Self Analysis and Personality Diagnostic Tests

The Psychoanalytic Theories of Freud, Jung, and Adler contributed so much to psychology as we know it today. As developers of the theory of personality involving the id, ego, and superego, which led to the therapy method known as psychoanalysis, Freud, Jung and Adler shared many ideas and fought over many concepts in developing each of their versions of what became the beginning of psychotherapy. These three scientists came up with the fledgling ideation that led to many modern theories of human behavior, thought, and personality. Most psychologists recognize these three as the pioneers of modern

4) Agreeableness: Those who score high in agreeableness are generally more sympathetic, trusting, modest and straightforward. People at the other end of this trait are characterised as suspicious and antagonistic. This trait may have its roots in childhood temperament (Graziano & Eisenberg, 1997).

Neuroticism, agreeableness, extraversion, openness, and conscientiousness are the five personality traits that make up the big five traits. Everyone in the world has theses traits in their personality but have a variation in how strong they are in them. After learning in greater detail about the two ends of the spectrums people can be at or in between we took the BFI to find out where we are on the bell curve for the big five traits. Then we compared our scores with four hundred and fifty-nine other female Luther students to determine our percentiles in the BFI traits. In emotional stability (ES), I ranked in the thirtieth percentile. Since the big five uses neuroticism (N) which is the opposite of emotional stability I scored in the seventieth percentile for N. One with this personality usually experiences lots of negative effects, and is more prone to having irrational ideas, less able to cope well to stress, and control their impulses. Second in the big five traits is agreeableness (A), my percentile for this is in the fifth percentile. People in the middle of the bell curve do not lean one way or another but use a combination of the two spectrums. A person high in A is sympathetic to others and eager to lend them a helping hand. Compared to someone on the opposite side of the bell curve who is egocentric, skeptical of others intentions, and competitive rather than cooperative. Additionally, one low in A are usually science minded and will follow the data shown.

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.

People high in agreeableness tend to be trusting, friendly and cooperative. (27) Is about average. Factor III conscientiousness, this trait reflects how organized and persistent we are in pursuing our goals. High scorers are methodical, well organized and dutiful. (45) Is relatively high. Factor IV neuroticism, this trait reflects the tendency to experience negative thoughts and feelings. High scorers are prone to insecurity and emotional distress. Low scorers tend to be more relaxed, less emotional and less prone to distress. (14) Is relatively low. Factor V openness, this trait reflects 'open-mindedness' and interest in culture. Low scorers are more down-to-earth, less interested in art and more practical in nature. (16) Is relatively low.

My score on Extraversion was 8. The facets of Extraversion and what I got on each are Friendliness 3, Gregariousness 2, Assertiveness 28, Activity Level 90, Excitement Level 8, and Cheerfulness 12. My score on Agreeableness was 86. The facets of Agreeableness and what I got on each are Trust 95, Morality 45, Altruism 79, Cooperation 44, Modesty 86, and Sympathy 79. My score on Conscientiousness was 51. The facets of Conscientiousness and what I got on each are Self-Efficacy 21, Orderliness 68, Dutifulness 72, Achievement-Striving 81, Self-Discipline 91, and Cautiousness 1. My score on Neuroticism was 99. The facets of Neuroticism and what I got on each are Anxiety 98, Anger 94, Depression 94, Self-Consciousness 89, Immoderation 87, and Vulnerability 99. My score on Openness to Experience was 1. The facets of Openness to Experience and what I got on each are Imagination 14, Artistic Interests 1, Emotionality 70, Adventurousness 1,

Test analysis. Analysis of personal temperament is one of the most important tasks dictated by the requirements of scientific and technical progress and by the very life. It is aimed at solving many personal problems and is designed to identify the specifics of character of every person. It is important to determine if the test achieves this goal, which requires its in-depth analysis.

The use of psychological and personality testing has enjoyed increased popularity among human resource professionals in the past several decades. Due to rapid improvements in the reliability and ease of administering such tests, companies and human resource professionals have felt more comfortable in relying upon them and abandoning the ineffective and haphazard methods used for many decades.

Following this, one study asked students to rate each other using several of Catell’s 16 personality factor scales. These results were submitted to factor analysis, from which five factors were drawn. These five factors included extraversion, agreeableness, conscientiousness, emotional stability and culture (Norman, 1963). It was McCrae and Costa that took Norman’s results and created the most influential and respected theory. Norman’s five personality traits were altered, explaining personality through openness to experience, conscientiousness, extraversion, agreeableness and neuroticism (McCrae & Costa Jr, 1999). These factors are bipolar and are named after the high pole side of the trait. This means that someone who is on the high end of the pole of neuroticism would be worried and insecure, and someone who is on the low end of the pole would

At some point in your life, you 've probably filled in a personality questionnaire ("Do you see yourself as....?"), and wondered as you ticked the boxes if there can really be any validity to such a simplistic way of assessing people. Surely the scores just reflect your mood on the day, or what you want the investigator to think. Surely everyone gives the same answer, which is "it depends". Or even if the scores measure something, surely it is how the person sees themselves, rather than how they actually are. In a new book, I examine what the extent of the science underlying personality psychology really is. The answer is: more than you would think. While it has

During the course of an individual’s life there are highs and lows along with remarkable and terrible times. These occurrences do not define who we are but they do form a portion of our personality. In the world, there are countless amounts of personalities and everyone is different in their own manner. Learning how to work with and be a part of a team where dissimilar personalities exist can be a challenge, but is gratifying if the team thrives even through their differences. During this project, I have found numerous items that will help me in my professional career. Once I accomplished project 2 assessment I discovered that I scored high in Agreeableness and Conscientiousness, meaning my personality traits are more trustworthy, amiable, dependable, and accountable (Kinicki & Fugate, 2016). Additionally, another characteristic I found extremely fascinating is that I favor Theory Y over Theory X in my leadership style. Furthermore, I have learned that communication is not a strength of mine, my interactions with individuals is a skill I will need to improve in the future. Communication is imperative in all the interactions we have every day. The better we communicate, the better our private and professional lives will be.

Although it is is said to be the least researched trait of the ‘big 5’, it is said people high in the trait agreeableness are usually percieved as good-natured people. They are usually considerate, friendly, helpful and likeable. They are able to develop good relationships with co-workers and their subordinates in the workplace, as they are good decent honest people ( Moorhead and Griffin, 2010 ). People high in agreeableness believe that other people are good, honest people and are quick to trust them. On the other hand people low in agreeableness can be very hard to work with. They come across as very unhelpful, uncooperative people. They are selfish and do their best to not concern themselves with other peoples work, they try their best to stay out of other peoples way to avoid helping them ( Kehoe, 2013 ). These people struggle in the workplace as they are not willing to engage with other people, and therefore become isolated from their business

The five factor model personality theory states that an individual's personality consists of five general traits. These traits are extraversion, agreeableness, conscientiousness, neuroticism and openness (King, 2016, pg. 475). Each of the traits are put in a certain order according to how they appear from the factor analysis (King, 2016, pg. 475). Factor analysis is a method that researchers used to group together similar traits which are used to describe personality (King, 2016, pg. 475). In the trait sequence, neuroticism is the first trait and it is the trait that describes a pessimistic personality or someone who lacks confidence and a positive mindset (King, 2016, pg. 476). Extraversion is the opposite trait of neuroticism and is the trait that individuals who are social and able to interact well with others portray (King, 2016, pg. 476). Openness is being receptive to various creative views and the ability to express oneself in a unique, individualistic manner (King, 2016, pg. 476). The agreeableness trait describes a personality aspect where the individual is dedicated to good deeds and believes in the potential that people have to be good (King, 2016, pg. 476). The last trait of the five factor model theory is conscientiousness which is the trait is used to describe an individual who is dependable and attentive to their actions (King, 2016, pg. 477).

From the results of the assessments regarding my personality, values, attitudes, motivation, decision making capabilities and other factors that reveal how effective I am in a working organization, I found that it affirms my Jungian “Executive” personality. In the first set of assessments I was asked a series of multiple choice questions on how I would handle a given situation. The Big Five test model had high scores for agreeableness, conscientiousness, and emotional stability, and it had moderate scores for extroversion and openness to experience. Agreeableness is defined as “someone who is good-natured, cooperative and trusting (Pearson Education, 2008).” Conscientiousness is described as “someone who is responsible, dependable, persistent, and achievement oriented (Pearson Education, 2008).” Extroversion is “someone who is sociable, talkative, and assertive (Pearson Education, 2008).” Emotional stability indicates that “someone is calm, enthusiastic, and secure (Pearson Education, 2008).” Openness to experience reveals that someone is “imaginative, artistically sensitive, and intellectual (Pearson Education, 2008).” Highlighting the conscientiousness and extroversion factors, one can see how these preferences are important to managers for conscientiousness leads to high levels of job knowledge and being social is a prerequisite for a leadership position. Other results stated that I not only possess the ENTJ personality, but also I have a high tendency to be a Type A

In approach to the assignment I used the Ten – Item Personality Inventory (TIPI) to rate my own personality. I also recruited the assistance of my husband to score my personality traits using this same measure. According to my scores I believe that I am medium low in extraversion, conscientiousness, emotional stability and openness while also self-scoring my level of agreeableness at a low. I took a good bit of time in scoring each personality trait, because I wanted to be as truthful with myself as possible.