Acing the Psychology Board Exam: A Career Achieevement Toward Professional Ps...DR. RHEA SANTILLAN
The document discusses the Board Licensure Examination for Psychologists and Psychometricians (BLEPP) in the Philippines. It provides an overview of the exam, including what it is called, who administers it, and why psychology graduates need to pass it. The presentation also covers key points about Republic Act 10029 or the Philippine Psychology Act of 2009, which professionalized the practice of psychology in the country and mandates licensure through the BLEPP.
The psychological report summarizes the evaluation of a 10-year-old boy referred for testing. Testing found the boy's cognitive functioning to be in the borderline range, with weaker performance than verbal skills. Socially, he functions at the average level for his age. The report recommends he be observed further and provided support to address difficulties with attention, impulsivity, and low self-esteem that may impact his functioning.
This document discusses performance appraisals in industrial/organizational psychology. It describes how performance appraisals are used to measure employee performance against expectations, provide feedback, and identify training needs. Performance appraisals can be used for personnel decisions like training, salary, promotions, and discharge. Ratings are typically done by supervisors, higher-level supervisors, peers, subordinates, and self-evaluations. The document also discusses common rating errors like halo effects, contrast effects, and stereotyping that can impact objective performance evaluations.
Filipino Psychology is an indigenous psychology that studies the culture, society, and ethnicity of the Filipino people. It aims to apply indigenous Filipino knowledge and perspectives to psychological practice. Key aspects of Filipino Psychology discussed in the document include distinguishing it from other forms of psychology practiced in the Philippines, examining the limits of applying Western concepts and methods, and exploring core Filipino concepts like "kapwa" and the role of language in developing an indigenous Filipino psychology.
The document summarizes key aspects of the Philippine Psychology Act of 2009, which aims to regulate the practice of psychology and psychometrics in the Philippines. It establishes a Professional Regulatory Board of Psychology to oversee the registration and licensure of psychologists and psychometricians. It defines psychologists and psychometricians and their roles. It also outlines the requirements and subjects covered in the licensure examinations for psychologists and psychometricians, and states that the passing score is a general weighted average of at least 75% with no grade lower than 60% in any subject.
Jane, age 9 years 7 months, was referred for a psychological evaluation by her mother who was concerned about Jane's reading fluency and comprehension difficulties. Jane appeared comfortable during assessments but struggled with reading aloud and decoding words. Test results and teacher reports indicated issues with reading. Jane's medical and family history were unremarkable, though she reported being bullied at school which upset her. The psychological evaluation was conducted to better understand Jane's challenges and provide recommendations to support her reading development.
This document discusses assumptions and considerations for psychological testing. It covers the following key points:
1. There is an assumption that psychological traits and states exist and can be measured. Traits are enduring ways people vary, while states are less enduring.
2. Tests aim to predict non-test behavior, but have strengths and weaknesses. Competent examiners understand a test's limitations and appropriateness.
3. Norms provide a reference for interpreting individual scores by comparing performance to a sample group. Good tests are reliable, valid, and have practical administration procedures that benefit society.
The DAP (Draw-A-Person) test is a projective personality and cognitive test used to evaluate children and adolescents. It involves asking subjects to draw pictures of a man, woman, and themselves without instructions. Analyses examine dimensions like proportions, details, and placement of features. Originally developed by Florence Goodenough in 1926 as a measure of intelligence, it was later revised by Harris and Machover to assess personality. Administration involves three individual drawings which are scored and interpreted based on characteristics like head size, hair length, and feature emphasis to infer traits and disturbances. The DAP test provides insights into subjects' cognition, maturity, social skills, and emotional state in a relatively quick and easy to administer manner.
Acing the Psychology Board Exam: A Career Achieevement Toward Professional Ps...DR. RHEA SANTILLAN
The document discusses the Board Licensure Examination for Psychologists and Psychometricians (BLEPP) in the Philippines. It provides an overview of the exam, including what it is called, who administers it, and why psychology graduates need to pass it. The presentation also covers key points about Republic Act 10029 or the Philippine Psychology Act of 2009, which professionalized the practice of psychology in the country and mandates licensure through the BLEPP.
The psychological report summarizes the evaluation of a 10-year-old boy referred for testing. Testing found the boy's cognitive functioning to be in the borderline range, with weaker performance than verbal skills. Socially, he functions at the average level for his age. The report recommends he be observed further and provided support to address difficulties with attention, impulsivity, and low self-esteem that may impact his functioning.
This document discusses performance appraisals in industrial/organizational psychology. It describes how performance appraisals are used to measure employee performance against expectations, provide feedback, and identify training needs. Performance appraisals can be used for personnel decisions like training, salary, promotions, and discharge. Ratings are typically done by supervisors, higher-level supervisors, peers, subordinates, and self-evaluations. The document also discusses common rating errors like halo effects, contrast effects, and stereotyping that can impact objective performance evaluations.
Filipino Psychology is an indigenous psychology that studies the culture, society, and ethnicity of the Filipino people. It aims to apply indigenous Filipino knowledge and perspectives to psychological practice. Key aspects of Filipino Psychology discussed in the document include distinguishing it from other forms of psychology practiced in the Philippines, examining the limits of applying Western concepts and methods, and exploring core Filipino concepts like "kapwa" and the role of language in developing an indigenous Filipino psychology.
The document summarizes key aspects of the Philippine Psychology Act of 2009, which aims to regulate the practice of psychology and psychometrics in the Philippines. It establishes a Professional Regulatory Board of Psychology to oversee the registration and licensure of psychologists and psychometricians. It defines psychologists and psychometricians and their roles. It also outlines the requirements and subjects covered in the licensure examinations for psychologists and psychometricians, and states that the passing score is a general weighted average of at least 75% with no grade lower than 60% in any subject.
Jane, age 9 years 7 months, was referred for a psychological evaluation by her mother who was concerned about Jane's reading fluency and comprehension difficulties. Jane appeared comfortable during assessments but struggled with reading aloud and decoding words. Test results and teacher reports indicated issues with reading. Jane's medical and family history were unremarkable, though she reported being bullied at school which upset her. The psychological evaluation was conducted to better understand Jane's challenges and provide recommendations to support her reading development.
This document discusses assumptions and considerations for psychological testing. It covers the following key points:
1. There is an assumption that psychological traits and states exist and can be measured. Traits are enduring ways people vary, while states are less enduring.
2. Tests aim to predict non-test behavior, but have strengths and weaknesses. Competent examiners understand a test's limitations and appropriateness.
3. Norms provide a reference for interpreting individual scores by comparing performance to a sample group. Good tests are reliable, valid, and have practical administration procedures that benefit society.
The DAP (Draw-A-Person) test is a projective personality and cognitive test used to evaluate children and adolescents. It involves asking subjects to draw pictures of a man, woman, and themselves without instructions. Analyses examine dimensions like proportions, details, and placement of features. Originally developed by Florence Goodenough in 1926 as a measure of intelligence, it was later revised by Harris and Machover to assess personality. Administration involves three individual drawings which are scored and interpreted based on characteristics like head size, hair length, and feature emphasis to infer traits and disturbances. The DAP test provides insights into subjects' cognition, maturity, social skills, and emotional state in a relatively quick and easy to administer manner.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Herman Ebbinghaus developed the first sentence completion test in 1879. Later, tests like the Rorschach-Incomplete Sentence Blank and those developed by Amanda Rhode became popular projective personality assessments using sentence stems. Sentence completion tests typically measure areas like attitudes towards family, sex, relationships, and self-concept through respondents' completions of sentence stems. The Rotter Incomplete Sentence Blank remains one of the most widely used sentence completion tests today.
The document provides an overview of several prominent career development theories. It begins by defining career development and career counseling. It then outlines Donald Super's career development theory, including his concepts of self-concept, life stages, and life spaces. John Holland's theory of vocational personalities and work environments is explained. The document also summarizes Abraham Maslow's hierarchy of needs, John Krumboltz's learning theory, Nancy Schlossberg's transition theory, and L. Sunny Hansen's integrated life planning theory. It concludes by describing the cognitive information processing approach to career counseling. In under 3 sentences, the document surveys major career development theories and how they inform the work of career practitioners.
The Culture Fair Intelligence Test (CFIT) was conceived by Raymond B. Cattell in 1920s. It is a nonverbal instrument to measure your analytical and reasoning ability in the abstract and novel situations. The test includes mazes, classifications, conditions and series. Such problems are believed to be common with all cultures. That’s the reason that the testing industry claims it free from all cultural influences.
Please let me know if you are interested to purchase CFIT.
Looking for customized in-house training sessions that fit your needs, particularly in the Philippines? Please send me an email at clarencegapostol@gmail.com or WhatsApp +971507678124. When your request is received I will follow up with you as soon as possible.Thank you!
R.A. 9258 THE GUIDANCE AND COUNSELING ACT OF 2004Youise Saculo
This document summarizes the Rules and Regulations of Republic Act Number 9258, also known as the "Guidance and Counseling Act of 2004". It establishes the Professional Regulatory Board of Guidance and Counseling to supervise and regulate the practice of guidance and counseling. The Board is tasked with determining qualifications for registration and licensure, preparing and evaluating examinations, registering successful examinees, and investigating any violations of the law or rules. It also outlines the composition, powers, and duties of the Board as well as the qualifications and terms of Board members. The document defines key terms and sets forth requirements for applicants seeking examination and licensure as guidance counselors.
Industrial and organizational psychology analyzes human behavior in workplace settings. It applies psychological principles to enhance employee and organizational performance. A typical employee's day involves commuting to work for 9 hours with additional hours for preparation, commute, and sleep. The field aims to increase productivity and well-being through industrial approaches like job analysis and training, and organizational approaches like workplace design and culture. Research methods include correlation, experimentation, surveys, and archival analysis. Ethics and minimizing errors are important considerations.
Counseling@Northwestern University has created an interactive timeline showing the development of counseling as a profession. In recent years, counseling has become a popular mental health profession among those interested in preventing and treating different forms of mental, emotional, and behavioral issues. Timeline: The History of Counseling features information about industry pioneers like Sigmund Freud, details government involvement through legislation, particularly in dealing with the fallout from thousands of returning WWII soldiers, and illustrates how more modern laws like Title IX turned our attention to the needs of diverse populations. It describes the impact of categorizing counselors as primary mental health professionals, legitimizing the profession and differentiating those who are certified counselors. Also examined is how counseling techniques and the overall profession have changed throughout the last few centuries, leading us to the counseling practices and techniques we know and use today.
This is from a Counseling@Northwestern original piece, which can be found here: http://counseling.northwestern.edu/timeline-the-history-of-counseling/
This is sometimes referred to as the Person–Environment Correspondence
Theory. It was originally developed by René Dawis, George England and Lloyd
Lofquist from the University of Minnesota in 1964.
The more closely a person’s abilities (skills, knowledge, experience, attitude,
behaviours, etc.) correspond with the requirements of the role or the
organisation, the more likely it is that they will perform the job well and be
perceived as satisfactory by the employer.
The document discusses several theories of leadership that have emerged over the last century. It describes theories related to the personal characteristics of leaders, including traits, needs, self-monitoring, cognitive ability and gender. Motivation to lead is defined as having affective, noncalculative and social-normative aspects. Theories also address the interaction between a leader's style and the work situation, including situational favorability, organizational climate and follower readiness. Specific leadership skills discussed include decision making, management by walking around, use of power sources like expert and referent power, and leader-member exchange relationships.
Thank you for sharing this informative document on psychological report writing. I appreciate learning about the various components and standards involved in conducting comprehensive psychological assessments and documenting the findings.
Services of the Guidance Office:
1. Individual Inventory
2. Information
3. Counseling
4. Assessment and Appraisal
5. Referral
6. Follow-up
7. Consultation
8. Research and Evaluation
9. Prevention and Wellness
This document summarizes Gordon Allport's trait theory of personality. Allport was the first psychologist to thoroughly study traits and personality. He developed his own trait theory which viewed traits as stable characteristics that influence behavior. Allport believed that individuals have unique personalities made up of different combinations of traits. He used both idiographic and nomothetic approaches to understand individuals and groups. Allport's trait theory emphasized the individual nature and evolution of personality traits over time.
Person-centered therapy is a humanistic approach developed by Carl Rogers in the 1940s. It is based on concepts from humanistic psychology and the idea that individuals have the capacity for self-understanding and growth. The core principles of person-centered therapy are congruence, unconditional positive regard, and empathic understanding on the part of the therapist. The therapist aims to understand the client's internal frame of reference without judgment. Over time, person-centered therapy has evolved from a nondirective approach focused on reflection of feelings to emphasizing the therapist's understanding of the client's worldview. Contemporary person-centered therapy remains open to change and refinement while focusing on the therapeutic relationship as the key agent of growth.
Chapter 11 Clinical and Counseling Assessment.pptxDonnaMaeVAlejo
This document discusses methods of clinical and counseling assessment. It covers key concepts in diagnosing mental disorders using references like the DSM-5 and ICD-11. A biopsychosocial assessment takes a multidisciplinary approach exploring biological, psychological, social and cultural factors. Clinical interviews gather information through various structured approaches. Case history data and psychological tests provide additional information. Broad screening tests check for possible disorders while specific diagnostic tests inform on comorbidities or differentials. Assessments must be culturally informed and applied to specific contexts like addiction, forensic evaluations, custody decisions and predicting lethality or criminal responsibility. Clinical prediction combines experience with empirical data whereas mechanical prediction relies solely on statistical rules.
Feminist Therapy
Introduction
Feminist therapy puts gender and power at the core of the therapeutic process. It is built on the premise that it is essential to consider the social and cultural context that contributes to a person’s problems in order to understand that person.
The document summarizes several major career development theories:
- Trait-Factor Theory proposes that individuals and occupations can be objectively profiled based on traits/factors and career satisfaction results from a good match between personal traits and job factors.
- Holland's Career Typology Theory expanded on traits, proposing that personalities and occupations fall into six categories and satisfaction comes from a good personality-job type match.
- Super's Life-Span/Life-Space Theory views career development as lifelong and influenced by changing life roles through different life stages.
- Krumboltz's Social Learning Theory proposes career choices are influenced by learning experiences, especially modeling, and practitioners can help clients address problematic career beliefs developed through
Unit 1 Introduction to Organizationa and Industrial PsychologyMichael Galanakis
Industrial/organizational (I/O) psychology applies psychological principles and theories to understand workplace behavior and optimize employee and organizational effectiveness. I/O psychology focuses on areas like personnel selection, training, performance evaluation, and organizational development. It aims to balance both organizational efficiency and employee well-being. I/O psychology is a growing field with opportunities in consulting, private companies, government, and academia. A graduate degree is typically required to become an I/O psychologist.
I/O psychology applies psychological principles and research methods to understand and improve the workplace. I/O psychologists work in various settings like universities, private companies, government, and consulting firms. Their activities include job analysis, employee selection and training, organizational development, and research. The goal is to enhance organizational effectiveness and individual well-being using both scientific inquiry and practical application.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Herman Ebbinghaus developed the first sentence completion test in 1879. Later, tests like the Rorschach-Incomplete Sentence Blank and those developed by Amanda Rhode became popular projective personality assessments using sentence stems. Sentence completion tests typically measure areas like attitudes towards family, sex, relationships, and self-concept through respondents' completions of sentence stems. The Rotter Incomplete Sentence Blank remains one of the most widely used sentence completion tests today.
The document provides an overview of several prominent career development theories. It begins by defining career development and career counseling. It then outlines Donald Super's career development theory, including his concepts of self-concept, life stages, and life spaces. John Holland's theory of vocational personalities and work environments is explained. The document also summarizes Abraham Maslow's hierarchy of needs, John Krumboltz's learning theory, Nancy Schlossberg's transition theory, and L. Sunny Hansen's integrated life planning theory. It concludes by describing the cognitive information processing approach to career counseling. In under 3 sentences, the document surveys major career development theories and how they inform the work of career practitioners.
The Culture Fair Intelligence Test (CFIT) was conceived by Raymond B. Cattell in 1920s. It is a nonverbal instrument to measure your analytical and reasoning ability in the abstract and novel situations. The test includes mazes, classifications, conditions and series. Such problems are believed to be common with all cultures. That’s the reason that the testing industry claims it free from all cultural influences.
Please let me know if you are interested to purchase CFIT.
Looking for customized in-house training sessions that fit your needs, particularly in the Philippines? Please send me an email at clarencegapostol@gmail.com or WhatsApp +971507678124. When your request is received I will follow up with you as soon as possible.Thank you!
R.A. 9258 THE GUIDANCE AND COUNSELING ACT OF 2004Youise Saculo
This document summarizes the Rules and Regulations of Republic Act Number 9258, also known as the "Guidance and Counseling Act of 2004". It establishes the Professional Regulatory Board of Guidance and Counseling to supervise and regulate the practice of guidance and counseling. The Board is tasked with determining qualifications for registration and licensure, preparing and evaluating examinations, registering successful examinees, and investigating any violations of the law or rules. It also outlines the composition, powers, and duties of the Board as well as the qualifications and terms of Board members. The document defines key terms and sets forth requirements for applicants seeking examination and licensure as guidance counselors.
Industrial and organizational psychology analyzes human behavior in workplace settings. It applies psychological principles to enhance employee and organizational performance. A typical employee's day involves commuting to work for 9 hours with additional hours for preparation, commute, and sleep. The field aims to increase productivity and well-being through industrial approaches like job analysis and training, and organizational approaches like workplace design and culture. Research methods include correlation, experimentation, surveys, and archival analysis. Ethics and minimizing errors are important considerations.
Counseling@Northwestern University has created an interactive timeline showing the development of counseling as a profession. In recent years, counseling has become a popular mental health profession among those interested in preventing and treating different forms of mental, emotional, and behavioral issues. Timeline: The History of Counseling features information about industry pioneers like Sigmund Freud, details government involvement through legislation, particularly in dealing with the fallout from thousands of returning WWII soldiers, and illustrates how more modern laws like Title IX turned our attention to the needs of diverse populations. It describes the impact of categorizing counselors as primary mental health professionals, legitimizing the profession and differentiating those who are certified counselors. Also examined is how counseling techniques and the overall profession have changed throughout the last few centuries, leading us to the counseling practices and techniques we know and use today.
This is from a Counseling@Northwestern original piece, which can be found here: http://counseling.northwestern.edu/timeline-the-history-of-counseling/
This is sometimes referred to as the Person–Environment Correspondence
Theory. It was originally developed by René Dawis, George England and Lloyd
Lofquist from the University of Minnesota in 1964.
The more closely a person’s abilities (skills, knowledge, experience, attitude,
behaviours, etc.) correspond with the requirements of the role or the
organisation, the more likely it is that they will perform the job well and be
perceived as satisfactory by the employer.
The document discusses several theories of leadership that have emerged over the last century. It describes theories related to the personal characteristics of leaders, including traits, needs, self-monitoring, cognitive ability and gender. Motivation to lead is defined as having affective, noncalculative and social-normative aspects. Theories also address the interaction between a leader's style and the work situation, including situational favorability, organizational climate and follower readiness. Specific leadership skills discussed include decision making, management by walking around, use of power sources like expert and referent power, and leader-member exchange relationships.
Thank you for sharing this informative document on psychological report writing. I appreciate learning about the various components and standards involved in conducting comprehensive psychological assessments and documenting the findings.
Services of the Guidance Office:
1. Individual Inventory
2. Information
3. Counseling
4. Assessment and Appraisal
5. Referral
6. Follow-up
7. Consultation
8. Research and Evaluation
9. Prevention and Wellness
This document summarizes Gordon Allport's trait theory of personality. Allport was the first psychologist to thoroughly study traits and personality. He developed his own trait theory which viewed traits as stable characteristics that influence behavior. Allport believed that individuals have unique personalities made up of different combinations of traits. He used both idiographic and nomothetic approaches to understand individuals and groups. Allport's trait theory emphasized the individual nature and evolution of personality traits over time.
Person-centered therapy is a humanistic approach developed by Carl Rogers in the 1940s. It is based on concepts from humanistic psychology and the idea that individuals have the capacity for self-understanding and growth. The core principles of person-centered therapy are congruence, unconditional positive regard, and empathic understanding on the part of the therapist. The therapist aims to understand the client's internal frame of reference without judgment. Over time, person-centered therapy has evolved from a nondirective approach focused on reflection of feelings to emphasizing the therapist's understanding of the client's worldview. Contemporary person-centered therapy remains open to change and refinement while focusing on the therapeutic relationship as the key agent of growth.
Chapter 11 Clinical and Counseling Assessment.pptxDonnaMaeVAlejo
This document discusses methods of clinical and counseling assessment. It covers key concepts in diagnosing mental disorders using references like the DSM-5 and ICD-11. A biopsychosocial assessment takes a multidisciplinary approach exploring biological, psychological, social and cultural factors. Clinical interviews gather information through various structured approaches. Case history data and psychological tests provide additional information. Broad screening tests check for possible disorders while specific diagnostic tests inform on comorbidities or differentials. Assessments must be culturally informed and applied to specific contexts like addiction, forensic evaluations, custody decisions and predicting lethality or criminal responsibility. Clinical prediction combines experience with empirical data whereas mechanical prediction relies solely on statistical rules.
Feminist Therapy
Introduction
Feminist therapy puts gender and power at the core of the therapeutic process. It is built on the premise that it is essential to consider the social and cultural context that contributes to a person’s problems in order to understand that person.
The document summarizes several major career development theories:
- Trait-Factor Theory proposes that individuals and occupations can be objectively profiled based on traits/factors and career satisfaction results from a good match between personal traits and job factors.
- Holland's Career Typology Theory expanded on traits, proposing that personalities and occupations fall into six categories and satisfaction comes from a good personality-job type match.
- Super's Life-Span/Life-Space Theory views career development as lifelong and influenced by changing life roles through different life stages.
- Krumboltz's Social Learning Theory proposes career choices are influenced by learning experiences, especially modeling, and practitioners can help clients address problematic career beliefs developed through
Unit 1 Introduction to Organizationa and Industrial PsychologyMichael Galanakis
Industrial/organizational (I/O) psychology applies psychological principles and theories to understand workplace behavior and optimize employee and organizational effectiveness. I/O psychology focuses on areas like personnel selection, training, performance evaluation, and organizational development. It aims to balance both organizational efficiency and employee well-being. I/O psychology is a growing field with opportunities in consulting, private companies, government, and academia. A graduate degree is typically required to become an I/O psychologist.
I/O psychology applies psychological principles and research methods to understand and improve the workplace. I/O psychologists work in various settings like universities, private companies, government, and consulting firms. Their activities include job analysis, employee selection and training, organizational development, and research. The goal is to enhance organizational effectiveness and individual well-being using both scientific inquiry and practical application.
This document provides an overview of psychological assessment presented by Dr. Rhea Fiser. It discusses why psychological assessment is important, including that it can help make companies successful, save lives, and earn money. The document also notes that psychological assessment is included in licensure exams for psychometricians and psychologists. It reviews basic principles of psychometrics and assessment, types of psychological tests and their administration, characteristics of instruments, and behaviors that can be measured. Limitations and dangers of testing are also addressed.
Due Thursday Feb 18, 2016 by NoonInstructions The critical eval.docxjacksnathalie
Due Thursday Feb 18, 2016 by Noon
Instructions: The critical evaluation essay – Be sure to submit a final draft in MLA format on word. This paper should be at least 700 words, but no more than 850. Also, take great care not to plagiarize.
Mark Twain “The Story of the Bad Little Boy”
Write a critical analysis of Mark Twain’s “The Story of the Bad Little Boy” approaches can be quite straightforward. Psychological, gender, sociological, biographical, and historical are all approaches that many use naturally in viewing a work. However, if your interest lies elsewhere, feel free to choose another approach. This essay will need a debatable thesis. A thesis is not a fact, a quote, or a question. It is your position on the topic. The reader already knows the story; you are to offer him a new perspective based on your observations.
Since the reader is familiar with the story, summary is unnecessary. Rather than tell him what happened, tell him what specific portions of the story support your thesis.
Link to “The Story of the Bad Little Boy”
http://www.washburn.edu/sobu/broach/badboy.html
This paper should be at least 700 words, but no more than 850. The paper should be formatted correctly MLA style and written in third person (do not use the words I, me, us, we, or you). The essay should also contain citations and a works cited list based on your selected essay in the assigned readings. Formulate the structured response from your own close reading of the text.
DISCLAIMER: Originality of attachments will be verified by Turnitin.
Key Terms
This document lists and defines some of the 28 most important concepts that all psychology students and psychologists should know and understand well. Many of these concepts will appear again and again in your future classes and work in psychology. You will go deeper into many of them as you explore the world of Psychology.
CONCEPTS
Definition
1. ABC
Behavior therapists conduct a thorough functional assessment (or behavioral analysis) to identify the maintaining conditions by systematically gathering information about situational antecedents (A), the dimensions of the problem behavior (B), and the consequences (C) of the problem. This is known as the ABC model, and the goal of a functional assessment of a client's behavior is to understand the ABC sequence. This model of behavior suggests that behavior (B) is influenced by some particular events that precede it, called antecedents (A), and by certain events that follow it, called consequences (C). Antecedent events cue or elicit a certain behavior. For example, with a client who has trouble going to sleep, listening to a relaxation tape may serve as a cue for sleep induction. Turning off the lights and removing the television from the bedroom may elicit sleep behaviors as well. Con- sequences are events that maintain a behavior in some way, either by increasing or decreasing it. For example, a client may be more likely to return to counselin ...
Industrial/organizational (I/O) psychology examines how individual behavior affects and is affected by the workplace. I/O psychology applies principles of psychology to improve workplace productivity and satisfaction. It includes areas like human factors, personnel selection and training, and organizational behavior. I/O psychology uses both scientific research and practical application, with practitioners working in universities, consulting firms, industry, and government. The field has grown rapidly worldwide since beginning in the early 1900s and now offers strong career opportunities.
8
Applying Psychology: To Workplace,
to Life
Chapter Learning Outcomes
After reading and studying this chapter, students should be able to:
• comprehend the importance of networking in psychology and being active in the field, including
attending conferences and reading widely published works about human behavior.
• appreciate the high value of undergraduate research and know that many benefits can accrue from
involvement in research, including the establishment of a mentoring relationship with a faculty member.
• recognize the importance of national-level organizations to help organize and coalesce the broad field of
psychology into meaningful and value-added organizations such as APA, APS, and Psi Chi.
• describe basic graduate school admission strategies and know the next steps to be taken if a student
wanted to pursue this post-baccalaureate opportunity.
• describe the basic transitions processes from college to career and recognize the potential pitfalls and
behaviors that can get a new college hire demoted or fired, as well as know the behaviors that can lead
to hiring and promotion in the workplace.
• reflect on their psychology major as well as aspirational goals, whether related to a career or graduate
school, and understand some of the next steps to be taken after self-reflection and career planning.
• describe what it means to think like a psychologist, and to comprehend the basic, fundamental beliefs of
scientists trained in psychology and their accompanying views of the world.
Goodshoot/Thinkstock
lan66845_08_c08_p229-258.indd 229 4/20/12 2:51 PM
230
CHAPTER 8Introduction
Introduction
As an undergraduate, it’s easy to think of psychology as this very static discipline, and if you want more information about some type of behavior, you conduct a search and the information comes to you. As you fulfill the curriculum of your
undergraduate program, your professors and your online courses bring you information,
and your textbooks provide a wealth of knowledge about the subject matter. The Voices
from the Workplace feature box describes a passive approach to learning and under-
standing human behavior. Here I would encourage you to take a more active learning
approach—that is, if you want to get a sense of what psychology is all about, you have to
go and do psychology. We belong to an active and engaging discipline that is passionate
about all aspects of human behavior, and although we do share knowledge in various
forms of writing (journal articles, books, websites), interacting with peers and profession-
als in a conference setting can provide the energy and “juice” about the research enter-
prise. So I suggest that you go and do psychology: Work to become an active contributor to
our understanding of human behavior as well as a consumer of psychological knowledge.
Voices from the Workplace
Your name: Steve S.
Your age: 37
Your gender: Male
Your primary job title: Preside.
I/O psychology applies principles of psychology to the workplace to enhance employee and organizational performance. It focuses on improving efficiency and productivity within organizations while promoting employee health and well-being. I/O psychologists conduct research and act as practitioners to develop scientific principles for optimizing the relationship between human behavior and work environments.
This document provides an introduction to the course AJCL3164 Industrial/Organisational Psychology. It defines industrial/organisational psychology as the scientific study of behavior in work settings and the application of psychology principles to change work behavior. The document outlines the course assessment methods, learning outcomes, and references. It also provides a brief history of the field including influential figures and events, and discusses current and future trends such as changing work nature and expanding focus on human resources.
All About Psychology >>
Psychology Super-Notes >> Research Methodology >> Research Methods in Psychology >> Understanding Research and Research Process
This chapter aims to provide students with a comprehensive and integrated understanding of the many factors that have contributed to the evolution of counseling and psychotherapy theories and practices. It introduces an integral approach consisting of four interconnected quadrants addressing: 1) individual perceptions and meaning making, 2) behavioral/physical/neurological factors, 3) cultural and community influences, and 4) societal and professional impacts. The chapter discusses how this holistic framework can help students and practitioners think about clients in a non-reductionist way and make informed choices in applying appropriate counseling theories. It also emphasizes developing culturally competent skills to best serve diverse client populations.
This document discusses legal and ethical issues in psychology. It begins by defining the differences between morals and ethics, noting that ethics refer specifically to the rules and guidelines of a profession. Several key principles from the APA Code of Ethics are outlined, including beneficence, integrity, justice, and respecting rights/dignity. The document also provides examples of ethical standards like informed consent and withdrawal rights. Rest's four components of ethical decision making are defined. Finally, a case study example is presented to illustrate applying ethics in practice.
Industrial-organizational psychology applies principles of psychology to workplace issues like talent management, coaching, assessment, selection, training and organizational development. It emerged from studies like the Hawthorne Experiments and influences like scientific management. I/O psychologists work in academia conducting research and teaching or as practitioners in consulting, HR, and other organizational roles.
Application Taking a StandEffective leaders have a high degre.docxalfredai53p
Application: Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1) Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
1) Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
2) Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
3) Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitation during this dilemma.
R.
Psychological assessment involves gathering psychological data through tests, interviews, observations, and other methods to evaluate individuals. It is based on the assumptions that psychological constructs like intelligence and personality can be quantified and measured. Assessment provides information by measuring these constructs from multiple sources, though it also involves sources of error. Tests are tools that can predict behaviors both related and unrelated to testing, as well as future behaviors, as long as they are conducted in a fair, unbiased manner.
This document outlines a training session that discusses values and principles in health, social care, and early years settings. The session defines values and principles, identifies personal values, discusses why values are important in these fields, and examines guidance standards like the Equality Act 2010, Health and Social Care Act 2012, and EYFS that support upholding values. Learners participate in group activities like discussing workplace values, researching standards, and creating a poster on values, principles, and relevant guidance for new practitioners. The goal is for participants to understand and apply the values and standards required in their work.
The document discusses the key principles and standards of the American Psychological Association's (APA) Code of Ethics. It explains that the code provides guidance for psychologists through aspirational principles and enforceable standards. The five principles are beneficence and non-maleficence, fidelity and responsibility, integrity, justice, and respect for people's rights and dignity. The 10 standards cover resolving ethical issues, competence, human relations, privacy/confidentiality, advertising, record keeping/fees, education/training, research/publication, assessment, and therapy. Case studies are provided to illustrate how psychologists should apply the standards to resolve ethical dilemmas.
Survey research is a non-experimental method used to collect data through questionnaires or interviews. There are several key steps to conducting survey research: 1) determining aims and objectives, 2) defining the target population, 3) designing and constructing the survey, 4) selecting a representative sample, 5) administering the survey, 6) analyzing and interpreting findings, 7) preparing a report, and 8) disseminating findings. Data can be collected through questionnaires administered via mail, group settings, or household drop-offs, or through structured or unstructured interviews.
Assignment 1Positioning Statement and MottoUse the pro.docxdeanmtaylor1545
Assignment 1
Positioning Statement and Motto
Use the provided information, as well as your own research, to assess one (1) of the stated brands (Alfa Romeo Hewlett Packard, Subway, or Sony) by completing the questions below. At the end of the worksheet, be sure to develop a new positioning statement and motto for the brand you selected. Submit the completed template in the Week 4 assignment submission link.
Name:
Professor’s Name:
Course Title:
Date:
Company/Brand Selected (Alfa Romeo Hewlett Packard, Subway, or Sony):
1. Target Customers/Users
Who are the target customers for the company/brand? Make sure you tell why you selected each item that you did. (NOTE: DO NOT say “ANY, ALL, EVERYONE” you cannot target everyone, you must be specific)
Age Bracket: [Insert response]
Gender: [Insert response]
Income Bracket: [Insert response]
Education Level: [Insert response]
Lifestyle: [Insert response]
Psychographics (Interest, Hobbies, Past-times): [Insert response]
Values (What the customer values overall in life): [Insert response]
Other items you would segment up on: [Insert response]
How does the company currently reach its customers/users? What methods and media does the company use to currently reach the customers/users? What methods and media should the company use to currently reach the customers/users?
[Insert response]
What would grab the customers/users’ attention? Why do you think this will capture their attention?
[Insert response]
What do these target customers’ value from the business and its products? Why do you think they value these items?
[Insert response]
2. Competitors
Who are the brand’s competitors? Provide at least 3 competitors and tell why you selected each competitor.
Competitor 1: [Insert response]
Competitor 2: [Insert response]
Competitor 3: [Insert response]
What product category does the brand fit into? Why have you placed this brand into the product category that you did?
[Insert response]
What frame of reference (frame of mind) will customers use in making a choice to use/purchase this brand/service? What other brands/companies might customers compare this brand to (other than the top three identified above)?
[Insert response]
3. USP (Unique Selling Proposition) Creation
What is the brand’s uniqueness? Why do you think this is a key uniqueness for this business?
[Insert response]
What is the competitive advantage of the brand? How is it different from other competing brands? Why do you consider this a competitive advantage?
[Insert response]
What attributes or benefits does the brand have that dominate competitors? Why do you think they dominate?
[Insert response]
How is this brand/company better than its competitors? What is the brand’s USP (Unique Selling Proposition? Why have you decided upon this USP?
Unique Selling Proposition: [Insert response]
Defense of USP: [Insert response]
4. Positioning Statement & Motto
Develop a new positioning statement and motto for the brand you selected. Below is an.
This document provides an overview of the course PSY 480 Elements of Clinical Psychology. It outlines the weekly assignments which include writing papers on examining clinical psychology, comparing approaches to clinical disorders, and analyzing a case study. It also includes completing a worksheet on the practice of clinical psychology, interviewing helping professionals, and creating a presentation on contemporary issues. The assignments require applying clinical psychology concepts, comparing treatment approaches, and addressing ethical and cultural considerations in the field.
Similar to TABLE OF SPECIFICATION FOR BLEPP EXAM (20)
This document summarizes a presentation on the psychology of multitasking. It discusses what multitasking is, the basic types of multitasking, and presents results from scientific research showing that multitasking reduces productivity and performance. While people feel good when multitasking, research finds it causes more mistakes and less retention of information as the brain can only focus on one thing at a time. The document provides tips for multitasking more successfully, such as using a pomodoro technique and mindfulness to focus on one task at a time.
This document summarizes a presentation about humor, laughter, and healing. It discusses what humor and laughter are, the health benefits of laughter, and different styles of humor. It also describes the physiological and psychological effects of laughter and how brain activity changes when laughing. Finally, it provides exercises and workshops on practicing laughter, including laughing for stress relief, celebration laughter, and laughter yoga techniques.
This document appears to be a presentation on employee engagement and workplace safety. It includes objectives for lessons on labor law essentials, employee engagement, and achieving workplace safety. It outlines the duties of HR and safety committees, which include conducting monthly safety meetings, reviewing inspection reports and accident investigations, and submitting reports to management. It also discusses the role of HR in ensuring health and safety in the workplace by planning accident prevention programs and directing safety efforts according to company programs and regulations.
This document discusses the role of human resources in ensuring health and safety in the workplace. It outlines common health and safety hazards and prevention strategies, including chemical, ergonomic and biological hazards. It also discusses management leadership in health and safety, hazard control through analysis and identification, and the importance of training and education for managers, supervisors and employees to understand and address workplace hazards.
This document discusses leadership styles and theories. It defines leadership as having a vision, inspiring trust, effective communication, and seeing possibilities. Several leadership styles are described, including autocratic, democratic, laissez-faire, and paternalistic. The challenges of leading change are discussed, including how change impacts employee self-esteem. Various theories of leadership are outlined, such as trait, behavioral, contingency, transformational, and transactional theories. Factors that can influence leadership style are also presented, like risk, organizational culture, and the nature of the task.
This document appears to be a presentation on employee engagement given by Dr. Rhea Lowella S. Fiser. The presentation covers the objectives of understanding what employee engagement is, why it matters, its underlying principles, the role of HR and OD in engagement, and best practices for engagement interventions. The presentation includes several slides with objectives and content on affective commitment and why employees remain committed to an organization.
The document discusses employee engagement. It begins by stating the objectives of the lesson, which are to define employee engagement, discuss the principles behind it, and explain the role of HR and best practices. It then asks what employee engagement is and why it matters. Employee engagement is defined as an emotional commitment by employees to their work and organization. Highly engaged employees drive innovation and performance. The document discusses that engaged employees are passionate about their work while disengaged employees are essentially "checked out." It also notes that employee engagement is key to competitive advantage.
This document is a lesson on employee engagement presented by Dr. Rhea Lowella S. Fiser. The objectives of the lesson are to define employee engagement, explain its principles and importance, and discuss the role of HR and best practices. Employee engagement is defined as an emotional state where employees feel passionate and committed to their work. Engaged employees improve performance while disengaged employees undermine productivity. The document then covers drivers of engagement including autonomy, growth opportunities, impact, and connection as well as strategies for improving engagement.
This document discusses values and attitudes in the workplace. It defines values as stable beliefs that guide behavior and decision-making. There are two types of values: terminal values related to goals and instrumental values related to preferred ways of behaving. Attitudes are less stable evaluations of people, objects or ideas that influence behavior and consist of cognitive, affective and behavioral components. Values and attitudes are shaped by personality, work situations, social influences and determine work motivation and behaviors. Understanding employee values and attitudes can provide insight into perceptions, decision-making and how to effectively communicate organizational values.
Self-esteem is defined as one's judgment of their own worthiness and capabilities. It is shaped by life experiences and relationships. People with high self-esteem like meeting new people, are not worried about judgment, and feel they can achieve their goals, while those with low self-esteem do not believe in themselves and feel incapable. Common signs of low self-esteem include exaggerated bragging, blaming others, and being overly reactive. Though self-esteem is formed over time, it can be improved by forgiving mistakes, focusing on strengths, and setting and achieving goals.
Lesson 1 Introduction to Professional Development and Applied EthicsDR. RHEA SANTILLAN
This course discusses professional development, applied ethics, and personality development. It describes the skills, knowledge, and performance needed for students to become professionals through understanding ways to present themselves in business settings like meetings, networking, and proposals. Professional development involves maintaining credentials through education and learning, while applied ethics examines ethical issues in different fields like business. Personality development can help individuals reduce stress, have a positive attitude, and make a strong impression. The document outlines several personality traits and provides ways to build self-confidence.
The document is a presentation on succession planning that aims to explain its importance, assess factors and challenges involved, and outline key elements and implementation steps. The presentation objectives are to explain the importance of succession planning, assess factors and challenges, outline key elements, and enumerate implementation steps. It was presented by Dr. Rhea Lowella S. Fiser.
The document discusses performance management and performance appraisals. It aims to discuss the purpose and process of performance management, explain the balanced scorecard's four perspectives, identify the parts of a performance appraisal form, explain why performance appraisals fail and how to prevent failures, and enumerate the steps to conducting an effective performance appraisal discussion. The presentation is delivered by Dr. Rhea Lowella S. Fiser and focuses on lessons related to performance management and human resources functions.
The document is a presentation by Dr. Rhea Lowella S. Fiser on learning and development. The objectives of the lesson are to explain key learning principles, differentiate between training and learning, identify employee learning styles, and explain the ADDIE process. The presentation contains several slides with footers but no other content.
The document discusses wage and salary administration, which refers to establishing compensation policies and practices for employees. It aims to attract and retain talent, avoid legal issues, and ensure business continuity. The objectives are to help prevent discrimination claims, ensure compliance with labor laws on wages, and demonstrate wage computations. Components of compensation include base pay, benefits, and incentives. The document provides examples of calculating night differential pay, overtime pay, separation pay, and other mandatory benefits.
The document discusses total rewards, which refers to the seven elements that comprise an employee's total compensation and benefits package, including compensation, benefits, engagement, performance management, work-life balance, professional development, and meaningful work. It aims to define total rewards, relate it to Maslow's hierarchy of needs, discuss its advantages over conventional compensation packages, and examine how organizations can adapt total rewards to meet the changing needs of a multigenerational workforce. The presentation also explores external factors like benefits choice and generational preferences that impact the modern employee experience.
This document discusses talent acquisition and the interview process. It covers formulating behavioral and situational interview questions, conducting competency-based interviews, and the four phases of successful interviewing. Additionally, it discusses behavioral versus traditional interviewing, structured versus unstructured interviews, identifying ethical and unethical practices, and remaining objective to avoid interview pitfalls. Sample interview questions, formats, and techniques are provided.
This document provides an overview of human resource planning, including its objectives, functions, aims, responsibilities, and key elements. It discusses forecasting future human resource needs based on factors like required skills, duties, and experience levels. The importance of auditing existing staff skills and reexamining HR policies if gaps are found is covered. Examples of HR planning tools and software that can help automate administrative tasks are also presented. The document aims to give attendees an understanding of HR planning in organizations.
This document provides an overview of strategic human resource management presented by Dr. Rhea Lowella S. Fiser. It begins with an introduction to HR functions and provides objectives for understanding the connection between the 12 functions of HR. These include human resources planning, talent acquisition, total rewards, salary administration, learning and development, performance management, employee discipline, succession planning, employee engagement, administrative responsibilities, health and safety, and essentials of Philippine labor law. The presentation provides details on each of the HR functions and their importance for organizational success.
Lesson 22 Managing Information and Information TechnologyDR. RHEA SANTILLAN
Managers use information systems to process large amounts of data and information to support decision making. An information system consists of inputs, like data entry; processors that organize and analyze the data; outputs such as reports; and storage like databases. There are different types of information systems tailored to various management levels from transaction processing to strategic decision support. While information systems provide benefits like increased efficiency and collaboration, they also have limitations such as high costs and potential for inaccurate information.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
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This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
1. Presented by:
DR RHEA LOWELLA SANTILLAN-FISER, RPsy,RPm,CSIOP
Table of
Specification &
Recommended
Books to Read &
Tips to Review for
BLEPP Exam.
Presented by:
DR. RHEA LOWELLA SANTILLAN-FISER,LPT,CSIOP, RPm, RPsy
2. Presented by:
DR RHEA LOWELLA SANTILLAN-FISER, RPsy,RPm,CSIOP
HELLO!
My name is Mam Rhea
DR. RHEA LOWELLA SANTILLAN-FISER,LPT,CSIOP, RPm,
RPsy
• Graduate of B.S Psychology
• Masters of Arts in Industrial Psychology
• Doctorate of Philosophy in Industrial
Psychology
• Certified Specialized in
Industrial/Organizational Psychology
• Licensed Professional Teacher
• Civil Service Professional Passer
• Licensed Psychometrician
• Licensed Psychologist
3. Our Learning Path
1. Table of Specification for BLEPP
EXAM
2. Tips what to Review for Exam
3. Suggested Books to Read
4. Helpful Apps to Use for BLEPP
Review
4. Table of Specification
Theories of Personality
OUTCOME WEIGHT # OF ITEMS
Recognize and differentiate basic theories and
perspectives of Personality
80% 80
Identify the socio-cultural and environmental
factors that may impact personality 10% 10
Identify relevant Filipino/Indigenous concepts in
understanding Personality 10% 10
100% 100
5. Table of Specification
Psychological Assessment
OUTCOME WEIGHT
# OF
ITEMS
1. Apply the technical concepts, basic principles and topics of
psychometrics and psychological assessment 20% 29
2. Describe the process, research methods and statistics used in test
development and standardization
10% 29
3. Identify the importance, benefits and limitation of psychological
assessment. 10% 19
4. Identify, assess, and evaluate the methods and tools of psychological
assessment relative to the specific purpose and content: school, hospital,
industry and community.
20% 29
5. Evaluate the administration and scoring procedures of intelligence and
objective personality tests other alternative form of test. 15% 22
6. Apply ethical considerations and standards in the various dimensions of
psychological assessment. 15% 22
TOTAL
100
150
6. Table of Specification
ABNORMAL PSYCHOLOGY
OUTCOME WEIGHT
# OF
ITEMS
1. Distinguish between pathological and non-pathological
manifestations of behavior 20% 20
2. Recognize common psychological disorders given specific
symptoms.
20% 20
3. Use major psychological theories, particularly the commonly recognized
ones, in explaining how psychological problems are caused and how they
develop.
30% 30
4. Identify the socio-cultural factor that may impact on problem-identification
and diagnoses of abnormal behavior. 15% 15
5. Apply appropriate ethical principles and standards in diagnosing cases of
abnormal behavior 15% 15
TOTAL
100
100
7. Table of Specification
Industrial Psychology
OUTCOME WEIGHT
# OF
ITEMS
1. Discuss the major consideration and principles of employee
selection. 20% 20
2. Describe the process and principles in the employee training and
development
20% 20
3. Apply the major principles in performance evaluation 15% 15
4. Apply the major theories of motivation in designing and
administering rewards 15% 15
5. Apply basic theories in team dynamics 10% 10
6. Differentiate the various functions involved in Human Resource
Management. 10% 10
7. Recognize issues of work life balance and well being in the workplace. 10% 10
TOTAL
100
8. Theory of Personality
1. Understand the basic assumptions and the shortcomings of every theory
2. Compare and contrast the various theories of personality
3. If you think that a concept is difficulty, try to find some real-life examples
4. Create your own matrix or guide in an excel sheets (Differences and Similarities
of Concept/Construct) every theory, Proponent, Basic Tenets, View of Human
Nature, Differences and Similarities ng mag theories
5. Read the biography ( Sigmund Freud, Adler, Carl Jung, etc.) born, died,
theories and Sort it.(Famous Industrial Psychologist, Clinical Psychologist, etc.
6. Read your references
9. Psychological Assessment
1. Basic Statistics
2. Familiarized with different test and its applications
3. Have a good understanding of the various psychometric
properties (reliability, validity, norms, standardization etc.)
4. Know how to apply the concepts you learned in Assessment
to other board subjects
5. Code of Ethics
10. Abnormal Psychology
1. Differentiate normal from abnormal behavior
2. Have a basic understanding of the differential diagnosis in
various disorders.
3. Learn the Causes, Biological, Cultural ,Social Factors for
various disorders
4. Understand the theory that explains how disorder developed.
5. Read Case Studies
11. Industrial Psychology
Tips
1. Familiarize yourself with the various theories used in I/O
Setting
2. Understand the concepts such as job analysis, job
evaluation, job performance, job satisfaction etc.
3. Read practical HR concerns
12. 1. Read and do not skim and understand by heart your book
2. Make your own reviewer ( You can used index card)
3. Make an Outline
4. Be creative in reviewing (Make your own infographics)
5. Read 1 Chapter a day!
6. Read current trends in Mental Health, Psychology Law, Dole
Guidelines about Mental Health,Ethics, Psychometrician Premier.
Important
Tips
13. • American Psychiatric Association (2013)
Diagnostic and Statistical Manual of
Mental Disorders (5th edition)
• Barlow, D.H, Durrand. V.M & Stefan S.H
(2009). Abnormal Psychology: An
Integrative Approach.
• Kring A.M (2010). Abnormal Psychology.
• Nolen-Hoeksema S. (2007). Abnormal
Psychology.
Abnormal
Psychology
14. Psychological
Assessment
• Cohen,R and Swerdlik M. (2009).
Psychological Testing and Assessment: An
Introduction to Tests and Measurement, 7th
edition.
• Anastasi,A and Urbina S. (2010).
https://i.ebayimg.com/images/g/IIEAAOSwiYlep
GAt/s-l300.jpg Psychological Testing:
Principles, Application & Issues, 8th edition
• Kaplan,R and Saccuzzo,D. (2013).
Psychological Testing: Principles,
Application & Issues, 8th edition
15. • Aamodt, Michael G.(2007).
Industrial/Organizational Psychology
• Hechanova,M.R.,Teng-Calleja M & Villaluz V.C
(2014). Understanding the Filipino Workers and
Organization. Ateneo de Manila University Press.
• Muchinsky P.M (2006). Psychology applied to
work: An Introduction industrial and
Organization Psychology. Belmont. CA:
Thomson/Wadsworth.
• Spector.P.E (1996). Industria and organizational
Psychology: Research and Practice. John Wiley
& Sons.
Industrial
Psychology
16. • Corey, G., & California State University (2013). Theory and
practice of counseling and psychotherapy.Belmont. Calif:
Wadsworth
• Neukrug. E (2014). Brief orientation to counseling:
Professional identity, history and standards, Belmont,
California: Cengage Learning.
• Prochasaka J.O & Norcross J.C (2013). Systems of
psychotherapy: A trans theoretical analysis,Pacific Grove,CA:
Brooks/Cole Pub.
• Sommers-Flanagan J.,Sommers-Flanagan R., & Irish Luck
Production. (2013). Counseling and psychotherapy, theories in
context and practice. Hoboken,NJ.: Wiley
Psychotherapy
for Psychologist
17. A. Feist,J.,Feist,G.,&
Robers, T (2013).
Theories of Personality.
McGraw-Hill
B. Schultz,D.P., &
Schults,S.E (2017).
Theories of Personality.
Engage
Theories of
Personality
18. Files/Links to Download
Table Specification for Board Exams for BLEPP (PRC
Website)
https://filipinopsychologistsreviewer.blogspot.com/2018/05/table-of-
specifications-for-blepp.html
RA 11036 Mental Health Law
https://lawphil.net/statutes/repacts/ra2018/ra_11036_2018.html
PAP Code of Ethics for Philippine Psychologist
https://pap.ph/downloadable/PAP_Code_of_Ethics_for_Philippine_
Psychologists.pdf
19. Files/Links to Download
PRB Resolution of Psychology Resolution nO: 11
Series OF 2017
https://pap.ph/downloadable/PRC_Code_of_Ethics_and
_Professional_Standards_for_Psychology_Practitioners_
in_the_Philippines.pdf
DOLE Guidelines for Public and Private Sectors
regarding Mental Health Program
https://www.dole.gov.ph/news/do-208-20-guidelines-for-
the-implementation-of-mental-health-workplace-policies-
and-programs-for-the-private-sector/
20. Files/Links to Download
Psychometrician Primer
https://www.prc.gov.ph/.../files/Psychometrician_PRIMER.
pdf
Tele-psychological Services Guidelines
https://www.apa.org/practice/guidelines/telepsychology
RA 110029 ( Psychology Law)
[https://lawphil.net/sta.../repacts/ra2010/ra_10029_2010.ht
ml]
Schedule of Board Examination 2021
[https://www.prc.gov.ph/2021-schedule-examination]