Essay on Personality in the Workplace

3. Given that Mike and Marty Scanlon are twins and share some of their genetic makeup, how

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.

No two people are alike, and no two personalities are alike. A personality is made up of different characteristics, which help to define a person. Per the Myers-Briggs Type Indicator everyone has a four-letter personality type with 16 different personality combinations. These personality types affect everyone’s personal, social and work life. My four-letter personality type is ISFJ (introvert, sensing, feeling and judgment).

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.

Recruitment and selection tests “aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job” (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensure

Following the profiling, holistic and psychoanalytic principles, the research looks to establish an assessment tool, including a psychometric scale based on Dark Triad elements, adapted particularly for the workplace that may be easily assessed in addition to the Big Five. The Big Five, or the Five Factor Model, dominates the personality theory for its extensive and comprehensive assessment capabilities (Eysenck, 2008). Its strength derives from the multidimensional approach of assessing the intelligence component (openness to experience), self-awareness and self-regulation (conscientiousness), sociability and impulsiveness (extraversion), rapport with others (agreeableness) and susceptibility to unpleasant emotions

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.

The purpose of this paper is to discuss characteristics of my personality. The main focus of this paper will be how my personality has developed over time. As I age and encounter new and different experiences, my personality has adapted and developed further. This paper will give an in-depth exploration into the people and events that have influenced my personality.

We assess personality to determine wpe of person you are and to see how you will fit and work with others. Companies use questionnaires and personality surveys to see whether or not you will be a good fit with the company. One of the best theories for assessing personality is eysenck’s. He believes that depending on whether or not you're an introvert or extravert you can determine what type of traits and personality you have.

Personality tests give employers an opportunity to have a regulated way of assessing someone's preferences and how they are most likely to behave in a work environment. A number of employers make use of personality tests early on in selecting the kind of employees they want, and will then make a follow up by conducting an interview into the "red flags" or the areas that might be of concern as shown by the results of the personality test (Van Der Merwe, 2002).

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)

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.”

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee