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Psychological examinations to prevent critical events
UIMC Congress
Budapest
2014.10.01.
David ZerkowitzWork and organisational
psychologist
Ideal driver(Based on H. Eysenck)
cold, pessimistic
inconsequent,agressive
conscious,rule consciousness
receptive, reactive
Emotionally unstable
Emotionally stable
Inactive behaviour, more failure under pressure
Risk taking behaviour („showing off”)
Ideal personality
Introverted Extroverted
Evaluation methods
Modular system Paper tests
Intelligence Personality factors*
Instrumental tests Attention *Should be inspected druing the, Reaction whole procedure, as holistic
aspect Stress tolerance*
Interview Carreer orientation Social competences
Complexity Projective tests
Instrumental tests
Ability tests
Personality inventories
Questionnaires
Anamnesys, exploration
Personality tests
Done in every case Work and organisational
„world tests” Personality stability Social competencies Tendencies for:
Agression Depression (Suicide) Psychosomatics Neurotics
Testological discussion:– Use of clinical tests– Legal / ethical issues
(personal life, inadequate aspect of intrapersonal conflicts, etc.)
Assessment testing or clinical differential Dg?
Latter needs: Further suggestions for
therapy
Attention– One channel
concentration– Divided attention
Reaction– Simple
One type of stimuli
– Complex More stimuli More modality
Visual memory
Stress tolerance– Vegetative parameters
Instrumental tests
Instrumental tests - example
Visual memory
Safety critical competences„To err is human”
Action rehabilitation after omission / blocking
– Detecting own faults– Returning after relapses
...to keep driving ahead of the train, or running after the situations...
Working memory (WM)– Maximum possible
workload under stress Time pressure
– Short time– Monotony
Amount of stimuli
Safety critical competences„To err is human”
Spanish accident: - Lapse of concentration
- WM periphery overload
(ignored acoustic signal)
Ability to change from
monitoring to action
Problem of internally vs. externally controlled attention
– Internally: person intentionally maintains attention on the
req.-ed level– Externally: depends on
environmental factors
Aptitude tests systems useexternal controlling
-prevention needs more personal
data on internal attention capability
Simulation and psychological fitness Successful simulation exam =
fit the psychological requirements?
Simulation:– Training– Exam– Uses complex and
specified knowledge
What we see: the end of a process
Evaluating psych. fitness– Measuring ready to use
abilities– Clean environment– No need for learning– Ways to help / develop– Independent evaluating of competences
What we see: the beginnig of a process
Suitability verification
FitnessTo have „good”...
...abilities the applicant is born with;
…abilities developed and well established
SuitabilityTo use well...
…in appropriate:
Infrastructural
Human
Incentive (financial, motivational etc.)
} environment
Inadequately researched part of the HR / selection systems
Questions?Thank You for your attention!
