Personality Characteristics Of A Personality Assessment

After taking the Big Five Personality Assessment, I was able to decode certain aspects of my personality and analyze whether different strengths and weaknesses. One strength I found was me openness to experience. Being open to others and their ideas has broadened my horizons. I have found that I have so much to learn from others. Whether their ideas are positive or negative, they provide feedback which overall has increased my communication skills. This is a recent strength for me. With prior companies, change was delivered as bad news, we were not taught to work with our peers but rather compete. With my new company I am experiencing the opposite side of the spectrum. I am encouraged to communicate with anyone needed, regardless of

The tests related with personality intrigue people because human personality is a very curious topic for people. Everyone wants to know about their personality and the internet has become the easiest method to access any personality test that claims to solve your queries about your own. People take interest into these tests and end up being fooled by some vague claims made by a machine that has all remarks and conclusions fitted in it. I was no exception to it when I decided to take a personality test and get included in the list of those people who got duped by such tests.

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

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.

As I reviewed my MBTI results, most of my percentages have not drastically changed over time. This gives me continued confidence in the following MBTI results which indicate I am an ?ISTJ?: introvert (16%), sensing (9%), thinking (31%) and judging (53%) (Jung Typology Test, 1998-2017).

A person’s personality is his or her essence. It is what guides decisions, emotions, and even thoughts. Some may wonder if it is possible to explore every nuance of such a complex part of a being, but there are ways to determine what type of personality a person has, and then branch off into a more detailed examination of that person specifically. Combined with other factors, such as personality disorders and the environment that someone has grown up in, the Myers-Briggs Type Indicator, or MBTI, test (Enrichment 1) and analysis can determine an accurate portrayal of a personality. Created in 1943 by Katherine Briggs and Isabel Briggs Myers, it is a system made up of four basic functions and sub functions that combine to make a personality type. The mother and daughter team constructed it off of Jung’s theories (History 2). Based on this system, one of the most common personality types in the US population is called an ESTJ, and one of the least common personality types is called an INFJ. There are many differences and similarities between these two types. An ESTJ personality, overall, is practical, fact-based, and outgoing, whereas an INFJ personality is more private and makes decisions based on feelings; however, both are organized people who make good leaders and are capable of great success in roles that involve helping others.

John Adams once said, “Thanks be to God that he gave me stubbornness when I know I am right”. John Adams, like myself was introverted, intellectual, thinking, and judging, or an INTJ on the Myers Briggs personality test. Like all INTJs, Adams was stubborn and flouted the ideas of others that he did not agree with. By using my results from the Meyers Briggs personality test, I can examine how I react to certain things and use this to improve my Spirituality, my relationship with God, and ultimately my relationship with others through Christ.

After looking at the results, the writer understood some of his own tendencies and consoled himself that he did not have to good at everything. He opined that the knowledge of these personality types can help in developing a deeper understanding of people around him.

Chapter five “Personality and Values” In this chapter I learned about the Big Five personality traits; extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

Assessment techniques and the techniques used are a part of every counselor’s career. It is important that all counselors are aware of the different assessment procedures available as well as the risks and benefits associated with them. I chose to assess the case of Jessica, a medical resident, who has a very high pace and stressful job. She is also a perfectionist and can be very self-critical. Lately, she feels that she is not performing at the level she once was. As a result, she has been experiencing feelings of shame and worthlessness. Jessica has also been increasingly fatigued yet is having difficulty falling asleep at night. She also admits having difficulty concentrating, little interest in sex and has become increasingly irritable

The results of my Myers-Briggs Personality type test were as follows: extrovert, intuition, thinking and judging. As I read what each category meant, I could see those characteristics within myself. I love to be around people, socializing or just people watching. I prefer things to be planned and to think of solutions outside the box. I also look at the big picture of things before making a plan of action. The following two stories display my thought process in different areas and the affects it had in my life or how I dealt with the situations.

A person’s personality trait can define who they are. Some can tell these traits by the way a person reacts to certain situations, personal or on the job. A person develop traits from the way they were raised and the environment that surrounded them. Everyone carries some type of personality trait, but no one carries any that are identical. Managers have personality traits just like everyone else. Traits are linked personally and indicates a person’s character. No one has the same feelings or thoughts. So it is vital for manager to understand their personal traits and figure a way to use them in management. These

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.

The Big Five has a huge effect on relevant and errand performance (Hurtz, Donovan, (2000). pp. 869). Neuroticism relates contrarily to job performance as employees are inclined to antagonism which prompts low job performance and fulfillment. Extraversion interfaces decidedly to job performance as employees are sure and blend around with individuals rapidly which prompts high errand performance and job fulfillment. Pleasantness likewise ended up being a substantial indicator for preparing (Judge, Higgins, Thoresen, Barrick, (1999). what's more will prompt superior as employees with these traits get alongside individuals rapidly. The openness and the amenability traits likewise have a few disservices, for example, open individuals may skip jobs frequently and pleasant individuals may surrender their accomplishment in satisfying other individuals. There are three motivational variables that influence the Big Five which thusly influences job performance. They are striving for common union (getting alongside individuals in the organization), achievement (being errand situated) and status (being in front of individuals in the organization). In spite of the fact that, exploration demonstrates that status striving is unequivocally interfaced to performance. These three variables spur an employee to work harder which builds employee performance (Barrick, Stewart, (2002). pp.