engrave tattoos upon your body parts. Your creative approaches can make any organization a success story. You innovate new ways. Your experimental knowledge and unusual steps can convert the worst into the best. Emotionality and Enneagram Four Type The enneagram four type has a storehouse of energy. It expressed itself in your high tone emotions. You may become angry on slight restriction. You may involve with others with undue emotional depth. Your decisions follow your heart instead of your brain. Focus of Enneagram Four Type Generally, an enneagram four type focuses upon the issues of wealth, health and hidden realities of life. You may think deep to find out philosophical answers to the related questions. However, once you become dissatisfied with the outcome, you despair. Melancholy is common in enneagram four type. Spirituality At times, you focus your spirit. You attempt to develop your soul. Solitude helps you to achieve amazing success as a spiritual leader. However, it may also lead you to cynicism. You always need right and quick guidance on spiritual questions. Inferiority/Superiority Complex As an enneagram four type, you may worry to see that other people fail to see the situations as you do. This may make you feel superior or inferior complexes. When you are at the helm of affairs, you consider yourself superior. Otherwise, you may attract inferiority complex. Advice
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Your uniqueness is a gift of the nature. You can solve the problems which others fail even to see. You should utilize your capabilities to develop yourself. As much you grow as much you succeed.
Enneagram Five Type

It is believed that essence of the enneagram five type is investigation. You are a keen observer. You have an analytical mind. You know that knowledge is power and you know how to utilize this wealth. Your Fear You fear is to be worthless. You judge others and yourself in terms of contribution to your society, environment and people. When you dont contribute, you believe, you are worthless. You contribute throughout your life. Your Behavior to Your Environment The enneagram five type prefer to keep away for the environment. However, when you are sure that your interaction with the environment can change the later, you dont hesitate a minute to do so. Superficiality It is unfortunate but you tend to be superficial. You often ignore the ideas for personalities. It may lead to superficiality. However, often, you are known as an intelligent, knowledge seeker and private person. Privacy The 5 enneagram type may feel the world hostile and threatening. You tend to be extremely private in such situations. Generally, you avoid acquaintance with strangers. You dont disclose your plans unless either they are finished or you decide consciously to do so. Complex Ideas You may not only understand complex ideas but also generate them. You are not only creative but also pioneer in the field that you select. You can visualize a big picture and reach your desired goals with creative energies. You can impress others with your knowledge. Your ideas may be extremely idiosyncratic. Your Failure to Interact Properly You have potential to develop new thoughts and ideas. However, you often fail to interact with the people around you. You fail to understand the importance of your human relations. You prefer to join the careers where you can exercise your abilities alone. You dont Listen To Others The enneagram five type fails to listen others properly. In fact you dont give the due importance to others opinions. Just start listening them and you shall perform even better.
Enneagram Six Type

The essence of 6 enneagram type is loyalty. You defend your leaders and heroes blindly. You remain loyal to your political parties even when they are not performing well. Your Fear Your biggest fear is insecurity. You love stability and support the status quo for this reason. You not only avoid the conflict but also work to manage harmony. However, when you fail to do so anxiety takes you on. The loss of support can also damage your performance very badly. To continue getting support and avoid insecurity you may become a flatterer. You always try to make others pleased. Hardworking and Responsible You are loyal not only to the persons but also to your organization. You work hard to continue with any organization. The bosses consider you responsible. Defensive You can sense the events much before they happen. However, you often go for a defensive approach instead of taking the bull by the horns. You may appear weak and indecisive at times but your defense is always very strong. A good Partner The enneagram six type is good partner for business, life and goals. You avoid conflicts, help others and keep your words. You are a team oriented leader and a democratic manager. It doesnt mean that you hate power. You enjoy it when you are stable. Motivator You are a motivator. You love people around you. You can judge others moods just with their facial expressions or the movements of eyes. You can read between the lines before expressing yourself. When Fear Becomes a Reality It is a real world... You may be deceived easily. Your supporters may change their mind. In either situation, you start distrusting every one around you. When you feel insecure you simply go to your hermit. Complicated The enneagram six type is complicated than the enneagram four type. Your resourceful brain allows multiple streams of thought at any given moment. Sometimes these multiple streams may lead you to indecisiveness. You need to
focus your brain to the prioritized options. Home Enneagram Test Made Easy Next Enneagram Types 7,8,9 Back Enneagram Types 1, 2, 3 Criticism on Enneagram Tests
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Optimum description of types seven, eight and enneagram type nine.
Enneagram Type 7, 8 or 9?
The enneagram type 7 is termed as an enthusiast, 8 as a challenger and 9 as an enneagram peacemaker. They are related to each other and may express some common characteristics while handling their environment.
Enneagram Type 7; the Enthusiast

Your enthusiasm qualifies you to be an adventurer and materialist. You live by each passing moment. You can start many works at a time with the same level of enthusiasm. However, you may fail at times to keep your focus. Wings The enneagram types six and eight work as your wings. Sometimes, you may show behaviors of a challenging enthusiast. At other times you may support other with the same level of enthusiasm. Active Enneagram Type You are abnormally active enneagram type. You love to make new experiments, visualize big dreams and make them happen. You have lot of talents and skills. Your activity may lead you to a workaholic and you may forget your priorities. Optimist Enneagram Type You are a born optimist leader. You can visualize and plan for long periods and wait patiently for the results. You believe in your visions. But you tend to ignore positive criticism. When you listen well, you may perform the best in any given situation. Your curiosity helps you to see the world as a playground. Every new experiment and skills adds your optimism to change the game positively. Spontaneous Enneagram Type As an enneagram personality type seven, you are spontaneous in your words and actions. Your practical approach and novel experiments help you to select the best goals. You are versatile. However, your versatility may result in complete disorganization. Lucky Type The enneagram personality type seven is considered a lucky type. However, it is
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neither luck nor your stars but your attitude to your environment. You plan solidly and wait anxiously for new opportunities. And when they come, you are ready to receive them.
Enneagram Type 8, the Challenger

You are called a challenger, a confronter or a protector, depending upon your wings. Generally, you challenge your environment. However, when your left wing (enneagram type seven) is stronger, you confront with enthusiasm. Otherwise, when your right wing (enneagram peacemaker) is stronger, you become a protector. Your Fear The biggest fear for the enneagram type eight is control of others. You prefer to control your environment and the people around you. You hate to flow with waters. Your challenge to environment is your way to handle your fear. You know that once you get control of the situation, you can maneuver as you like. You plan to control not only flow of your life but also your destiny. However, you tend to be reckless, opportunist and ego-centric, at times. Protector It depends upon your stronger wing whether you become a challenger or a protector. However, in most of the cases, you prove a protector while dealing with your family members. Man of Crisis This enneagram type shows the best talents in crisis. You feel every bad situation a challenge to your control. To have a control, you assert yourself forcefully. You express your opinion very strongly and love others to respect it. You prove yourself a man of crisis in any organization and for any job. Decisiveness You make forceful decisions. You are considered the toughest enneagram personality type for your straight forward approach. You love those people who decide the same way as you do. However, you dont want them to interfere in your independence. Advice You need to concentrate upon your development consciously. Each new challenge should add to your experience and not to your fear. You need to build a habit to forget the bad things quickly. You should also think to give a part of your control to your subordinates. It shall help you to focus upon the big picture.
Type 9; Enneagram Peace Maker
The enneagram peacemaker not only understands but also makes conscious effort to bring harmony in his environment. When your right wing is stronger, you harmonize the environment with your reforming behaviors. However, when your left wing is stronger, you may challenge the environment for the same purpose. Your main characteristics include: Mediator Enneagram peacemaker is a perfect mediator. You have capability to create consensus amongst the war parties. You prove an excellent negotiator when you are asked to complete a dialogue successfully. You can reconcile the burning fires. You can visualize the solutions which are acceptable to all parties. Adaptation A pure enneagram peacemaker has the highest degree of adaptability to his environment. In most of the cases, you believe, that the best way to harmonize your environment is just refine yourself. You rarely try to speed up happening of things. You prefer to follow flow of the events. Good Listener The enneagram peacemaker is considered an excellent listener. You weigh others opinions before expressing your own. You fear that you may disharmonize your environment by giving a conflicting opinion. Your Weaknesses You have tendency to agree with others opinion very easily. It is just your fear for turmoil otherwise you may have a strong opinion with convincing arguments. You can sacrifice your logic even. You often forget to assert yourself properly. Opportunists can easily exploit you for your desire for peace and stability. They may use you as tools for their own purposes. You tend to forget your own priorities for harmonization. Your ideas have great diversity but you often fail to focus. You tend to involve in trivial details and miss your big picture. At times you fall victim to inertia. It is positive when you are involved in some positive activity. However, it becomes a curse when you are doing nothing. Luckily, change of environment creates a fear of de-stability and helps you to break your negative inertia. Home Enneagram Types 1, 2, 3 Enneagram Type 4, 5, 6 Enneagram Personality Tests Criticism on Enneagram Tests
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Enneagram Tests are Weaker than any Other Psychological Instrument.
Inherent Flaws in The Enneagram Tests

Proponents of enneagram tests believe that you get an essence from your birth which determines your real self. However, your environment, education and culture develop behavioral trends which may be in consonance of your essence or conflicting. The enneagram personality tests claim to measure not only your essence but also variant dimensions of your acquired personality. This way they try to assess how you will behave in future. Having spiritual kind of background, the enneagram tests are still not very popular for screening purposes. However, the craze for the right person for the right job may force employer organizations, corporations and other such institutions adopt them soon. They must not ignore important flaws in the enneagram tests philosophy, typology and interpretation.
Not a Real Psychological System

Myers Briggs Personality Tests, Big Five Personality Tests and DISC follow some kind of psychological theory. Of course they are ambiguous too but they have conviction of practical observations. On the other hand the enneagram tests dont possess such kind of psychological pseudo-authenticity. The enneagram model was originally construed a source of knowledge of the whole universe. Gurdjiif and his student Ichazo claim that they had learnt the system in some kind of mystic trance. Gurdjiif claims: All knowledge can be included in the enneagram and with the help of the enneagram it can be interpreted. And in this connection only what a man is able to put into the enneagram does he actually know, that is, understand. What he cannot put into the enneagram makes books and libraries entirely unnecessary. Everything can be included and read in the enneagram. However, later developments, works of Helen Palmer, Don Richard Riso and Russ Hudson have given it modern psychological flavor.
Determinism
Like other psychological instruments, enneagram tests strive to determine your future behaviors with the help of enneagram personality types. They believe that you have to fit in one of the nine enneagram personality types.
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Whatever you think, say or do is predetermined by your type. When you are responding to your environment as specified for your type, an enneagramists would suggest that your personality is in conflict with your essence. However, your real self or essence remains the same throughout you life. You cant change your type ever.
Origination of 9 Enneagram Types

Mistakenly, the 9 enneagram types are related to the name of Gurdjiif and Ichazo. Gurdjiif believed that you have three brains; instinctual, intellectual and emotional. Your personality is determined by the dominance of either of the three brains. Spinozian school of thought believes that your instincts and intellect lead you to will a thing and your emotions help you to do. However, you know, the basic urge of life is survival. In all forms, it adopts two secondary instincts; self-reproduction and self aggression. Your intellect searches the ways and your emotions help you to achieve whatever you desire. Ichazo explained these three brains into nine descriptions. It was Helen Palmer who drew 9 enneagram types. Later on Don Richard Riso and Russ Hudson introduced ideas of wings, stress and security points and levels of development. They stated that there are three development levels for each enneagram type; healthy, average and unhealthy. And each of these three levels has three sub-levels. This way they increased the number of types to eighty one.
Personality Development
The enneagram model is mainly used to bring your personality in consonance with your essence. You are considered made of a physical body, an essence and a personality. The enneagram model suggests that you can develop your overall personality by creating harmony between your nature and nurture. Ichazo termed this process of harmonization as ego fixation. The modern experts call it personality development. Some enneagramists suggest that you dont carry an essence but a behavior that dominates your life. You continue getting influenced by your wings and by your points of security and stress. To develop your personality you need to believe that you have one of the nine types. Then you will have to read how you react to your environment. Then you need to remove those influences which your environment has developed in you since your childhood. This way you can develop your personality. Some exercises suggested for your self-control, ego fixation and personality development are similar to concentration practice, Yoga and magical. The philosophy is similar to that of mystics of almost all religions. They suggest that you are given a spirit and duty bound to cleanse it. You can purify your spirit
by abandoning the world, killing your desires and getting rid of environmental influences. Gurdjiif suggests: "Essence in man is what is his own. Personality in man is what is 'not his own.' 'Not his own' means what has come from outside, what he has learned, or reflects, all traces of exterior impressions left in the memory and in the sensations, all words and movements that have been learned, all feelings created by imitation -- all this is 'not his own,' all this is personality" (Gurdjiif quoted by Ouspensky, In Search of the Miraculous)
Numerological Influence?
Some critics suggest that the enneagram tests follow the idea of power of numbers. The model is considered akin to numerology. They suggest that Gurdjiif believes in the power of numbers 1, 3 and 7. The model utilizes the figure of zero and decimal system, which is an attempt to modernize it. However, the supporters of the enneagram tests reject this criticism by saying that numbers are nothing more than identification of nine points on the enneagram model. They are neither considered important nor have any kind of power behind them. They also claim that Gurdjiif simply believed that the figures 1,3 and 7 are the basic numbers for this universe. Some identification points are generated by diving 1 into 7. The other numbers are derived by multiplying 3 with 1, 2 and 3.
Different Ideologies
The enneagram model has gone through so many ideological revolutions that its originality has been overshadowed. Currently, different people like to explain it with different context. Some believe that your type is your: Fundamental strength Basic evil Basic sin Basic energy Biological instinct Emotional direction Essence Ego fixation
Motivational force Spiritual direction What is the truth? What enneagram type stands for? The exponents of this model dont give any practical and logical reasoning for the enneagram tests. They suggest that you need to study the system instead of depending upon your test results. You have only two options. Either accept the enneagram test results without any question or reject them altogether. Frankly speaking it seems a lot easier to reject the model instead of accepting it.
Does Background Matter?

The proponents of the enneagram tests claim that it doesnt matter how Gurdjiif and Ichazo realized the system. However, they argue, you should focus upon the benefits and results of the model. However, a building constructed upon marshes is destined to be drowned. If enneagram model is understood in the light of modern psychology and the original structure is ignored then these issues become more important. 1- Essence is the main idea of Gurdjiif. Modern day enneagram model cant be explained without this idea. 2- Personality development in the enneagram model is different from psychological personality development. 3- A system without belief is groundless.
Advice
Read enneagram types and their descriptions. Then choose the description that fits or dominates you. It is your type. However, never make an important career decision on the results of enneagram tests. They are useful to visualize your strengths and remove your weaknesses. This model is not only a bit complex but more idiosyncratic. Home Enneagram Tests Enneagram Types 1,2,3 Enneagram Types 4,5,6 Enneagram Types 7,8,9
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How to Prepare for Bennett Mechanical Comprehension Test?
Bennett Mechanical Comprehension Test Gets More Attention

The traffic stats of this website and responses from the readers prove that the Bennett Mechanical Comprehension Test (BMCT) is getting more popular. You can recall the criticism but it still hold enough ground to be given more importance. It is used to determine your aptitude to learn mechanical skills in your applied job. The Bennett Mechanical Comprehension Test measures a complex set of abilities composed of three primary constructs: 1) Mechanical information 2) Spatial visualization 3) Mechanical reasoning or understanding.
How Aptitude Bennett Mechanical Comprehension Test is Conducted?

Aptitude Bennett Mechanical Test is administered in a number of ways. Generally, the questions are read over loud to the groups or the individuals being tested for a mechanical job. To make it transparent, some testers prefer to use tape recorded questions. Some may even require you to read the questionnaire yourself and answer the questions with pen and paper. The Bennett test reports your performance in terms of percentile rank in comparison to 14 different normative groups in different dimensions.
Score Interpretation and Reliability

Raw score simply means the number of correct answers out of total 68 items. These scores are converted to percentile scores for interpretation. The percentile score represents the percent of a similar population that would have scored at or below the raw score attained by the candidate. Reliability coefficients range from .81 to .93 with a median of .86. It indicates that the Bennett Mechanical Comprehension Test is a consistent measure. The standard errors of measurement range from 3.0 to 3.8. For jobs requiring multiple aptitudes, the BMCT is most effective when used in combination with other tests.
Elements Of Bennett Mechanical Comprehension Test

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A professional Bennett Mechanical Comprehension test contains categories of the 135 questions into 18 content areas. Each category shows the number of question that a Bennett Test may generally have. 1- Acoustics - 3 2- Inertia 5 3- Belt Drive - 2 4- Levers 8 5- Center of Gravity 7 6- Optics 6 7- Centrifugal Force 5 8- Planes and Slopes 2 9- Electricity 6 10-Pulley Systems 10 11- Gears - 10 12- Resolution of Forces 6 13- Gravity and Velocity 9 14- Shape and Volume - 7 15- Heat- 8 16- Structures 12 17- Hydraulics 16 18- Miscellaneous - 14
Advice To Encounter Bennett Mechanical Comprehension Test

The importance of Bennett Mechanical Comprehension test for a mechanical job demands that you should know a bit of different concepts of physics. There are some daily life experiences given in physics terminology: a) Inertia of a body is the inability of the body to change by itself the state of rest or of uniform motion. b) Pushing the roller over a step requires a larger force than pulling the roller over the step.
c) A person on frictionless surface can get away by blowing out the air from the mouth or by throwing away an object in direction opposite to the one in which he/she wants to move. d) The forces acting on a point are concurrent forces and they are in equilibrium if resultant force is zero. e) To produce extension or compression in the spring, two equal and opposite forces are to be applied on the spring. In equilibrium restoring force developed due to elasticity of the spring is equal to either force and opposite to applied force. A definite amount of work has to be done against restoring force both in compressing and stretching the string. This work done is stored in form of potential energy in the string. Site Map Bennett Mechanical Comprehension Test Free Sample Bennett Test --Part 1 Free Sample Bennett Test --Part 2
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A free sample of the Bennett Test.
Sample Questions of Bennett Test

You know the Bennett Test is comprised of 18 different areas. Here you shall find a sample question for each area. Again I am not going to lead you to any affiliate links to help you making a decision. However, this test shall help you to decide where to pay for a professional aptitude Bennet Mechanical Test.
Bennett Test Area; Acoustics

This area of Bennett mechanical test contains three questions about acoustics. The questions may be like:
Question
How do sound levels add? If there are two sound sources in a room - for example a radio producing an average sound level of 62.0 dB, and a television producing a sound level of 73.0 dB - then the total sound level is (i) 62 dB (ii) 73dB (iii) 73.3dB (iv) 68dB
Answer
The total sound level is a logarithmic sum ie Combined sound level = 10 x lg ( 10^(62/10) + 10^(73/10) ) = 73.3 dB Note: for two different sounds, the combined level cannot be more than 3 dB above the higher of the two sound levels. However, if the sounds are phase related then there can be increase up to a 6dB, in the SPL.
Bennett Test Area; Inertia

This section generally contains 5 questions about the basic concepts of Inertia. A few sample questions
Question
A 10N weight is balanced on the top of a vertical wheel which has a radius of 2m. What torque does the weight exert around the rotation axis of the wheel? (i) 20Nm.
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(ii) 1Nm. (iii) 10Nm. (iv) 0.

Answer
0 as Torque = force times lever arm. The lever arm is zero, so the torque is zero.
Question
The moment of inertia of a 2kg barbell, which is held a distance of 0.1m from the rotation axis is: (i) 2kgm (ii) 0.2kgm (iii) 0.02kgm (iv) 0.002kgm Answer 0.02kgm.Mass times distance squared = (2kg)(0.1) = (2)(0.01)kgm.
Bennett Test Area; Belt Drive

The belt drive related section of a Bennett mechanical test contains two questions like:
Question
Why does lure of a Direct Drive motor is that it runs at 33.33 RPM or about 0.5 revolutions per second. (i) There is no other way to design a motor (ii) Torque arrives in small packets (iii) If the motor spins fast the noises will fall into the audible range or a range that may excite arm-cartridge-suspension resonances. (iv) None of above
Answer
(iii) As motors turn, since they are imperfect in many ways, they will emit noises with each revolution. If the motor spins fast (600 or 1200 RPM are common speeds -yielding noise at multiples of 10 or 20 Hz) the noises will fall into the audible range or a range that may excite arm-cartridge-suspension resonance. At about
0.5 revolutions per second one would think that any noises developed by a direct drive motor would be insignificant.
Bennett Test Area; Levers

This important section of a classical Bennett mechanical comprehension test contains 8 questions like:
Question
A helicopter engine produces 1000ftlb of torque on the rotor blades. The rotor blades exert an equal and opposite reaction torque on the helicopter. To prevent the helicopter from spinning, a vertical tail rotor is placed at the end of a boom a distance of 10ft from the rotation axis of the rotor blades. How much sideways force (in pounds) must the tail rotor exert? (i) 10,000lb (ii) 1000lb (iii) 100lb (iv) 10lb
Answer
100lb Torque exerted by the tail rotor = 10ft times the thrust. (10ft)(thrust) = 1000ftlb. thrust = (1000ftlb)/(10ft)
Bennett Test Area; Center of Gravity

This area of Bennett Mechanical Test contains 7 questions like:
Question
A wooden block balances at its CG. If you cut the block at its CG and weigh each part of block, which end would weigh more? a) left part b) right part c) both will weigh equal d) either will be heavier
Answer
Both parts of the block will have equal weights. If it were not so, there will be a net torque on the block when you try to balance it at its CG.
Bennett Test Area; Optics

This section of a professional Bennett Mechanical Test contains 6 questions like:

Question
What is the radii of curvature for a converging glass lens(n=1.52) in order for it to have a focal length of f= 20cm. Assuming R1=R2. (i) 22 (ii) 21 (iii) 20.8 (iv) None of the above
Answer
The focal length of a convex or a concave lens can be calculated by using the lens formula, 1/f = ( n - 1 )( 1/R1 - 1/R2 ) where f is the focal length of the lens, n is the refractive index of the material of the glass lens and R1, R2 are the radii of curvature of the curved surfaces of the lens. For a convex lens, R1 is positive and R2 is negative. For a concave lens, R1 is negative and R2 is positive. Here, f = 20, n = 1.52, R1 = R and R2 = - R. Substituting into the lens makers formula, R = 20.8 cm.
Bennett Test Area; Centrifugal Force

This area contains 5 questions like:
Question
You are in a car that is moving at a speed of 20m/s on a circular track, which is 10m in radius. You feel a sideways force throwing you against the outside door of the car. If your mass is 50kg, the magnitude of this force is: (i) 0 (ii) 2000N (iii) 100N (iv) 500N
Answer
(ii) 2000N (50kg)(20m/s)(20m/s)/(10m) = (50)(400)/10N =2000N Bennett Test Continues...
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Different areas of the Bennett Mechanical Aptitude Testing.
Bennett Mechanical Aptitude Testing Continues

In this section of bennet mechanical test contains questions about planes, shapes, electricity, pulleys, gravity and heat. A taste of aptitude tests designed for different areas is given below. Bennett Mechanical Aptitude Testing Area; Planes and Slopes This part of an aptitude Bennett mechanical test contains two questions about planes and shapes. A sample question is:
Question
A ramp is an example of a/an: (i) pulley (ii) screw (iii) inclined plane (iv) none of above
Answer
(iii)
Bennett Mechanical Aptitude Testing Area: Electricity

This is an important testing are of all versions of the Bennett mechanical test. The sample question is:
Question
A typical automobile storage battery can deliver 60 amperes of current for about one hour. How much electric charge can it deliver? a) 2160C b) 216,000C c) 216C d) 21600C
Answer
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(b) Charge = (60C/s)(3600s) = 216,000C
Bennett Mechanical Aptitude Testing Area; Pulley Systems

Pulleys are used in the most of the mechanics of the modern day. Thats why this section contains 10 questions like:
Question
A seesaw on the playground is a: (i) lever (ii) inclined plane (iii) pulley (iv) none of above
Answer
(i)
Question
You would use a pulley to: (i) cut food (ii) hold pieces of wood together (iii) guide the sail on a sailboat (iv) none of above
Answer
(iii)
Bennett Mechanical Aptitude Testing Area; Gears

Like pulleys section, this area of Bennett Mechanical Testing contains 10 questions. A sample question with detailed analysis is given here:
Question
What do gears do? (i) provide power
(ii) provide torque and direction (iii) provide fuel (iv) none of above
Answer
(ii) Gears are used in tons of mechanical devices. They do several important jobs, but most importantly, they provide a gear reduction in motorized equipment. This is key because, often, a small motor spinning very fast can provide enough power for a device, but not enough torque. For instance, an electric screwdriver has a very large gear reduction because it needs lots of torque to turn screws, but the motor only produces a small amount of torque at a high speed. With a gear reduction, the output speed can be reduced while the torque is increased. Another thing gears do is adjust the direction of rotation. For instance, in the differential between the rear wheels of your car, the power is transmitted by a shaft that runs down the center of the car, and the differential has to turn that power 90 degrees to apply it to the wheels.
Bennett Mechanical Testing area; Resolution of Forces

Question
You are in an elevator which is moving upward at a constant velocity of 10 m/s. The floor pushes up against your feet with a force (A) equal to your weight. (B) equal to twice your weight. (C) less than your weight. (D) of zero.
Answer
(A) equal to your weight. You are in equilibrium and must feel zero total force.
Bennett Mechanical Aptitude Testing Area; Gravity and Velocity

Question
What is the force on a 1kg ball that is falling freely due to the pull of gravity? (i) 10N
(ii) 9.8N (iii) 1N (iv) none of the above

Answer
(ii) F = mg where m is the mass of the body and g is the acceleration due to gravity (9.8 m/s). Substituting the value we get, F = 9.8 N.
Bennett Mechanical Aptitude Testing Area; Shape and Volume

Question
A copper sphere of radius 3cm is beaten and drawn into a wire of diameter 0.2cm. The length of wire is: (i) 9m (ii) 12m (iii) 18m (iv) 36m
Answer
Volume of sphere = volume of wire 4/3*22/7*3*3*3 = 22/7*0.1*0.1*h h= 36/0.01 = 3600cm=36m
Bennett Mechanical Aptitude Testing Area; Heat

This testing area contains 8 questions like:
Question
A 750 kg car moving at 23m/s brakes to a stop. The brakes contain about 15 kg of iron that absorbs the energy. What is the increase in the temperature of the brakes? (i) 30.5 deg (ii) 45 deg (iii) 29.5deg (iv) 23.2deg
Answer
To find the retardation produced in the car due to the application of brakes, we use the third equation of motion, v-u=2as where v is the final velocity, u is the initial velocity, s is the distance it covers before it comes to rest and a is the retardation. We get a=529/2s. Now force applied on the car to stop is F=ma=750 x529/2s. Thus the work done in stopping the car is W=F x d=750 x (529/2s) x s=198375J. This work done is used up in increasing the temperature of the brakes. It can be calculated by W = ms x T. The specific heat of iron is 448 J/kg deg C. Thus the increase in temperature of the brakes is 29.5 deg C.
Bennett Mechanical Aptitude Testing Area; Structures

You know the mechanical aptitude test is misunderstood as spatial aptitude test. The main reason is that it not only focuses upon shapes and planes but also upon structures. This major portion includes 12 questions like:
Question
Which compound with high melting point is called whitr amorphous solid? i) calcium oxide ii) calcium dioxide iii) carbon oxide iv) carbon monooxide
Bennett Mechanical Aptitude Testing Area; Hydraulics

Question
A fluid is rotating at constant angular velocity w about the central vertical axis of a cylindrical container. What is the variation of pressure in radial direction if p' is the density of the fluid? (i) p'wr (ii) p'wr (iii) p'r (iv) none of the above
Answer
(i) Centrifugal force on the rotating liquid F = mwr. Pressure P = F/area . Area = lateral area of the cylinder = 2 rl where r is the radius of the cylinder and l is the length of the cylinder. Also, mass of the liquid in the container = density x volume
= p' x rl. Combining these relations, we get, P = p'rw/2. Differentiating, we get, dP/dr = p'rw
Bennett Mechanical Aptitude Testing on Miscellaneous Areas

This section includes 14 questions about certain concepts of physics. You are not required to be a master degree holder in physics but need an aptitude for daily life physics. Site Map Bennett Mechanical Comprehension Test Prepare Bennett Mechanical Comprehension Test
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Wechsler IQ Test Ratings Focus upon Various Capabilities and not intelligence.
Wechsler IQ Test Ratings And Mental Development...

Wechsler IQ test ratings claim to identify you as a genius, average or an idiot, depending upon your IQ test results. The scores are heavily focused upon those essential capabilities which are required for your mental development in the fullest possible expression. The WAIS (Wechsler Adult Intelligence Scale) is such a tool to identify current level of your intelligence quotient (IQ).
Idiocy or Mental Retardation?

Generally, those people are considered idiots who fail to cope with their daily life course. In psychological and clinical terms idiots are considered mentally retarded. American Association on Mental Retardation (AAMR) has restructured definition of mental retardation in 1992 as: "Mental retardation refers to substantial limitations in present functioning. It is characterized by significantly sub-average intellectual functioning, existing concurrently with related limitations in two or more of the following applicable adaptive skill areas: communication, self-care, home living, social skills, community use, self-direction, health and safety, functional academics, leisure, and work. Mental retardation manifests before age 18" Earlier AAMR had defined this syndrome in terms of five identifiable ratings; profound idiots, severe idiots, imbecile, moron and borderline. WAIS (Wechsler Adult Intelligence Scale) takes into account these ratings by ignoring focus of the most recent definition upon adaptive skill areas. It further ignores that mental retardation does not manifest after age 18.
Wechsler IQ Test Ratings of Idiocy

Wechsler IQ test ratings identify those as idiots who score less than 70 points in a WAIS session. However, different thresholds are applied to classify mental retardation in the following five levels. 1- Profound Idiocy Wechsler IQ test results identify those as profound idiots who score 1-10 points in WAIS IQ test scale. They cant answer even a single question correctly out of 1,000,00 items. They are viewed as suffering from profound mental retardation. 2- Severe Idiocy Wechsler IQ tests classify those as suffering from severe mental retardation who score 11-25 points. They are considered severe idiots because they cant answer more than one question out of 1,000,00 items.
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3- Imbecility Wechsler IQ test ratings identify those as imbeciles who suffer moderate mental retardation. They score 26-40 points on Wechsler scale. Their mental age is considered no more than a child of five years old. They cant answer more than three questions correctly, for an IQ test questionnaire of 1,000,00 items. 4- Moron Wechsler IQ test ratings identify those as morons who score 41-55 points on a Wechsler IQ test scale. Their mental development has stopped at the mental age of a child of 8-12 years old. They can answer less than 13 questions correctly for an IQ test questionnaire comprising of 100,00 items. 5- Border Line Wechsler IQ test ratings identify those on borderline who score 56-70 points on a Wechsler IQ test scale. They cant answer more than two questions correctly for an IQ test questionnaire of 100 items. They are better than morons but still dont qualify to be average.
Wechsler IQ Test Ratings of Averages

Beside mental retardation, the Wechsler adult IQ test scale claims to identify levels of mental development in two broader categories; averages and geniuses. The averages are further divided into four categories depending upon their IQ test scoring in a WAIS session. 1- Low Average Wechsler IQ test ratings classify you in the low average category when you score 71-85 points. You are not mentally retarded but can qualify for low average only if you can answer 16 questions correctly in a IQ test questionnaire comprising of one hundred items. 2- Average When you score 100 points, with 15 points standard deviation, Wechsler IQ test ratings identify you in the category of average people of your own age group. You can qualify for this category only if you are capable to answer 50% questions correctly in an IQ test questionnaire of 100 items. 3- High Average When you develop your vocabulary, arithmetic, comprehension etc, capabilities further and score 101-115 points, you are above average. Wechsler IQ test scale requires you to answer at least 84% questions in the offered IQ test questionnaire. 4- Bright Average When you are capable to answer 95% questions correctly, Wechsler IQ tests place you in the category of bright average people. Your IQ score needs to be 116-125 points to qualify for this category.
Wechsler IQ Test Ratings of Geniuses

The geniuses are considered the gifted people. They are better in their adaptive skills than the average categories. The Wechsler IQ test scale rate gifted people in two sub-categories; genius and super genius. 1- Genius When you are capable to answer 98.5% questions correctly, you shall be honored with nomination for a genius. Your IQ score on Wechsler adult scale shall be 126130 points and you shall qualify for certain high IQ test score societies. 2- Super Genius Are you more than a genius? The Wechsler IQ tests rate you so when can answer 9913 questions correctly for an IQ test questionnaire of 1,000 items. Your IQ test score shall be more than 130 points in a WAIS session.
Can You Improve Your Wecshler IQ Test Ratings?

Fairly Yes! The WAIS is mainly used for education, career and clinical purposes. More and more organizations are concentrating applying Wechsler IQ test ratings. The instrument has been adapted in many countries as per demands of their respective cultures. However, it is still lacking reliable evidence to prove its validity. It is also proven that Wechsler IQ test rating has not been constant throughout its use. The mentally retarded people can be developed to score better in their forthcoming sessions. The average people have even bigger potential to develop themselves mentally to boost their IQ test ratings. You simply need to believe in yourself, improve your adaptive skills and train your brain to be more alertive. It is matter of time, persistency and right information that you can break threshold barriers of intelligence classifications. And... ....it becomes more important when your career is to be influenced greatly by Wechsler IQ test ratings. Home Site Map Wechsler IQ Test Measures Capabilities and Mental Retardation. Wechsler Adult Intelligence Scale III and Old Versions Standardization of Wechsler Adult Intelligence Scale Reasons Behind Popularity of Wechsler I.Q Tests
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The Wonderlic Basic Skills Test Measures Your Basic Verbal and Math Skills
The Wonderlic Basic Skills Test Measures a Little More than Your Skills
Wonderlic Basic Skills Test (WBST) is designed to measure your basic abilities in verbal and mathematical areas. This test is generally applied on adults for the entry level jobs. It can be completed quickly within a shorter period of time. The Wonderlic Basic Skills Test results provide critical data to measure your skill level, cognitive capabilities and future performance. The scores also expose your capability to use your verbal and math skills in real world working situations.
Benefits of Wonderlic Basic Skills Test

The Wonderlic Basic Skills Test is frequently used for its high claims on a number of issues. A few of the stated benefits include: 1- The interviews can be helpful for screening purposes but they lack objectivity. The idiosyncrasies of the interviewers often pop up to render the selection process into favoritism. The Wonderlic Basic Skill Test claims objectivity. A number of court decisions have supported this claim of the testers. 2- The Wonderlic Basic Skills Test is avowed to provide data within the shortest possible time. The number of items is limited, and time restriction (if any) is not more than 12 minutes. However, such a short test can backfire when you are already in anxious state of mind. You may not find enough time to compose yourself before the bell rings. 3- The political pressures, especially in the developing countries, play very important role in selection of the candidates. The political affiliations are given weight even in the developed societies. However, the Wonderlic Basic Skill Test claims to avoid such pressures for the selection of right candidates for the right jobs. 4- The bad hire, once made, becomes a liability with any organization. This psychological assessment tool claims to provide the data which can be helpful to the managers to avoid this dilemma. It is not error free but it marginalizes such errors when there are many qualifying candidates running for the same job. 5- Many jobs need initial training which involves a lot of money and time. Like bad hire, training to uninterested people becomes a bigger problem with any organization. The Wonderlic Basic Skills Test calculates your potentials for certain kind of training sessions. This tool can be helpful to reject those candidates in the beginning who may not prove beneficial for any organization. 6- This test can either be administered individually or upon the groups collectively. In both situations, the results may differ slightly but the difference is ignorable.
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The Skills For Wonderlic Basic Skills Test

The two main focusing areas of Wonderlic Basic Skills Test are your verbal and mathematical capabilities. However, each section may take into account a number of related potentials. Verbal Skills This portion of Wonderlic Basic Skill Test is generally comprised of 50 questions. The questions may take the following directions: 1- Can you understand simple instructions? If you fail to complete simple tasks as per simple directions, you may not prove a good hire in the long run. 2- Can you locate a particular piece of information within a given paragraph? Your comprehension is put on testing with such kind of questions. 3- Can you utilize the provided information to solve the given problems? It is not your knowledge but use of that knowledge which makes a difference. If you have highly developed basic verbal skills but cant utilize those effectively, you cant prove beneficial for the organization. 4- Can you complete a sentence correctly with reference to the context? 5- Can you identify meanings of different words? You may even face certain unfamiliar words. Some words may have multiple meanings but you are required to recognize the correct meaning with reference to the context. 6- Can you recognize agreement links between subject and verb? You may find some questions to point out grammatical mistakes. You may even be required to analyze a grammatical construction before making your choice. 7- Can you construct complex and compound sentences? You may be asked to correct errors in construction of such sentences. 8- Can you analyze the provided information in the charts and diagrams? You are required to apply your reasoning for solution of such problems. Mathematical Skills This portion of the Wonderlic Basic Skills Test contains about 45 items. You are asked different questions focusing upon the basic mathematical concepts such as addition, subtraction, multiplication and division. The questions may take different turns depending upon your applied jobs. Generally, the tester may try to find out: 1- Can you apply the basic mathematical functions upon whole numbers, fractions, and decimals? 2- Can you apply basic functions upon whole or fractional monetary units? 3- Can you apply your basic mathematical knowledge upon measurement units such as time, length, width, weight, distance etc? The units may be in the shape of whole numbers or the fractional ones. 4- Can you apply your knowledge upon ratio, percentage and other such
functions? 5- How much developed skills you have in Algebra? 6- How much grasp you have upon basic geometrical concepts? The Wonderlic Basic Skills Test is widely used psychological instrument. However, the USA labor department gives it more importance than any other labor department in the world. Thats why the US labor department has specified six different job levels for the different levels of Wonderlic Basic Skills Tests. While encountering a Wonderlic Basic Skill Test, you must keep in mind that it is not your speed of answering but correct choices which makes you fit or unfit for your applied job. Home Site Map Wonderlic Personnel IQ Test Strengths and Weaknesses of the Wonderlic Testing
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LEGAL NOTE:
'Wonderlic' and 'Wonderlic Personnel Test' 'Wonderlic Basic Skills Test' are registered trademarks of Wonderlic Inc. 'Wonderlic', 'WPT' and 'SLE' are registered trademarks of the 'Wonderlic Personnel Test' and 'SLE' is a trademark for 'Scholatic Level Exam'. We are not affiliated to any of them. Reference to Wonderlic, WPT and Wonderlic Personnel Test, at this site is merely to illustrate theory and concepts originated by Charlie Wonderlic and further developments by other learned contemporaries.
Differential Aptitude Tests are New Genre
Differential Aptitude Tests Differentiate in Aptitudes

The differential aptitude tests (DAT) are the latest genre of the career aptitude tests. It is realized that general aptitude tests are not such powerful to help in screening candidates for all jobs. The DAT measures youre aptitudes in eight different areas.
Testing Areas
- Verbal reasoning - Numerical Ability - Abstract Reasoning - Mechanical Reasoning - Space Relations - Spelling - Language Usage - Perceptual Speed and Accuracy
Differential Aptitude Testing Style

You are offered eight sets of differential aptitude tests. They contain multiple choice questionnaires. You are required to select the best/correct option within a set time limit of 12 to 25 minutes for each test. However, in practical, you can attempt each within 6 to 20 minutes. It depends upon the tester whether he offers you eight tests in a bundle or each test separately.
Theory Behind Differential Aptitude Tests

The Differential Aptitude Tests (DAT) battery follows the theory that different individuals have varying levels of interest and intelligence in different fields. You may be good at math but bad in verbal reasoning. Some may architect language excellently but may be very bad in calculations. The variety of human society in aptitudes generates a balance. However, total score of general aptitude tests cant make a true calculation of your different kinds of aptitudes. On the other hand the aptitude tests offered by the individual
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employers are too specific to measure you all out potentials. The Army applies almost a general aptitude (intelligence) test called the AFQT to select recruits for different branches of the service. Scores form a normal distribution where the top 10% are classified as category I and the bottom 10% as Category V (those rejected for service). During World War II they had to dip into Category IV for 21% of recruits. In the Vietnam War, however, in 1979, 46% of new recruits were from Category IV . (Frum, 2000, p. 89)! However, a differential aptitude test measures all kinds of aptitudes separately. No doubt the test is scored both individually and collectively but individual scores are given much bigger weight. You may find commonalities between a general and differential aptitude test. But it is philosophy behind the latest genre which differentiates it from the others. Here if optimum description of different differential aptitude tests:
Verbal Differential Ability Scale

Verbal Reasoning Test measures your ability to find relations amongst words. How do you view a concept? How do you manipulate abstract ideas? Etc are the topics on which various verbal analogies are framed.
Numerical Differential Ability Scale

This differential aptitude test measures your capability to interpret numerical relationships between different figures. Your mathematical reasoning is also tested. You can improve your performance by going through basic mathematical manuals and science hand books.
Abstract Reasoning Differential Ability Scale

Abstract Reasoning (AR) is not your verbal fluency... This differential aptitude test measures your reasoning when you solve problems in terms of size, shape, position, quantity or other geometric figures and shapes. Logical thinking is involved.
Mechanical Reasoning Differential Ability Scale

Mechanical Reasoning (MR) measures your ability to understand mechanical principles of machines, motion and devices. It is an important test for engineering and machine operation jobs. It involves logic with motion. However, specialized knowledge is not required.
Space Relations Differential Ability Scale

Space Relations (SP) measures your capability to analyze three dimensional figures. How do you see 2D or 3D drawings? When you are looking for some job in engineering, architecture or designing you must expect such kind of aptitude test.
Spelling Differential Ability Scale

Spelling test measures your capability to recognize correct or incorrect spelled common English words. This differential aptitude test is used for English and writing courses.
Language Differential Ability Scale

Language Usage Test is used to measure your ability to detect grammatical and other language errors (using present/past tense, direct/indirect speech, capitalization etc). This test is mainly used to screen candidates for jobs in journalism, review writing and management courses. You must have basic knowledge of grammar, punctuation, and capitalization of English language to score better in this test.
Speed and Accuracy Differential Ability Scales

Perceptual Speed and Accuracy (PS&A) measures your quickness and accuracy in performing your jobs. And you know it is impossible to succeed with office working without making and implementing right decisions quickly. Home Site Map
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Aptitude Test For Jobs --A Description
Aptitude Test For Jobs Discover Your Related Skills

Aptitude test for jobs assists the employers to hire the right person for the right job. However, it can help you the job seekers in a number of ways. It can even be used as a career finder test. It helps you to recognize your strong areas, consciously. It helps you to identify your weaknesses. It helps you to understand what skills and abilities are required for a particular job. Thats why it is essential to be given a special attention...
As a Screening Instrument
The aptitude test for jobs is designed to help the companies and organization for screening purposes. The industry knows that in the case of wrong selection, the employers suffer on a number of issues. They have to train the bad hire They have to afford bad hire as a liability They may miss various opportunities when bad hire can misses. Secondly, unemployed applicant cant afford to pay huge fees to the psychologists. They are already ooking for money. Appropriate use of these assessments improves workforce quality by helping employers to hire the best personnel, identify weakness in job incumbents in order to target training efforts, and benchmark current employee skills as part of performance improvement programs.
Analysis Style of Aptitude Test for Jobs

The Aptitude Test for jobs compares your natural and relational aptitude to different jobs in the job market. Different kinds of assessments are prepared to measure different kind of acquirable skills and abilities. When you have interest for a particular career, you shall have more time and
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pleasure to concentrate upon that job. Your results help the psychologists to assess how will you perform for a job in future. When you dont show any kind of interest and capability for a particular skill, you may be declared unfit. For example, I am poor in mathematics so I may be declared unfit for an accounting or auditing position. When you are passionate about some profession, you need to develop the related skills.
Before Applying for a Job...

It is advisable to practice a couple of free or paid aptitude tests for jobs. It is possible that you may have skills for a special job while applying for a different one. A professionally designed free job aptitude test may help you to correlate your abilities with different jobs. When you discover strong gifts for a particular job, dont ignore them. You may think a job socially or financial good for you but that doesnt require your natural aptitudes. You may not only waste your strong capabilities but also be ever looking for a change. It is unfortunate that most of us continue doing things just for survival that we abhor the most. When you can be a good manager there is no point to vie for post of a teacher. However, if you believe that you can develop certain required skills for a particular profession, you should start developing them right now. It is never late my friend... The aptitude test for jobs shall help you to correlate your skills with the applied jobs. You also need to identify requirements for your dream job. You can read through this website to find different kinds of aptitude tests for jobs.
Home Bennett Mechanical Comprehension Test Electrical Aptitude Test Verbal Aptitude Test Wonderlic Personal Test Wonderlic Test
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Is Bennett Mechanical Test Unfair to Women and Minorities?
Bennett Mechanical Test Measures Your Mechanical Reasoning.

Bennett Mechanical Test is the most widely used psychological instrument to measure your mechanical aptitude. It focuses upon your knowledge of daily life mechanics and basic principles of physics. But it does not measure your academic mechanical learning and previous training.
Adoption of Bennett Mechanical Test

The Bennett mechanical aptitude test is professionally known as Bennett Mechanical Comprehension Test (BMCT). It was designed and adopted by the United States military in 1940. However, like many aptitude tests (and of course IQ tests), its parameters for mechanical reasoning were redefined in 1990s. For restructuring purpose, the results of the previous Bennett mechanical tests were profoundly analyzed. The effectiveness and validity of the Bennett mechanical aptitude test soon fascinated military and private organizations of other countries as well. Now, after more than 50 years, the Bennett Mechanical Comprehension Test has been customized and adopted almost all over the world.
Structure of Bennett Mechanical Aptitude Test

The Bennett Mechanical Comprehension Test is comprised of two alternative forms (From S and Form T). Each form has 68 questions and can be solved within 30 minutes. It is a written test to be taken with pencil on paper or mouse on computer. The questionnaire is filled with a number of small puzzles and mechanical quizzes. The question sheet contains a number of questions about daily life mechanical tools and equipments such as pulleys, livers, shafts etc. You are also asked simple questions about dynamics, heat flow, electricity and other basic physical issues. You are required to answer the questions by applying your mechanical reasoning. Though it doesnt takes into account your previous knowledge or training but it can help you to be at an ease while making your choices. The different shades of mechanical aptitude are measured with different set of questions. The data collected is analyzed qualitatively. The employers get a picture of your mechanical aptitudes and knowledge for the time of testing.
Limitations of Bennett Mechanical Comprehension Test

The Bennett mechanical test has same kind of limitations as other mechanical aptitude tests are criticized for. However, it attracts a lot more
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criticism in some other areas as well. 1- Various studies have suggested that the test is discriminatory to women. Female candidates score lower than the male candidates. The supporters of the Bennett mechanical test propose that the reason of this difference is not due to test but result of females lack of interest in mechanics. 2- Some other studies have observed that Bennett mechanical aptitude test is discriminatory to the minorities as well. However, the supporters of Bennett mechanical test claim that differing results are due to socio-economic, cultural and environmental differences. 3- The Bennett mechanical test does not measure your actual performance on mechanics. It is possible that you may perform better on actual machines than on a paper pencil test. Due to its heavy impact, some United States citizens have even gone to courts to get a ruling against Bennett Mechanical Comprehension Test. The courts, after responding to the discriminatory nature of the test, have directed the employers either to make the test non-discriminatory or adopt some other balanced tool.
Development of Culture Free Mechanical Aptitude Tests

The discriminatory nature of the Bennett Mechanical Comprehension Test has forced psychology testing companies to come forth with alternative solutions. Now they prefer to use other instruments which claim culturally and sexually fair. One such example is Wiesen Test of Mechanical Aptitude (WTMA). WTMA diverts its attention from livers, pulleys and gear to some other common mechanics such as plumbing, carpentry, weight, shape, size, ladder, opener, flash light etc. This test tries to bring into account such things that you almost see in your every day life. Such tools are considered more common in daily life. The WTMA is different from Bennett mechanical test on another ground. It constructs a diagram for every question and you are required to visualize on movements of different components of a machine. The movements may be one dimensional, two dimensional, three dimensional or even multi-dimensional, depending upon nature of the job. Such tests claim to be non-discriminatory to the women and minorities because they focus upon diagrams instead of verbal description of the basic mechanics. They use diagrams of more common daily life mechanics and equipments than the Bennett mechanical aptitude test. Prepare for Bennett Mechanical Test Free Sample Bennett Test- Part 1 Free Sample Bennett Test- Part 2
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LEGAL NOTE:
Bennett Mechanical Comprehension Test and BMCT are trademarks of the Psychological Corporation registered in the United States of American and/or other jurisdiction. We are not affiliate to them. The information published at this website is intended as general helpful information to the contenders for different works or jobs.
Electrical Aptitude Test and Electronic Aptitude Tests
Electrical Aptitude Test is Conducted For Electrical Jobs!

The use of electrical aptitude test has become essential for any electrical or electronic related jobs. Whether you are looking for your electrical career in army, government, public or private organization, you are required not only to have certification from some recognized institution but also possess working knowledge of electrical equipments and electronic systems. In most of the cases you are required to go through training before handling complex electrical systems. Understandably, no employer can afford to train you if you dont have any interest and aptitude for electrical field. Otherwise, they will expose their costly equipments and machinery to the risk of damage and destruction.
Constitution of Electrical Aptitude Test

The electrical aptitude test is conducted to find out your working knowledge of power flow, electrical functionality and signals. Though these tests claim not to check your past knowledge but different levels of electrical jobs but you cant succeed through them without having some degree of knowledge about electrical equipments, systems and controls. The wide use of computer technology in electrical equipments and electronics has forced the psychologists to include questions about computer aptitude as well. However, most of the electrical aptitude tests contain two major portions: Knowledge about Algebra You may be given simple questions about algebra problems. You are required to mentally calculate the prepositions to come up with a right answer. You need not to memorize special kind of formulas to be successful. However, you need to have their knowledge and alertness of mind to apply them correctly. Some people like to call such session tests as algebra aptitude test. Reading Besides Algebra you may be given a paragraph containing simple instructions about electrical equipments, systems and electronics. You will be required to read it carefully and answer the questions given at the end. In many cases, you shall see multiple options to find out the right one. Your answers shall help the psychologists to determine your level of understanding and responding to simple instructions. Your inability to do this part successfully exposes your inability to handle with complex machines.
Electrical Aptitude Tests and Associated Jobs

The electrical and electronic jobs are in high demand all over the world. The
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societies are getting more complex and people are looking for more comfort. Thats why electrically proficient people are required in all walks of life. However, a few of prominent jobs associated with the electrical aptitude tests include:
Engineers and Electrical Aptitude Test

Electrical Engineers If you are looking for the job of an electrical engineer, you primarily need to get electrical engineering degree from some well recognized college or university. However, you shall also be subjected to electrical aptitude tests before you can get your recruitment letter. Your job shall be highly focused upon electrical equipments, power generation systems and power transmission tools. You will be required to visualize, design, develop and test systems before they are used openly. In some situations you may be required to have control upon the field staff for repairing and maintenance of such equipments and tools. Electronic Engineers There is no major difference between an electrical and electronic aptitude test except names and a bit of question setting. However, if you are looking for a job of an electronic engineer, you primarily need a sort of degree. Then you shall pass through a well designed electronic aptitude test. You are going to visualize, design, develop and test the electronics before they are allowed to be supplied to the customers.
Electricians and Electrical Aptitude Test

The electrical aptitude test is pre-condition for all electrician jobs. If you are looking for a job of an electrician, you will have to install, test and maintain electrical equipments and electronics. However, your focus shall be upon the areas in which you have got special knowledge. There are following important categories of electrician jobs depending upon specialization of the job-seekers. 1- Inside Wireman If you are looking for an electrical job in industrial, commercial and public organizations, it would most probably be an inside wireman. You will have to handle with conduit wires, service panels, lighting, motors and controllers. Your job shall have a variety of action. You will have to handle fire alarm system one day and security system the other day. Most of opportunities for inside wireman rise in electrical, power, automobile and chemical industries. 2- Residential Wireman Like inside wiremen, you are required to pass through an electrical aptitude test. Your training shall be focused upon designing, installing and testing electrical systems in residential buildings. Earlier people wanting career as residential wiremen had to work privately. Now certain companies have come into existence which employee residential wiremen to serve their customers. 3- Outside Power Lineman
The electrical aptitude test being offered to the outside power lineman is mainly comprised of questions related to power system installation, power controlling and power transmission. You will have to work, in most of the cases, outside the building and even underground. Your main role may be to handle transmission to poles and then power distribution to the customers. Whatever electrical job you are looking for, you will have to face electrical aptitude test. You need not only to know your work but also exercise a couple of electrical and electronic aptitude tests to have a practical experience to handle them with ease. The statistics show that opportunities in the electrical and electronic fields have been popping up frequently for last couple of decades. Many new industries came and died within span of years. However, electrical field is still holding the field and shall continue to provide jobs to the electrical proficient people in future as well. The scarcity of trained people has pushed up the earnings for electrical and electronic related careers. The American Labor Department claims that an electrician should be paid up to $20.00 for every working hour. Career Aptitude test Home
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Armed Services Vocational Aptitude Battery ( asvab ) in Basic and General Modes.
Armed Services Vocational Aptitude Battery (ASVAB)

The Armed Services Vocational Aptitude Battery (ASVAB) was originally designed for the candidates seeking entry in the armed forces. However, with the passage of time, it has made a prominent place in the psychometrics. Not only employer organizations but also vocational institutes are using the instrument at entry levels. They have assumed the name of vocational aptitude tests in the job market. The sole purpose of their use is... ...selecting the right person for the right job or vice versa.
The Basic Model of the ASVAB

The Armed Services Vocational Aptitude Battery (ASVAB) was developed by the Department of Defense (DoD). It was intended to help the educating youth to discover suitable careers for their aptitudes. Originally, they were meant to examine the following critical skills: 1- Arithmetic reasoning, 2- Word knowledge, 3- Paragraph comprehension and 4- Mathematics Knowledge The four capabilities were measured in individual and composite capacity. The scores were used to determine your fitness for armed forces in the United States military. Better individual scoring was used to screen candidates for specific jobs. However, overall composite scoring was used to compare your capabilities with other in the same session.
A Generalized Model of the ASVB

The current mode of the Armed Services Vocational Aptitude Battery (ASVAB) is comprised of ten aptitude sub-tests: 1- Word Knowledge, 2- Paragraph Comprehension,
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3- Mathematics Knowledge, 4- Arithmetic Reasoning, 5- General Science, 6- Auto and Shop Information, 7- Mechanical Comprehension Test, 8- Electronics Information, 9- Numerical Operations, and 10- Coding Speed. You are scored for correctness of your answers. Your capability to answer most of the questions correctly is used to determine your alertness of mind and speed of work. Each individual score is given different weight for different kinds of jobs. The psychologists try to predict your future performance in any given field with the help of data that you provide through armed services vocational aptitude battery (asvab).
Importance of ASVAB
There is no question about importance of armed services vocational aptitude battery (asvab). It is vital for your career choice. Many high schools and Military Entrance Processing Stations also use them frequently. Moreover, in some countries once an asvab is taken, its results can be used for the next two years. You are bound to encounter them in one way or the other. You need a lot of practice before encountering them. There are a good number of sites offering vocational aptitude test online, free or paid. This site is going to display a couple of sample questions to make a taste for you.
Advice To Take Armed Services Vocational Aptitude Battery (ASVAB)

Is there any concept of failure or pass? Most of the psychologists agree that there is no such concept. The armed services vocational aptitude battery (asvab) is designed to identify your skills and aptitude and not to declare you fail or pass. However, we all know that the results of the armed services vocational aptitude battery (asvab) are used to decide your fitness for a particular job. When you dont possess the required aptitudes, you are not given a contract letter. It simply means that you have failed... Whatever opinion you may have, you should keep in mind that your verbal, scientific, technical and math skills are going to be analyzed in all modes of the armed services vocational aptitude battery (asvab). It sets a grade-specific
standard between you and other candidates applying for the same job. However, they dont effect your academic scores and qualifications. Home Aptitude Tests Verbal Aptitude Test Spatial Aptitude Test Electrical Aptitude Test
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Police Aptitude Test
Free Police Aptitude Test and Related Sub-Sections

Police aptitude test measures your potential aptitudes for police related jobs. Physically you need to be active while mentally more competent than your competitors. This test includes a number of sections to examine different skills including: English Language - Spelling, Grammar, and Vocabulary English Comprehension Memory Judgment and reasoning skills Observation Logic Computation.
Format of the Police Aptitude Test

A police aptitude test, generally, follows multiple-choice questionnaire style. Each question offers at least four possible options. One and only one of these options is the correct or the best answer. You need not to have knowledge of police procedures and policies. However, if you go through them you may get an added advantage. You may be offered certain situations that police officers face while acting as police officers. In such cases you shall be more comfortable than others. The best way is to practice reading comprehension through police manuals. This way you shall not only get a few glimpses of the police procedures but also prepare for your psychological session.
Strategies to encounter Police Aptitude Test

1. Follow the instructions carefully. You must understand what you are going to do. 2. Understand each question before attempting it. 3. Read carefully all the choices before opting for your final answer.
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4. When you are not sure of your choice, follow elimination techniques. Eliminate the options you know are wrong so that you can limit your guess thus increasing your chances of the right answer. 5. Do not waste your time on a particular question if you dont know the correct answer. Move on and come back if you are left with time to guess it. 6. Attempt all the questions. 7. While preparing for a police job, work through dictionaries and thesauruses. When reading, identify any word that you do not know and look up the definition of these words in some recognized dictionary. 8. Remember the correct spelling. 9. Learn at least one new word every day. 10. Time management is a valuable test taking skill so manage your time. The ability required to pass Police Aptitude Test differs from other Aptitude examinations as GRE, LSAT. So the type of questions in GRE etc can only familiarize you with some concepts but is not the indicator of how you will do in a police aptitude test.
Free Police Aptitude Testing

Here you shall find a sample of the police aptitude test. Like other free aptitude tests offered at this website, it is just a taste of what you shall face in your real session. Try to find out your answers and then attempt some offline or the online aptitude test.
Comprehension
Question
Many people have reported the matter and laid complaints but because of fear of retaliation by the suspect or insufficient matter nothing was done. The suspect is attempting to intimidate the women and is known for irrationale behavior. Which word in the sentences above is misspelled? a) Insufficient b) Retaliation c) Intimidate d) irrationale
Answer
irrationale should be irrational

Question
Which word completes the next sentence? In order to succeed in life one has to give __________ pleasures. a) about b) back c) in d) up
Answer
up
Question
Which words complete the next sentence? My friend and _____ went to the garden and _____ playing. a) I, started b) me, started c) me, starting d) I, starting
Answer
I, started
Question
Criminal organizations bribed government employees and senior officials to avoid facing consequences of their misdeeds. Their should be amendments in laws to deal more strictly with these? What does amendment mean in these circumstances? a) new rules or changes by outdating previous ones. b) comparing with other rules and hence eliminating c) improvement by revision or correction d) Establishing by making rules
Answer
c
Question
"The process of deriving conclusions" is termed as: a) abduction b) deduction c) induction d) reduction
Answer
b
Judgment
Question
You are a police officer in a city. While patrolling at night you find something malicious occurring at some shop. When you approach the shop the men inside run away into a nearby forest type area. Which is the best course of action to take? a) Call for additional help and police dog and follow the suspect after their arrival. b) Pursue the suspects into the forest. c) Fire a warning shot in air to stop them d) Get the owner of the shop and inquire about the incident from him.
Answer
The correct answer is "a". You called for additional help as it was a risky situation and dogs can guide your way into the forest and that is the best decision that can be taken at that particular time. Option b is wrong as you place yourself in a risky situation. Option c is wrong as the surrounding are is dark and forest type so it would be unsafe to fire a shot. Option d has nothing to do instantly.
Memory Testing
In this section memory is tested. How well you can memorize pictorial and textual materials in a particular time is tested. You will be presented with some shots of individuals, along with their names, descriptions, and the crimes for which they are wanted. After about 20 minutes into the test you will be asked questions that will assess how well you memorized the information.
The following is a sample of the type of information you will be asked to memorize: Name: John Smith Gender: Male Age: 33 Eye Colour: Black Hair Colour: Brown Identifying Features: mole on left cheek Crime wanted for: Murders Home Site Map
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Verbal Aptitude tests measure your verbal critical reasoning capabilities.
Verbal Aptitude Tests Measure Your Verbal Skills and Critical Reasoning!
Verbal aptitude tests are designed to measure your vocabulary, verbal skills and critical reasoning capabilities. They work out your perceptions, conceptions and analytical approaches through simple words, phrases and statements. They have become a necessary part of all career aptitude tests. However, specific jobs may require specific knowledge to encounter career aptitude tests successfully.
Sub-Sections Of A Verbal Aptitude Test

Every word, phrase and graph has a meaning. But you understand them in the light of your observations, knowledge and culture. You are not only required to understand meanings of the statements but also to analyze them to come up with logically right decisions. Career aptitude tests are not designed to examine your academic achievements. But you can't go through them successfully without efficient knowledge of English language. You are also required to attain some knowldge of your applied job before encountering a verbal aptitude test. It can have a number of parts, depending upon your desired job, including: 1- Spellings and Grammar Verbal aptitude tests work out your spelling and grammar skills. You are offered certain items with errors in spellings, grammar, punctuation or even capitalization. You are required to make a correct choice from the multiple choice questionaire. The level of difficulty rises from start towards the end. You may even find some unfamiliar words. It is better not guess too much if you are not sure of your choice. 2- Perception The verbal aptitude tests are designed to measure your perception of words and statements. They also work out your skill to establish relationing between apparently unrelated words. They focus upon your style and level of perception of words, phrases and statements. Your answers depict whether you can understand simple language instructions or not. 3- Analytical Reasoning The verbal aptitude tests are necessarily designed to work out your analytical reasoning with different verbal statements. Your answers depict your style of interpreting the reports, graphs and statements logically. They focus upon your capability to draw logical inferences from simple life situations. When you are going for a specific job, this portion may contain your job-related questions.
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Verbal Aptitude tests measure your verbal critical reasoning capabilities.
4- Phonetic Script It is not an essential part of all verbal aptitude tests. However, when your desired job require your accurate phonetic expressions, you may face one to one interview. The testers work out whether you can differentiate between different sounds. The verbal aptitude tests are administered to know your verbal capabilities. Different jobs may require different level of skills and understandings. You can score better than others by preparing. You need to concentrate upon your desired job and its knowledge. You shall find most of the verbal aptitude tests specifically built for different jobs. Aptitude Tests Home
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Spatial Aptitude Tests or Spatial Ability Tests
Spatial Aptitude Tests Measure Your Spatial Abilities.

Spatial aptitude tests measure your cognitive and perceptual abilities with space and shapes. Your scores are compared with results of other candidates, vying for the same spatiality focused job. Your imagination, visualization and critical reasoning play important role to determine your spatial skills. The spatial ability tests are designed around geometry, physics, chemistry and mechanical problems, depending upon the nature of your applied job.
What is Spatial Ability?

How do you think? Einstein replies: "My elements of thought are not words but 'certain signs and more or less reproduce-able images'." Your spatial ability is your skill to analyze, visualize, comprehend and express these imaginative signs and shapes. It helps you to identify forms from the patterns and vice versa. It assists you to solve critical problems in the complex real world. But more importantly, a developed spatial ability helps you to get contract letter for your dream specific job. The spatial ability starts growing from your childhood. Generally, male sex type activities; cricket, football, basket ball and computer games are considered stimuli behind strong development of spatial skills. However, the gender different is depleting with the passage of time. Spatial aptitude tests have been getting consistent attention of the psychologists for last couple of decades. The ideas of Dr. Howard Gardner have opened new window for the aptitude testing industry. He theorized against general belief that intelligence is not a single measurable entity. He said that spatial ability is one of the eight cognitive skills which may be collectively called intelligence. Then Thurstone described three types of spatial ability. i- Your ability to visualize rotation and flipping over of the shapes and diagrams. ii- Your ability to reorient objects from different angles. And iii- Finding relations between different spatial objects.
Spatial Aptitude tests and the Related Careers

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Certain careers are categorized with better spatial ability. Such works essentially require you to utilize your visualization, conceptions and imaginations in daily routine work. A few of such careers include: Natural Sciences All natural sciences require a certain degree of spatial capability to build theories and pass them through experiments. You are required to visualize complex structure of atoms and movement of its particles. You have to draw inference from the complex structure of cells to solve medical problems. You are required to express your imaginations either upon paper or in models. Math Related Jobs When you score better in spatial aptitude tests, you are likely to score in numerical aptitude tests. Though it is not always necessary that you use your numerical skills to solve spatial problems but in most of the cases it happens so. In fact same kind of thought stream works behind the both abilities. Thus spatial ability is equally important for careers in math, physics, accounting, auditing, economics etc. Engineering The spatial development is considered very important when you are looking for an engineering career. Understandably, you need to build designs in your mind before you can put those on paper even. If you are looking for a career of mechanical engineer, it becomes even more important. Architects Architects, like engineers have to use their spatial skills to build their models. Then they have to visualize a lot before they are satisfied with structure and design of their work. Computer Related Careers The computer technology is highly spatial in nature. It is not surprising that computers have been playing an important role in developing your spatial skills. When you are looking for a career in hardware or software industry, you need a certain degree of spatial capability. However, when you are looking for an online career, you simply need to know and love your subject. There is at least one company which guarantees your online success without any technical or spatial capabilities.
Sub Factors of Spatial Aptitude Tests

The concept of spatial ability is still growing. The new developments have given birth to certain sub-factors which spatial aptitude tests take into account. Manipulation of Shapes The spatial aptitude tests are all about manipulation of shapes. Your reasoning
with shapes is tested in a number of ways: Most of the spatial aptitude tests contain two, three or multi dimensional shapes. You are required to reason with the given dimensions to reach to the right conclusion. Such tests are also called spatial reasoning tests. Spatial ability tests offer different sizes of shapes. You may identify forms from the patterns or vice versa, depending upon the sizes. The shapes may change their patterns with the change of sizes. Some problems may contain different planes with different shapes. The diagrams are rotated in the planes to see how much sharp your memory is. You may be offered 2-D or 3-D shapes to know their direction of rotation in the planes. Such tests are also called spatial memory tests. You may be required to visualize disintegration of a shape in parts and reassemble them at another place. You have to find out topographical relation between different shapes. You may be required to see objects from a different angle. You need to become part of the problems and reorient your position with other objects. Such tests are called spatial orientation tests. Measurement The spatial aptitude tests also measure your capability to measure length, width and volume of an object. You are required to measure diagrams as per given units of measurement. Depiction of Imagery Some spatial aptitude tests require you to depict your imagination in shapes and models for top level engineering, mechanical and science careers. You may also be required to describe shapes and models with your reasoning to reach a logical conclusion. Navigation Capability It is another sub factor of the spatial aptitude tests. Your perceptions of directions and positions are tested. You may be required to use an actual compass or directional model to read a map.
How to Encounter Spatial Aptitude Tests

It is true that you start developing spatial ability early in your childhood. However, the experiments have proved that more exposure to spatial experience and training result in sharp rise of the scoring in spatial aptitude tests. When you start your testing session, always be relaxed. If all things stand equal, it is your current state of mind that can create a real difference. You may find some questions difficult to answer on first sight. Skip them for the moment. When you will come back, your brain would make the answer easier to be identified. Home
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Sample Management Aptitude Test in Two alternative Formats
Management Aptitude Test

What qualities a good manager possess? Judgment, team work, leadership, planning, re-scheduling etc. The list can go on. Too naively suggested, whatever management aptitude tests measure, are the qualities required for a good manager. They are too many... So there are too many tests, styles and interpretations. They claim to measure your managerial skills required for a job. However, they often measure only the skills that you exhibit during your testing session. Thats why you should not be off colored when time comes. Prepare well. Practice them. Get first hand knowledge about your strong and weak points. These two styles of management aptitude test may help you to encounter your aptitude testing.
Management Aptitude Test Sample True/False

Question No. 1: I am more concerned with taking out the potential of my team members than their competitiveness. (True/False) Question No. 2: I just want to ahead in my career and overlook my relations with colleagues going ahead.(True/ False ) Question No. 3: By my experience I prefer my standalone decisions than group decisions. (True/ False) Question No. 4: As a business manager you should at least technically know as much as your immediate subordinates.(True/ False ) Question No. 5: In presentations or motivation speeches I need to be prepared before rather than speaking on the spot.(True/ False ) Question No. 6: I learn more important things listening to other business managers at my level than to subordinates.(True/ False )
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Question No. 7: Interacting with juniors is more important to me than time spent on my desk.(True/ False ) Question No. 8: As a manager credit for successful project is given to subordinates and you don't think you deserve the most as you only got the work done out of them.(True/False ) Ok, a true/false type questionnaire only outlines your qualities of manager but a multiple-choice questionnaire confirms it... And (T,F,F,F,F,T,T,T) are general choices of good managers.
Management Aptitude Test, Multiple Choice

1. Time Estimation: How do you accurately estimate the time needed to complete a particular project? A team member comes up to you and says, "We estimate that it will take approximately 4 months to complete this project" Do you say: a) "I'll tell the customer 5 months as you people always underestimate" b) "Good! A bonus for the team if project is completed in time" c) "I estimate 3 months time with added features on the project" 2. Bonus: Suppose your team worked hard for 4 months to complete a project, how do you reward them? a) A cash bonus and some time off to refresh themselves. b) A good at a nice restaurant with some gift and allow them to take a couple of weekends off to get a decent work-life balance. c) Depending on their evaluation report they will get returns only if they are there after few months. 3. Teamwork Issues: To be a good manager you need to manage your subordinates. Suppose some kind of grouping arises within the team with one group refusing to cooperate with the other. Do you...? a) Look out for the origination of the problem and solve it by reassigning the work or taking some members out of the project. b) Motivate them into the project by telling them the importance of the project. c) Let it go the way it goes and ignore it.
4. Planning: As a manager it is important to plan everything and also re-plan it when something goes out of order. How do you plan? a) I plan my project and update it every day with the current progress. b) I planned at the beginning but lost the track. Since project is going OK, I don't bother. c) I did some presentations on how wonderful our project will be. 5. Rescheduling: Suppose the project looses the schedule. How do you get a project back on schedule? a) With frequent meetings with my team and minimum requirement specifications I will drop features that seem hard to implement, document, debug and use. b) Tell them to overtime and motivate them to concentrate on the project. c) Tell the team, not to do testing and complete the project. 6. Quality Assurance: Do you access quality of the project you undertake and how do you cultivate this habit among your team members? a) I schedule time for QA as if done properly it requires bugs to be fixed and retesting to take place b) No, development process is our last stage. There is no clause of testing in our project. c) We can't afford on our schedule. 7. Creativity : As a manager you encourage a) Creative insight into how the company can radically improve its profitability even when it means canceling your project b) Creative insight into how your project can be finished two months earlier. c) Are just concerned with project completion. 8. Organizational Structure: Your organization is
a) Your ultimate concern b) A place to show your abilities c) A place that you can change for a better job.
Aptitude Test for Jobs Aptitude Test for Mechanical Jobs Bennett Mechanical Comprehension Test Aptitude Tests for Electrical Jobs Language Aptitude Test Wonderlic Personnel Test Wonderlic Basic Skills Test
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Are Psychometrics Reliable?
Psychometrics are Not 100% Reliable But...

Psychometrics help the employers to minimize chances of human errors in recruiting the people. The transparent systems minimize their idiosyncrasies. Some courts of justice have declared them valid.
However, they still lack strong evidence to prove their validity. They claim to measure your personality which is absolutely abstract term. There is no scientific definition of this phenomenon. They tend to equate your behaviors with personality. But... Personality is an indivisible whole. They try to measure it in parts. The issue with the IQ tests is not different. Most of the definitions of intelligence equate it with cognitive capabilities. But IQ tests can still label you as genius, average or moron. The courts have ruled them out as discriminatory in nature. The aptitude tests are changed version of the IQ tests. However, they focus upon your cognitive abilities and dont rate your intelligence. Psychometrics are still imperfect tools. But this imperfection does not render them absolutely useless. You can use them to help you recognize: 1- Your developed capabilities and hidden potentials. 2- Your behavioral strengths and weaknesses. Once recognized, you can sharpen your strengths and unearth your hidden potentials. This will help you to build an career around your passion and strength when employers fail to identify the same. The resources on this page shall help you to do so.
Recognize Your Strengths and Potentials

While practicing and encountering any psychometrics, you must believe that they are still developing. They may be wrong in analyzing your personality and intelligence but you cant. Practice them with open mind. But always believe in your own judgment. Recognize Your Capabilities
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The Tickle.com is the most popular website to provide you tests to recognize your capabilities. It provides a free IQ test which shall help you to understand your strengths and weaknesses. They also claim to rate your intelligence with their own standards. Take free IQ Test at Tickle.com. Recognize Your Behaviors Myers and Briggs Personality tests are admittedly the best available tools to measure your behaviors in given circumstances. They are neither free nor generally available online. This psychometrics website offers a quality test to identify your Myers Briggs personality types.
Sharpen Your Strengths and Dig Your Potentials

Science of Getting Rich How many times psychometrics have rejected you? It doesnt matter. Simply think and act in a certain way and your dream career shall come to you through natural channels of development and human social evolution. The Science of Getting Rich is 1910 classic by Wallace D. Wattles. I have strong differences with his philosophies, but I admit that this book has helped me to transform my life. It is a FREE download. Self Help Products Reviews You may not think as I do. You can find thousands of self help products online. Every one of them would be claiming to sell you some secret of success. In most of the cases, you would be left with a hole in your pocket. This website offers honest reviews of self-help and self improvement products including books, audios, movies and e-courses. It contains a couple of free but valuable resources to help you.
Convert Your Passion Into a Successful Career

The psychometrics can help you to recognize your strengths. The self help products can help you to improve your way of thinking and acting. But you may still be looking for a career which is close to your passion, hobbies and experience. When no one calls you... ...contact Dr. Ken Evoy. He can convert your passion and hobbies into a successful career. He has done it in past and can do it again. His SBI techniques and technologies can transform your life from nowhere to a success. Yes, the money earning is the ultimate reality with the SBI.
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Back Issues for The Psych Up
The Psych Up Back Issues

Below are all back issues of The Psych Up, which you can subscribe to from this site. Click here to return to home page and to subscribe to this e-zine. April 07, 2006 -- The Psych Up, Issue #007 --Military Flight Aptitude Test March 03, 2006 -- The Psych Up, Issue #006 --Aptitude Test for Computer Programmers December 09, 2005 -- The Psych Up, Issue #005 -- Management Aptitude Test November 04, 2005 -- The Psych Up, Issue #004 -- Inherent Flaws in The Enneagram Tests October 07, 2005 -- The Psych Up, Issue #003 -- Enneagram Personality Tests August 27, 2005 -- The Psych Up, Issue #002 -- Is the personality Natural or Nurtured July 22, 2005 -- The Psych Up, Issue #001 -- Personality Testing is NOT Measure of You
Click here to return to home page and to subscribe to this e-zine.
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Aptitude Career Tests Measure Your Mental Developments.