Dependability and Validity

Delineating the terms Reliability and validity are constructs commonly used in evaluating psychometric tests. Reliability is a measurement of the internal consistency of a test, whilst validity is concerned with the strength of the decisions and inferences made. Clusters of demeanor Inner consistency is broadest where test items are repeated, but this constricts the focal point of the test overall. Rather than repeating questions, or introducing items which are about identical, e-interplace® (the software which analyses the Belbin Self-Perception Inventory) seeks for clusters of related behaviour. For instance, the Shaper cluster refers to an individual who is challenging, competitive, difficult driving, tough and vocal. However, that does not mean to say that everyone who is competitive will necessarily be outspoken. The complete picture Most psychometric tests rely on self-reporting. However, the behaviours identified may not correspond with what others discover. The strength of the computer software, e-interplace®, rests in its emphasis on construct validity: using multiple sources of evidence to draw a determination. The system’s outputs are fashioned to take account of the level of consensus on observed behaviour. Disparities between self-analysis and the perceptions of others can offer worthwhile leads for action. Formal correlations are, however, hard to calculate, as those furnishing feedback are not asked to make a fixed number of responses. This is because genuine responses are more easily acquired – and more valuable – when involuntary choices are avoided. Remember that the self- and observer appraisals have several different behavioural traits for each Team Role. This is not the case in a psychometric test, where single personality traits are measured. To be a complete example of a particular Team Role, an individual would have to demonstrate the cluster of positive traits for that role.