Neo-R Personality Assessment

Michael Iemma Professor Heeter BUSN 101 04 June 2011 Career Assessment Paper 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.

PLEASE REMEMBER – when taking personality tests, or any psychological tests, you typically need to respond based on your PREFERRED way of being, not necessarily how situations in the past have required / compelled you to be.

 Unit 8 Assignment Ruth Name Kaplan University Testing, Measurement, and Assessment PS505-01 Professor Name October 13, 2013 Abstract In this paper, the historical facts are given, as described by both of the authors Meyer and Kurtz. To illustrate, the results are revealed, as the search for a better distinction of the historical use, and descriptive terminology of the

BEHAVIOR The client was administered the Minnesota Multiphasic Personality Inventory- 2nd Edition-Restructured Form (MMPI-2-RF) as an objective measure of their social-emotional and personality functioning. The scores are based on answers to a large number of true/false questions. Based on Mr. Cintron’s responses, this protocol was invalid and uninterpretable due to inconsistent responding. There was evidence of excessive inconsistency because of fixed true responding to the test item.

One of the overall goals of the career counseling process is for the counselor to assist the client to transition from a stage of exploration of themselves and their abilities, interests and values to that of making career decisions. By identifying this in Ruby helped me guide her throughout our sessions and formulate an action plan to overcome her obstacles and challenges at work. As a counselor I must informed Ruby of the many phrases that we may go through during the career counseling process as well as to discuss the goals of each phase. This process is called “Exploring Phase” then “Decision-Making Phase” (Andersen and Vandehey, 2006, p.179).

3. What are your personal results after taking the Career Decision-Making Styles That I collect information about different alternative and go over them. It said that my decisions seem analytical; I evaluate the advantages and disadvantages of each option. It said that I take a long time to make a decision, which is true in many circumstances. I feel that I can be an indecisive person sometimes. It also identified that I want to be the one responsible for my decisions and don’t try to transfer the decisions to others. I do like to consult family about my career decisions but I feel that I don’t let them make the decision and I take responsibility for the decision I make. Additionally it identified that I do not feel the need to please others and don’t make decisions based on others expectations. Furthermore it said that I am willing to compromise and that I seem ot understand the limitations of reality and I am not be able to have all of what I want. In summary it say that I should collect information and invest time and energy into the decision making process. I should consult those closest to me when making a decision, along with, consulting with professionals already in the field. I need to be aware of how my decisions can impact others. Remembering these will help me during the career decisions making process in the

Explanation and History John Holland was a remarkable psychologist that took special interest in career choice and personality traits. Holland’s career counseling perspective started while studying at the University of Minnesota for graduate school in counseling. In graduate school, was when he discovered that people express personality in various ways (Nauta, 2010, p.12). He expressed that personality and career interests work together somehow (Nauta, 2010). The John Holland’s Typology “is the concept that one chooses a career to satisfy one’s preferred modal personal orientation” (Zunker, 2012, p. 27). He made two major points about how people are influenced for a career choice. The first point was that people search for an environment that they can utilize their skills and abilities, and reveal their values and attitudes in the most influential way. The second point was that “a person’s

Abstract The use of assessment tools is an intricate part of the counseling process. Instruments are not only used by clinical counselors, but they can also be utilized by career counselors and school counselors for a variety of reasons. Counselors employ assessment testing to determine factors such aptitude, achievement, stress level, personality domain, and to assess a client’s issue or level or functioning. Assessment instruments within counseling can also be used to provide the necessary treatment plans or academic help that is needed by the individuals who are being tested. For the purposes of this paper the NEO Personality Inventory (NEO-PI-3) will be examined. The NEO Personality Inventory (NEO-PI-3) is a personality inventory that has been used to test the big five factors of personality which include the areas of neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. Other factors such as the NEO-PI-3 test description, reliability, and ease of administration will also be discussed.

NEO Personality Inventory Review The NEO- PI-R is a self -administered questionnaire based on the Five Factor Model. The NEO PI-R is considered to be a concise measure of the five factor domains of personality (Costa & McCrae, 19921). It contains six traits or facets in each of the five domains. The domains are Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness (Costa & McCrae, 19921). These domains help to provide an assessment of a normal adult personality. The test consists of 240 items and three validity items (Costa & McCrae, 19921). The test requires at least a sixth grade reading level. Included in the NEO PI-R test manual is the NEO Five Factor Inventory. This inventory was validated in the four studies conducted by Holden, Wasylkiw, Starzyk, Book and Edwards (2006) in their article about the construct validity of the big four personality clusters.

Interview about Me Rubi Garza Texas A&M International University The purpose for this interview assessment is to measure an individual’s personality by having two interviewees who know them very well answer questions about them. The Informant Report Data approach and the qualitative method are used for this test. The reliability, validity, and generalization of the test are examined separately in order to see how effective they are. The results provide characteristics of the individual and a reflection of their personal thoughts about the test. The findings concluded low degree of reliability and validity. The generalizability of the assessment was found to be moderately applicable to others. In my reflection, I concluded a pattern from the Self interview assessment and found motivation from my interviewees’ answers.

In addition to this, throughout the reliability evaluation, it had been noted that in many cases, the reliability of the dependent variable in this evaluation tool, a clinician based diagnosis, along with self-report, is not established (Achenbach, 1992). This diagnosis may not be systematic and therefore is prone to bias, alluding to an overall construct bias, determined upon outlying sources, (interpersonal problems, undiagnosed psychopathology deficits, false reports, etc.) (Wright, 2009).

Throughout week 4 I devoted to learn about Career Interests and John Holland’s career development theory. Personally, I developed an understanding Holland’s RIASEC codes. There were two different styles of career assessments based on Holland’s work and determining the three letter RIASEC code that best described me. The Holland’s career assessment I took was the online one. John Holland’s career development theory means that one is having to identify the patterns of interest through six different personality traits.

When it comes to objective tests, it is implied that they are accurate, precise, and resistant to biased influences. Scoring errors are another potential concern. In reviewing the projective test, it is determined by Meyer and Kurtz (2006) that one‘s personality will not shine through with force and clarity regardless of the medium, the presence of the client’s responses confuses the efforts to interpret the test scores, and that is what the psychologists are most interested in interpreting (Meyer & Kurtz, 2006)

NEO Personality Inventory-Revised (NEO PI-R) Linda Laiton Dominguez Salem College Psych 220, Spring 2017 Dr. Mary Jacobsen April 18, 2017 Psychological tests or psychological assessments are an important asset in the field of psychology. These tests are designed to measure people’s characteristics which pertain to behavior. There are a variety of different types of tests that can be used to assess different types of behaviors. According to the specific behavior or behaviors being assessed, tests are

Addendum to Literature Review Surveying Personality Traits The International Personality Item Pool, abbreviated IPIP, was originally conceptualized as a component of a project by Wim K. Hofstee at the University of Groningen in the Netherlands (International Personality Item Pool, n.d.). Hofstee and his fellow researchers sought to create items for personality based