Abstract . The Current Paper Presents A Critical Analysis

Personality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the 'Big Five ' personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essay will also discuss some of the arguments against the relevance and accuracy of personality testing within the employment context.

This paper introduces the overview of personality assessment approaches in use currently in society. It proceeds to review the big five personality measures, its validity in prediction of personality types (Archer, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. Aspects on the social desirability trait and the distortion produced in responses to evaluation questionnaires, being a significant part of the problems in personality assessment is examined. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

The purpose of this assignment is to have you explore dimensional facets of, the composite hypothetical construct, “personality.” You will do this by studying, self-administering, and then interpreting and reporting on the results of, several “personality tests.”

This paper offers a critical reflection and analysis of my genogram. My family consists of two completely different families thrown together who coexist together without much intermingling. When viewed as one unit, I would describe my family as a loose knit, hardworking, Black middle-class, southern, Christian family. I use the term loose knit because my family is not close at all. We can go months without talking to or seeing each other and there is nothing wrong with that. There have been many times I have been in conversation with family friends and find out information about my family because we do not interact with family members often. The anchor that each of us is close to is our mother, Sandra Smith-Graves.

This paper is a critical analysis of two academic papers: McKeown, J., Ryan, T., Ingleton, C., and Clarke, A., 2015, ‘You have to be mindful of whose story it is ': The challenges of undertaking life story work with people with dementia and their families. Dementia, (Qualitative) and Milne, A., Guss, R., and Russ, A., 2014, Psycho-educational support for relatives of people with a recent diagnosis of mild to moderate dementia: An evaluation of a ‘Course for Carers '. Dementia. (Quantitative) These papers have been selected as they embrace contrasting research strategies on Dementia- qualitative and quantitative. The main aim of this analysis is to underline the positive/negative facts in the academic papers in terms of the

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

The purpose of this paper is to analyze the results of my Humanmetrics Jung Typology Test. With knowledge of my personality type I explain what I learned from these tests with examples from the book Type Talk at Work. The first part of the discussion explains each letter in the INTJ personality and an overall description of how the different parts of the personality work together. The second part of the discussion talks about lessons learned from using the personality tests. This part discusses what I learned about myself that could make me a better employee and what I learned about these personality tests that could make me a better employee. What is learned is supported with the material from the book Type Talk at Work. Throughout the paper there are examples on how this information can lead to improvements in relationships, improvements to yourself, and improvements to those

Personality is defined as the unique way in which each individual thinks, acts, and feels throughout life (Ciccarelli, 2014). Numerous individuals are curious in regards to their actions and how their mind works, thus leading companies to create personality tests, in order to provide individuals with some perspective on their personality. While individuals can take personality tests for leisure, personality tests are often utilized in situations such as job interviews, diagnosing mental disorders, and educational purposes. Two popular personality tests are the Keirsey Temperament Sorter and the Big Five Personality test. After taking both tests, I analyzed them using my knowledge of general psychology and of my own actions. I found the

Personality assessments can serve as a powerful and impactful tool that benefits the participants or others with whom your paths may cross. Inevitably, taking assessments like this requires self-awareness in order to maximize the value of the results. In this case, the McGraw-Hill assessment covered a wide array of topics which provided an extensive assessment of my values, personality style, motivational influences and contributing factors that drive my behaviors (McGraw-Hill Education, 2017). This evaluation offered me personal insights on how I behave in various situations, the impact my behavior may have on others, additional context around my personality traits and style, and organizational considerations that may influence my actions,

Personality assessment instruments continue to be widely uses by the public and widely examined by the public. Since the early 20th century a number of personality instruments have been very useful in

Hogan Personality Inventory (HPI) includes the following dimensions: adjustment, ambition, sociability, interpersonal sensitivity, prudence, inquisitive, and learning approach. The HPI and HDS (Hogan Development Survey) are designed as interdependent personality inventories to assess the normal and dark personality traits (Spain et al., 2014). For example, HDS Colorful is 0.61 correlated with HPI Sociability, HDS Excitable is correlated -0.71 with Adjustment, and HDS Caution is correlated -0.68 with HPI Ambition (Spain et al., 2014). Despite limited research, Harms, Spain, Hannah, Hogan, & Foster (2011) found that the complementary approach of employing the HPI and the HDS predicts leadership effectiveness. Due to the high number of dimensions in HPI (seven dimensions) and in HDS (11 dimensions), the commercial component, and the requirement for highly specialized personnel, their application within the workplace, particularly in small organizations, is limited. Therefore, the perspectives of contrasting the Dark Triad (three dimensions, free) with the Big Five (five dimensions, free) and adjusting it to the requirement of the working environment represents a research opportunity that once established would solve real-world problems of assessing, selecting, and developing

Abstract: The purpose of this paper is to explore what personality trait I am through taking a personality test. By taking this test it will allow me to analyze my strengths and weaknesses as a person and how to improve those characteristics in the workplace.

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee