EVALUATION OF THE MMPI-2IntroductionPersonality is one of the biggest areas in psychology. I believe that it is important to have a good grasp on the personality of our clients and that testing and assessing their personality can give us valuable insight to help them as best as we can. Through much deliberation and research, I chose the MMPI-2 as the test that I was going to focus on for this course project. The MMPI-2 as told by the University of Minnesota Press (2018) is used for both clinical purposes and nonclinical purposes. This test can be used for assessing the mental health of an individual as well as assessing whether or not someone is a good fit for a high-risk job (University of Minnesota Press, 2018). The MMPI-2 is a great tool that I can use, for clinical purposes, in my future in the field of the psychology.The future role I am planning to obtain in the field of psychology is that of a sport psychologist. This is a newer field and is growing rapidly, but there is a not a lot of information specifically on athletes and the MMPI-2. Fortunately, my role as a sport psychologist entails that I am well versed, and have a doctoral degree, in clinical or counseling psychology. Helping athletes with their mental game is very important and many people, including athletes, deal with a variety of mental issues. For this reason, I chose to focus on the MMPI-2 and psychopathology in younger individuals since that is the population I will mostly be working with. Technical Review Article SummariesHill, J. S., Robbins, R. R., & Pace, T. M. (2012). Cultural validity of the Minnesota Multiphasic Personality Inventory–2 empirical correlates: Is this the best we can do?. Journal Of Multicultural Counseling And Development,40(2), 104-116. doi:10.1002/j.2161-1912.2012.00010.x2
UNIT 5 ASSIGNMENT 2 The Hofstede Dimensions It is safe to state that each individual is just that, an individual. Each person is unique in how they look, how they act, and even how they think. Although each individual is different, common characteristics that multiple people may share will bring them together. This is how we end up with different groups of people, different cultures made up of those groups, and different ways of life based on the ways that each culture does things. Some people are driven by religion, some by other people, some by money, and even some simply by themselves. Job satisfaction is “a positive feeling about a job resulting from an evaluation of its characteristics” (Judge, 2013, p. 79). How much or how little an individual is satisfied with their job will be based on different things and can change from one culture to the next. Just living in another country can put a person in a different culture. The United States, Australia, and Asia, for example, are in different parts of the world, which can lead to different thought processes for the citizens of each country. How the professional world of each country is handled, as well as how the country is lead financially overall can play a role in the way those individuals see job satisfaction. Geert Hofstede found that each person’s thoughts “vary on five value dimensions of national culture”, which include power distance, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance, and long-term versus short-term orientation (Judge, 2013, p. 150). Power distance is basically equality, or inequality that an individual feels in the workplace. “Power distance describes the degree to which people in a country accept that power in institutions and organizations is distributed unequally” (Judge, 2013, p. 150). The higher the power distance is, the more power and wealth play a role in that culture, while when there is a lower degree of power distance, there is more equality among all individuals in that culture.