What I Learned About Myself By Prentice Hall Self- Assessment

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.”

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

The first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues.

The Jung Typology Test measures four dimensions of personality by general attitude of people. The four dimensions of the personality are where a person get their energy,how they perceive information,make decisions,and how they implement information towards their goals. My personality score was ENFP. ENFP is an acronym for extraverted intuitive feeling and perceiving personality.Which extraverted meaning that I get my energy from outside sources that myself majority of the time. For example I get motivated from listening motivation on youtube. Another way I get my energy from exterior source is listening to music that has an upbeat tempo or the lyrics have a profound message. Nevertheless,in rare occasions I get my energy within in situations

As I previously discovered from the Jung Typology Test (administered by Humanmetrics), I am categorized as an ENFJ personality type. The result of this assessment were Extravert (1%), Intuitive (28%), Feeling (19%), and Judging (66%) (Humanmetrics, 1998). The assessment for project 2, provided findings on some of the same metrics as the Jung Typology Test as well as

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)

I’ve truly learned a great deal from the self-assessments and other course materials that were provided in this class and I found them to be excellent resources for narrowing down my career options. Some of the most revealing assessments and materials included the Holland (2013) Self-Directed Search (SDS), Gretchen Rubin’s (2015) personality type survey, and Richard Bolles’ (2014) Flower Diagram.

Part I of the Prentice Hall Self Assessment provided me with some interesting information about my personality, some of which was known and some that was new to me. The test covering my basic personality provided me with what I would consider known information. My scores were spot on for the Extroversion, Agreeableness, Conscientiousness, and Emotional stability, but what really surprised me was my score for openness to experience. In this category I scored a 7 which makes me a moderate-low in that area which I find to be the perfect score as I often have a tendency to lean towards those things that I am most familiar with, but I also have small interest in the unfamiliar and am slightly open to exploring new ways of doing things.

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.”

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

There are multiple theories of personality and leadership assessments that have proven effective in helping individuals achieve their full career potential. The “Big Five” theory of personality, for example, measures the five broad areas of personality, including extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience (Srivastava, 2015). Other types of assessments, such as the more simple leadership assessment we explored, simply measure leadership qualities, such as emotional intelligence and confidence. In exploring a couple of such resources in more depth, such as the leadership assessment provided by the University of Kent’s Career Enhancement Center, as well as the Myers-Briggs Personality Type Indicator, it is clear that understanding more about oneself can lead to enhanced career choices.

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).

Personality testing is used in many areas of psychology. Organizational psychologists use personality testing to determine fitness for employment positions; clinical psychologists may use the tests in the treatment of their clients; and school psychologists as well as school counselors may use the tests in career counseling with their students. In addition, individuals may use these test to discover information about their own personalities. While the use of these is fairly widespread; the validity of these assessments remains a controversial issue, especially since they typically require the subject being tested to self-report a response. This paper will compare two such assessments: a version of the Myers-Briggs Types Inventory (MBTI), the Reinhold Cognitive Style Inventory, and the Big Five inventory which assesses the Big Five Personality Traits. Finally, it will examine the convergent validity of these two inventories.