Williams (1999) Discusses the Overall

¶ … Williams (1999) discusses the overall selection process for naval aviators. As they have been using the ATSB, since 1992 to determine who has the proper mental and emotional attributes for the career field. However, some standardized tests can only predict certain elements, of who will be successful in this field. Given the fact that there are over 10 thousand applicants who are taking the test every year, means that there could be an over reliance on this exam. As a result, researchers decided to look at the three main scores that are carefully examined to include: the academic qualification ratings, the pilot flight aptitude rating and the pilot biographical inventory. This would help researchers to focus their efforts on if the combination of these different scores, as it would tell them who would be considered to be the best candidate (based upon comparing these scores with actual graduates). To determine this, the study would use liner regression analysis. The results were: that these three different scores provided an outstanding way of determining who would be successful in the program. This information is useful, because it can help to decide what specific factors are relevant (in judging who would make the best naval aviator).

The article that was written by Arendasy (2007), examines the judgment of military personnel, by looking at a host of different tests that were conducted through: the German Luftwaffe in 1999 and analyzing them. As these different tests looked at a host of factors that could have an impact upon the ability of aviators to effectively analyze the situation. These include: alertness, inductive thinking, visual / verbal short-term memory and reaction to various forms of stress. These different elements are important, because they are telling researchers the other factors that will have an effect on the kind of decisions that are made (by pilots in the most stressful combat situations). At which point, researchers would compare how the pilot performed in simulated situations through: observations of their activities on a combat flight simulator. The results were, that looking at issues (such as: alertness, inductive thinking, visual / verbal short-term memory and reaction to various forms of stress) provided an effective way of determining how these individuals would perform in actual combat situations. The information from this source is useful because, it can help to determine what kinds of mental attributes would have an impact upon aviator performance in combat.

The article that was written by Katz (2006), discusses how the Army developed a computer-based simulation test to: determine what kind of deficiencies existed in their current program and how they can be corrected. As they focused on several different elements to include: perceived speed / accuracy, cognitive ability, motivation, personality and prioritization. The results were that current testing efforts are helping to provide a basic foundation, in determine who would be a good candidate. However, there were several changes that were recommended to the battery these include: improving the cognitive portion of the tests, reducing the administration time and addressing any kind of logistical issues that could affect testing in the future. These factors are important, because they are telling administrators how they can specifically improve the testing process to find the best pilots.

As a result, this information can be used to help predict, who could excel at various career fields and it decides who has the best attributes (to cope with the various challenges they will face). When you put these two elements together, this means that source this is useful in providing a more accurate picture as to what individuals are most suited for the various MOS's.

In the report that was written by Damos (2006), it talks about how they were asked to create a new procedure for aviator training called: the Selection Instrument for in Flight Training. This looked at a number of different factors during the study that was being conducted to include: developing computer-based training models, create aviator selection procedures that reduce risks, create a tool that the Army can utilize to quickly decide if a particular candidate is most suited for a certain MOS and looking at how they can streamline the testing battery process. The results were that cognitive ability (the use of logic) was some of the most accurate variables, in determining who would excel at these programs. However, researchers also found that there were other factors that would have an impact, on deciding who the right candidates are. These include: psychological motor skills, personality, flight experience, the use of memory and motivation. These different factors are important, because they are showing how logic and cognitive ability will decide who will be successful in this career field. At the same time, the other secondary factors will play an equally important role. When you put these elements together, they are showing how the selection process is dependent upon determining the cognitive ability of the individual (to find the right candidates). As a result, this information can be used with some of the other sources that were discussed earlier, to corroborate what elements are most important when selecting potential aviators.

The article that was written by Corretta (2010), discusses the effectiveness of the Air Force's testing battery. Where, researchers would look at the total impact of their different parts of Air Force Qualifying Test, to determine who would make the best aviators. This was conducted by sampling 2,190 different candidates. The results were that these tests were accurate in determining 95% of those individuals who would excel in the flight program. The best predictor was those who scored well on the Academic Aptitude portion of the test. While, the Verbal Composite was shown to be the least effective at deciding who could perform well in this particular MOS. These different elements are important, because they are showing how; the different tests can identify those people who have the best attributes for working in this career field.

As a result, the information from this source is useful, because it helps to highlight how the current aptitude test is an accurate way of finding the best aviator candidates. Therefore, this can be used in conjunction with other sources to: determine the best predictors and what factors are most relevant when deciding on a particular MOS.

The piece of literature that was written by Cascio (1998), talks about how managers are able to determine who would be most suited to work in a particular occupation. This is accomplished by looking at the validity approach. Simply put, the validity approach is when you are looking at traditional factors such as: the personality of the individual, their ability to think logically and their overall amounts of training. The idea under this basic model is that managers can be able to assess, who is most qualified to work in a particular career field. However, after conducting a detailed analysis, researchers found that these factors can help to generally determine who would be able to have high probabilities of success. Yet, beyond these basic figures they also found that applying this standard formula to everyone can result in statistical inaccuracies. The most notable are: that managers are taking a one size fits all approach when conducting an assessment and they are not looking at outside variable that could play a role. These two elements are important, because they are showing how testing can work as a good way to indentify basic general trends. but, they must not be overly relied upon, as inaccuracies could occur when this kind of approach is taken. Instead, it is prudent to use the basic scores, to decide who will work well in a particular career field. While at the same time, they must pay close attention to specific factors that could have caused inconsistencies to occur. As a result, these different ideas are showing how all managers, must have some kind of flexibility when analyzing the results of various aptitude tests.

The information from this source is useful, because it can help to pinpoint, how specific cultural or external influences could have an impact upon the test scores of individuals. Therefore, this information can used in conjunction with the other sources, to decide the total impact that aptitude testing is having in finding the best naval aviators. As these different score must be taken into account, while specific cultural factors could have an effect upon the individual. Once this occurs, it means that the selection process can use test scores to determine intelligence and aptitude. Yet, there needs to be some way to take into account cultural influences about testing and the past experience of the individual with these exams. This will help to provide the greatest insights, as to what factors are most relevant when selecting the best naval aviator candidates.

The article that was written by Dattel (2010), talks about how many of the different standardized tests are often weighting the importance of the questions incorrectly. This is problematic, because when these kinds of situations begin to occur is the point that there is possibility that the exam could overlook key elements. At which point, it becomes ineffective at: understanding the overall challenges and how to identify someone who is most suited for a particular career field. A good example of this occurred with the Air Traffic and Test Selection batteries. What happened was this standardized test was given to air traffic controllers on a regular basis, to determine their overall levels of competence in the industry and for requalification. However, some of the most experienced air traffic controllers were scoring poorly on the exam. Given the fact that these individuals had worked the career field so long, meant that it was difficult to claim that these people were not qualified (especially when you consider how this group was consistently performing poorly). As a result, researchers conducted a study and they found that the way the different questions are weighted, will play a major role in determining the score of the individual. This is significant, because it means that any kind of attempts to use the test to determine the best candidates was inaccurate. At which point, researchers found that if the different questions were reweighted taking into account: cultural factors, experience and other information provided; the best results in determining who is most qualified.

The information from this source is useful, because it is confirming how specific factors could affect the performance of an individual on various aptitude exams. Therefore, this can help to confirm how numerous factors must be taken into account, when using these score to decide who would be the best naval aviator. Where, the cultural background and experience of individual could cause their scores to show different results, than the reality of the situation.

The article that was written by Campbell (2010), discusses the effects of using different tests, to determine who would be most suited to be a naval aviator. Where, they took their analysis one step further by looking at specific factors that will determine how successful someone is in the field (mirroring combat conditions). This meant that individuals would face similar kinds of emotional conditions that they would experience including: anxiety and extrovertism. At which point, researchers would compare the direct impact that these effects had on the underlying test scores (by having candidates take these batteries after these situations). The results were that test scores would drop by 25%, because of the increased amounts of pressure that candidates were facing. This is important, because it shows how testing for aptitude is one way to determine how successful someone would be as a naval aviator. Yet, beyond this basic information, there needs to be some kind of way of seeing; the total impact that the stresses of combat will have upon: their decision making and the ability to adapt / overcome. Once this takes place, it will provide a more realistic assessment as to if someone would make a good pilot (by mirroring the same kinds of stress that they will face as a part of their job). At which point, the overall selection process can be more accurate in determining who is most suited to work in this particular MOS.