Personality Assessment

Personality is a complex area of Psychology, which has been studied for many years, by many experts in the field. Each having their own ideas about how to understand, study and evaluate it. Here I will introduce personality briefly, looking at the theories behind it. Then explain the need for testing. As there are many test that are available to use, for the purpose of this essay I will look at The Myers-Briggs Type Indicator (MBTI) and the Eysenck Personality Questionnaire (EPQ) and discuss the reliability and validity of some studies around these tests.

Dispositional personality theories are quite different from biological personality theories. The two will be compared and dissected in this article. The Big Five Personality Test will also be analyzed and how it is used to study personality will be examined.

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.

Though most people want to believe they are individuals that unique, it has been proven in this class as well as my previous classes that is not true. I am just surprised how these test show how our personalities can be as few as four traits or as many as 4,000. My problem with these test are that individuals can easy to control the outcome. So to me they are not as accurate some test because the person taking it can change the outcome for their advantage. I took the Big Five Personality Test twice as myself and was able to make the test results be whatever I wanted them to be. Definitely being able to use the tests as a tool can be a helpful resource, but I believe they can only be used as a starting point. These test are all easy to take the longest one took me about 45 minutes and that was the SAPA project but the Big Five Personality Test only took about 15 minutes. I feel that the two test that I took showed my characters personality almost perfect. I also took the same two tests just for fun as Dr. Watson and they also came extremely accurate. What was amazing to me was how the two characters personalities seem so different and it made me wonder how they work so well together, but when I took the test many of their personality traits were within points. I definitely see how these test could be helpful in determining someone’s personality, but relieved that they are never taken as fact on their

This assessment shows its strength by the fact that I feel as though it matches with my life. Through this, I have gain insight to the fact that I could be helpful but almost to the degree in which I could be harmful to me. While reading the description, I was proud at some parts and discourage at others. However, I do have the understanding that every personality-type as a flaw. This assessment was useful in terms of gaining insight to my motivation, strengths and weakness of my personality. This can be a useful tool to use with clients.

In 1933, Louis Thurstone, acclaimed that a list of 60 adjectives on an assessment he introduced could be downsized to five relevant factors. Surprisingly, not much effort was done by Thurstone himself or others to imitate and follow up this finding. In 1936, Allport and Odbert combed through the English language and construct over 4,500 adjectives that are used to elaborate personality, and formed the essential initiating point for a well-known psychologist and creator of the 16 Psychology Factor assessment, Raymond Cattell. As the name suggest, Cattell found 16 personality factors that considered for the primary of trait terms used to portray personality. Recent research and findings have found several weakness and flaws in Cattell’s work,

The Big Five Inventory (BFI) assessment is a self-report, 44-item inventory that aims to measure five personality factors in order to learn about an individual’s personality. The five factors being measured are, extraversion, agreeableness, conscientiousness, neuroticism, and openness. This test uses the S-data approach, as well as the qualitative and quantitative methods. As the results from the Spanish and English BFI assessment are compared, the reliability, validity, and generalizability are analyzed in order to see how effective they are. The results provide an insight on one’s personality in each of the five categories. The findings concluded low reliability,

The weaknesses identified in my self assessment were not surprising. I have a terrible habit of refusing to seek help from others (Chambers, 2016). For some

The Rorschach is a projective personality test, which measures personality functioning and assess personality structure. This instrument was published originally in 1921 by Rorschach. Although there were inkblot tests existed prior to the Rorschach, this was the first empirically based system. The assessor interprets the client’s responses to 10 bilaterally symmetrical inkblot images (Groth-Marnat, 2009). The images are ambiguous and non-figurative in nature. Some of the images are in black and white and others contain colors. The Rorschach differs from other projective tests such as Thematic Appercepetion test (TAT). The Rorschach is known as a type of associative or structural technique whereas TAT is a type of construction technique (Campos, 2011). The scoring of responses is done according to the location (or the

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.”

To understand personality there are three main aspects that must be looked at: LArsen and Buss Definition of personality, The Six Domains of knowledge of personality, and Costa and McCrae's Five Factor Theory. In this essay I will first break down larsen and Buss definition and connect it to the domains, then connect the domains to the five factor thoery (FFT).

The information from this survey parallels similar studies in the field to contribute a deeper understanding of personality in

There is a large portion of the self-improvement industry today that is providing people with only these superficial and temporary 'feel good ' experiences and 'entertainment ' rather than true and enduring self-improvement and genuine self-discovery.

Being continuously criticized with the aid of own family, buddies, and society tends to slowly strip us of our feelings of self worth. Our low self-worth strips us of our self esteem to make even the smallest of decisions. We assume little of ourselves, and experience we aren't really worth a penny and do no longer deserve to be glad. High self esteem is right maximum of the time, however some people have too excessive self esteems and they might come on robust. People may also call seek advice from those kind as "cocky" or "demanding. " But in view that low self confidence is still worse than the better one, let's see what solutions there are to

The historical use of the terms objective and projective to classify a personality test, and the problems with such classification.