Ch. 15 S. 2 Measuring Achievement, Abilities, and Interests

1. Ch. 15 S. 2 Measuring Achievement, Abilities, and Interests Obj: Explain how achievement tests, aptitude tests, and interest inventories are used.

2. Achievement Tests Achievement tests, aptitude tests, and tests of interests are all closely related. Most of the tests that you have taken in your classes at school have probably been achievement tests. • These measure people’s skills and the knowledge they have in specific academic areas.

3. Aptitude Tests • Achievement tests measure a narrow range of skills. Intelligence tests, on the other hand, measure over-all learning ability. • Aptitude tests fall somewhere in-between.

4. Aptitude tests measure more specific abilities or skills than intelligence tests but broader ones than achievement tests. • Aptitude tests are generally used to determine whether a person is likely to do well in a given field of work or study.

5. Distinguishing Between Achievement and Aptitude • Sometimes it is difficult to distinguish between the two. Aptitude tests are intended to measure potential for learning in a specific area. An aptitude test is usually given to a person before that person has had any training in a specific area.

6. It is used to predict how well the person will do in that area after receiving training. • However, current abilities and future success are often based on past achievements. • It may be that there is no such thing as a “pure” aptitude test. All aptitude tests rely on some kind of prior achievement.

7. Vocational Interest Inventories • People who share interests with those who are successful in a given job are more likely to succeed in that job. • Thus, many psychologists and educators use vocational interest inventories to help people determine whether their interests are similar to those of people in various lines of work.

8. One of these is called the Kuder Preference Record. This is a test that has a forced-choice format, which means that the test taker is forced to choose one of the answers, even if none of them seems to fit his or her interests precisely.

9. Another is the Strong-Campbell Interest Inventory. This test compares the test taker’s interests with the interests of people who enjoy and are successful in various kinds of work. For example, if most successful accountants enjoy reading and solving puzzles, then that career may be of interest to you if you like to read and solve puzzles.

10. Interest in an area does not necessarily mean that one has the ability, or aptitude, to succeed in that area. Therefore, it is usually desirable to make vocational choices on the basis of one’s abilities as well as interests.