The Effects Of Faking On Personality Assessments

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.

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.

The purpose of this assignment is to have you explore dimensional facets of, the composite hypothetical construct, “personality.” You will do this by studying, self-administering, and then interpreting and reporting on the results of, several “personality tests.”

Bornstein, R. F. (2007). Toward a process-based framework for classifying personality tests [Peer comments on the journal article “Advancing personality assessment terminology: time to retire ”objective“ and ”projective“ as personality test descriptors” by G. J. Meyer, & J. E. Kurtz. Journal of personality assessment, 2 (89), 202-207.

Unfortunately, many employers have two avenues in the realm of privacy issues in which they can legally and “morally” use personality tests. “It should be noted, however, that two defense are available for employers in actions for invasion of privacy. The first is when the applicant or employee consents to the use of personality testing. The second is when the employer can show qualified privilege, meaning that testing results were disclosed as a necessity of making a job-related decision.” (Mello, 625) In many cases, these two options apply and privacy laws cannot restrict an employer from exercising such testing in the workplace or in the hiring and firing process because personalities are not a protect class under Title VII. Therefore, the next question is to determine if the action by the employer to use personality testing and emotional intelligence results is a good workplace ethic and if there are any employee ramifications for partaking in the activity.

The client was administered the Minnesota Multiphasic Personality Inventory- 2nd Edition-Restructured Form (MMPI-2-RF) as an objective measure of their social-emotional and personality functioning. The scores are based on answers to a large number of true/false questions. Based on Mr. Cintron’s responses, this protocol was invalid and uninterpretable due to inconsistent responding. There was evidence of excessive inconsistency because of fixed true responding to the test item.

The validity of personality assessment test such as the Sixteen Personality Fact Questionnaire and the Rorschach has been subject to many criticisms in the past years. 16PF has been criticized for not determining the factors which it claims to determine (Fehriinger, 2004). Although the 16PF have been heavily criticized the validity of this instrument has been determine through researchers discovering the Big Five Factors which has been epic in comprehending personalities that we know today. These personality assessment tests have become more and more common because of their relativity easy use to assessing an individual state of mind.

Personality is defined as the unique way in which each individual thinks, acts, and feels throughout life (Ciccarelli, 2014). Numerous individuals are curious in regards to their actions and how their mind works, thus leading companies to create personality tests, in order to provide individuals with some perspective on their personality. While individuals can take personality tests for leisure, personality tests are often utilized in situations such as job interviews, diagnosing mental disorders, and educational purposes. Two popular personality tests are the Keirsey Temperament Sorter and the Big Five Personality test. After taking both tests, I analyzed them using my knowledge of general psychology and of my own actions. I found the

Personality assessments can serve as a powerful and impactful tool that benefits the participants or others with whom your paths may cross. Inevitably, taking assessments like this requires self-awareness in order to maximize the value of the results. In this case, the McGraw-Hill assessment covered a wide array of topics which provided an extensive assessment of my values, personality style, motivational influences and contributing factors that drive my behaviors (McGraw-Hill Education, 2017). This evaluation offered me personal insights on how I behave in various situations, the impact my behavior may have on others, additional context around my personality traits and style, and organizational considerations that may influence my actions,

Personality assessment instruments continue to be widely uses by the public and widely examined by the public. Since the early 20th century a number of personality instruments have been very useful in

Abstract: The purpose of this paper is to explore what personality trait I am through taking a personality test. By taking this test it will allow me to analyze my strengths and weaknesses as a person and how to improve those characteristics in the workplace.

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.”

Some managers may argue that there is more to personality assessment than the nomothetic approach, not everything is as straight forward as it seems. This is because theorists/scientists

When it comes to objective tests, it is implied that they are accurate, precise, and resistant to biased influences. Scoring errors are another potential concern. In reviewing the projective test, it is determined by Meyer and Kurtz (2006) that one‘s personality will not shine through with force and clarity regardless of the medium, the presence of the client’s responses confuses the efforts to interpret the test scores, and that is what the psychologists are most interested in interpreting (Meyer & Kurtz, 2006)