Uses of Personality Testing

Personality is a complex area of Psychology, which has been studied for many years, by many experts in the field. Each having their own ideas about how to understand, study and evaluate it. Here I will introduce personality briefly, looking at the theories behind it. Then explain the need for testing. As there are many test that are available to use, for the purpose of this essay I will look at The Myers-Briggs Type Indicator (MBTI) and the Eysenck Personality Questionnaire (EPQ) and discuss the reliability and validity of some studies around these tests.

Dispositional personality theories are quite different from biological personality theories. The two will be compared and dissected in this article. The Big Five Personality Test will also be analyzed and how it is used to study personality will be examined.

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.

A survey was conducted at Texas A&M University in which the “Big Five” traits of Psychology were measured. The focus of the research is to use descriptive statistics to determine the average personality across the Texas A&M University student body and compare the results to the average personality across the University of Texas student body. Descriptive statistics describes the data that the researcher is analyzing in terms of the average and variability of the sample. Two types of descriptive statistics exist to describe the data: central tendency and variability. Central tendency describes the average of a sample by interpreting the mean, median, and mode. Variability describes the difference in the set of scores through the interpretation of standard deviation, variance, and range.

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.

Everybody has his or her own type of personality. We all act in a certain way that makes us who we are. It is believed that our parents, peers and, the environment we grow up in, shape us. Personality is describes as a combination of emotions, attitude, and behavioral patterns of an individual. There is a reason that we are the way we are and there are many theories that go along with that. Different theorist present their own definitions of the word personality based on their own theoretical positions. Which brings us to discussing Carl Jung’s theory of analytical psychology and Harry

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.

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

An individual’s personality is measured with a personality assessment instrument that encompasses theories and technique. Traditionally psychoanalytical theories provided an outline for accepting behavior that was abnormal and perceptions that prophesized the outcome for prospect behavior. Since projecting personality trait occurs, career counselors, and organizations utilize personality assessment instruments for screening potential employees for qualification. Additionally, personality assessment instruments are used in detecting personality disorders and abnormal behaviors. This

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

Personality and aptitude tests are imperative in order to understand ourselves and allow people a way to classify different traits that might not be realized. These tests can be done and used so that people can rediscover and improve through self-reflection,

The two widely used personality assessments, Myers-Briggs Types Indicator and Five Factor model both have their own strengths as well as weaknesses. The two personality assessments together have been shown to have similar outcomes. Costa and McCrea (1989) found a strong relationship between the MBTI intuition and openness on the FFM, showing that the two personality measures do have accuracy as this is what would be the expected outcome. Although the reliability and validity of the MBTI has been criticised for being quite low. People taking the MBTI have to completely honest when doing the test, and the accuracy people rate themselves may not be completely true, leading to a conclusion of low accuracy. Furthermore, the reliability is questioned

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.”

Based on the work of Carl Jung, Isabel Myers and Katherine Briggs developed the Myers-Briggs Personality Type Indicator, a self-inventory geared toward helping individuals determine their personality types and individual areas of strength. “By helping people understand themselves, Myers and Briggs believed that they could help people select occupations that were best suited to their personality types and lead healthier, happier lives” (Cherry, 2015). This test, through helping me explore my own personality, likes and dislikes, strengths and weaknesses, and various preferences and compatibilities, has been instrumental in affirming my

I recently took a similar test through my employment to help give our director a better idea of the type of employees she had working in her department and how to use each one of skills set to best of the company. I was expecting to get the similar results however I did not get similar results. Different results from different test can be caused by participant error due to overall mood when taking the test. I know that during my coursework my thought patterns have changed which was reflected in the different results of the test. People are complex beings who can change at will or not change depending on how they approach a situations. With therapy people can change how they react to situations. I think that personality test are important because they give insight into a person and crate a place to discuss the finding.