The Effects Of Personality Assessments On The Workplace

As organizations attempt to become more efficient and effective in their management of personnel in the hiring, firing and promotional processes, many organizations have been looking to a variety of testing practices to help sort through the wide array of applicants in the most objective way possible. Many of these tests include, merit based tests, drug testing, polygraph testing, background checks, and personality/emotional intelligence testing. These tests have been used and proven not to have a disparate impact on Title XII classifications of the Civil Rights Act of 1964; however, if so, they were proven to be a Bonafide Occupational Qualification. With this justification, many organizations are increasingly implementing such tests. As

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.

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.

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

The Myers-Briggs Type Indicator over the years has become an extremely popular test among the average individual and the large business corporations. It fascinately breaks down people’s personality and gives them a rough code for how their brain function and what they are more inclined to do depending on the circumstances. Despite the Myers-Briggs Type Indicator large popularity there are many stipulations and suspicions about the credibility of the test. The two major arguments that are presented in David Pittenger’s article Cautionary comments regarding the Myers-Briggs Type Indicator are large businesses using the Myers-Briggs Type Indicator test as a tool to indicate who should be hired for particular jobs and accersey of test results, especially when the individual takes the test again and

Employee selection tests are intended to offer employers with an insight into whether or not the potential employee can handle the stress of the job as well as their capacity to work with others. Employees believed that personality and psychological assessments can help to predict

This essay identifies some critical reasons for why personality testing is still a key part of research today. It started by introducing a middle aged lady who was struggling with the loss of her unborn child and provided a test that could help identify her challenges and assist with a treatment. Subsequently, this essay provided commentary on four separate articles, which discussed the uses of personality testing within an organizational setting and the United States military. In addition, this essay discussed legislation concerning psychological tests throughout different states in the United States and the impact of not having the correct title and license in order to administer the tests and assessments to those in need. This essay also

Predictive ability of interest entails the utilization of the personality assessment results in real life situation such as to select people that may be needed in particular activities such as employment. Dissenting argument have been advanced based on the influence of personality on job performance as employers look for specific personalities with others holding onto the study outcomes based on personality scores that attach no sense on job skills. However, every firm employs the predictive ability of personality in hiring. The predictive accuracy is only a teensy-weensy attached to personality test in hiring that is only based on the direct linkage of those test to practical job performance. Personality scores may not reveal the skills required for the job performance therefore skills becomes

I love personality tests and through the years I have taken many. I took this test at school and got the debater, this would be the first for this personality to show, its usually the messenger/campaigner, along with the entertainer, logician, or mediator. I am odd I enjoy both people and solitude therefore depending on my situation I will have an extrovert personality and/or an Introvert personality, the TED talk you showed talks about Ambiverts, I will have to look into this. The DISC site reinforced the Ambivert theory with giving me a 50% Extroversion on the work values test. This paper is about teamwork so I took the team test as well, that gave me a

The results of both my personality and career tests were either somewhat true or completely off to what I believe the results should have been. To begin with, my personality test was correct in the areas of conscientiousness (work ethic), agreeableness, and natural reactions. However, was false in the areas of openness to experience, and extraversion. The results stated that I was a traditionalist, down-to-earth, practical, and conservative individual, but, in actuality, I have an imaginative, open-minded, and experimental personality. Moreover, it also stated that I was a very reserved, formal, serious, and quiet person. This is fairly true, but I am also an outgoing, friendly, and assertive human being, who likes to work with others.

Other team provided solid arguments and evidence to support the “Con” point of view of the personality tests. They argued that Myers Briggs test was not designed for hiring at all. Mainly it was designed for training and development of the work teams. Even our text says that Myer’s Briggs should not be used as the selection tool for hiring. They also made a solid point by mentioning that tests can be taken advantage of. It can be adjusted to the desired results or faked.

Today, most employers have been using personality and integrity tests in making promotion and recruitment decisions. Despite the fact that most employers are in full support of the act, I do not think it should be used. The integrity and personality tests lead to discrimination of the mentally challenged individuals. Additionally, the assessments never offer the true insight of a candidate’s work styles, values, motives and job skills (DeCenzo, Robbins, & Verhulst, 2013, p. 100). They sometimes can be too shallow to give the final verdict concerning the fitness of the candidate for the job, and, hence not fit to be used as prediction tools. Finally, employers can use the tests deliberately to discriminate against minorities.

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.”

The workplace is difficult enough without us having to worry about the different personalities we encounter each and everyday. Our jobs are a place where we come in contact with many people, both co-workers and clients, and each of their distinct personalities. If we all had the same personality it would be easy for us to predict what the other person is thinking and feeling, but since we don't we must learn to deal with the many different personalities that we come into contact with each day.

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