CIS assessment tool ppt.pptx. psychology

its also about another topic on doing the assessment in psychology

1. Comprehensive interest schedule Sanjay VOHRA

2. Introduction Strength and direction of individual’s interest represents an important aspect of personality. Study of interest has received its strongest impetus from vocational and educational counselling. It also has been stimulated by vocational selection and placement.

3. Assumption : The most easy and direct way of determining an individual’s interest in work, education etc – simply ask him. Why is it just an assumption? Insufficient information about different jobs and course of study. Prevalence of glamorized stereotypes regarding certain vocations.

4. AIM To find the greatest job satisfaction and it is not a measure of general or specific abilities. Relationship between interest and quality of performance. Interest ratings are better indices of job persistence than of job success.

5. General Application To help an individual to prepare him for a right vocational choice which would go well with his developed abilities, aptitudes , intelligence , interests , personality characteristics and present situation. It also contributes to his individual happiness and social good.

6. According to Super (1962), “Vocational guidance is a process of helping a person to develop and accept an integrated and adequate picture of himself and his role in the world of work, to test his concept against reality and to convert it into a reality with satisfaction to himself and to the benefit of society”.

7. Designed as a counselling instrument to be used in situations in which the client counsellor relationship is such that straight forward and honest expression of choices can be expected. Student can see that he is looking at himself in a mirror. In industrial setting CIS is used in employee placement rather than selection.

8. Dunnete and Kirchner state that use of interest inventories in counselling and reassignment of the individual employees in the activities they like may result in more job satisfaction.

9. Appropriate Age level for use Used with high school and college students about their career choices and oriented towards that section of the occupational spectrum that students usually enter(.15-20 yrs )

10. Emphasis is on interpreting scores in this age range should be on planning the general direction of career rather than concentrating on any one occupation. For adults, the change of interests with age are relatively mild between 20 -25yrs.

11. Plan of Schedule Represents relative interest in 8 broad vocational areas. Influential- Administrative - Sports -

12. Venturous- Defence - Sports Artistic- Creative - Performing Scientific- Medical - Technical

13. Analytical- Expressive - Computational Social -Humanitarian -Education Nature Clerical

14. Administration Other available inventories and schedules are rather too long , but it takes only 10-15 minutes of subject time. It can be administered individually or in a group. Single sheet of paper in the form of a four page folder . 14 rows and 14 columns First item in any column represents same field and second item in any row represents same field. General Instruction

15. Faking To minimize this possibility subjects are asked to finish the test within 10 minutes. Possibility is there but the frequency and impact of this phenomenon are not such in this schedule that we become paranoid about it.

16. Scoring It is done manually, just by counting number of circles around one’s in the column and number of circles around twos in the rows. Maximum range of score for each field is 0-28 Raw scores are transferred to CIS profile sheet and then these scores are converted to sten scores by using norm tables.

17. Reliability Split half – to check internal consistency Test- Retest- to find the dependability of predictive purpose.

18. Validity Checking the accuracy of measurement It refers to how well a test measures what it is purported to measure. Reliability alone is not sufficient .  For a test to be reliable, it also needs to be valid . Validity meets certain criteria. Any valid test is that it should be highly reliable A test that yields inconsistent results i.e. low reliability . So it is not valid Every test must have high predictive validity. This is possible only when the reliability scores of the scale are high.

19. Norms for converting raw scores to sten scores For both Male and female participants of CIS test, use the same sten scores. A sten score indicates an individual's approximate position

20. The term sten comes from the “standard ten”. It is distributed over equal intervals of standard score points from 1 to 10. Sten score from 8-10 expresses greater strengths of the interest sten score of 4-7 indicates average strength of the interest. sten scores from 1-3 indicates lower strengths of the interest.

21. Interpretation of Scores High and Low Interest Scores A person with sten score of 8-10 (high interest) is likely to enjoy his work. A person with sten score of 1-3 will have little interest and is not likely enjoy one’s work. Individuals with sten score of 4-7 may have interest in that particular occupational field but may be they are not sure about it. Widespread Interest Scores Individuals with widespread interest are content to work in any occupational field. Generally these individuals shift from one occupation to another and advancement in pay or position seems to be more important than the interest.

22. When an individual has no high interest scores in any of the occupational fields, I t shows that he is not cooperating or Already decided to be something or Thinking of unusual field which is not there in this schedule.

23. INFLUENTIAL ADMINISTRATIVE IAS Officer Governor Probation Officer Executive Officer General manager Factory Manager Hotel Manager Board Director Diplomat Judge Election Officer District Magistrate Vice Chancellor ENTERPRISING Sales Manager Publisher Antique Dealer Airplane Pilot Real Estate Agent Automobile Dealer Politician Handicrafts Dealer Boutique Owner Building Contractor Film Producer Stock Broker Fashion Model Exporter Investment Consultant

24. People are more convincing and persuading others towards attainment of their organizational goal and economic gains. Very active, Socially bold, Outgoing, Participative, Competitive, Assertive and confident. Tend to have conceptual thinking than abstract thinking Realistic and alert to the practical needs INFLUENTIAL

25. DEFENCE Army officer Navigator Air Force officer Investigating Officer Secret Service Agent Security Officer CBI/ Police Naval Officer NCC officer Ship Captain Police Commissioner Coast Guard Commando SPORTS Cricketer Volleyball Player Tennis Player Wrestler Golfer Boxer Badminton Player Hockey Player Basketball Player Athlete Swimmer Football Player Trekker Archer Mountaineer VENTUROUS

26. VENTUROUS People are generally adventurous, friendly, impulsive, highly competitive and stern. The sense of responsibility and consistent duty bound behaviour is the core of their personality orientation. Have high self-reliance, tough mindedness and an extremely high persistence towards their jobs People also may have ‘does not care’ and rudely vigorous attitude towards the accomplishment of their goal.

27. ARTISTIC CREATIVE Beautician Photographer Costume Designer Sculptor Song Writer Painter Dress Designer Commercial Artist Layout Artist Interior Decorator Advertising Manager Landscape Artist Cartoonist Graphic Designer Make-up Artist PERFORMEING Musician Violinist Classical dancer Orchestra conductor Playback singer Tabla Master Actor Dramatist Folk Song Singer Pianist Classical Signer Folk Dancer Band Leader

28. ARTISTICS People usually seek opportunities for self-expression to create something artistic. Generally tend to be sensitive and expecting attention. People are imaginative in inner life and conversation. Generally affected by feelings and have a good insight about their subject T end to be intellectually adaptable.

29. SCIENTIFIC MEDICAL Chemist Biologist Child Specialist Dentist Pharmacist Surgeon Radiologist Physician Psychiatrist Physiotherapist Physiologist X-ray technician Gynaecologist TECHNICAL Civil Engineer Mechanic Operator Mechanical Eng. Electronica Tech. Computer Programmer Service Eng. Textile Eng. Computer Eng. Draftsman Architect Electrician Field Worker Press Worker mechanic Laboratory tech.

30. SCIENTIFIC Tend to have conceptual thinking and a high general mental capacity. Inclined to have more intellectual interests and show better judgement abilities. Self-disciplined, controlled and conscientious to their jobs. Generally sober and serious Generally in a group they make more remarks than others especially in a problem solving and solution offering situations.

31. ANALYTICAL EXPRESSIVE News editor T.V. Reporter Journalist Radio Announcer Foreign Correspondent Story Writer Historian Novel Writer Author of books Magazine Columnist T.V. Show Organiser Art critic News reporter News Reader COMPUTATIONAL Accountant Mathematician Bank Manager Bank cashier Cost Analyst Data Analyst Income tax Consultant Sales tax Consultant Charted Accountant Statistician Finance Manger Auditor Accounts Manager

32. ANALYTICAL Tend to be sharp at diagnosis, flexible in viewpoint. Expressive people are alert to manners, to social obligations and to the social reactions of others. Activities involved in these categories are investigating, observing and solving problems with the use of ideas, words and symbols.

33. SOCIAL HUMANITARIAN Guidance Counsellor Welfare Officer Social Worker Psychologist School Counsellor Red Cross Worker Nurse/ medical Attendant Church Worker Vocational Counsellor Missionary Priest Marriage Counsellor Community Worker EDUCATION Professor History Teacher Lecturer Primary Teacher Nursery Teacher School Principal College Principal Mathematics/Physic teacher Music/ Art teacher English teacher High School teacher Economic Teacher Science teacher Kindergarten teach.

34. SOCIAL People are generally busy in activities which involves being closer Solving any problems through discussions with others. People are cooperative, gentle, kind ,sensitive and spontaneous To be participative and altruistic is extremely high.

35. NATURE NATURE Zoologist Sheep Farmer Agriculturist Landscape Gardner Farmer Horse Breeder Florist Horticulturist Forest officer Veterinarian Cattle Farmer Poultry Farmer Botanist Zoo Manager

36. NATURE Generally good natured and ready to cooperate. Like to participate for a good cause Tend to be casual and soft hearted. Trustful, adaptable, warm-hearted by nature, expressive and humble in behaviour. Show great concern and care for others. Tend to be silent, slow, cautious and stick to their inner values. Like to work in a small group and show dependency on this group. Tend to be clinging, insecure, expecting affection, seeking help and sympathy from others. Generally anxious, lonely, sensitive types.

37. CLERICAL Stenographer Receptionist Data Entry Operator House Keeper Office Clerk Private Secretary Typist Telephone Operator Book Keeper Accounts Clerk Personal Assistant Salesman Office Assistant Reservation Clerk CLERICAL

38. CLERICAL Tend to have concrete thinking i.e. low or average mental capacity to do things. Generally very responsible, emotionally disciplined, introspective and dominated by the sense of duty Highly concerned about moral standards and values Tend to be conscientious and show great regard for etiquette and social reputation Act on practical, logical evidence than imaginative ones. Generally submissive, controlled, conforming and group dependent.

39. CIS includes information relative to a person’s: General life style for occupational environment; Work setting and structure preferences; Patterns of interaction with people; and Patterns of career, occupational, and vocational interests. In general…..

40. Holland’s ‘Occupational Choice Theory’ of career choices holds that the occupational world is represented primarily by six major but complex personality orientations. Along with these major orientations ( Influential, Venturous, Scientific, Analytical, Social), according to the Indian conditions, two more areas have been added. They are : Nature, Clerical

41. Two principle objectives: Provide a unique and innovative supplement to career guidance and personal development counselling Helps clients achieve accurate insight about themselves by utilising a report written in a non-technical language which is helpful to people as it is not critical , evaluative, or confusing to them Helps career counsellors, and other professionals from the routine and time consuming elements of the diagnostic, interpretive, and report writing process of counselling and therapy.

42. To conclude… The interest inventories are designed to help guidance and vocational counsellors to guide the students and employees to areas where they are likely to find the greatest job satisfaction. It is not a measure of intelligence and specific abilities. Interest has more to do with whether a task is attempted with motivation rather than how well it is performed.