you will apply all the information to discuss the use of a psychological test in a specific setting to solve problems for the individual or the organization, while considering the laws and ethics that apply to using the test with diverse populations in those settings.
personality or aptitude test to base this assessment.
- Discuss background on the selected test.
- Integrate research from at least 5 scholarly peer-reviewed sources to support your position for or against the use of the test.
- Discuss legal and ethical issues that need to be considered, while integrating information from Section 9 of the APA Ethics Code. Pay particular attention to the ethics surrounding the use of the assessment tool with diverse populations.
- Summarize your points for or against the use of the test in the organization.
For this analysis, let’s consider the Myers-Briggs Type Indicator (MBTI), a widely used personality test that categorizes individuals into one of 16 personality types based on preferences in four dichotomies: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
Background on the Myers-Briggs Type Indicator (MBTI): The MBTI was developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers during World War II, and it’s based on Carl Jung’s theory of psychological types. It’s often used in organizational settings for team building, leadership development, career counseling, and personal development.
Research on the MBTI:
- A study by Furnham et al. (2013) found that while the MBTI is popular, it lacks strong psychometric properties and has low test-retest reliability, questioning its validity as a reliable measure of personality.
- McCrae et al. (2016) argued that the MBTI lacks empirical support and doesn’t adequately capture the complexity and variability of personality.
- Pittenger (2005) criticized the MBTI for its poor theoretical foundation and suggested that its typology is oversimplified and outdated.
- In contrast, Furnham (1996) suggested that despite its shortcomings, the MBTI can still provide insights into individual differences and be useful in certain contexts, such as career counseling.
- Bess and Harvey (2001) conducted a meta-analysis and concluded that while the MBTI has some validity, it’s not as strong as other personality assessments.
Legal and Ethical Issues: According to Section 9 of the APA Ethics Code, psychologists must consider the cultural, individual, and role differences when using psychological assessments. When applying the MBTI in diverse settings:
- Cultural bias: The MBTI may not be culturally sensitive and may not accurately reflect the personality traits of individuals from diverse cultural backgrounds.
- Fairness and equity: It’s essential to ensure that the assessment process is fair and equitable for all individuals, regardless of their cultural background or personal characteristics.
- Informed consent: Individuals must be informed about the purpose and limitations of the MBTI before participating, and they should have the right to refuse or withdraw from the assessment process.
Summary: Considering the research evidence questioning the reliability and validity of the MBTI, along with the legal and ethical considerations regarding its use with diverse populations, caution is warranted when employing this assessment tool in organizational settings. While it may offer some insights into personality preferences, its limitations should be acknowledged, and alternative assessments with stronger psychometric properties and greater cross-cultural validity should be considered. Ultimately, the decision to use the MBTI or any other psychological assessment should be made judiciously, with careful consideration of its appropriateness for the specific context and population being assessed.