Human Personality Traits Have Been A Prevalent Topic Of

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.”

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 first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues.

Chapter five “Personality and Values” In this chapter I learned about the Big Five personality traits; extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

Various tests related to the personality assessment are utilized to evaluate the essential skills and abilities for handling different situations and problems the persons might encounter in their career. The most important tests are testing that assesses the attributes related to leadership, decisions making, and emotional intelligence. In this paper, I

Working at Kensho differs greatly from working at Goldman Sachs or other financial institutions, and their employees will most likely posses different personality traits. From the case, it is apparent that Kensho’s work environment is more laid-back in dress code, desk style, company size, and office environment (Popper, p. 9). This type of company requires employees to possess certain personality traits in order to be a good fit. The Big 5 personality trait model “proposes that five basic dimensions underlie all others and encompass most of the significant variation in human personality” (Pearson, p. 68). The five dimensions are conscientiousness, agreeableness, neuroticism (emotional stability), openness, and extraversion (Faulk, p. 12).

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

There are multiple theories of personality and leadership assessments that have proven effective in helping individuals achieve their full career potential. The “Big Five” theory of personality, for example, measures the five broad areas of personality, including extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience (Srivastava, 2015). Other types of assessments, such as the more simple leadership assessment we explored, simply measure leadership qualities, such as emotional intelligence and confidence. In exploring a couple of such resources in more depth, such as the leadership assessment provided by the University of Kent’s Career Enhancement Center, as well as the Myers-Briggs Personality Type Indicator, it is clear that understanding more about oneself can lead to enhanced career choices.

In the discipline of personality psychology, it is crucial for researchers to conduct studies using universal terms and scales, so that they may effectively compare results and further their line of research. However, when it concerns personality traits, such a comprehensive catalogue has not always been available – in fact, it has taken until up until the late 20th century to develop a list of essential personality traits and create scales that measure these dimensions reliably (John, Naumann, & Soto, 2008). The current set of these widely used traits is called the “Big Five” personality traits, and encompasses five broad dimensions - Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness. Of the five, this paper will focus on Conscientiousness, a trait that describes individuals with impulse control who are highly organized, thorough, planful, efficient, responsible, reliable, and dependable, to name just a handful of characteristics associated with the trait (John, Naumann, & Soto, 2008). Those low in the trait, on the other hand, are more frequently careless and irresponsible (McShane & Steen, 2012). Although studies have shown Conscientiousness to be a predictor of various life outcomes such as health and longevity, this paper will focus on the findings that support Conscientiousness as a predictor of job performance and, when one is high in the trait, success in

For instance, loyalty, dynamism, leadership sociability, creativity are characteristics required in wide variety of jobs. This type of evaluation is popular, although it remains widely criticized (McGregor, 1957). Many specialists believe that personality traits are unobservable, therefore, difficult to define and measure. These can cause bias in the evaluation and shorten the validity because “the respect we hold for the inherent value of the individual leaves us distresses when we must take responsibility for judging the personal worth of a fellowman”. (Schmidt & Hunter, 1998). Furthermore, the personality traits is somewhat related to the performance of the individual at work. In addition, making a judgment about an individual does not

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).