Evaluating A Personality Testing For Learning

The tests related with personality intrigue people because human personality is a very curious topic for people. Everyone wants to know about their personality and the internet has become the easiest method to access any personality test that claims to solve your queries about your own. People take interest into these tests and end up being fooled by some vague claims made by a machine that has all remarks and conclusions fitted in it. I was no exception to it when I decided to take a personality test and get included in the list of those people who got duped by such tests.

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.

Feist, J., & Feist, G. J. (2009). Theories of Personality (7th ed.). New York: McGraw-Hill.

The name of the career/ business assessment that I took from the Module is the Carolyn Kalil's Free Personality Quiz. The website that provided the quiz was http://www.innerheroes.com/quiz.asp. This website provided the quiz free of charge. The purpose of the Carolyn assessment is to evaluate an individual’s primary personality. After doing so, the information can be used to better understand an employee in the workplace. The test identifies thinkers, helpers, planners, and doers. Each one of these personalities can help build and support a business in a different aspect as long as the skill sets are implemented correctly.

I found the test results of the Big Five personality assessment to be an interesting and very accurate description of myself. After completing this assessment, I was able to analyze my personality in depth. I found this information to be helpful knowledge and provide insight about myself, as well as being crucial in examining my personality traits. The big five is also referred to the OCEAN model of personality, and stands for the main traits used to describe personalities. This acronym stands for openness to experience/intellect, conscientiousness, extraversion, agreeableness, and neuroticism. After taking the test I was then given percentile scores that allowed me to compare myself with other people who have taken the test online as well, therefore making it a more meaningful comparison.

Who are you? Many fortune cookies, horoscopes, and other whimsical devices attempt to tell us our personalities, or our combination of traits and behaviors that make up who we are. However, psychologists today deviate from those unsubstantiated methods and have concocted various personality tests that give us a better understanding of who we are. One such test is called the Myers-Briggs personality test. Based on theories by Carl Jung, but primarily created by Isabel Briggs Myers and her mother, Katharine Cook Briggs, the test gives people a standardized survey of questions to answer. Standardized, meaning the test is given and scored in the exact same way every time to give unbiased and accurate results. It scores people in four pairs of characteristics, so there is a total of 16 possible personality types. Each pair of characteristics are opposites and a person can fall anywhere between the extreme end of one opposite to the extreme end of the other. The pairs are extroverted and introverted, sensing and intuition, thinking and feeling, finally judging and perceiving. A person can have strong, moderate or weak tendencies towards a preference. (Rathus, 2010, p. 420) There is some criticism of the Myers-Briggs test however, not everyone fits into the categories. People may answer according to socially acceptable norms instead of their honest answers. Not all of the theories were proven, Carl Jung made many observations and deductions but they weren’t formally

Nothing feels better than giving back to a place that has given so much to people. A majority of the little things that we do day by day are taken for granted or they are just seen as nothing major. In reality there are so many things that are given to us and we do not always see the little things in life as anything of mass importance. For our kindness project we decided that it was time for us to give a little to ensure someone had a smile at the end of the day. We partnered up with the Rho Nu club here on campus and together we made tie blankets. These blankets that we made will be donated to the Sacred Heart hospital in Spokane later this month. We decided to do this project in the hopes of giving a little, but making it count for a lot more. We hoped that the children receiving these blankets always get a smile on their face or simply that they just find comfort in these blankets. In this project I was the leader of the group and I did most of the organization of

John Adams once said, “Thanks be to God that he gave me stubbornness when I know I am right”. John Adams, like myself was introverted, intellectual, thinking, and judging, or an INTJ on the Myers Briggs personality test. Like all INTJs, Adams was stubborn and flouted the ideas of others that he did not agree with. By using my results from the Meyers Briggs personality test, I can examine how I react to certain things and use this to improve my Spirituality, my relationship with God, and ultimately my relationship with others through Christ.

The human resource department recognizes the importance of having the right human capital as a means to attain organizational objectives and we can establish our values depend on hiring and retaining skilled and effective staff members. This plan provides steps to follow to ensure highest quality of employees.

Mr. Erickson stated that the office makes sure that the reports are readable, so that any normal staffer could read them. As for specifics, I like the bottom line up front and then later go into details on the report. Lastly make sure the reports are readable, understandable, tells a story, has the recommendation matching up with the findings, and are properly

         Prepare a 1,750- to 2,450-word paper in which you compare and contrast the strengths and weaknesses of your selected personality assessment instruments.

The purpose of the Five Factor Personality Test is to reveal what my personality is like through the feedback at the end, given in 5 small paragraphs, breaking down what each factor means. This also reveals how my interaction with people is like and how I am emotionally and mentally. The test will give me an idea how I am actually like and comparing my scores with other people to see how different everyone is to each other.

a. According self tests using the Five Factor Model, my personality has low extraversion and emotional stability, a high degree of openness, and moderate levels of agreeableness and conscientiousness. Low extraversion is demonstrated in both professional and social envionments. While working a corporate job as a financial analyst, taking the time and initiative to interact with coworkers beyond the scope of the job was limited to a brief conversation once a day with the same two people. In large social gatherings, interactions are limited to familiar people with whom I have pre-existing friendships. If I attend a concert by myself, I will bring a book to read in between musical acts to prevent people from speaking to me. Low emotional

The personality assessment inventory tests provide results on my individual personality, values, motivation, decision making, communication, team skills, conflict skills, organizational structure preference, and stress. These results are broken down briefly in three parts and do not include any personal speculation or analysis as to their meaning. The application of these results are further applied and explains how the results noted from the tests and in the first step will make me a better employee, co-worker, and manager within my organization. These tests mentioned above are applied in conjunction with particular examples on how I can achieve becoming a better employee, co-worker, and manager. An explanation of how my personality and experiences were affected by the Holy Spirit is also discussed. Particularly, how potential weaknesses have become strengths with the guidance of the Lord.

The Big Five personality test was created in the 1970 's by two independent research teams. One team with Paul Costa and Robert McCrae, and the other with Warren and Lewis Goldberg. The two teams had different methods that they tested but in the end they both ended up with the same results. The results were that no matter what culture, race, or language people have their personality fits into five dimensions of personality. The five dimensions were created after reviewing lots of surveys and data analysis called factor analysis. Now, just forty years later the Big Five is one of the most commonly accepted personality models.