Personality Inventory

Each of these components have personality traits that are associated with them. Extraversion refers to the degree in which a person is active, energetic, talkative, and assertive. Openness refers to the degree in which a person is imaginative, independent, and prefers variety. Agreeableness depends on the individual’s level of compassion, trust, and good nature. Conscientiousness is the extent to which a person is organized, careful, and responsible. Lastly, neuroticism relates to a person’s emotional stability and negative emotions. If you experience this, you score higher in neuroticism. I personally took a survey on the Big Five and I would have to say that I agree with the results for the most part. The only component I disagreed with was openness because it put me in the 6th percentile. I think this is a little low, but not too far off. It is said that results in these five factors can vary based on culture.

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.

The Myers-Briggs Personality Test is discussed in two steps. In Step 1, the results of my Myers-Briggs Personality test are discussed while going into detail about each letter. Real life examples are provided for context of each letter. The weaknesses of each letter are also discussed. In Step 2, the lessons learned about how it relates to organizational behavior and to my specific organization are discussed.

A personality assessment is the measurement of personal characteristics ("personality assessment | psychology"). Personality tests provide measures of characteristics like, feelings and emotional states, preoccupations, temperament, interests, motivations, attitudes, and approaches to interpersonal relations. A personality is a complex pattern of characteristics that are relatively stable over time and that uniquely distinguish the emotional reactions and behaviors of one individual from others (PowerPoint). Personality assessments assist counselors in understanding the behavior of a particular individual, coming to a conclusion about a possible future course of action for the patient, and making predictions about a person’s unique future behavior. There are several instances in which a personality assessment might be used. A career counselor might give an inventory in order to help a person choose a career. A psychologist may want to look at symptoms to possibly diagnose a psychological disorder, so they will administer a personality assessment. A neurophysiologist might administer this type of assessment to determine the extent of possible brain injury. There are a number of different methods in which personality assessments are administered. Some methods include, behavior observation, and interviews. The most common methods are objective tests, and

The research used the Five-Factor Personality Inventory (FFPI) to contribute to the validity of it, in three different aspects: generalizability and reliability, construct validity, and predictive validity. Overall, 249 participants, 120 males and 129 females, were separate into three different sample groups. The first sample consisted of 23 psychology students who completed the self-ratings. Each of the 23 students was asked to contact five people who knew them well; this made the second sample. The second sample was asked to rate themselves and the person who contacted them. Each member of the second sample was asked to contact a friend that did not belong to the first nor second sample. The third sample of 115 were asked to rate the person

Gatewood, Field, and Barrick (2011) assert that personality data can provide valid information for guiding selection decisions, as long as it is collected appropriately. Additionally, personality characteristics influence performance at work, specifically conscientiousness and emotional stability. These traits can greatly influence employee performance in various areas due to their connections to employee capability for hard work, persistence, and ability to manage stress. Managers also care greatly about the personality traits of potential applicants, sometimes even more than is warranted. While the predictive validity of personality traits has shown to be modest for job performance, it does exist. Furthermore, the authors assert that personality

“Live life to the fullest, and focus on the positive.” - Matt Cameron. In my opinion, part of living life to the fullest is being outgoing. This is due to the fact that I am an Extrovert. As an extrovert, I both engage and initiate conversation, I prefer to lead, and I have high energy levels.

There are many similarities between the categories developed by the researchers and the ones found within the scales. The learning and motivational characteristics are very similar to the Myers-Briggs personality tests. Many times the type of individual you are (Reis and Sullivan, 2009, p. 14) will influence how you learn and are motivated. For example, if you have intuition you are going to focus more on abstract ideas whereas a sensing individual tends to focus on more concrete information, such as recalling factual information, understanding analytical reasoning (Reis and Sullivan, 2009, p. 14). The distinction of a person as gifted is partially dependent upon an individual’s personality.

It has been said that every human being has Personality Type and temperament that shape who they are and determines their relationships at work, school, and home and with spouse. It goes further to predict their future, sort of, with respect to our career and occupational choice, such as scientist, thinkers, artist, and so on. So in this project I will be receiving my four-letter type and two-letter Temperaments by completing the Myers-Briggs Personality Test. It is not at all surprising that as people of different characters, ideas, personalities, and sizes are sharing the same world, we need something to make sense why we are the way we are, and the why psychological testing was invented in 1927 to help in answering this questions. Based

Inevitably, I have learned many personal skills and people skills while growing up. Although I have always been aware of my various personal skills, I have never actually taken any assessments to gauge my personality, interests, and values before taking this class. After taking this class, I have learned a lot about myself and the various career paths available to me. From the Myers-Briggs Type Indicator test, I scored as an INTP personality type. As this personality type, it states that I am a logical person who is quiet, contained and flexible. Moreover, it states that I am skeptical, sometimes critical, and always analytical. Although I do agree with some of the information it states, I feel that I identify more with the ENTP personality type.

The authors of this revision were Yossef Ben-Porath and Auke Tellegen. They established this 338-item broadband inventory of the psychological constructs, which was derived from the 567-items in the MMPI-2. Consistent with previous versions, this test is used for individuals 18 years and older. The RF consists of 9 Validity Scales, 3 Higher Order Scales, 9 RC Scales, 23 Special Problem Scales, 2 Interest Scales, and the 5 Personality Psychopathology Five (PSY-5) Scales, totaling to 51 scales. The PSY-5 Scales were created by Harkness and McNulty, which provides a link to the Five Factor Model of personality (2007). The broad spectrum of personality and psychopathology constructs assessed by the MMPI-2-RF are consistent with its ability to assess for a wide range of psychopathological

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 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.

Gordon Allport (1961) popularised the term 'personality' psychology and defined it as "a dynamic organisation, inside the person, of psychophysical systems that create the person's characteristic patterns of behaviour, thoughts and feelings" (Allport, 1961, pg. 11). Personality is adaptive to individual experience, constantly shaping behaviour. Personality psychology is divided into different domains, including the adjustment domain. This studies how personality operates in order to aid the adjustment and coping process of human beings, to everyday life. It also studies the consequences of personality, analysing when illness is generated. The domain claims that what personality type an individual is situated with; including what specific traits

The study was conducted using the IPIP measure scales; (Extraversion, Neuroticism, Openness, Agreeableness & Conscientiousness), (Goldberg, 1999) and the Big Five Factor Model which measure the personality factors of the Big Five (Costa & McCrae, 1992). The four goals of Psychology was taken into consideration using the 25-item translated questionnaire with a 5 point Likert scale.