• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14

Review of Strong Interest Inventory.

Extracts from this document...

Introduction

Review of Strong Interest Inventory By Raymond Au General Information The test is to be evaluated is the Strong Interest Inventory(r) (1994). The author is Strong, Edward K., Jr.; Campbell, David P.; Harmon, Lenore W.; Hansen, Jo-Ida C.; Borgen, Fred H.; Hammer, Allen L. (The Strong, in its revision, continued in the established traditions of the Strong Vocational Interest Blank (Strong, 1927) and the Strong-Campbell Interest Inventory (Campbell &Hansen, 1981) while introducing several innovations.) It was published by Consulting Psychologists Press, Inc. in 1994. Time needed to administer is about 30 - 60 minutes. The price is different in different place and for different people. Those for students (about US$ 18) are cheaper than those for adults (about US$ 40). Also, there are different packages for different uses. For example, 10 prepaid profiles cost $75; 10 prepaid interpretive reports cot $235; Strong Applications and Technical Guide costs $72; Strong Profile preview kit costs $18.95; Interpretive report preview kit costs $23.10; 10 client booklets cost $40; 10 prepaid professional reports: $163 and Strong Professional report preview kit costs $26.5. Brief Description of the Purpose and Nature of the Test Strong Interest Inventory (SII) is an interest inventory for an individual to measure their interest and interpret one's best career path. It provides a solid, dependable guide for individuals seeking a job change, a career change, or help with career development opportunities. The main purpose of the test is to identify general areas of interests as well as specific activities and occupations for further exploration. The designed people are the people considering a career change, employees seeking more satisfying work within an organization, students exploring career options, organizations looking to retain star performers and key staff, and midlife and older adults planning their retirement. Thus, the age range is from 8th grade to adult. It is a paper-and-pencil or online administration test and is consisted of 317 items measuring respondents' preferences for various occupations, school subjects, work-related activities, leisure activities, type of people, personal characteristics and personal preferences. ...read more.

Middle

A computer-generated analysis of the profile assists counselors in pointing out patterns of high and low interests to the respondent. As part of the profile, a respondent usually will obtain a three-point code, reflecting the occupational types with which his/her interests were most similar. These types are ordered according to level of similarity of interests. For example, a respondent with an "ISE" profile, would have an overall pattern of interests most consistent with the investigative type of occupations, followed by the social type, and the enterprising type. Consistent with Holland's theory, a typical SCII profile will reveal that a respondent's interests falls along three adjacent types. However, this type of profile does not always occur. Some respondents obtain atypical profiles (e.g., REA; CEI). Atypical codes usually describe a person who has many varied, and possibly incompatible, interests. These respondents may need help in deciding which of those interests are most important, or deciding how they might integrate their varied interests in selecting a career and accompanying lifestyle. The direction is very clear that the results can give estimates of the interest and preference of the participants and it is a good tool for them as a reference to choose their career path according to their interest and preference. Participants can find their interests and values from the Strong Interest Inventory. Scoring Procedures/Software: Responses to the SII are recorded on an optical scan form. The inventory cannot be hand-scored; it must be sent to the publisher's scoring service for electronic scoring. Computer softwares such as SPSS, Professional Statistics (6.0) and MICROTEST Q(tm) Assessment System software (Version 5.06) enables the participants to score assessments, report results, and store and export data with ease and convenience. It can generate results accurately and efficiently, reports results, and stores information for 30 different assessment instruments from Pearson Assessments. To score assessments, participants can also simply administer the test online, or scan or key-enter tests and get immediate results. ...read more.

Conclusion

Greater effort should have been taken to summarize available evidence regarding predictive power of the GOTs. Also, manual does not specify the response percentages of those comprising the occupational criterion groups. No evidence was presented to describe how typical respondents were in comparison to all members of each occupational group. Review: A study (Donnay & Borgen, 1996) reviewed the validity of the Strong Interest Inventory with racial and ethnic groups in United Stated. The results provided strong support for the concurrent criterion-related validity of the 1994 SII with college-educated African American, Asian American, Caucasian American, Hispanic American, and Native American employed individuals who were satisfied with their current occupational outcomes. The generalizability of these results is limited, however, by the high educational level of the racial-ethnic groups in this sample. Another study (Lattimore & Borgen, 1999) reviewed and quantified the capacity of the content (non-occupational) scales of the 1994 Strong Interest Inventory, as predictor sets, to predict occupational group membership. The results support the concurrent validity of the 35 content (non-occupational) scales of the Strong. In the meantime, the results of this study suggest that it is possible to accurately predict exact occupational group membership from the Strong, even when the occupational scales are excluded. Moreover, the content (non-occupational) scales may do so with greater parsimony and simplicity than the occupational scales, although this is an issue for future research. Continued investigations comparing the differential uses of the four types of scales on the Strong (i. e. , occupational scales, basic interest scales, general occupational themes, and personal style scales) are still needed to understand better the subtle ways that the inventory can be used with individuals to assist vocational choice. Reference Campbell, D. P., & Hansen, J. C. (1981). Manual for the SVIB-SCII (3rd ed.). Standford, CA: Standford University Press Donnay, A. C., & Borgen, F. H. (1996). Journal of Counseling Psychology. 43 (3), pp. 275-291 Lattimore, R. R., & Borgen, F. H. (1999). Journal of Counseling Psychology. 46 (2), pp. 185-195 Strong, E. K. (1927). Vocational Interest Blank. Standford, CA: Standford University Press ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE Economy & Economics section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE Economy & Economics essays

  1. An Empirical Investigation into the Causes and Effects of Liquidity in Emerging

    The second part of the identified cointegration vector provides the most interesting analysis. This can be represented by the second column of the identified � matrix and the equation: Equation 5.6 US Corporate liquidity = -0.072202 yield on US Treasuries + 0.01374121 S&P 500 This shows that US corporate bond

  2. Case Study: The Home Depot

    To the planned smaller stores? To going international? The core competencies Home Depot can transfer to the professional contractor market are their: -Customer service -Product range -Low prices -Human Resource Policy -Buying Power The core competencies Home Depot can transfer to the planned smaller stores are their: -Customer service -Product

  1. It was suggested by Adam Smith in 1776 that individuals led by self interest, ...

    Labour is one such factor, it is often geographically and occupationally immobile. This can lead to unemployment, in one area either geographically or occupationally while other areas are experiencing higher wages and demand. Eventually the market may try to reach equilibrium but in the mean time due to the dynamism of markets other changes will have occurred.

  2. analyze an organization (ba)

    Companies across the world are jumping on the bandwagon. India Air has announced restructuring. Singapore Airlines, Czech Air, Asiana, Varig (Brazil), Aer Lingus, Iberian, Aeromexico and many more are taking the opportunity to slash jobs.

  1. Environmental Analysis Of Landis Lund.

    This allows the continued evolution of grinding machine know-how to be passed down. The technical knowledge of our engineers has resulted in many machine tool related patents being accredited to Landis Lund. The excellent working conditions and wages that Landis Lund provides results in a very low rate of staff turnover.

  2. The un-utopian issue

    1.d) Mixed Economy: Lastly, we will review the mixed economy, increasingly becoming the system of choice to be found in developing or heavily populated countries. Mixed economies are a difficult system to categorize, for there is an ample range

  1. Professional Skills.

    This meant that important international business transactions were brought to halt. As a result the suppliers revenues were delayed and consumers demands were not met, however this was important to avoid the spread of the disease. It also hit consumer confidence, which is why the amount of spending on retail goods fell.

  2. This report will establish the opportunities and threats presented to Sony by the EU ...

    Netherlands: represents not just a good market in its own right, but also a useful springboard into other markets in Western Europe. With a population of 15,864 million and GDP per head is $22,887. They have a high cost of living worth $20,503 which shows that Sony could have a

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work