Annotated Biblography Essay

Kristen E. Van Vonderen, M. S. , William Kinnally, Ph. D. (2012), â€Å"Media Effects on Body Image: Examining Media Exposure in the Broader Context of Internal and Other Social Factors†. Volume 14, Issue 2. 41-57. American Communication Journal. Rundown: Vonderson and Kinnally’s article talks about the impact media has on ladies today and the manner in which they see themselves. Being â€Å"overweight† has such negative stigmatism to it that ladies who are viewed as overweigh feel like they are unlovable or ineffective in light of the fact that they don’t resemble the ladies in magazines. They address the subject of the impact from guardians and friends. Guardians who remark on their child’s physical appearance pass on self-perception standards that could prompt negative relationship with body shape. In the article they likewise talk about interior impacts, for example, confidence and how, to a limited extent, it is an impression of the assessment others hold of you. Examination: Vonderson and Kinnally’s way to deal with educating us about how ladies are depicted in magazines is both useful and amazing. I, myself being a young ladies was more than mindful of the issue with self-perception and the media. I for one have thoroughly considered less of myself in the wake of looking a magazine or viewing a film in view of how dainty and excellent those ladies are. In any case, I didn't know about the numerous causes that impact ladies into intuition so adversely. Reflection: This specific article was enlightening and accommodating towards my examination paper subject since it was actually what I am expounding on. Going into this undertaking, I thought I knew a lot of data on this subject, yet now perusing these articles I understand that there is considerably more to the impact media has on ladies than I had envisioned. Gemma Lopez-Guimera, Micheal P. Levine, David Sanchez-Carracedo, Jordi Fauquet. (2010),† Influence of Mass Media on Body Image and Eating Disordered Attitudes and Behavior in Females: A Review of Effects and Processes†. Media Psychology, 13:387†416. Print Summary: This article surveys research on the impacts of TV and magazines on self-perception and on confused eating mentalities and practices in females. Proof from various kinds of studies in the fields of dietary problems, media brain research, wellbeing brain science, and mass correspondence demonstrates that broad communications are a critical wellspring of data and fortification according to the idea of the flimsy excellence perfect, its significance, and how to accomplish it. Albeit extensive exploration stays to be done, proof is amassing that rehashed presentation to media and to both immediate and circuitous (through media’s consequences for peers, guardians, mentors, doctors, and so on. ) pressures from media to be slight establish hazard factors for body disappointment, worries over weight and cluttered eating practices in pre-adult young ladies and young ladies. Examination: I saw this article as both valid and dependable for the most part on the way that it’s research was directed expertly. The different writers of this article are trustworthy on the grounds that they are head branches of brain research, clinical and wellbeing brain research, psychobiology, and philosophy of wellbeing sciences all from splendid colleges everywhere throughout the world. Reflection: This article help shapes the contentions in my examination paper. My exploration paper is on the subject of broad communications and its effect on society and with an article that centers just around its female part, it will truly support my contentions. Thus, J. what's more, Nabi, R. (2013), Reduction of Perceived Social Distance as an Explanation for Media’s Influence on Personal Risk Perceptions: A Test of the Risk Convergence Model. Human Communication Research, 39: 317â€338. Print Summary: The point of this investigation was to build up the Perceived Parental Media Mediation Scale (PPMMS). in an underlying trial of this model, 500 college understudies at the University of California, Santa Barbara, took an interest in an investigation. Members were presented to diversion cuts that either depicted a fundamental character who is determined to have an explicitly transmitted malady or thinks he/she may have gotten a STD and gets frightened of testing for it. By and large, the hazard intermingling model got strong help from the information, with all ways rising as noteworthy aside from the connection between saw authenticity and social separation. Decrease of social separation totally interceded the connection between distinguishing proof, transportation and individual hazard recognitions, in this way proposing social separation as a legitimate causal instrument of the procedure including the two factors. Examination: This article is trustworthy in light of the fact that reviews were led at various colleges, for example, University of Georgia and UC Santa Barbara by specialists in the Department of Communications. I saw this article as non one-sided dependent on the way that they had led various investigations and tests on an enormous number of understudies and still found that their hazard discernment was impacted by the media. Reflection: I saw this article as supportive with my examination paper, being that it was a preferably long article with increasingly over enough data clarifying medias effect on close to home hazard recognition.

The Education Connection Essay Example For Students

The Education Connection Essay It is elusive a period in my life where I would honesty be able to think back and state that my folks had no impact. Regardless of whether it be counsel, getting hollered at, or just assistance on a math issue, in each circumstance there is exercises to be educated. My folks have insurmountably affected who I am and the way I have gone down. For a few be that as it may, as Richard Rodriguez, I can't state the equivalent. In Rodriguez’s The Achievement of Desire, he recounts to his story on how his folks and family disrupted the general flow way he needed to seek after. We will compose a custom exposition on The Education Connection explicitly for you for just $16.38 $13.9/page Request now He discusses how he happened upon a point during his life where he needed to settle on a choice on what was progressively significant; family or training? For him, these were two mirror alternate extremes. One setting was receptive while the other was by the books. He picked instruction and with this choice, he thusly evaded his family from what he was doing and began accusing them. It is awe-inspiring to imagine that the individuals who frantic him what his identity was and gave him everything that they could were apparently the thinking behind the flaws throughout his life. For me, family is everything and they have made the individual I am, and have needed to be. The idea of learning is murky. There are various approaches to learn and various individuals to gain from. From Rodriguez’s s point of view, his parent couldn't satisfy the degree of training that he wanted. They were not savvy enough for his standard as the nuns and instructors that encouraged him gave more to him. I have grown up as long as I can remember with little assistance from my folks when it came to training. Seeing as the instructive world is consistently changing, the thoughts and ideas that my folks learned were obsolete and not of any utilization to me, however that doesn't me that they of no utilization. I found that a causal blend of open mined learning alongside exacting realizing is the thing that most appropriate my capacities. I would have my folks test me or assist read with yearning during specific readings so could have another point of view on what an answer could be. They realized that they couldn't show me what to do so they did whatever they could to assist. On the off chance that Rodriguez had perhaps done likewise, he could have discovered that there was use for his folks rather than purposely utilizing them as a substitute. It is dishonorable that Rodriguez avoided away his folks since they were amazingly glad for what he was achieving. The part that pestered him was that his folks were not as savvy as him. There was one example where Rodriguez had won an honor and a religious recluse had come up to his folks to salute them. â€Å"You both must be exceptionally glad for Richard,† the religious woman said. â€Å"We are pleased with every one of our youngsters, they sure didn’t get their minds from us† (Rodriguez 603). He was humiliated when his folks said phrases like those as in his psyche, it discolored his notoriety. It caused him to appear as though he was to a lesser degree an individual and not as shrewd due to where he originated from. Despite the fact that it isn't his flaw that his folks are not as savvy as him, that doesn't imply that they have not functioned as hard as he did. He discusses how his mom went from employment to work with her restricted training and uses the reason that in the event that she had superior instruction, she could have improved things. .u7c495415c7d633c6738fdf2bc57baeec , .u7c495415c7d633c6738fdf2bc57baeec .postImageUrl , .u7c495415c7d633c6738fdf2bc57baeec .focused content zone { min-tallness: 80px; position: relative; } .u7c495415c7d633c6738fdf2bc57baeec , .u7c495415c7d633c6738fdf2bc57baeec:hover , .u7c495415c7d633c6738fdf2bc57baeec:visited , .u7c495415c7d633c6738fdf2bc57baeec:active { border:0!important; } .u7c495415c7d633c6738fdf2bc57baeec .clearfix:after { content: ; show: table; clear: both; } .u7c495415c7d633c6738fdf2bc57baeec { show: square; change: foundation shading 250ms; webkit-progress: foundation shading 250ms; width: 100%; murkiness: 1; progress: darkness 250ms; webkit-progress: haziness 250ms; foundation shading: #95A5A6; } .u7c495415c7d633c6738fdf2bc57baeec:active , .u7c495415c7d633c6738fdf2bc57baeec:hover { mistiness: 1; change: obscurity 250ms; webkit-progress: obscurity 250ms; foundation shading: #2C3E50; } .u7c495415c7d633c6738fdf2bc57baeec .focused content territory { width: 100%; position: rel ative; } .u7c495415c7d633c6738fdf2bc57baeec .ctaText { fringe base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; text-adornment: underline; } .u7c495415c7d633c6738fdf2bc57baeec .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u7c495415c7d633c6738fdf2bc57baeec .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; outskirt: none; fringe span: 3px; box-shadow: none; text dimension: 14px; textual style weight: intense; line-stature: 26px; moz-fringe sweep: 3px; text-adjust: focus; text-enhancement: none; text-shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/straightforward arrow.png)no-rehash; position: total; right: 0; top: 0; } .u7c495415c7d633c6738fdf2bc57baeec:hover .ctaButton { foundation shading: #34495E!important; } .u7c495415c7d633c673 8fdf2bc57baeec .focused content { show: table; stature: 80px; cushioning left: 18px; top: 0; } .u7c495415c7d633c6738fdf2bc57baeec-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u7c495415c7d633c6738fdf2bc57baeec:after { content: ; show: square; clear: both; } READ: Sex, prostitution, and the pen EssayWhat he doesn't understand is that there were numerous exercises learned along his mother’s venture that she learned. I can't mention to you what those exercises were, however numerous exercises are found out outside the study hall and Rodriguez doesn't give his folks enough acknowledgment for what they have done. I understand that my folks both took various ways to get to where they are in life today and each time I accomplish something that is on a similar level or surpasses what my folks have done, it gives me a sentiment of delight; realizing that I can satisfy what they have done and I am not allowing them to down. It troubles me that Rodriguez didn't care for when individuals would state â€Å"Your guardians must be proud†. Children around the globe without any guardians and guardians who couldn't care less beyond words somebody to state that they and he underestimates it since they can't satisfy what he accepts. His folks gave him everything that he has and on a littler note, he would not be here today in the event that it were not for them. They didn't mishandle, or hurt him in any capacity, however they despite everything were sufficiently bad. He even says, â€Å"I proposed to hurt my mom and father. I was as yet furious at them for having empowered me toward study hall English. In any case, progressively this outrage was depleted, supplanted by blame as school developed increasingly more appealing to me. † (Rodriguez 601). It appears just as he feels frustrated about his folks for not having the option to carry on with a similar life that he was. That they couldn't discover instruction the manner in which he did and that they were passing up something better. The acknowledgment of this drove him considerably farther away, making his folks in the long run become removed as well. They couldn't have cared less as much about what he was doing on the grounds that he couldn't have cared less about what they were doing. He discusses how he was a â€Å"certain sort of grant boy† and the main way he could satisfy this is by inevitably turning out to be increasingly alone and how it needed to occur for him to satisfy his obligation as this particular â€Å"scholarship boy†. Glancing back at my excursion and everything that I have experienced, I don't trust I could have made it this far without my family. They were my sparks that kept me proceeding onward to more noteworthy things that in the end finished in me ending up here at the University of Connecticut. Each family is extraordinary, I understand that, and yet, every family shares a one of a kind bond that makes them exceptional. With that bond, comes certain exercises that are difficult to recreate. Rodriguez broke that bond by segregating himself away from his family and not getting the chance to encounter what it resembled to be a piece of a genuine family. He discarded his opportunity at learning those exercises. One of the exercises that I have learned is faithfulness. It is one thing to be faithful to a companion, or even to a huge other, however nothing tests a person’s unwaveringness like family. There is no more prominent felling than realizing that you have a gathering of individuals behind you that care profoundly about what you do and what state; realizing that instantly, they would drop what they were accomplishing for you not on the grounds that they needed to, but since they needed to. Despite the fact that Rodriguez’s family will consistently be there for him and he will consistently be there for them, the idea driving that standard was lost when Rodriguez chose to denounce any and all authority and evade his family. Another exercise that I learned through family was that there is nothing of the sort as great. .ue14ec6ef8e32ec6c377bfd5578b730a9 , .ue14ec6ef8e32ec6c377bfd5578b730a9 .postImageUrl , .ue14ec6ef8e32ec6c377bfd5578b730a9 .focused content territory { min-stature: 80px; position: relative; } .ue14ec6ef8e32ec6c377bfd5578b730a9 , .ue14ec6ef8e32ec6c377bfd5578b730a9:hover , .ue14ec6ef8e32ec6c377bfd5578b730a9:visited , .ue14ec6ef8e32ec6c377bfd5578b730a9:active { border:0!important; } .ue14ec6ef8e32ec6c377bfd5578b730a9 .clearfix:after { content: ; show: table; clear: both; } .ue14ec6ef8e32ec6c377bfd5578b730a9 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; mistiness: 1; progress: murkiness 250ms; webkit-change: haziness 250ms; foundation shading: #95A5A6; } .ue14ec6ef8e32ec6c377bfd5578b730a9:active , .ue14ec6ef8e32ec6c377bfd5578b730a9:hover {

History of Oklahoma Research Paper Example | Topics and Well Written Essays - 750 words

History of Oklahoma - Research Paper Example The west side of state experienced broad dry spell and winds to create storms as the east side of the locale encountered a tropical atmosphere. Chasing and assembling was an unreasonable movement in the west side of the state. The individuals that lived on the eastern side of the state working on cultivating since the atmosphere was good. As indicated by the proof of anthropologists mankind exists in the area preceding 1500 A.D. Scientists find most seasoned type of Paleo societies, clovis societies and folsom. Indigenous individuals populate the region that emblematically speaks to a container molded figure. The eastern side of Oklahoma spoke to the Caddoan Mississippian culture that rehearsed agrarian exercises. Locals living in the territory built up their homes on hills and Chiefdoms controlled various networks. The Caddoan Mississippian culture rose up out of before culture in 1000 A. D. Topographical area of Caddoan was on Woodland infiltrating the Red River. Different people group accepted to live in the eastern side of Oklahoma included Wichita individuals that made due on the Great Plains. The distinction between Mississippian societies and Wichita fields culture is that the last polished agrarian exercises while the previous working on chasing and assembling. Cultivating action showed up in the South Canadian Rivers at 900 AD. . Local Americans at this period that working on cultivating developed various kinds of yields, for example, vegetables. The individuals working on angling, chasing of bunnies, deer, and assembled mussels. Indigenous individuals built rectangular covered homes for the most part close to the waterway bowls. Apache bunches showed up at around 1500 and teamed up with Wichita societies. Prehistorian proof proposes that Kiowa-Apache culture were tracker and finders. The main distinction between Wichita culture and Apache culture is that the last utilized pooches in their chasing binge. The two societies are comparable in that they

Hunting life Essay

All through the peaceful sonnet, there are a few unique images. The images I utilized were deer, dreams and dread. The deer represents a trophy. I utilized it as a trophy in such a case that you get your triumphant deer then that implies you have escaped this humble community and moved onto greater and better things. Another image was dreams in light of the fact that the best way to have the option to follow your fantasies is to really be fruitful and escape from the town/region that is keeping you down. Last, I utilized dread since you get frightened to really assume responsibility for your future and to take controlâ of your fantasies to escape and be effective in existence without being judged or kept down. These images were utilized all through the whole peaceful sonnet and identify with reality. Demise and Mourning The topic that was utilized in my peaceful sonnet was passing and grieving. Demise is utilized by the symbolization of the deer. Despite the fact that the deer didn't genuinely pass on, it shows the demise of escaping town. Being in this unassuming community shows that you can't go out and see what you need to see or seek after your fantasies since you are trapped. This is making you kick the bucket within. Grieving is joined into this peaceful sonnet by fearing not â€Å"killing† the deer. This is supposing that you would have recently murdered it you would be out of this town however now you truly are stuck until you â€Å"kill† it. Demise and grieving is appeared all through this peaceful sonnet as the topic. Forest 2 Hunting Life Silence all around somewhere down in the forested areas. Secluded for the great sitting in my tree remain, Up in the tree stand hanging tight for my deer,But following a few days I am starting to fear. Beside the dread, the dread of not getting my deer, I consider life and grasp quietness, While dreaming about prevailing as I take in the cool air. As I sit in my tree stand I at long last think I hear a deer. Gradually I raise the weapon to my jawline, getting him focused in my sight. That murder shot is in that spot. I really want to smile since I have been standing by so long. Standing by so long in my tree represent my deer. So I take a full breath, let it out and crush. Adrenaline has now bamboozled me. Shaking, thinking and wanting to it would be ideal if you And then I see the beast is immediately down. I fly down my stand, race to his side and bow in the blood, He is my 10 point prize. Be that as it may, at that point I understand this is only a fantasy, The fantasy of really getting anyplace. Forest 3 In this town you can just dream, Dream of succeeding and escaping from this life. Quietness is consistently the key, Keep calm, take in the cool air and possibly you will get your prized deer.

Canada's Immigration Policy Essay Example | Topics and Well Written Essays - 2000 words

Canada's Immigration Policy - Essay Example There is additionally obvious move in the profile of outsider source nations in the previous quite a long while. Added to this is the way that an ever increasing number of individuals are moving starting with one spot then onto the next worldwide and the discernible rivalry in the global economy to draw in talented specialists. Development of individuals across landmasses has been a worldwide pattern during the coming of significant distance travel. Purposes for this wonder are different. These incorporate getting away from political, monetary, natural abuse and issues. For certain families, the all the more squeezing reasons can be scan for better chances and more secure, progressively secure everyday environments. Given the accessibility of labor assets in the various pieces of the world and the overflow of families applying worker status in Canada, the issue of continuing the nation's economy is by all accounts settled. Be that as it may, the procedure of migration isn't as straightforward. There must be suitable and effective legislative and commonplace arrangements to encourage this procedure. This is the capacity of the Citizenship and Immigration Canada: to draft an auxiliary system and approaches for taking care of movement issues of the nation. This paper means to evaluate these migration approaches and their I... Area 7 (2) of Canada's Immigration Act of 1978 gives a gauge of the all out number of foreigners, evacuees and other non-workers status who will be offered consent to settle in Canada. The duty of choosing settlers and displaced people and their number for each region, with the exception of Quebec which has the main determination powers, lies on this yearly migration plan (CIC Laws and Policies). The proposed Immigration and Refugee Protection Act called Bill C-11 will give the Citizenship and Immigration Canada the required actualizes to guarantee open wellbeing and security corresponding to the confirmation of workers in the nation. This can be accomplished by setting new affirmation models and designating power to capture culprits and security dangers (CIC The Immigration System). The opposite side of the above arrangements is the significant conveyance of the accompanying responsibilities of encouraging section to genuine outsiders and displaced people. First is the difference in determination need utilizing the appraisal of aptitudes and experience of laborers over their present occupations. Second is the attention on reunification of families and assurance of displaced people. Third is the improved Temporary Foreign Worker Program for the disentanglement and effectiveness of preparing of talented specialists and consent of life partners to work. Last is effective progress of qualified transitory laborers from impermanent to perpetual inhabitants (CIC Laws and Policies). The Immigration and Refugee Protection Act of Canada or IRPA was built up in 2001. The demonstration has an arrangement for a meeting between the Minister of Citizenship and Immigration and the commonplace governments with respect to evacuee assurance approaches and projects to incorporate the assurance of the quantity of outside nationals

The Nature of Psychology Work

The Nature of Psychology Work Student Resources Careers Print An Overview of Working as a Psychologist By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on August 05, 2019 Alain SHRODER / ONOKY / Getty Images More in Student Resources Careers APA Style and Writing Study Guides and Tips Broadly speaking, psychologists study the mind and behavior, but because psychology is such a diverse field, the work that individual psychologists do can vary dramatically. They often specialize in a specific area, for example, and there are myriad of psychology specialties. Heres an overview of the ways in which a psychologist might funnel his or her expertise into a career. Two Types of Psychology Work Psychologists may work in a wide variety of settings, including schools, universities, hospitals, private clinics, government offices, corporations, and small businesses. Psychologists primarily work in one of two broad areas: research psychology or applied psychology. Research psychologists investigate the physical, emotional, social, cognitive, and biological bases of human thought and behavior. They often conduct experiments and may work at a college or university, or be employed by a business or government office. Applied psychologists use their knowledge of human behavior to solve real-world problems or help people overcome psychological distress. Applied psychologists may work directly with patients in a healthcare setting, such as in a hospital, mental health clinic, school, or private practice. Other applied psychologists may work in government, industry, business, or nonprofit settings. In addition to applying their knowledge of psychology directly, these professionals also may perform research, offer training, design products, create programs, or provide psychological advice. A Day in the Life of a Psychologist Psychologists employed in research settings often spend a great deal of time developing hypotheses and collecting data. The exact research methods they use depend largely on the topic theyre studying. For example, some psychologists might perform research using lab experiments, while others might use naturalistic observation. Other methods commonly used include administering questionnaires, clinical studies, surveys, and interviews. Psychologists employed in health care settings often spend a considerable amount of time working directly with clients. This might involve conducting assessments of new patients, diagnosing mental disorders, and performing psychotherapy. Psychologists also frequently consult with other health professionals, including doctors, nurses and other therapists. Specialty Areas in Psychology Here are some examples of the richly diverse specialties that make up the field of psychology. Clinical psychologists  make up the single largest specialty area in psychology. Clinicians are psychologists who assess, diagnose, and treat mental illnesses. They frequently work in mental health centers, private or group practices, or hospitals. Within the area of clinical psychology, there also are a number of sub-specialty areas. Some professionals are generalists and work with a wide range of clients while others specialize in treating certain types of  psychological disorders  or a certain age group. For example, some clinical psychologists might work in a hospital setting with individuals suffering from brain injuries or neurological conditions. Other clinical psychologists might work in mental health centers to counsel individuals or families coping with stress, mental illness, substance abuse, or personal problems. Clinical psychologists usually perform a broad range of tasks on a daily basis, such as interviewing patients, conducting assessments, giving diagnostic tests, performing  psychotherapy,  and administering programs. They might work in a hospital, school, university, prison, mental health clinic, or private practice. There also are a number of different sub-specialty areas within clinical psychology, including  health psychology, neuropsychology, and geropsychology. According to the  Occupational Outlook Handbook, health psychologists are focused on promoting healthy behaviors. Neuropsychologists focus on investigating the relationship between the brain and behavior. Geropsychologists specialize in treating the special concerns of elderly populations. Counseling psychologists  make up another large specialty area in psychology. These professionals perform many of the same tasks that clinical psychologists do, but counseling psychologists tend to work with clients suffering from less severe forms of mental illness. Counseling psychology focuses on providing therapeutic treatments to clients who experience a wide variety of symptoms. The Society of Counseling Psychology describes the field as a psychological specialty [that] facilitates personal and interpersonal functioning across the lifespan with a focus on emotional, social, vocational, educational, health-related, developmental, and organizational concerns. Experimental psychologists  (or research psychologists) conduct research on the behavior of humans and animals. They often work at universities, private research centers, government agencies, and nonprofit organizations. Some major areas of research include substance abuse, genetics, neuroscience, motivation, and cognitive processes. Forensic psychologists  work in the specialty area that deals with the intersection of psychology and the law. Forensic psychologists are often involved in custody disputes, insurance claims, and lawsuits. Some professionals work in family courts and offer psychotherapy services, perform child custody evaluations, investigate reports of child abuse and conduct visitation risk assessments. Those working in the civil courts often assess competency, provide second opinions, and provide psychotherapy to crime victims. Professionals working in the criminal courts conduct evaluations of mental competency, work with child witnesses, and do  assessments of juvenile and adult offenders. Social psychologists  are focused on understanding how interactions with other people impact individual and group behavior. These professionals often work in areas such as market research, organizational management, systems design, and other applied areas. Prominent areas of study include group behavior, leadership,  attitudes, and perception.

Psychometrics Construction

Abstract This dissertation is about evaluating the use of psychometrics in the construction industry. The document will also present the main aims and objectives of the study. A comprehensive literature study has also been carried out with the objective of gaining an in-depth understanding of the topic of psychometrics. The literature review chapter will identify a selection of the testing methods that are available on the market, test design, usage within industry and the associated costs with such tests. A methodology and potential constraints have also been identified, and finally a timetable has been proposed. The survey indicated that companies are beginning to realise the benefits of psychometric testing, 1.1 Introduction This dissertation proposal has been compiled as part of the BSc (Honours) in construction management. It is necessary for the individual to produce a research project on the subject of his/her own choice that is construction related. The topic chosen for the purposes this dissertation is that of psychometric science. 1.2 Nature of the Problem Few people in the construction industry would disagree that effective team building is essential to success; however bringing together a bunch of individuals does not automatically produce a team (Franks 2002). Teams have to be assembled by taking into account many factors, including individual skill and particularly the personal characteristics of the individual member, psychometric testing is one way of ensuring the correct team members are recruited, thus maximizing the capabilities of the team. Psychometrics covers a range of testing methods from IQ and aptitude tests to personality questionnaires and numbercy indicators. Many organisations now use this form of testing routinely in their recruitment processes especially at senior level, according to Corcoran (2005) it forces an examination and sound understanding of the competencies inherent in the role in question and links the candidates competencies with those to the role. Hampton (2002) suggests that these tests are not just limited to recruitment; they can also be used in career development to raise awareness of the individuals own strengths and weaknesses. The need for this research stems from the fact that compared to other industries where the use of psychometrics is widespread; construction firms seem to be blind to its benefits. As an industry that relies heavily on good teamwork, construction could gain from a wider implementation of psychometrics in both recruitment and team development. Also if survey statistics are to be believed, up to 56% of candidates exaggerate their skills/experience on their CV. Making a recruitment decision purely on the content of a CV and interview alone, could prove to be unreliable. Whilst a CV certainly provides an overview of a candidates ability, it doesnt necessarily illustrate their suitability for the role. Likewise, an applicant may handle an interview extremely well but not have the capability to deliver the role itself. Psychometric testing therefore attempts to add a third dimension to the team building/recruitment process. The need for this research is therefore obvious and will be designed to test the following hypothesis: Psychometric testing is critical to successful team building in the Irish construction industry. 1.3 Rationale As an industry that relies heavily on good teamwork, it is essential that that the right people are selected for the right jobs. This rationale for this dissertation is to establish whether or not construction could benefit from the wider implementation of psychometric testing, and also to evaluate the current usage of psychometric testing in the industry. Establishing the usage of psychometric testing is a critical part of this research, it establishes the current trends in the construction industry towards recruitment and team development and once this is established it may help organisations see the way forward. To achieve this, a literature review, a pilot study and postal questionnaires shall be conducted. Initial research has indicated that the construction industry is slow to realise the benefits of testing in both recruitment and team development. Employers need to be made aware of both the advantages and disadvantages of psychometrics which enable them to make an informed decision as to whether or not psychometrics is appropriate to their organisation. 1.4 Aims The general aim of this research is to investigate if psychometric testing is either a beneficial or a counterproductive exercise to a construction organisation in the selection of team members. To establish the extent of use of psychometrics within the Irish Construction Industry. To gain a comprehensive understanding of the topic of psychometrics. 1.5 Objectives of the Research To provide a general overview of the topic of psychometric science. To review the range of testing methods available. To establish the apparent advantages and disadvantages to a construction organisation in adopting psychometric testing. To assess the current usage of psychometrics within the Irish construction industry. 1.6 Hypothesis The benefits of Psychometric Testing are not fully appreciated in the Irish Construction Industry 1.7 Outline Methodology The methodology section for this dissertation will provide a rationale for the choice and use of particular strategies and tools for gathering and analyzing the data. A quantitative research strategy was used as part of the methodology, which helped in the execution of both the literature review and the questionnaire. The literature review was one the first stages of the methodology; this was used to highlight the importance of using psychometric testing in both recruitment and team building. The methodology also involved the production of structured questionnaire; these were compiled to assess the current usage of psychometric testing among organisations within the Irish Construction Industry. A pilot study of the questionnaire was first conducted to provide a trial run for the questionnaire, which involves testing the wording of the questions and identifying any ambiguous questions. A detailed analysis of the results was then produced; it will consist of questions, answers, tables, figures and charts to represent the data. Finally an interview was conducted with a member of an organisation utilising psychometrics as part of their recruitment process. Methodology 2.1 Introduction This chapter will set out to outline the methods of data collection that were adopted for the purposes of the dissertation. The methodology chapter for this dissertation of 4 main parts: A general definition and review of the approach to the research. A justification for the selection of the hypothesis, aims and objectives. A description of the data collection and analytical procedures. A review of the methodological complexities that were encountered, including the limitations and constraints on the research. 2.2 Research Strategy A primarily quantitative research strategy was adopted for the purposes of this dissertation. The rationale for the selection of this method is that quantitative research is used when the individual needs to identify facts about a concept, question or an attribute. This ties in closely with the objectives and aims of the report. Naoum (1998) describes quantitative research as an inquiry into a social or human problem, this closely relates to the initial aims objectives of the research 2.3 Theoretical Framework This dissertation will be approached using a both sociological and psychological framework. The former of which is concerned with cultural roles, norms and values and the structuring and functioning of society. Also explored will be the psychological aspects such as personality traits and relationships between individual team members. 2.4 Historical Framework One of the first attempts to scientifically measure the differences between individuals was made by Sir Francis Galton in the 19th Century when he tried to show how the human mind could be systematically mapped into different dimensions, identifying how individuals differed in terms of their ability. The psychological approach and the first published test can be credited to Sir Alfred Binet. 2.5 Psychological Framework Psychometric testing is fundamentally a form of psychological assessment, Postal Questionnaires Postal questionnaires along with a cover letter will be distributed to a number of Irish construction firms to gather information on the current usage and the popularity of psychometrics within the Irish construction industry. Before these questionnaires are distributed, it will be necessary to complete a pilot study before the final data is collected. The pilot study will provide a trial run for the questionnaire, and its main aim is to test the wording of the questions, identify any ambiguous questions and test the techniques being used Once the pilot study is complete, the main questionnaire will be distributed. To establish an accurate sample of the industry, it will be necessary to get a minimum number of responses to the main questionnaire. This number will be determined by the constraints of time imposed on the research, however it is expected that this will be in the region of 10-15 responses. This study will be primarily aimed at the larger construction firms in the industry. A random selection procedure will be adopted, to ensure that a representative sample of the firms is taken. Where possible, questionnaires will be delivered and collected to ensure a high response rate. Otherwise when replies are not received, the enquiries will be followed up by subsequent emails and phone calls.Tables, graphs, bar charts and histograms have been identified as a means of presenting the data from the questionnaires. The Research Sample Due to the relatively high costs involved in the implementation of psychometric instruments, the smaller organisations in the industry tend to avoid using this method of recruitment and team development. To establish an accurate representation of the industry, the research sample was confined to those in the Top 100 Irish construction companies (The Times, 2007). This sample was further refined down 35 using a random selection procedure. The types of organisation were sampled from a number of different disciplines within the construction industry, including: 1. Civil Engineering Contractors 2. Building Contractors 3. Building Services Contractors 4.Project Management organisations 5. Engineering Consultants 6. Multi-disciplinary organisations Literature Review This paper reviews the literature on psychometric testing by employers, and considers whether or not psychometric testing is a critical element of the recruitment process. It will seek to outline the fundamental benefits associated with the concept of psychometric testing and determine current trends regarding the usage of these tests in the Irish Construction Industry. According to Reber (1995) psychometric testing has been defined as Pertaining to mental testing in any of its facets, including assessment of personality, evaluation of intelligence, determining aptitudes. Rust (2004) classifies these tests into two broad categories: those that assess ability and those that assess personality. The way that organizations operate has changed dramatically in the last 30 years, there are now fewer levels of management than there were, and management styles tend to be less autocratic. In addition, there appears to be a move towards more knowledge based and customer focused jobs, which means that individuals have more autonomy even in the lower levels within organizations (Edenborough 2004). The effects of these changes mean that a persons personality is seen as more important now than it was in the past. The structure of the modern workforce within the Irish Construction Industry is also rapidly changing and teamwork is becoming increasingly important, here a psychometric test can prove an invaluable tool, not only does it make sure that each team has the required skills but it also ensures that the people who make up team can work well together or that they can gel effectively. An article in China Staff magazine (2003) points out that this doesnt mean that everybody in the team should be the same, rather than that you end up with a combination of personalities who can work well together. Each type of test may not suit every organisation, the design of a testing procedure must be based on what the user is wishing to achieve from the results. Burke (1995) suggests that the various types of tests are designed for a purpose and the use of a particular test will vary according to the objectives of the assessment. In order to ascertain which tests you should use, it is necessary to gain an in-depth understanding of the characteristics necessary to perform well at the job. Recruitment and Selection Many organisations now use psychometric testing routinely in their recruitment process especially at a senior level. It forces an examination and sound understanding of the competencies inherent in the role in question and links the candidates competencies with those of the role. It makes for sound selection decisions and identifies development areas for the successful candidate (Corcoran 2005). Ideally, if psychometrics is used at the initial selection stage, employers are immediately aware of any areas ability or personality where an employee might not be an exact match for the job, and can make informed decisions as to whether the employee should be selected and trained, or rejected. Type of Testing Available Personality Measurement Tests These tests are used to assess how a person is likely to react to situations with people, the types of relationship they prefer to establish with others, and the motivational factors that influence a persons actions. These are often known as tests of disposition. These tests do not generally contain questions to which there is only one correct answer. The answers given to these questions tend to reflect a tendency to interpret situations or respond to other people in particular ways. Burke (1995) outlines the typical qualities assessed by disposition tests; these include anxiety, sociability, perseverance, dominance, fear of failure and resistance to stress. A common approach to in psychometrics is to see personality as a combination of traits. A trait can be any characteristic way of behaving, thinking, feeling or operating. The measure of these traits has always been a matter of interest for many years, it has been recognized that personality is of great importance in peoples succe ss at work, no less than the approach they take in other aspects of their life (Edenbourgh 2005). Psychologists often refer to these as the big five personality traits. Openness appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity, and variety of experience. Conscientiousness a tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior. Extraversion energy, positive emotions, urgency, and the tendency to seek stimulation and the company of others. Agreeableness a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Neuroticism a tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability; sometimes called emotional instability. The argument runs that personality questionnaires do not test behavior directly but rather how the respondent chooses to describe his or her own behavior. It also argued by Cronbach (1966) that such questionnaires or self-report inventories, as they are sometimes known, indicate typical behavior. One corollary to this view by Reber(1995) is that such behavior is not very amenable to change, these type of tests have no right or wrong answers as such, however there is certainly the right and wrong personality mixes for certain jobs. Ability and Aptitude Tests Aptitude and Ability tests are not always precisely separated; many of the tests in these categories are used to look at behavior, often of an intellectual or cognitive nature. These are usually tests of general intelligence, which can be regarded as mental horsepower or as measure of a persons ability to process information. Tests of ability generally assess the broader areas of what a person can do. While scores on such tests are influenced by education and training, they are not designed to assess specific areas of knowledge or skill. Examples of ability tests are: measures of verbal reasoning, numerical reasoning and mechanical reasoning. China Staff magazine (2003) defines ability testing as a measure of a persons potential to learn the new skills needed for a new job or to cope with the demands of a training course. Tests of aptitude on the other hand are often used to assess how well an individual is likely to perform in a training programme or in a job Edenbourgh (2005) attempts to distinguish between the two: The term aptitude is usually reserved for those tests directed at predicting whether skill in a particular area can be acquired. Ability tests on the other hand tend to be reserved for measures of less job-specific though often still job-related intellectual tests. Attainment Tests These are often referred to as achievement tests; these are more commonly used in relation to educational assessment rather than in occupational settings. They represent standard ways of assessing the amount of skill currently reached or attained by an individual in a particular area. Tests of attainment are often linked with ability and can be quite similar; the difference is that they test specifically what people have learnt e.g. mathematical ability or typing skills. Of course what people have learned does depend on their ability in that domain in the first place, so the scores of the two types of test are linked. Another differentiation between the two is that ability tests are retrospective in nature; they focus on what has been learnt and on what a person knows and can do now. Ability tests on the other hand are prospective: they focus on what candidates are capable of learning and achieving in the future or on their potential to learn. (China Staff Magazine 2003) Assessment Centres Psychometric testing often takes place within the context of an assessment centre. Edenbourgh (2004) points outs that organisations use a range of selection methods, including interviews, group exercises, role-playing, in-basket exercises as well as psychometric testing in order to select from a group of job applicants. Candidates are likely to encounter tests that will simulate situations that are likely to be encountered in a particular role. Assessment centre selection methods can take one or two days to complete, and because of the cost and time taken these are generally only associated with larger organisations. Assessment centers are usually used after the initial stages of the selection process and usually follow the initial job interview. They are commonly held either on employers premises or in a hotel and are considered by many organizations to be the fairest and most accurate method of selecting staff. This according to Psychometric Success is because a number of different selectors will get to see the individual over a longer period of time and have the chance to see what he/she do, rather than what the individual says they can do. Tests that are carried out within these assessment centres are often conducted by HR personnel however it is often the case that external consultants will be brought in to administer the tests. Ability to distinguish between candidates Any selection tool should be able to distinguish between candidates in two ways: 1) The tool should be accurate and precise. Any differences in results between candidates should be real and not simply random or due to errors or inaccuracies. This is known as reliability, and psychometric tools have consistently been shown to be more reliable than other common selection methods. 2) The differences in results between candidates should reflect differences in their ability to perform in the job. This is known as criterion-related validity. As shown in Diagram 3, psychometric tools do predict job performance well, provided that the right tool has been chosen, for example, via a careful analysis of the attributes required for the job. Differences in results do therefore relate to differences in ability to perform well in the job. The importance of getting this right is one reason why most instruments are only sold to those who have been trained in their use. Reliability One of the main problems associated with psychometric testing is the issue of test reliability. For instance, if there is high competition for a jobthen there is strong incentive for candidates to present themselves favorably. Similarly candidates can be tempted to respond to personality questionnaires in a way they assume the employer wants. If we consider a construction related job, how many candidates will disagree with the statement I enjoy working in team environment? Edenbourgh (2005) identifies one way of increasing the reliability in personality questionnaires, this is to use forced-choice formats whereby candidates are presented with a combination of statements and must indicate a preference between them, this method of combining items is known as ipsative scaling. This can be contrasted with the normative scaling, in which the candidate is instructed to choose one statement from a selection of 2 or more. For example in an ipsative test, a question might ask a candidate to choose whether they are more hard working or creative. In this case the candidate cannot make themselves look good on both of the statements, it therefore can be said that this method can increase the reliability of certain tests and give the assessor a greater profile of the candidates personality. Disadvantages to Psychometric Testing In many cases, psychometric tests and questionnaires have been put together by people with little background in psychometrics and they may have very little actual utility and value for the purposes for which they are marketed. Although British Psychological Society (BPS) has a standard qualification system, it is not unusual for tests to be used by people who are not adequately trained to score them. Also just because a person attends a recognized training course it cannot be guaranteed that they will use tests and questionnaires correctly since some instruments, particularly personality questionnaires, require considerable experience and the possibility of poor interpretation of results is ever-present. Another disadvantage of psychometric testing is the use of personality questionnaires to assess an individuals ability or skill in a particular area. For example, if a person scores highly on a test called Leadership, this does not mean that he or she will actually possess a high level of leadership skill, instead it means that the individual has the basic personality characteristics that are commonly found amongst effective leaders and, with sufficient experience and given the development of certain necessary skills, has the potential to become an effective leader. (Team Focus 2004) Cost The costs associated with these tests are often substantial. This implies that employers are unlikely to be using them merely in order to follow a management trend, but because they firmly believe that the tests are useful in recruiting job applicants with the right skills and attributes. According to a recent survey by Incomes Data Services (IDS 2000), the sums involved in testing can be quite substantial. Assuming that employers prefer to administer and interpret the tests themselves, rather than employing external consultants, then the costs will include initial training in test use, since it is necessary to be qualified in order to use tests. Further costs will include start-up kits such as manuals or computer software, and consumables such as question-and-answer booklets for test candidates. (Jenkins 2001) In order to become a trained assessor, a person needs to obtain certification from the British Psychological society (BPA), and requires the completion of two courses, Level A and Level B. The BPS Level A covers the use and interpretation of ability tests. The BPS Level B covers the use and interpretation of personality tests. In general the test companies will often provide courses leading to these qualifications. These courses usually take about five days for each of Level A and Level B. The average cost per trainee is about 1,900 for Level A and about 2,200 for Level B. It is possible to train some employees to be test administrators, rather than test users, although at least one person in the organisation must be a qualified test user if the company is to be permitted to buy tests. Test administrators can brief candidates prior to testing, and hand out and collect test papers, but cannot score tests, except under supervision, nor interpret the results. Source: IDS survey of British companies Training to become a test administrator is often cheaper than becoming a test user and a fee of perhaps 1000 would be charged for a test administrator course. However, it is likely that larger companies would want to have several people qualified to test user standard, as well as more employees qualified to administer the tests. According to Edenborough (2004) the major component of cost is the expense of training company staff to be able to obtain and utilize the tests properly, precise costs of psychometric tests will vary but say; in a recruitment context it is unlikely that the expenses are to be more than a couple of percent of a salary. The benefits concerned are also likely to dwarf such figure. Estimating the cost-benefit of psychometric instruments Companies can examine the effect of a recruitment process on a companys performance by analyzing how well a candidate performs in the role and therefore how much they add to productivity, and balancing this against the investment in their recruitment. Research across a range of organisations suggests that the amount an employer can save, per employee recruited, per year, is: (Validity of the test) multiplied by (Caliber of those selected) multiplied by (Standard deviation of job performance) Minus (Cost of the selection) divided by (Proportion of applicants selected) This formula, known as the utility equation, may look complex, but it has successfully been used by HR professionals in order to justify the use of psychometric instruments and other objective assessment methods. (McHenry 1990) Calculating the cost benefits of psychometric instruments The utility equation can be used to calculate the financial benefit of using psychometric testing as part of an organisations selection process. An example of this would be a company recruiting a person for a position with a 60,000 salary, is possible to compare the financial benefit achieved by using a recruitment process of unstructured interviews that have a validity of 0.18, compared to using personality questionnaires and ability tests that have a combined validity of 0.60. (See table in Appendix 1) Using the utility equation and a conservative estimate of the extent to which this position will impact on company productivity, it can be predicted that using psychometric tools would increase the organizations productivity by 8,520 compared to using unstructured interviews. This calculation assumes that the candidate remains in the job for one year; if they remain for three years the productivity increase can be as much as 25,160. Source: McHenry (1990) Current Usage within Industries According to Psychometric Success testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing. In 2006 a survey identified that well over 2,500 personality questionnaires are available on the market, this number is increasing each year as dozens of new companies appear with their own new products. The reasons for test use suggest that the perceived objectivity of tests, their predictive abilities, as well as their ability to filter out unsuitable candidates were important reasons for test use in both the public and private sectors, however according Jenkins (2001) equal opportunities legislation may have also encouraged employers to use tests as part of a drive to fairer selection. There are also a number of studies linking increases in test use to the spread of greater professionalism in the human resource management function, and to multi-national companies imposing standard selection procedures throughout their businesses. It has been estimated that it can cost organisations the equivalent of the whole of the first years costs (salary and any other benefits) to put right a wrong recruitment decision. Research reported in a number of test manuals shows that using good assessments professionally as part of the recruitment process dramatically increases the number of right dec isions you make. In order to establish reasons for organisations use of psychometric testing, it was necessary to look at statistics carried on British organisations, due to the limited availability of published research in Ireland. Surveys carried out by Bevan and Fryatt (1988) and by Williams (1994) contain information on the reasons for test use in British companies. Survey: Bryan (1998) and Fryatt and Williams (1994) It is clear to see from the statistics in Table X that the majority of organisations use psychometrics to predict subsequent job performance and to filter out unsuitable candidates at the recruitment stage. It should also be noted that substantial percentage of the organisations surveyed by both Bryan(1998) and Fryatt and Williams (1994) are using tests for the prediction of an existing teams compatibility. Critical Appraisal of the Literature This section of the dissertation seeks to appraise the significant points of the literature review to discover if psychometric testing is a critical successful recruitment in the construction industry. In the current economic climate, construction companies need to control their budgets tightly. The recruitment process represents a significant portion of resources and HR departments are increasingly feeling the pressure to justify their spending on recruitment. Selecting the right person for the right job every time is an unrealistic goal, however the use of psychometric instruments can enable companies to measure accurately important skills that would not otherwise be apparent at interview, such as the ability to make critical business decisions. It is quite apparent that the use of psychometric testing has increased significantly in the past decade in the UK; however this trend is only recently taking off in the Republic of Ireland among construction companies. Conclusion 5.1 Introduction This chapter will comprise of a summary of the findings and gives relevant conclusions to the research. Here each of the objectives will be analysed to conclude what has been achieved in each. Also included in this section will be comments on the research hypothesis and personal recommendations on the findings of the results. Finally the limitations encountered during the research will be examined, stating the difficulties that were faced throughout the research which hindered the completion of the objectives. 5.2 Research Objectives This section of the report will attempt to evaluate the success of the objectives outlined in the early stages of the research. Each objective will be taken in turn, and a conclusion will be given as to what has been achieved in each. 5.2.1 Objective To provide an overview of the topic of psychometric science. To review the range of testing methods available. To establish the apparent advantages and disadvantages to a construction organisation in adopting psychometric testing. To assess the current usage of psychometrics within the Irish construction industry. References Burke. E (1995) Psychological Testing: A users guide China Staff Magazine (2003) Psychometric Assessment: The measure for success. Corcoran. C (2005) Psychometric testing, Can it add value to HR? Accountancy Ireland Magazine. Vol 37 pp. 63-65 Cronbach, L J (1966) Essentials of Psychometric Testing, 2nd edn, Harper Row, New York Edenborough. R (2005) Assessment methods in Recruitment. London. Kogan Page Limited. Franks.J (2002) Building Construction Teams Construction Manager Magazine Hampton. J (2002) Identikit Candidates, Construction Manager Magazine, Nov pp 38-41 Mc Henry.R (1990) occ.co.uk Miller. L T (1999) Psychometric and information processing approaches to measuring cognitive abilities: paradigms in military testing (On-line). Available: https://findarticles.com/p/articles/mi_qa3711/is_199908/ai_n8869144/pg_1 (Accessed 02-12-07) Naoum.S.G (1998) Dissertation research and writing for construction students. Oxford. Elsevier Ltd. Psychometric Success Available from: https://www.psychometric-success .com/expert-help.htm Accessed: 19-12-07 Reber, A.S. (1995). The penguin dictionary of psychology (2 nd ed.). New York: Penguin Books. Rust. J (2004) People who need people: Does psychometrics have a place in staff selection? The Times ( 2007) Top 200 Construction Companies