Contents

Individual Difference ..................................................................................................................................... 2 Different types of individual differences .................................................................................................. 2 Personality ................................................................................................................................................ 2 Learning styles .......................................................................................................................................... 3 David Kolbs Model ................................................................................................................................... 4 Aptitude .................................................................................................................................................... 5 Emotional intelligence .............................................................................................................................. 5 Psychometric Testing .................................................................................................................................... 6 Implementations and benefits .................................................................................................................. 6 Psychometric testing for the individual differences ..................................................................................... 7 Personality ................................................................................................................................................ 7 Aptitude .................................................................................................................................................... 7 Emotional intelligence .............................................................................................................................. 7 Learning style ............................................................................................................................................ 7 Measures that would prove most useful business decision making ............................................................ 8 Emotional intelligence .............................................................................................................................. 8 Aptitude tests............................................................................................................................................ 8 Bibliography .................................................................................................................................................. 9

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Task for P1 Explain the different types of individual differences that are assessed, this includes Learning styles, Aptitude, Personality and emotional intelligence.

Individual Difference
An individual difference is a cornerstone subject area in modern psychology. In many ways, it is the "classic" psychology that the general public refers to - it refers the psychology of the person - the psychological differences between people and their similarities. Plato stated more than 1000 years ago that no two persons are born exactly alike; but each differs from the other in natural endowments, one being suited for one occupation and the other for another. Individual difference psychology examines how people are similar and how they differ in their thinking, feeling and behavior. No two people are alike, yet no two people are unlike. So, in the study of individual differences we strive to understand ways in which people are psychologically similar and particularly what psychological characteristics vary between people. In the Western psychology approach to individual differences, it is generally assumed that: People vary on a range of psychological attributes It is possible to measure and study these individual differences Individual differences are useful for explaining and predicting behavior and performance

We can classify people psychologically, according to their intelligence and personality characteristics, for example, with moderate success, however people are complex and much is still left unexplained. There are multiple and often conflicting theories and evidence about individual difference psychology.

Different types of individual differences Personality

Personality psychology is a branch of psychology that studies personality and its individual differences. Its areas of focus include: Construction of a coherent picture of the individual and his or her major psychological processes. Investigation of individual differences.
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 Investigating human nature and human's similarities. "Personality" is defined as a dynamic and organized set of characteristics possessed by a person who uniquely influences his or her cognitions, emotions and behavior in various situations. The word "personality" originates from the Latin persona, which means mask. Personality is connected with Darwins Theory of Evolution. It generally explains why there are personality differences between individuals. Personality also refers to the pattern of thoughts, feelings, social adjustments, and behaviors consistently exhibited over time that strongly influences one's expectations, self-perceptions, values, and attitudes. It also predicts human reactions to other people, problems, and stress. There is still no universal consensus on the definition of "personality" in psychology the study of personality has a broad and varied history in psychology with an abundance of theoretical traditions. The major theories include dispositional (trait) perspective, psychodynamic, humanistic, biological, behaviorist, and social learning perspective. However, many researchers and psychologists do not explicitly identify themselves with a certain perspective and instead take an eclectic approach.

Learning styles
Learning style is an individual's natural or habitual pattern of acquiring and processing information in learning situations. A core concept is that individuals differ in how they learn. The idea of individualized learning styles originated in the 1970s, and has greatly influenced education. Proponents of the use of learning styles in education recommend that teachers assess the learning styles of their students and adapt their classroom methods to best fit each student's learning style. Although there is ample evidence for differences in individual thinking and ways of processing various types of information, few studies have reliably tested the validity of using learning styles in education. Critics say there is no evidence that identifying an individual student's learning style produces better outcomes. There is evidence of empirical and pedagogical problems related to the use of learning tasks to "correspond to differences in a one-to-one fashion". Well-designed studies contradict the widespread "meshing hypothesis", that a student will learn best if taught in a method deemed appropriate for the student's learning style.

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David Kolbs Model

The David Kolb styles model is based on the Experiential Learning Theory, as explained in his book Experiential Learning: Experience as the source of learning and development (1984). The ELT model outlines two related approaches toward grasping experience: Concrete experience and Abstract Conceptualization, as well as two related approaches toward transforming experience, Reflective Observation and Active Experimentation. According to Kolb's model, the ideal learning process engages all four of these modes in response to situational demands. In order for learning to be effective, all four of these approaches must be incorporated. As individuals attempt to use all four approaches, however, they tend to develop strengths in one experience-grasping approach and one experience-transforming approach. The resulting learning styles are combinations of the individual's preferred approaches. These learning styles are as follows: Converges are characterized by abstract conceptualization and active experimentation. They are good at making practical applications of ideas and using deductive reasoning to solve problems. Divergers tend toward concrete experience and reflective observation. They are imaginative and are good at coming up with ideas and seeing things from different perspectives. Assimilators are characterized by abstract conceptualization and reflective observation. They are capable of creating theoretical models by means of inductive reasoning. Accommodators use concrete experience and active experimentation. They are good at actively engaging with the world and actually doing things instead of merely reading about and studying them.

Kolb's model gave rise to the Learning Style Inventory, an assessment method used to determine an individual's learning style. An individual may exhibit a preference for one of the four stylesAccommodating, Converging, Diverging and assimilatingdepending on their approach to learning via the experiential learning theory model. Although Kolb's model is the most widely accepted with substantial empirical support, recent studies suggest the Learning Style Inventory (LSI) is seriously flawed.

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Aptitude
An aptitude is a component of a competency to do a certain kind of work at a certain level, which can also be considered "talent". Aptitudes may be physical or mental. Aptitude is not knowledge, understanding, learned or acquired abilities (skill) or attitude. The innate nature of aptitude is in contrast to achievement, which represents knowledge or ability that is gained. Aptitude tests can typically be grouped according to the type of cognitive ability they measure: Fluid intelligence: The ability to think and reason abstractly, effectively solve problems and think strategically. Its more commonly known as street smarts or the ability to quickly think on your feet. Examples of what employers can learn from your fluid intelligence about your suitability for the role for which you are applying Crystallized intelligence: The ability to learn from past experiences and relevant learning, and to apply this learning to work-related situation. Work situations that require crystallized intelligence include producing and analyzing written reports, comprehending work instructions, using numbers as a tool to make effective decisions etc.

Emotional intelligence
Emotional intelligence (EI) refers to the ability to perceive, control and evaluate emotions. Some researchers suggest that emotional intelligence can be learned and strengthened, while others claim it is an inborn characteristic. Salovey and Mayer proposed a model that identified four different factors of emotional intelligence: the perception of emotion, the ability reason using emotions, the ability to understand emotion and the ability to manage emotions. Perceiving Emotions: The first step in understanding emotions is to accurately perceive them. In many cases, this might involve understanding nonverbal signals such as body language and facial expressions. Reasoning with Emotions: The next step involves using emotions to promote thinking and cognitive activity. Emotions help prioritize what we pay attention and react to; we respond emotionally to things that garner our attention. Understanding Emotions: The emotions that we perceive can carry a wide variety of meanings. If someone is expressing angry emotions, the observer must interpret the cause of their anger and what it might mean. For example, if your boss is acting angry, it might mean that he is dissatisfied with your work; or it could be because he got a speeding ticket on his way to work that morning or that he's been fighting with his wife. Managing Emotions: The ability to manage emotions effectively is a key part of emotional intelligence. Regulating emotions, responding appropriately and responding to the emotions of others are all important aspect of emotional management

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Task for P2 Assess and explain how useful psychometric testing is in the workplace.

Psychometric Testing
Psychometric tests are commonly used in almost every organization not only in the selection process to determine the right candidate but also in the process of performance management of the employees. The reason for carrying out the same tests in the two situations it is to measure the ability and the performance of the employees in certain types of jobs. A good psychometric test features discriminating, reliability and validity. The significance of Psychometric testing is able to indicate a reason why Psychometric testing is widely used, as Kline (1992) suggests that, the efficiency of personnel selection and appraisal will go up as the efficiency of Psychometric test goes up, the necessity of appraisal may disappear as the testing is improved. It could be argued that psychometric testing can be broadly defined into two main categories including intelligence (aptitude) test and personality test, used in different situations to measure different competencies and to give a clear picture of an individual. (McKenna, 2000)

Implementations and benefits

Psychometric testing like psychological tests of ability and personality has long been employed in various sectors for recruitment process, involving the fields of educational psychology, financial institutions, management consultancies as well as IT industries. Large enterprises are more likely to exploit this type of testing than smaller organizations, for large enterprises can afford the expenses attached to using psychometric tools. However, an increasing number of small organizations place more emphasizes on deploying psychometric testing to external Assessment Centers. Psychometric tests, which are able to indicate personality, preferences and abilities, are advantageous in aiding prospective employers to consider whether the individual is suitable for the specific occupation and make accurate decisions of staff reduction and necessary staffs in demand. In terms of HR practitioner, tests are characterized with scientifically-biased, comprehensive, and explicit questions which make the recruitment easier to administer. In terms of employers it helps them get a competitive edge over their competitors effectively if they retain and get the best employees in their company and leave the rest for their competitors. It also helps the employer to understand the learning and development potential of the employee in which they are going to invest. These tests also help in developing team work and uncover values and interests that are fundamental to overall career satisfaction. These tests also help in determining how an individual would handle himself when dealt with certain situations, such as high peer pressures from the other employees that have interests that favor them and might not be good for the organization.
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Task for M1 Choose a psychometric test for each type (learning style, aptitude, personality, E.Q) that would work most efficiently

Psychometric testing for the individual differences

Personality We chose the Personality questionnaire for this type of individual difference as this test is designed to understand how the subject prefers to work, its emotions, behavior and how well they will fit within a certain work environment or team. The questionnaire format includes a series of statements that asks the subject to agree or disagree, as well as to choose which statements most and least describe the subject. Aptitude For aptitude, we choose the Aptitude testing as these tests can be used to measure a persons ability or knowledge level in a certain field, but are most commonly used to get a feel for a candidates general level of intelligence and ability. Depending on what type of aptitude test is being administered the format may vary.

Emotional intelligence
We chose the Emotional Intelligence Test as this type of test measures a persons capacity to understand emotions (their own and others) as well as their ability to establish and uphold healthy relationships. The test looks for strengths and weaknesses in areas such as intrapersonal intelligence, flexibility, relationship management, and self-assertion.

Learning style
we could not find any tests that were made specifically to determine a learning style t hats best for the different types of individuals however, we did combine a series of tests that might determine an individuals learning style effectively, the series of tests should start with the ABLE Series that is a set of ten ability tests that are used to provide an in-depth view of a subjects capabilities. Adaptable for many job types, the test series is an accurate way of assessing a candidates abilities and potential to learn. Formats vary, most are multiple choices, if we come to know that the individual has a tendency to learn. Then we should go for the Motivation Questionnaire that is a questionnaire designed to understand what motivates a subject, in order to improve working conditions and increase employee satisfaction and retention. The test format includes a series of statements and asks the subject to rate whether each situation would increase or decrease motivation. We will have to modify the questionnaire so that it should be designed to let us know what motivates the individuals to learn and vice versa.

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Task for D1:

Recommend two measures of individual differences that would prove most useful in making business decisions.

Measures that would prove most useful business decision making

Emotional intelligence
The tests that determine the capacity of the emotional intelligence of an individual are proven to be of much use when the human resources have to judge between the different individuals for a vacancy that requires a lot of human interaction such as vacancies in the direct sales department, door to door marketing, waiters, call centers, managers, supervisors etc. they need to know that the individual that they are going to be hiring should be able to understand the emotions of the person they are dealing with and then handle them in such a way that is accepted by the organization. They should not lose their temper in any situation, they should have just the right tone of voice so that they do not give the wrong impression to the other person and should have the quality to establish and uphold healthy relationships. These tests may also determine individuals that may have soft spots for interests that do not go with the organizations policies. For example if DAEWOO transport services hired a driver that stopped the bus for passengers whose homes were on the way, considering it as an ethical gesture rather than dropping them off at the station as the companies policies go, might put the reputation of the company at risk as some of the passengers might not like the idea of being a few minutes late and may take their business elsewhere for their next journey. Another example would be the call centers for Ufones help line services test. The recruitment is done through questionnaires and the role play methods and only hires those individuals who keep their calm no matter what emotions that the client may have.

Aptitude tests
Aptitude and knowledge tests to screen potential job applicants have long been standard practice across many different organizations. As such they have become an important and integral part of the overall interview process. These days, any job vacancy is likely to attract a large number of potential candidates. Pre-screening these applicants can help reduce the number to a more controllable size who will then go forward into a more demanding screening phase. Aptitude tests give the companies an opportunity to make a more cognizant decision when it comes to hiring. With often more than one applicant applying for a position, the importance of being able to make comparisons cant be underestimated. The test evaluates many factors
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which are very important in terms of selecting the right candidate. They can assess a candidates ability to problem solve, reason, write coherently and get along with others. In combination with the interview, the tests give a very clear picture of a candidates potential to be successful in the position they are pursuing. Different aptitude tests measure different qualities but in the end they all provide the interviewer valuable information that cannot be found out from the interview process only. However, the tests need to be considered with the actual job situation in mind. It certifies if the skills and knowledge that are being tested is relevant to the position on offer, otherwise the results will be completely inaccurate. Providing the tests are applied correctly, they can be a characteristic measure of performance similar to actually placing that person in the job.

Bibliography
Furnham, A., 2005. The Psychology of Behaviour at Work. 2nd Edition ed. s.l.:s.n. McKenna, E., 2000. Business Psychology and Organisational Behaviour: A Student's Handbook.. 3rd ed. s.l.:s.n. http://www.academicroom.com/topics/differences-psychology http://www.mindtools.com/pages/article.htm

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