Personality Assessment Instrument Critique Essay

many, the word Rorschach is quite unknown and to others it is simply known as the inkblot test and even then, the real meaning of the Rorschach test is never acknowledged. The Rorschach inkblot test is a psychological projective test of personality in which a subject’s interpretation of ten standard abstract designs are analyzed as measure of emotional and intellectual functioning and combination. Also, like other projective techniques, “it is based on the principle that subjects viewing neutral, ambiguous stimuli will project their own personalities onto them, thereby revealing a variety of unconscious conflicts and motivations.” (Aronow; p 25)

The Myers and Briggs Analysis is a series of questions that when answered are examined and grouped together in order to determine the personalities of those taking this test. This particular test can result in sixteen different outcomes or types of personalities, which is determined by four different categories that judge if you are introverted or extroverted, use your senses or your intuition, your choice to think or use your feelings, and finally if you are judgmental or perceptive. These series of questions are designed to judge our personalities and help us to determine which career pathways we will be most suited for based on our personality traits and abilities to work well with others, which is important

The test claimed to prove the personality type by adding big names like Briggs Mayer Test but there was nothing mature about it. The test results were totally unclear and all it said was that I was on the borderline to every aspect. There was nothing this test told for sure. It just kept saying that I was in the middle of every trait without any explanation. The vagueness of the test was strengthened by the results it showed. It was a great

The Rorschach inkblot test is one of the most widely known psychological projective test of personality, and the most controversial. In general, projective tests are psychoanalytically based tools that assist clients to reveal their unconscious conflicts via responses towards ambiguous stimuli, and can also help psychologists to determine psychological disorders. Specifically, the Rorschach allows individuals to interpret a series of abstract inkblots based on their emotional and cognitive function, as well as interaction (Barlow & Durand, 2009).

The world would be a lot better of a place if everyone got along and knew how to communicate effectively with one another. There are several different personalities at any given workplace. “According to typological theory, each of us is born with a predisposition for certain personality preferences” (Kroeger pg11 para4). The Myers-Briggs Personality assessment is the most effective way to determine one’s personality type. The test uses different markers to determine how one is stimulated and exerts energy, gather information, make decisions, and living structure. At the completion of the test one will get personality type that is comprised of four letters. The test was developed based off of Carl Jung and Isabel Briggs-Myers’ psychological research on personalities and later dissected into Otto Kroeger’s book, “Type Talk at Work.” This book gives one the tools to determine what one’s personality is and then goes into great detail about one’s strengths and weaknesses and how it applies to to real life situations. My personality description is ENFP; Extravert, iNtuitive, Feeling, and Perceiving. The following are details regarding and ENFP personality type examining a holistic view including personal and work place interactions. Everything is based on insights gained from real world experiences and interactions.

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 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.

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

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)

Psychological research may be undertaken on a subset of society; however the importance of the results may have an effect way beyond the group tested. The value of psychological research varies and the same results can be used in different ways by different groups of society.

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.”

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)

Psychological tests and 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 categorized into two types, ability tests and personality tests. Ability tests, which encompass achievement, aptitude, and intelligence testing are used to determine capacity or potential by measuring scores based on speed, accuracy, or both. On the other hand, personality tests, which include structured or projective are used to determine behavior traits, that may be overt

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