Why Personality Test Is Important?

I used to work at a job where I had to give people a test to see if they could successfully perform a job, and the test would sometimes reveal that the tester answered the questions in a way to make them appear better. Although the test showed that the tester was trying to make themselves look good, not all tests are able to do that. So, like mentioned before, a hiring manager should be careful if they do decide to utilize a personality test for hiring

The test that measure a person's enduring traits and their characteristics, which are nonphysical and nonmental is referred to as a personality test. According to ADDIN EN.CITE Salkind2012272Salkind (2012)2722726Salkind, N.J.Tests & Measurement for People Who (Think They) Hate Tests & Measurement2012Thousand OaksSAGE Publications9781412913638http://books.google.co.ke/books?id=M-JQAmQuAsgC HYPERLINK l "_ENREF_4" o "Salkind, 2012 #272" Salkind (2012) the test will measure a person's values, attitudes, style, interpretations, and individual characteristics. Managers in various companies have to look for ways of accessing their current and prospective employees accurately. This is because there is much focus on individual performance. A test that is more accurately able to measure the traits of an individual will allow hiring managers to predict and understand the individual much better. These tests also allow the hiring manager to know which position would best suit an individual. Also depending on the results of the test the hiring manager can turn down prospective employees who do not fit the positions available. Everyone has their own personality type and personality traits. Personality traits are enduring qualities found in an individual like being outgoing or shy. A configuration of these characteristics and traits is referred to as a personality type.

The test claimed to prove the personality type by adding big names like Briggs Mayer Test but there was nothing mature about it. The test results were totally unclear and all it said was that I was on the borderline to every aspect. There was nothing this test told for sure. It just kept saying that I was in the middle of every trait without any explanation. The vagueness of the test was strengthened by the results it showed. It was a great

Personality tests are beyond easy to find these days. All it takes is a few clicks from your keyboard and google will present you with thousands, if not millions of personality quizzes. However, some tests happen to be more legitimate than others. Recently, I took one such test at the Career Center at Eastern Florida State College. My results were sometimes correct, but seemed to be slightly off at other times. I did really enjoy taking a test built in this format though.

When discussing the accuracy of personality tests, there is no test, which will provide perfect precision. According to Dr. O'Neil, “an individual's personality is the complex of mental characteristics that makes them unique from other people” (2006, Para 1). O’Neil believes that the potential factors involved in shaping personality include values, beliefs, and expectations that are genetic and environmental (O’Neil, 2006).

I have never taken a personality test until the Keirsey Temperament test. However, the results were not that surprising to me. I was placed in the guardian category, specifically provider and protector. The guardian temperament has many traits that I can relate to. “Guardians tend to be dutiful, cautious, humble, and focused on credentials and traditions.” (David Keirsy) Due to experiences in my past, I find myself often very cautious when making decisions and also when giving advice. The other words that stuck out to me in the description were focused and loyal. Specifically focused, I am a task oriented person and once I start something, I have to finish it. This is something most people that know me will point out also.

Filling out bubbles, circling answers, rating descriptions; taking tests is one of the various ways to learn about yourself. According to science, the Keirsey Temperament Test should be one of the the most correct personality tests crafted. After taking three various personality tests in my English class, the True Colors, the Keirsey, and the Tibetan test, I surmised that the Keirsey Temperament Test was the most exact regarding my character and attributes.It was especially valid in extrapolating that I am very dependable, thorough, and serious. Some may claim that science cannot tell you who you are, because it is our emotions that rein us. Overall, though the other tests were somewhat precise; this one most reflected my personality.

Keirsey’s temperament theory, there are four temperament groups which describe human behavior such as artisan, guardian, rational and idealist (Keirsey Temperament Website, (n.d.)). These four temperaments groups can be further subdivided, often referred to as “Character Types” (Keirsey Temperament Website, (n.d.)). Thus, there are now four types of each group of artisan, guardian, rational, and idealist. Therefore, the result of this test is a four-letter abbreviation of the test taker’s dominant personality type. In which, these four letters can help an individual to view themselves and others and how to interact effectively. In this case, based on Figure 1, the personality type result of this test indicates that the test taker is a guardian. According to Keirsey Temperament Sorter (Keirsey Temperament Website - Portrait of the Guardian (SJ), (n.d.)), the one word that best describes a guardian inspector is being dependable. Guardians can also be described as a hardworking, helpful, dutiful, with a very strong work ethic that can take them far (Keirsey Temperament Website - Portrait of the Guardian (SJ), (n.d.)). For that matter, based on Figure 2, by using the four letter abbreviation, the guardian mentioned is categorized as an ISTJ that stands for introverts, sensation, thinking and judgment. According to ISTJ Strengths and Weaknesses, (n.d.), an individual with ISTJ has some strengths as follows: honest & direct, strong-willed and dutiful, very

When reading the assignment about taking a personality test, in my mind I quickly equated this to adolescent quizzes and tests I took for fun when I was a teenager. Thinking whatever the outcome is will not truly align itself to who I am as a person however, I was mistaken. After taking the quiz and reading Type Talk at Work, I thought maybe a credited quiz such as Jung Typology knows more about me than I thought. In participating in such a quiz, I went from being

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.

Personality test can offer a great deal of insight to someone. After taking the Myers Brigs test, I have confirmed much of what I have thought about myself. My score is ISTJ. This stands for introversion, sensing, thinking, and judging, which very accurately describes me.

The personality assessment was a very strategic test that made one self understand new ideas of how one should perceive his or her own personality towards their ideal career path. My personality tested as ISTP which stands for Introverted,sensing,thinking, and perceiving. This personality description gave me a clear insight to the possible care choices that may be best suited for me. As being a person with high intrapersonal intelligence I am aware of my own strengths and weaknesses that am able to understand my own personality better.

The personality assessment inventory tests provide results on my individual personality, values, motivation, decision making, communication, team skills, conflict skills, organizational structure preference, and stress. These results are broken down briefly in three parts and do not include any personal speculation or analysis as to their meaning. The application of these results are further applied and explains how the results noted from the tests and in the first step will make me a better employee, co-worker, and manager within my organization. These tests mentioned above are applied in conjunction with particular examples on how I can achieve becoming a better employee, co-worker, and manager. An explanation of how my personality and experiences were affected by the Holy Spirit is also discussed. Particularly, how potential weaknesses have become strengths with the guidance of the Lord.

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.”

Psychological tests and or psychological assessments are an important asset in the field of psychology. These tests are designed to measure people’s characteristics which pertain to behavior. There are a variety of different types of tests that can be used to assess different types of behaviors. According to the specific behavior or behaviors being assessed, tests are categorized into two types, ability tests and personality tests. Ability tests, which encompass achievement, aptitude, and intelligence testing are used to determine capacity or potential by measuring scores based on speed, accuracy, or both. On the other hand, personality tests, which include structured or projective are used to determine behavior traits, that may be overt