Classroom Assessment and Grading

Unit No. 09
 Personality
• The term 'personality' is derived from the word persona or the
mask. Personality is something that enables a person to stand
out as distinct from others.
1. It Is an attempt to measure personality traits, states, types,
and other aspects of personality (such as self conecpt).
2. The first personality test were developed in 1920 and were
intended to ease the process of personnel selection,
particularly in the armed forces.
 Personality (Con…)
• Personality tests have become an industry and are used in a
range of contexts, including individual and relationship
counselling, career planning, employee selection and
development, and customer interaction management.
 Personality Tests
• It is very difficult to form a correct idea of one's personality
by one method or technique. The following are the some
methods used:
• A) The Interview B) Observation method C) Rating Scales
• D) Personality inventories E) Case study F) Projective
techniques G) Situational Test
 Interview Method
• The aim of an interview is to collect information about an
individual’s characteristic, behaviour, interests, assets and
weaknesses.
• The Interview may be structured or unstructured.
• In a structured interview, questions are prepared and the same
format is used for everyone.
• In an unstructured interview, the interviewer asks questions or
lets the individual speak freely so as to get a clear picture.
 Observation Method
• Direct Observation of behaviour can give useful information
about personality characteristics.
• An individual should be observed in various situations for
several days before some conclusions about his/her
personality.
• Observation can be participatory and nonparticipatory.
 Rating Scales
• Rating scale involved qualitative descriptions of some aspects
of personality.

• Traits can be set up in 5 or 7 categories-excellent, good,

average, below average, and poor.
 Personality Inventories
• One way of assessing personality is to ask individuals to
respond to a self-report inventory or inventory. It is also
called as objective tests.
• These inventories contain statements and respondents
indicate the extent to which the statements are true or false
about themselves or the extent to which they agree or
disagree with them.
• These are used in job recruitment, counselling, and career
planning.
 Case Study
• In a case history, we integrate the information that we obtain
from various sources about the individual.
• This require many interviews with the individual and with the
person who know the individual.
• This method provides information about the individuals
parents, grandparents, home background, medical history,
educational career friendships, marital life and professional
details. This method is more useful in understanding the
personality pattern of an individual who is maladjusted.
 Projective Techniques
• The projective test is given in an ambiguous context in order
to afford the respondent an opportunity to impose his or her
own interpretation in answering.
• People project their personality characteristics onto
ambiguous stimuli.
• Some examples of projective tests are the Rorschach Inkblot
Test, the Thematic Apperception Test (TAT), the
Contemporized-Themes Concerning Blacks test, the TEMAS
(Tell-Me-A-Story), and the Rotter Incomplete Sentence Blank
(RISB).
 Situational Test
• Situational tests have been used to study how a person reacts
when placed in a situation closely resembling real life or
simulated one.
• The subject behaviour is evaluated , usually by panel of
trained judges.
• Situational measures of personality came into light after
world war 2, when united state office of strategic services
used situational test for the selection of military personnel for
critical overseas assignments.
 Motivation Tests
• Motivation assessments provide valuable insight into a
person's work-related interests by measuring what motivates
them and what they need in order to succeed.
• When measured in combination with cognitive ability,
motivation tests help you discover who can do the job and
who actually wants to do it.
 Moral Tests
• The Moral Sense Test is for the curious- help us determine
the principles we use to decide that one action is right and
another is wrong.
• For example: Moral Identity Test (MIT), Moral Sense Test
(MST), Moral Competence Test (MCT)
 Aptitude Tests
• An aptitude is a component of a competence to do a certain
kind of work at a certain level. Outstanding aptitude can be
considered “talent”.
• An aptitude may be physical or mental. Aptitude is inborn
potential to do certain kinds of work whether developed or
undeveloped.
• Aptitude test are tests that will predict success to some
degree. It help us to measure the probability of success in an
activity.
 Aptitude Tests (Con…)
• An aptitude test is designed to assess what a person is capable
of doing or to predict what a person is able to learn or do
given the right education and instruction.
• It represents a person’s level of competency to perform a
certain type of task.
• Aptitude tests are often used to assess academic potential or
career suitability and may be used to assess either mental or
physical talent in a variety of domains.
 Examples of an Aptitude Test
• The Graduate Requisite Exam (GRE), as well as the
specialized tests required in order to get into medical
(MCAT), law (LSAT), and business graduate programs, are
also examples of multiple aptitude tests.
 Uses of Aptitude Test
1. Admissions. Aptitude tests can be used in admitting
candidates for various types of professional training such as
engineering, medicine and training etc.
2. Guidance. Aptitude test can be used for the purpose of
guidance in selecting subjects for studying in educational
institutions.
3. Selection for jobs. The employer can use aptitude test for
selecting persons for jobs. Scholastic aptitude test. Scholastic
aptitude tests are helpful in giving educational and vocational
guidance to students.
 Purpose of Aptitude Test
• Aptitude tests are made by analyzing the particular
occupation or activity for which aptitude is to be measured
for example:
• Art aptitude test, clerical aptitude test, manual aptitude test,
mechanical aptitude test, medical aptitude test, musical
aptitude test, scholarly aptitude test, scientific aptitude test,
teachers aptitude test
 Standardized testing
• Any form of test that requires all test takers to answer the
same questions, or a selection of questions from common
bank of questions. Scored in a “standard” or consistent
manner.
• primarily associated with large-scale tests administered to
sizeable populations of students, such as a multiple-choice
test include true-false questions, short- answer questions,
essay questions, or a mix of question types.
 Types of Standardized Test
There are two types of standardized tests:
1. Norm-referenced tests compare an individual’s performance
with the performance of others.

2. Criterion-referenced tests compare a person’s performance

to a set of objectives. Anyone who meets the criterion can get a
high score.
 Advantages and Disadvantages
• Advantages: A ready-made test, Administration to large
groups can be accomplished, Scoring procedures are
streamlined, Assessment of an individual’s mastery of a
domain of knowledge or skill
• Disadvantages: Inappropriate use of test (using an overall
proficiency test as an achievement test), Teachers only “teach
the tests”, Misconception that students and kids with learning
disabilities perform poorly in standardized tests
 Forms of Standardized Test
1. Achievement Tests designed to measure the knowledge and
skills students learned in school or to determine the academic
progress they have made over a period of time.
2. Aptitude tests attempt to predict a student’s ability to
succeed in an intellectual or physical endeavor. College-
admissions tests are used in the process of deciding which
students will be admitted to a collegiate program.
3. Psychological tests, including IQ tests, are used to measure a
person’s cognitive abilities and mental, emotional,
developmental, and social characteristics.