Personality Assessments to Maximize Organizational Efficiency

Identifying personality types can prove to be a useful tool in organizations because personality is “considered a determinant of preferences in decision-making” (Ahmed, A., Hasnain, N., Venkatesan, M, 2012). By using the Myers-Briggs Type Indicator (MBTI), one can gain a better understanding of the cognitive functions of themselves and/or others. This paper examines a learner’s experience with the Myers-Briggs personality test.

The big five is a theory of 5 domains of personality, which dates back to approximately 1884. The five domains relate to the ideas of openness, conscientiousness, agreeableness, emotional stability and extraversion. Openness, which is mainly in regard to experience, can be defined as breadth, depth, originality, and complexity of an individuals’ mental and experiential life. Conscientiousness is goal-orientated approaches, with impulse control in order to facilitate

One main goal of psychology has been established a model to describe and understand human personality. The five-factor model of personality is the most widely used model in describing personality types. The components of the Big Five are extraversion, openness, agreeableness, conscientiousness, and neuroticism.

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.

There are five major dimensions of personality: extraversion, agreeableness, conscientiousness, neuroticism, and openness. Neuroticism includes anxiety, depression, hostility, impulsiveness, self-consciousness, and vulnerability. Warmth, gregariousness, assertiveness, activity, excitement seeking and positive emotions characterize extraversion. Openness includes openness to fantasy, aesthetics, feelings, actions, ideas and values. The facets of agreeableness include altruism, compliance, modesty, straightforwardness, tender-mindedness, and trust. Conscientiousness includes achievement striving, competence, deliberation, dutifulness, order and self-discipline (Article 3).

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.

According to Steffans personality blog, The Big Five Theory relies on five major factors . These factors are Extraversion, Neuroticism, Agreeableness , Openness and Conscientiousness. This theory

Personality can be defined through the model used in Parker’s et al. (2004) study which includes agreeableness, conscientiousness, openness, neuroticism, and extraversion. Agreeableness is getting along with other people, conscientiousness is the ability to stay on task, openness is how a person adapts to change, neuroticism is a predisposition to negative emotions, and extraversion is the need for sensation-seeking. Together those personality dimensions describe individual differences. To measure these dimensions, a common tool used was the NEO Five-Factor Inventory. This was a self-report questionnaire containing 60 items, and a score is calculated to indicate the level of each dimension.

For each of us, knowing our personality type and temperament allows us to leverage our strengths and to recognize areas of weakness. This can also be extended to our interactions with others, so that we attempt to recognize the personality and temperaments of those around us, i.e. Typewatching, in order to facilitate more efficient and effective communication. In so doing, we can become better employees, managers, spouses, children, and, ultimately, for the Christian, more like Christ. The Myers-Briggs Personality Test can provide a general overview of one’s personality type as a starting point to positively influence organizational behavior.

The Big Five Theory identifies certain traits that explain the personality of a person. It looks at the following aspects of a person: 1). Openness, 2). Conscientious,3).Extraversion, 4). Agreeableness,5). Neuroticism. A person’s openness is measured on the following factors: 1.) How curious a person is, 2). how truthful a person is 3). appreciation for imagination, 4). willingness to try something new, 5). traditional they are. An individual that scores high in this area usually are outgoing, curious, open to new things, and embrace experience. Individuals that score low in the

The factors of the Big Five are neuroticism, extraversion, openness, agreeableness and conscientiousness (Schultz, 2015, p. 231).

The Five Factor Model or Big Five model developed by McCrae and Costa factor together personality traits into 5 major categories. Those factors were Neuroticism (worried insecure, nervous, highly strung), Extraversion (Sociable, talkative, fun-loving, affectionate), Openness (Original, independent, creative, daring), Agreeableness (Good-natured, softhearted, trusting, courteous), and Conscientiousness (Careful, reliable, hardworking, organized). (Schultz & Schultz, 2013). They are able to include most of other lower order traits accounting for specific dimensions of individual differences in personality. (Schultz & Schultz, 2013)

As a future manager, it is important to understand how my personality can affect my specific role, my co-workers, and the success of the organization. This paper explores my personality style according to the Myer-Briggs personality test. I explored how each of the letters represents my personality as Introverted, Sensing, Feeling, and Judging (ISFJ). I have presented how each of these letters makes up my personality by providing personal and work experiences with a focus on my weaknesses. I have been able to better assess my worldview perspective under the Covenant model of Organizational behavior. Furthermore, I have explored what I learned to better understand how I fit in my organization and my role as an administrative assistant. By

Personality is a combination of feelings, thoughts, desires action tendencies and intentions that make up significant aspects of individuality (Ahmetoglu and Premuzic, 2012). Personality tests are created to measure these characteristics. A number of assessments gauge a wide array of vast characteristics. Different assessments offer varied approaches to measure personality since they are developed uniquely according to the author’s perspectives. However, some elements are so common, they appear in most approaches. Since the components o personality are intangible and cannot be gauged directly, psychologists rely on a person’s personal reports of their thoughts preferences, behavior and feelings to arrive at their personality. The answers

The traits that form the Five-Factor Framework, also called the Big Five, are extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience (Wood, Wood, Boyd, Wood, Desmarais, 2011). Extraversion is concerned with a person’s social activity and their desire to be around other people. People with higher extraversion scores tend to be more friendly, assertive, and outgoing, whereas those with lower scores are more withdrawn and independent. Agreeableness is related to the desire to maintain amity and to cooperate with others. Those with higher scores in agreeableness are often