Assignment

Topic:

Measurement and evaluation in psychology ( Types of purpose by test)

Course Name:

Learning and psychology

Submitted by:

Misbah Zaman

Nazia Tabassum

Safia Batool

Sanila Kanwal

Submitted to:

Ma`am Azra

Date of submission:

May 31 , 2024

1
 Table of content

Serial no: Topic : Pages no:

1 Educational Psychology ……………………..................................................3

2 Measurement and Evaluation in educational psychology…………………3

3 Difference between measurement , evaluation and test……………………4

4 Types of test by Purpose……………….……………………………….…....8

5 Achievement Test …………………………………………………………....9

6 Personality Test………………………………………………………...…….11

7 Aptitude Test……………………………………………………….….……..14

8 Intelligence Test ………………………………………………… …………16

2
 Measurement and Evaluation in Educational Psychology

Educational psychology:

Educational psychology is the study of how people learn, including teaching methods,
instructional processes, and individual differences in learning. It explores the cognitive,
behavioral, emotional, and social influences on the learning process. Educational psychologists
use this understanding of how people learn to develop instructional strategies and help students
succeed in school. This branch of psychology focuses on the learning process of early childhood
and adolescence. However, it also explores the social, emotional, and cognitive processes that
are involved in learning throughout the entire lifespan.

Garrison has, defined it in these words,

“Educational Psychology is name of that change which takes place as a result of social
interaction which a child has developed on the basis of his experience and makes use of these
during the process of learning.

Travees says,

Educational Psychology is the name of educational process and action performed in a scientific
manner

Measurement and evaluation in educational psychology :

Measurement and evaluation in educational psychology are essential components of assessing

student learning, understanding instructional effectiveness, and making informed decisions in
educational settings. Measurement involves the process of quantifying student performance or
behavior using various assessment tools and techniques. This can include standardized tests,
quizzes, observations, and performance tasks. The goal of measurement is to gather data on
student progress and achievement to inform instructional practices and interventions.

Evaluation, on the other hand, involves the systematic assessment of the effectiveness of
educational programs, policies, or interventions. It aims to determine the impact of these
initiatives on student learning outcomes, teacher practices, and overall educational goals.

3
Evaluation often involves analyzing data collected through measurements to make informed
judgments and recommendations for improvement.

In educational psychology, measurement and evaluation play a crucial role in identifying student
strengths and weaknesses, monitoring progress, diagnosing learning difficulties, and guiding
instructional decision-making. By using valid and reliable assessment tools, educators can tailor
their teaching strategies to meet the diverse needs of students and promote academic success.

Overall, measurement and evaluation in educational psychology provide valuable insights into
student learning and educational practices, helping educators create supportive learning
environments and enhance the quality of education for all learners.

Difference between measurement, evaluation and test:

Measurement Evaluation Test

Definition According to James : According to Kizlik A test is a method of
Measurement is the (2011) evaluation is measuring a person‟s
process of assigning most complex and the ability, knowledge. or
symbols to the dimension least understood term. performance in a given
of phenomenon in order Hopkins and Antes domain (Brown,
to characterize the status (1990) defined 2000:384)
of phenomenon as evaluation as a A test is an instrument
precisely as possible. continuous or a systematic
According to J.P. inspection of all procedure to
Guilford: Measurement as available information measure a particular
the 'assignment of in order to form a valid characteristic.
numerals to objects or judgment of students’
events according to learning and/or the
certain rules. effectiveness of
education program.
Concept In general, the term The central idea in Testing refers to the
measurement is used to evaluation is process of
determine the attributes or "value." When we administering

4
 dimensions of object. For evaluate a variable, assessments or
example, we measure an we are basically examinations to
object to know how big, judging its measure the
tall or heavy worthiness, knowledge, skills,
it is. In educational appropriateness and abilities, or
perspective measurement goodness. Evaluation is performance of
refers to the process of always done individuals in a specific
obtaining a against a standard, domain or subject area.
numerical description of a objectives or
student’s progress criterion. In teaching
towards a pre-determined learning process
goal. This process teachers made students’
provides the information evaluations
regarding how much a that are usually done in
student has learnt. the context of
comparisons between
what was
intended (learning,
progress,
behaviour) and what
was obtained.
Example Measurement provides Evaluation is much A test of mathematics
quantitative description of more comprehensive will measure the level
the students’ performance term than measurement of the learners’
for example Rafaih and assessment. It knowledge of this
solved 23 arithmetic includes both particular subject or
problems out of 40. But it quantitative and field.
does not include the qualitative descriptions
qualitative aspect for of students’
example, Rafaih’s work performance. It always
was neat. provides a value

5
 judgment regarding the
desirability of the
performance for
example, Very good,
good etc.
Purpose The main purpose of The primary purpose of The primary purpose of
measurement is to evaluation is to testing is to assess the
quantify or describe a determine the worth, proficiency,
particular attribute or significance, or impact competence, or mastery
characteristic of an object of something based on of individuals in a
or phenomenon. predetermined criteria particular area through
- Example: Measuring the or standards. standardized or
height of students in a Example: Evaluating customized
classroom using a ruler in the performance of assessments.
centimeters. employees based on - Example: Conducting
key performance a standardized test to
indicators (KPIs) to evaluate students’
determine their understanding of
effectiveness in mathematical concepts.
achieving
organizational goals
Characteristics Objective: Measurement Criteria: Evaluation Standardization: Tests
aims to provide an involves the use of are typically
objective and predetermined criteria standardized, with
standardized way of or standards to assess predetermined formats,
quantifying attributes or the quality, value, or instructions, and
characteristics. significance of scoring criteria to
Precision: Measurements something. ensure consistency and
should be precise and - Judgment: Evaluation fairness.
accurate, ensuring requires making - Assessment: Tests are
consistency and reliability informed judgments or used to assess

6
 in the results. assessments based on knowledge, skills,
- Units: Measurements evidence, data, or abilities, or
are typically expressed in observations. performance in a
specific units of - Feedback: Evaluation specific domain or
measurement (e.g., provides feedback to subject area.
meters, kilograms, stakeholders, helping - Reliability: Tests
degrees). them understand should be reliable,
- Quantitative: performance, identify producing consistent
Measurements are areas for improvement, results when
quantitative in nature, or make decisions. administered multiple
involving numerical - Contextual: times under similar
values to describe Evaluations are often conditions.
attributes or variables. context-specific, - Validity: Tests should
- Comparability: considering the unique be valid, measuring
Measurements allow for circumstances, goals, what they are intended
comparisons between and objectives of the to measure and
different entities or over subject being providing meaningful
time, providing a basis for evaluated. and accurate results.
analysis and decision- - Continuous: - Feedback: Tests often
making. Evaluation is an provide feedback to
ongoing process that test-takers, instructors,
may involve periodic or decision-makers on
assessments, reviews, performance, strengths,
or revisions to ensure weaknesses, and areas
effectiveness and for improvement.
relevance.
Objectives To quantify or describe To assess the quality, To measure and assess
attributes, characteristics, value, or significance knowledge, skills,
or variables in a of programs, products, abilities, or
standardized and processes, or outcomes. performance in a
objective manner. - To make informed specific domain or

7
 - To provide a basis for decisions based on subject area.
comparison, analysis, and evidence and feedback. - To diagnose strengths
decision-making. - To improve and weaknesses in
- To facilitate performance, learning or
communication and effectiveness, and performance.
understanding by efficiency through - To predict future
expressing information in continuous learning performance or success
numerical or quantitative and adaptation. in a particular context.
terms. - To provide - To make selection,
- To monitor changes, accountability, placement, or
trends, or progress over transparency, and certification decisions
time. justification for based on demonstrated
- To ensure consistency, resource allocation or competencies.
accuracy, and reliability decision-making. - To provide feedback,
in data collection and - To promote guidance, and
analysis. reflection, learning, and motivation for learning
improvement in and improvement.
individuals,
organizations, or
systems.

Types of test by purpose:

There are four types of test by purpose such as :

 Achievement test
 Intelligence test
 Aptitude test
 Personality test

8
 Achievement test:

Achievement tests are assessments designed to measure a person's knowledge, skills, or abilities
in a specific subject area or domain. An achievement test is a type of assessment that measures a
person's knowledge, skills, or abilities in a specific subject or domain. These tests are typically
designed to evaluate a person's level of proficiency or mastery in a particular area of study, such
as mathematics, language arts, science, or social studies.

 Steps involved in the construction of achievement test

1. Planning of test

2. Preparation of a design for the test

3. Preparation of the blue print

4. Writing of items

5. Preparation of the scoring key and marking scheme (RUBRIC)

6. Preparation of question-wise analysis

9
  Functions of Achievement Tests:

1. Provides basis for promotion to next grade.

2. Find out where each student stands in various academic areas.

3. Motivate the students before a new assignment has taken up.

4. Expose pupil’s difficulties which the teacher can help them to solve.

5. It helps in determination about the placement of the students in a particular section.

 Characteristics of Achievement Tests:

Content Specific: Achievement tests are designed to measure specific content knowledge or
skills in a particular subject area.

Standardized: Achievement tests are administered under standardized conditions to ensure

consistency and fairness in scoring and interpretation.

Objective: Achievement tests typically consist of multiple-choice questions or structured tasks

with clear criteria for scoring.

Reliable and Valid: Achievement tests are designed to be reliable (consistent results) and valid
(measuring what they are intended to measure).

Advantages of Achievement Tests:

 Objective Assessment: Achievement tests provide an objective measure of a person's

knowledge or skills in a specific subject area.
 Comparability: Achievement test scores allow for comparisons between individuals or
groups based on standardized criteria.
 Feedback: Results from achievement tests can provide valuable feedback to students,
educators, and administrators to inform instructional decisions.

Disadvantages of Achievement Tests:

10
  Limited Scope: Achievement tests may not capture the full range of a person's abilities
or potential in a subject area.
 Test Anxiety: Some individuals may experience test anxiety, which can impact their
performance on achievement tests.
 Narrow Focus: Achievement tests may focus on rote memorization or specific content
knowledge, potentially overlooking critical thinking or problem-solving skills.

Conclusion:

In conclusion, achievement tests play a crucial role in assessing learning outcomes, informing
instruction, and evaluating educational programs. While they offer objective measures of
knowledge and skills, they also have limitations in terms of scope and potential biases. It is
essential to consider these factors when using achievement tests in educational settings.

Personality Tests:

Personality tests are assessments designed to evaluate an individual's traits, behaviors, and
characteristics to provide insights into their personality. Personality tests are designed to
systematically elicit information about a person's motivations, preferences, interests, emotional
make-up, and style of interacting with people and situations. Personality measures can be in the
form of interviews, in-basket exercises, observer ratings, or self-report inventories (i.e.,
questionnaires). Personality self-report inventories typically ask applicants to rate their level of
agreement with a series of statements designed to measure their standing on relatively stable
personality traits. This information is used to generate a profile used to predict job performance
or satisfaction with certain aspects of the work. There are many different types of personality
tests that can help clarify a clinical diagnosis, guide therapeutic interventions, and help predict
how people may respond in different situations. Some commonly used types of personality tests
include:

 Myers-Briggs Type Indicator (MBTI),

 Minnesota Multiphasic Personality Inventory (MMPI),
 HEXACO Personality Inventory.
 Rorschach Inkblot Test

11
  Importance of Personality Tests:

1. Self-awareness: Personality tests can help individuals gain a deeper understanding of their
own traits, behaviors, strengths, and weaknesses. This self-awareness can lead to personal
growth, improved decision-making, and better self-management.

2. Career Guidance: Personality tests are often used in career assessments to match individuals
with suitable job roles based on their personality traits. Understanding one's personality can help
in choosing a career path that aligns with their strengths and preferences.

3. Team Building: Personality tests can be valuable tools in team-building exercises. By

understanding the diverse personalities within a team, leaders can create more cohesive and
effective teams by leveraging individual strengths and addressing potential conflicts.

4. Recruitment and Selection: Many organizations use personality tests as part of their
recruitment process to assess candidates' fit with the company culture and job requirements. This
helps in making more informed hiring decisions and reducing turnover rates.

5. Personal Development: Personality tests can serve as a starting point for personal
development initiatives. By identifying areas for improvement or growth, individuals can work
on enhancing their skills, communication style, and interpersonal relationships.

6. Conflict Resolution: Understanding different personality types can facilitate conflict

resolution in various settings, such as workplaces or personal relationships. By recognizing and
respecting differences in personalities, individuals can navigate conflicts more effectively.

7. Leadership Development: Personality tests can aid in leadership development by helping

individuals identify their leadership style, strengths, and areas for improvement. This self-
awareness can lead to more effective leadership practices and better team management.

 Functions of Personality Tests:

Personality Assessment: Personality tests aim to assess an individual's personality traits, such as
introversion/extroversion, openness, conscientiousness, agreeableness, and neuroticism.

12
Self-Discovery: These tests help individuals gain self-awareness, understand their strengths and
weaknesses, and identify areas for personal growth.

Career Guidance: Personality tests can provide insights into suitable career paths, work
environments, and job roles that align with an individual's personality traits.

Relationship Compatibility: Some personality tests assess compatibility with others, helping
individuals understand how their personality traits may influence their relationships.

 Characteristics of Personality Tests:

Standardized: Personality tests are standardized assessments with established norms and scoring
procedures to ensure consistency and reliability.

Psychometric Properties: These tests have been validated through research to measure specific
personality traits accurately and reliably.

Multiple Dimensions: Personality tests often assess multiple dimensions or factors of

personality to provide a comprehensive profile of an individual.

Interpretation Guidelines: Results from personality tests are typically accompanied by

interpretation guidelines or reports to help individuals understand their scores.

Advantages of Personality Tests:

 Self-Insight: Personality tests offer individuals valuable insights into their personality
traits, preferences, and behaviors.
 Career Development: These tests can guide individuals in making informed career
decisions based on their personality strengths and interests.
 Team Building: Personality tests can be used in team-building exercises to enhance
communication, collaboration, and understanding among team members.
 Personal Growth: By identifying areas for improvement, personality tests can help
individuals focus on personal development and self-improvement.

Disadvantages of Personality Tests:

13
  Subjectivity: Personality tests may be influenced by subjective factors such as mood,
context, or response bias, leading to potentially inaccurate results.
 Limited Scope: Personality tests may not capture the complexity and nuances of an
individual's personality fully, as they focus on specific traits or dimensions.
 Stereotyping: There is a risk of oversimplifying individuals or categorizing them based
on test results, leading to stereotyping or misinterpretation.
 Ethical Concerns: Some personality tests may raise ethical concerns related to privacy,
confidentiality, or potential misuse of results.

Conclusion:

In conclusion, personality tests serve as valuable tools for self-discovery, career guidance, and
relationship insights. While they offer numerous advantages, it is essential to consider their
limitations and potential drawbacks when interpreting results and making decisions based on test
outcomes.

Aptitude Test:

An aptitude test is a type of assessment designed to measure a person's innate ability or potential
to perform specific tasks, learn new skills, or succeed in certain areas. These tests are used to
evaluate an individual's natural talents, strengths, and cognitive abilities rather than their
acquired knowledge or learned skills.

 Importance of Aptitude Tests:

1. Assessing Skills and Abilities: Aptitude tests help in evaluating an individual's natural talents,
skills, and abilities in specific areas such as numerical reasoning, verbal reasoning, logical
thinking, and problem-solving. This assessment provides valuable insights into a person's
strengths and areas for improvement.

2. Career Guidance: Aptitude tests play a crucial role in career guidance and decision-making.
By identifying an individual's aptitudes and interests, these tests can help in determining suitable
career paths that align with their strengths and preferences. This can lead to better career
satisfaction and success.

14
3. Recruitment and Selection: Many organizations use aptitude tests as part of their recruitment
and selection process to assess candidates' suitability for a particular role. These tests help in
predicting job performance, identifying candidates with the right skills for the job, and making
informed hiring decisions.

4. Personal Development: Aptitude tests can also be beneficial for personal development. By
understanding one's aptitudes and areas of strength, individuals can focus on enhancing their
skills, pursuing further education or training in specific areas, and setting realistic goals for
personal and professional growth.

5. Academic Success: Aptitude tests are commonly used in educational settings to assess
students' abilities and potential. These tests can help educators identify students who may need
additional support or challenge, tailor teaching methods to individual learning styles, and provide
targeted interventions to improve academic performance.

 Functions of Aptitude Tests:

Aptitude tests are designed to assess an individual's innate abilities, talents, or potential in
specific areas such as cognitive abilities, problem-solving skills, verbal reasoning, numerical
reasoning, and spatial awareness. These tests aim to predict a person's future performance in
academic or professional settings by measuring their natural aptitudes and strengths.

 Characteristics of Aptitude Tests:

Standardized: Aptitude tests are typically standardized, meaning they are administered and
scored in a consistent manner to ensure fairness and reliability.

Multiple Choice Format: Many aptitude tests use a multiple-choice format to assess a wide
range of abilities efficiently.

Time-Limited: Aptitude tests often have time constraints to measure how quickly and accurately
individuals can respond to various questions or tasks.

Validity and Reliability: Aptitude tests are designed to be valid (measuring what they intend to
measure) and reliable (producing consistent results over time).

15
Advantages of Aptitude Tests:

 Predictive Validity: Aptitude tests have been shown to predict future academic or job
performance, making them valuable tools for selection and placement decisions.
 Objective Assessment: Aptitude tests provide an objective measure of an individual's
abilities, reducing bias in the evaluation process.
 Efficiency: Aptitude tests can efficiently assess a large number of candidates in a
standardized manner, saving time and resources in the selection process.

Disadvantages of Aptitude Tests:

 Limited Scope: Aptitude tests may not capture the full range of an individual's abilities,
skills, or potential, leading to a narrow assessment of their capabilities.
 Cultural Bias: Some aptitude tests may exhibit cultural bias, favoring individuals from
certain backgrounds or with specific experiences.
 Test Anxiety: Test-takers may experience anxiety or stress during aptitude tests,
affecting their performance and potentially skewing results.

Conclusion:

In conclusion, aptitude tests play a crucial role in assessing individuals' natural abilities and
predicting their future performance. While they offer several advantages such as predictive
validity and objectivity, it is essential to consider their limitations, including cultural bias and test
anxiety, when using them for selection or placement purposes.

Intelligence Test:

Intelligence tests are assessments designed to measure a person's cognitive abilities, problem-
solving skills, reasoning, memory, and overall intellectual functioning. The most widely used
intelligence tests include the Stanford-Binet Intelligence Scale and the Wechsler scales. The
Stanford-Binet is the American adaptation of the original French Binet-Simon intelligence test; it
was first introduced in 1916 by Lewis Terman, a psychologist at Stanford University. The
individually administered test—revised in 1937, 1960, 1973, 1986, and 2003—evaluates persons

16
two years of age and older and is designed for use primarily with children. It consists of an age-
graded series of problems whose solution involves arithmetical, memory, and vocabulary skills.

 Importance of Intelligence Tests:

1. Assessment of Cognitive Abilities: Intelligence tests are designed to measure a person's

cognitive abilities, including reasoning, problem-solving, memory, and comprehension skills. By
administering intelligence tests, individuals can gain insights into their intellectual strengths and
weaknesses.

2. Educational Planning: Intelligence tests play a crucial role in educational settings by helping
educators identify students' learning needs, tailor instruction to individual abilities, and provide
appropriate academic support. Results from intelligence tests can guide the development of
personalized learning plans.

3. Career Guidance: Intelligence tests can assist individuals in making informed decisions
about their career paths by highlighting their aptitudes, strengths, and areas for improvement.
The results of intelligence tests can help individuals explore suitable career options that align
with their cognitive abilities.

4. Psychological Assessment: Intelligence tests are commonly used in psychological

assessments to evaluate cognitive functioning, identify intellectual disabilities, assess cognitive
decline in older adults, and diagnose conditions such as learning disabilities or attention-
deficit/hyperactivity disorder (ADHD).

5. Research and Development: Intelligence tests are valuable tools for researchers studying
human cognition, intelligence, and related fields. These tests provide standardized measures of
cognitive abilities, allowing researchers to investigate factors influencing intelligence and its
impact on various aspects of human behavior.

6. Selection and Placement: Intelligence tests are frequently used in selection processes for
educational programs, job positions, and specialized training programs. Employers and
educational institutions may use intelligence test scores to assess candidates' suitability for
specific roles and make informed decisions regarding placement and advancement.

17
  Purpose:

Intelligence tests are used to assess an individual's intellectual abilities and cognitive potential.
They provide valuable information about a person's strengths and weaknesses in various areas of
cognitive functioning.

 Types of Intelligence Tests:

There are different types of intelligence tests, including:

 Stanford-Binet Intelligence Scales

 Wechsler Adult Intelligence Scale (WAIS)
 Wechsler Intelligence Scale for Children (WISC)
 Raven's Progressive Matrices
 Kaufman Assessment Battery for Children (KABC)

Components of Intelligence Tests:

Intelligence tests typically include various components to assess different aspects of cognitive
functioning, such as:

 Verbal comprehension
 Perceptual reasoning
 Working memory
 Processing speed

Functions of Intelligence Tests:

Assess Cognitive Abilities: Intelligence tests are used to evaluate an individual's cognitive
abilities, such as logical reasoning, verbal comprehension, spatial awareness, and memory.

Predict Performance: Intelligence tests are often used to predict academic success, job
performance, and other outcomes that require cognitive abilities.

18
Identify Strengths and Weaknesses: Intelligence tests can help identify an individual's
strengths and weaknesses in different cognitive domains, providing insights for personalized
learning or intervention plans.

Assist in Diagnosis: Intelligence tests are sometimes used in clinical settings to assist in
diagnosing intellectual disabilities, learning disorders, or cognitive impairments.

 Characteristics of Intelligence Tests:

Standardized: Intelligence tests are standardized assessments with established norms and
scoring procedures to ensure consistency and reliability.

Validity and Reliability: Intelligence tests are designed to be valid, meaning they measure what
they intend to measure, and reliable, providing consistent results over time.

Multiple Components: Intelligence tests typically include various subtests that assess different
cognitive abilities, such as verbal reasoning, non-verbal reasoning, working memory, and
processing speed.

Advantages of Intelligence Tests:

 Objective Assessment: Intelligence tests provide an objective measure of cognitive

abilities, reducing bias and subjectivity in the evaluation process.
 Predictive Validity: Intelligence test scores have been shown to predict academic and
occupational success to some extent, making them valuable tools for decision-making.
 Individualized Interventions: Intelligence test results can inform personalized
interventions, educational accommodations, or cognitive training programs based on an
individual's strengths and weaknesses.

Disadvantages of Intelligence Tests:

 Cultural Bias: Intelligence tests may contain cultural biases that can disadvantage
individuals from diverse cultural or linguistic backgrounds.
 Limited Scope: Intelligence tests primarily measure cognitive abilities and may not
capture other important aspects of intelligence, such as creativity, emotional intelligence,
or practical skills.
19
  Stigmatization: Intelligence test scores can sometimes lead to stigmatization or labeling
of individuals, especially if used inappropriately or without considering other factors.

Conclusion:

In conclusion, intelligence tests serve important functions in assessing cognitive abilities,

predicting performance, and guiding interventions. While they offer advantages such as objective
assessment and predictive validity, they also have limitations, including cultural bias and the
potential for stigmatization. It is essential to interpret intelligence test results cautiously and
consider them in conjunction with other factors for a comprehensive understanding of an
individual's abilities and potential.

20
References:

https://tophat.com/glossary/a/achievementtesting/#:~:text=Achievement%20te
st%20refer%20to%20assessments,is%20prepared%20for%20advanced%20i
nstruction.

https://www.verywellmind.com/what-is-personality-testing-2795420

https://www.britannica.com/science/personality-assessment

https://mettl.com/glossary/a/aptitudetest/#:~:text=An%20aptitude%20test%2
0is%20an,logic%20to%20solve%20complex%20problems.

https://www.sciencedirect.com/topics/psychology/intelligencetesting#:~:text=I
ntelligence%20tests

https://www.studysmarter.co.uk/explanations/psychology/cognitive-
psychology/intelligence-testing/

https://chatgptfree.ai/

21