Personality Assessment Of Personality Assessments

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.

The Beck Depression Inventory is a testing tool which is used to evaluate the continuation and severity of the symptoms of depression, as recorded in the DSM-IV-TR (American Psychiatric Association's Diagnostic and Statistical Manual of Mental Disorders, 2000). The test includes questions which asses the symptoms of serious depression, which may possibly call for hospitalization. The latest revised edition replaces the BDI and the BDI-1A, which includes items intending to indicate symptoms of severe depression, which may require hospitalization. Items include been distorted to specify increases or decreases in sleep and appetite. The most important purpose of the new version of the BDI was

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.

A very useful model to assess a person personality and behavior pattern is through the use of the big five test. This test allows an administrator to get an accurate and quick assessment of the patients personality. The big five model is a widely used, modern, validated and replicated methodology for evaluating, understanding, and measuring one’s personality (McAdams, 1992). This test is highly associated with those suffering from obsessive compulsive disorder. And through this test those suffering from OCD will reveal their openness, agreeableness,

The purpose of this paper is to examine a synopsis of three different common personality assessment tests. The paper discusses the comparisons and the contrasts of the Sixteen Personality Fact Questionnaire, Rorschach Inkblots, and Self-Help Books that are use to assess personality. All of these assessments were design to help

In the last month I have found out a substantial amount about myself. I learned that I would be a successful manager in my future career. I found out that I have many traits that will allow myself to become a better me. Throughout the last month I have changed negative qualities such as time management and turned them into positive qualities. I now plan better which allows my time management to be more manageable. When I started this class I wasn't sure if I had what it takes to be a manager. As this class is coming to an end I now realize that anyone can be a manager as long as they use their personal strengths to better the company they are working for and others around them.

Personality assessment instruments continue to be widely uses by the public and widely examined by the public. Since the early 20th century a number of personality instruments have been very useful in

Abstract: The purpose of this paper is to explore what personality trait I am through taking a personality test. By taking this test it will allow me to analyze my strengths and weaknesses as a person and how to improve those characteristics in the workplace.

Knowing the Type of personnel as tool of self assessment for leader is very important because by determining what characteristics will make for effective job performance, it can aid in personnel selections by increasing understanding of how personality and job characteristics interact it can result in better hiring, promotion decision and by providing insights into personality development it can help to anticipate, recognize and prevent to operate costly defenses by organizational members.

For the most part, I agree with what the assessments said about me. But there are some things I do not agree with. On my Personality Test, my result was an INTP. This personality type stands for Introvert, Intuitive, Thinker, and Perceiver. Some of the words to describe my personality were analytical, skeptical, and independent. I do think that these words describe who I am. I love my freedom to do what I please and make my own decisions. On my Interest Test, my primary interest was Conventional and my secondary was Artistic. I do not really agree with Conventional being my primary interest. I do not think of myself as being organized or an interest in being organized. I agree with my results Skills Test. My top three career categories were Management, Engineering & Architecture, and Sciences. These are career categories that I could see myself going in. On my Values Test, my two highest values were independence and achievement. As saw in my Personality Test, independence is very important to me and I would like to have it in my future work place.

Therefore, I expected the results would be at least not greatly deviating from the ISTJ that I have learned about myself. Being rather determined about rights and wrongs, I was often told that I give the first impression of being “aloof and perhaps somewhat cold” (ISTJ, 2016). I agree with many of the characteristics given in personality tests, but some portion of the information in such assessments with explanation can be left to a chance. In this respect, I would not advise using personality tests for hiring purposes, because a person considered creative and easygoing, such as extraverted types, might appear too emotional and lacking the sense of hierarchy. Primarily, the test can be used to facilitate further development of the team member in a new place and evaluate the potential for assignment or promotion, using both self-report personality inventories and projective tests to ensure conscious and unconscious aspects of personality are

Predictive ability of interest entails the utilization of the personality assessment results in real life situation such as to select people that may be needed in particular activities such as employment. Dissenting argument have been advanced based on the influence of personality on job performance as employers look for specific personalities with others holding onto the study outcomes based on personality scores that attach no sense on job skills. However, every firm employs the predictive ability of personality in hiring. The predictive accuracy is only a teensy-weensy attached to personality test in hiring that is only based on the direct linkage of those test to practical job performance. Personality scores may not reveal the skills required for the job performance therefore skills becomes

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)

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.

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.”