So, class is back up again. It’s getting to be more and more real as I approach my second colloquia next month. This semester I start preparing for practicum and clinical. I have to get my porfolio together which includes a multitude of items that require my undivided attention. However, I don’t have any large segments of undivided attention left. Consequently, my portfolio will get 2 mornings a week where I hopefully won’t oversleep or be bogged down with househould duties like wash and fixing people’s computers. It is what it is. None the less, it is all exciting and triggers a thoughts that I won’t complete this or simply can’t do it. Seems there’s plenty to battle with in my mind let alone the actual hurdles I need to overcome like my juvie stuff that still haunts me. I’m holding strong, but I am noticing the increased difficulty as I approach D – 8 months. Thanks for the continued encouragement and outlet. I’m three weeks into my Assessments class and writing about IQ testing. Mildly interesting discussion, I’ll share. Thanks.
As it has been for over 100 years and still today there is considerable interest in measuring the intellect of an individual. This initiative to gauge the academic and cognitive aptitude of a particular person disseminates from many sources including employers, military, academic institutions as well as societal norms. While the intentions of these sources are likely noble, the development and use of intelligence testing has not been without controversy. Recently, this controversy speaks mostly to emphasis that society attaches to the intelligence quotient (IQ) often measured in intelligence testing. In an article discussing emotional intelligence, Abraham points out that many companies are in direct contrast with their recruitment methods (Abraham, 2006.) She states that the most effective leaders attribute their success to qualities such as integrity, maturity, business acumen and social skills, whereas the recruitment methods of even their own companies focus too much on an applicant’s IQ. (Abraham, 2006) She purports that in order to decrease their turnover rate, “firms need to use recruitment strategies that go beyond merely assessing IQ measures and technical skills because even in entry-level positions, IQ can’t reliably distinguish average and star performers” (Abraham, 2006, p.68) In 1939, David Wechsler recognized the deficiencies in IQ testing and developed a series of tests addressing many of the different aspects of intelligence categorized in verbal and performance (non-verbal) indicators (Hood & Johnson, 2007.) Later the test was rewritten for children and teenagers and then again for preschoolers. These tests are some of the most prevalent tests used in schools and universities today (Hood & Johnson, 2007.)
Despite its limitations, intelligence testing remains useful in gauging the overall capabilities and knowledge of an individual’s intelligence; especially when used in corroboration with other assessment tools. When used collectively and administered correctly, intelligence testing can provide expansive insight to a particular individual. Hood and Johnson note that “An experienced examiner has the opportunity to observe and judge a variety of behaviors and aspects of the individual’s personality.” (Hood & Johnson, 2007, p. 65) That being said, many counselors do not administer the actual test and if there is no verbal consult between the administrator or test examiner and the counselor then this observed data is lost if not provided on an addendum to the test results.
Adam T
References
Abraham, A. (2006). The Need for the Integration of Emotional Intelligence Skills in Business Education. Business Renaissance Quarterly, 1(3), 65-79. http://search.ebscohost.com.library.capella.edu
Hood, A. B., & Johnson, R. W. (2007). Assessment in counseling: A guide to the use of psychological assessment procedures (4th ed.). Alexandria, VA: American Counseling Association. ISBN: 155620261X
Achievement tests in use today range from lesson tests administered in classrooms to adult examinations that determine skill sets and real-world knowledge. These tests differ from intelligence tests in that they measure the effectiveness of teaching methods and the breadth of knowledge learned. Intelligence testing measures the overall non-specific knowledge and capabilities. Additionally, intelligence testing cannot undergo the same preparations that might normally accompany an achievement test such as coaching and practice tests as this would invalidate the results. Practicing for an achievement test simply reinforces the intended learned material therefore it is a commonly accepted custom.
Incorporating achievement and intelligence tests can prove to be insightful and useful in assessing an individual. An example of this is with the Wechsler series of tests that includes the WIAT-II (Wechsler Individual Achievement Test 2nd Edition) and the WIAS-III (Wechsler Adult Intelligence Scale – 3rd Edition) (Hood & Johnson, 2007) Glutting, Watkins, Konold and McDermott recognize the incongruence in using assessment tests separately as a diagnostic indicator, noting that their study results indicate high reasoning in going beyond IQ testing in order to fully understand a client’s latent cognitive abilities (Glutting, Watkins, Konold & McDermott, 2006) In their study of intelligence and achievement tests, they note “… that g accounts for only 25% to 50% of the variance in achievement, leaving 50% to 75% of the variance to be explained by other constructs” (2006, p.105)
Most practitioners would agree that assessing an individual requires a relevant and eclectic perspective and therefore should include the use of relevant and eclectic tools. Clearly indicated by criterion based research, assessment tools are not the tell-all indicators they are sometimes setup to be. Ingraining this in the collective minds of examinees and society as a whole is the clear directive of practitioners and test administrators.
Adam T.
References
Glutting, J., Watkins, M., Konold, T., & McDermott, P. (2006). Distinctions Without a Difference: The Utility of Observed Versus Latent Factors From the WISC-IV in Estimating Reading and Math Achievement on the WIAT-II. Journal of Special Education, 40(2), 103-114. http://search.ebscohost.com.library.capella.edu
Hood, A. B., & Johnson, R. W. (2007). Assessment in counseling: A guide to the use of psychological assessment procedures (4th ed.). Alexandria, VA: American Counseling Association. ISBN: 155620261X