The Influences of Choosing the Right Personality Test on Jobs and the Future Development

Who are you? Many fortune cookies, horoscopes, and other whimsical devices attempt to tell us our personalities, or our combination of traits and behaviors that make up who we are. However, psychologists today deviate from those unsubstantiated methods and have concocted various personality tests that give us a better understanding of who we are. One such test is called the Myers-Briggs personality test. Based on theories by Carl Jung, but primarily created by Isabel Briggs Myers and her mother, Katharine Cook Briggs, the test gives people a standardized survey of questions to answer. Standardized, meaning the test is given and scored in the exact same way every time to give unbiased and accurate results. It scores people in four pairs of characteristics, so there is a total of 16 possible personality types. Each pair of characteristics are opposites and a person can fall anywhere between the extreme end of one opposite to the extreme end of the other. The pairs are extroverted and introverted, sensing and intuition, thinking and feeling, finally judging and perceiving. A person can have strong, moderate or weak tendencies towards a preference. (Rathus, 2010, p. 420) There is some criticism of the Myers-Briggs test however, not everyone fits into the categories. People may answer according to socially acceptable norms instead of their honest answers. Not all of the theories were proven, Carl Jung made many observations and deductions but they weren’t formally

Who would have known that four letters can describe a person in complete detail! The Myers Briggs Personality Test can explain your own personality better than you ever thought you could. My personality falls under ESTJ, which stands for extraverted, sensing, thinking, judging. ESTJ 's are usually hard workers that use logic and tradition to complete things efficiently while staying organized. They tend to be very stable people that remain loyal, dependable, and active. They enjoy creating things around the house, volunteering in the community, as well as watching and playing sports. ESTJ 's are known to be great leaders, often times employed as an engineer, doctor, manager, consultant, technician, or agriculturist.

This paper describes the results of the Myers-Briggs personality types of extravert, intuitive, thinking, and judging (ENTJ). These personality results identify potential careers and occupations, communication types, and partner compatibility information. The research will describe the validity of each personality trait and the characteristics associated with the personality of ENTJ. Additionally, the research is beneficial for my career to gain an understanding of how I can apply my strengths to different aspects of my job. The paper focuses on how the personality results can be useful in the workplace and the disadvantages of the personality.

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.

This paper will briefly look at two types of strategic assessment, that of personality-focused job analysis and competency modeling. Personality-focused job analysis is discussed in a general sense, and also in connection to technology and how it may be used to mitigate personal bias when using this analysis. Competency modeling is examined from a broad standpoint and in relation to current trends in social networking. Both types of assessment strategies will be explored through the lens of globalization and how it has impacted these trends. Other information may be given as it relates to, or helps to develop, the topic.

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.

In the first week of class, we were asked to complete the Myers Briggs Personality test, and then to read up on our results. Once I had completed the typology “test”, I received my results in the form of four letters: INTJ, and afterwards, I decided to view what the four letters represented. Likewise, once I had begun to read the explanation provided by the website, I found that I was agreeing with several of the sentiments, as I felt it not only described my personality to near perfection, but also for the reason of how it was allowing me to come to better understand and accept myself. In other words, I felt that the results were self-fulfilling since they reflected upon who I am, and also, who I am not. For instance, I have found that

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

When personality plays a very big role in shaping for an organization. There are different methods to measure personality. Then we look at personality, there are test to show the specific personalities in an agreement or disagreement

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.

The purpose of this paper is about taking a personality test and seeing if they match with someone’s career choices. There is a famous one that is mostly used was developed by Carl G. Jung and was later modified by Isabel Myers-Briggs. This test is common to be used by someone that is trying to find their career path before college and some employers use it to see if someone is a fit in their company. But can a test like this can really define that a career is perfect for someone or can it tell an employer if they could be a good employee. They can give someone an idea on possible careers path but that person would have to be happy with their choice. The test could help someone to determine what careers that could be the most fulfilling or rewarding and are most successful in.

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

Employers should focus on the prospective employee’s skills, education, and general ability to do the job, and not involve personal life issues. I also learned it is illegal to give prospective employees personality/behavioral tests. The outcome can be skewed, and it is discriminatory to not hire someone because a test states their personality isn’t favorable.