Factors Of Career And Personality Assessments

A global manager is associated with success as an international executive. Dimensions included in this are: general intelligence, business knowledge, interpersonal skills, commitment, courage, cross-cultural competencies, and the ability to learn from experience. My potential for success as a global manager would be on the cusp of being relatively high. In today’s global economy, being a manager often means being a global manager. But, unfortunately, not all managers are able to transfer their skills smoothly from domestic environments to global ones. I believe that I have the ability to accomplish this on a consistent basis.

After having been in my first college year for a couple of months, I still had no idea what I was leaning towards for a major. Within these first couple of months I had learned that Biomedical Studies was not something that I was sure of, along with many other careers and majors that I learned about in the Compass class that were not for me. Tired of not knowing what I wanted to do, I sat myself down and did some researched. I came upon

In order for me to complete this career assessment paper, I initially took an Interest Inventory survey. Upon completing this process, it revealed that my personality profile score was (I, C, A). These three letters represented my strengths and interests in determining which career field would best suit me.

After doing the personality tests on Indiana Career Explorer, the tests gave me a couple of examples of fields I would be successful in, it told me what values may be important to me in a workplace environment. I feel these assessments were spot on and I have more confidence in my ability to be successful in my career choice.

As a senior in San Augustine High School, it is greatly emphasized towards student to choose a major and college by a certain deadline. Furthermore, to know exactly what college degree one plans on acquiring. As for my case, and many others, I will be entering the medical field and major in nursing. The complicated part about this situation is deciding on whether or not to earn an associate’s degree in nursing or a bachelor’s degree in nursing. Unfortunately, the medical field is hard enough as it is, and students must find the appropriate alternative that best pertains to the person making the decision. At this point my only option is to gather my knowledge about both arguments and decide on which choice will favor my situation, as well as helping others.

The career counseling assessment tools that I would use if I were a career counselor would be the Vocational Preference Inventory (VPI) as well as the Inventories for Interest Assessment. "Interest assessment promotes two compatible goals: life satisfaction and vocational productivity. It is nearly self-evident that a good fit between individual interest and chosen vocation will help foster personal life satisfaction" (Gregory, 2013, p.467). The reasons for choosing theses two tools include the following:

I received an 81 out of 100 on the life factors assessment and a 71 out of 100 on the personality assessment. The life factors assessment main bulletins state that my reason for going to school are well-defined and that my support and resources are not a major concern. However, the results also came back saying that my time availability is a concern which is something I already know I will struggle with. I have already begun readying myself for the changes that will have to be made in my life and schedule so that my schooling will be my top priority. The results of the personality assessment concluded that my persistence level is high and that I am not very likely to procrastinate but I may experience academic challenges. I believe the academic

Do you believe personality tests are an appropriate measure of a candidate 's potential for success in a position? Why or why not? How would you advise your friend? Should she misrepresent herself on a personality test to get the job? Why or why not? What are the potential long-term consequences to the employee and the employer if an applicant misrepresents his or her true personality?

Counselors who are giving career advice use several different tests to assess clients. These tests focus on “interest and personality inventories” (Nugent & Jones, pg. 283). The Strong interest inventory or (SII) is a way to guide a student in possible career choices based on a variety of questions. The kuder occupational interest survey (KOIS) and the self-directed search (SDS) are also geared to help clients make a career choice. These types of tests look at a variety of areas to focus in on a career choices that clients are struggling to choose.

The use of personality assessments in the workplace has tremendously increased in recent years for the purposes of selection, placement, and development of employees. The rationale for the use of these tests is that personality assessments are useful for explaining and predicting work attitudes, behaviors, and job performance because “personality includes a wide range of characteristics that people possess; many of them have an impact upon the ways people behave in the workplace” (Boutelle, 2015). However, an increased use of this type of assessments has raised some ethical issues such as discrimination (i.e., adverse impact), violation of privacy and social desirability bias (i.e., distorted responses) which should be considered when

There are various ways in which Skinner 's theory can apply to my life and the lives of those around me. When I think about personality, I view it as one of the things that creates an individuals most crucial uniqueness. With the way Skinner sees personality, all of the authenticity of the person goes down to nothing. What makes them, them is suddenly just a simple response, a genetic code or bad an environment, although Skinner believes that there is uniqueness in every person 's genetics make up, I feel that it does not do justice to a person 's character (Hoechstetter, 1971). The emotion and significant difference behind each person loses its valubility and all people become boring and the same. Although I do not personally agree with his entire belief of personality and motivation, I do agree that the environment of the individual and their upbringing are crucial parts of their person.

Career assessments are very beneficial when an individual is trying to determine what career path they may be wanting to take. Sometimes new information will become apparent and other times information that is already known to that individual will just be simply solidified. It is important to answer the questions as accurately to oneself as possible. My personal results only reassured me of what I already knew.

Thus, we went over two main issues caused by inappropriate personality test: time and money. They are also two key elements for an organization. Let’s go deeper to understand why these two points can decrease the efficiency of an organization.

The purpose of this paper is about taking a personality test and seeing if they match with someone’s career choices. There is a famous one that is mostly used was developed by Carl G. Jung and was later modified by Isabel Myers-Briggs. This test is common to be used by someone that is trying to find their career path before college and some employers use it to see if someone is a fit in their company. But can a test like this can really define that a career is perfect for someone or can it tell an employer if they could be a good employee. They can give someone an idea on possible careers path but that person would have to be happy with their choice. The test could help someone to determine what careers that could be the most fulfilling or rewarding and are most successful in.

Holland Codes RIASEC refers to a theory of careers and vocational choice based upon personality types. Psychologist, John L. Holland, developed the theoretical framework behind the Holland Codes.