Personality assessments or tests in the workplace have been proven to be beneficial. They help companies and employers choose the best person to hire for their specific company. They provide a number of questions that potential employees go through and answer to their best ability, which then allows employers an insight of what this person is truly like. They also show how well that person will work with the employees already hired and what position or level they will work the best in within that company. Personality assessments have been becoming more popular, because they help companies hire the best person for the position that they need to fill. They help companies hire the best person, who will most likely last in that company and be able …show more content…
She is the president and CEO of Birkman International. Her first reason for doing personality tests before hiring a new employee is because it allows you to find out who you’re dealing with. They give you an insight of the true person and character the person you are potentially hiring is. She also says they help determine if they’re going to stick around and help employees be the best they can. It allows employers to decide if this person is qualified and going to last. They help you find out who your leaders are and make your leaders stronger. They give you an insight to see what abilities they have and what position they will fit the best in. They create and design teams that last. They also place employees where they’ll be the happiest and stop fights before they begin. If two employees personalities clash, the drama can be avoided by placing them in different areas of the business. Lastly, they also help sales work with other divisions and help everyone find out more about your co-workers. I found all of the different reasons why she approves of personality tests very informal and sensible, I especially liked the one where she talks about stopping fights before they even begin because I had never even thought about that one! Therefore, personality assessments can be very …show more content…
printed in the Washington Post. She doesn’t believe that personality tests should be necessary or required. They allow other people to know “psychological intimacies” about your life, which should not be shared unless permitted by the person who took the test. She thinks they’re beneficial to companies, but not necessarily for team-building. These tests often put labels on people, because if the test reveals a certain personality about you, but your actual personality is a mixture of personalities, co-workers are going to stereotype you and label you with characteristics that fall under that specific personality. Therefore, they invade your privacy and create labels that aren’t always correct. She agrees that the test can help build a great, working relationship among co-workers, but doesn't think that the results of these tests should be shared among a group setting without consent from the person who it is about. I thought this article was interesting because it provided another aspect about the topic of personality assessments, and did a great job of explaining her reasoning! Overall, she thinks they can be beneficial but should be confidential, unless the person who took the test agrees to have their results
I do believe that a personality test is a valid tool in the simple fact that they narrow down multiple aspects of a person in a short test. It also works because you don't need to be evaluated by a person who wants your money first just to give you the same
The Bell Smith Personality Assessment was accurate in reflecting my personality. I have taken several personality tests because I know developing strong interpersonal skills enhances personal growth and development. Each test has delivered similar results demonstrating my willingness to work with others, need for organization, focus on emotional content, and search for additional information. According to the Bell Smith assessment, I fall into the categories of member, planner, juggler, empathizer, and researcher. I would challenge the assessment with defining me a planner because I incorporate the juggler traits into my daily activities. Overall, the assessment was not surprising and I would like to continue taking different personality tests to see diverges from previous results.
According to Barrick and Mount (2005), one of the benefits of utilizing personality tests in the selection process is that it is helpful in predicting work behaviors. The benefit of measuring the Big Five Personality traits is that it aids in measuring specific job performance measures. These measures include motivation, interpersonal interaction, and the ability to influence others (as cited in Barrick, & Mount, 2005). Additionally, personality tests have the ability to predict various factors related to career success (Barrick, & Mount, 2005).
People have studied personalities for thousands of years. Personality assessments have existed for the past 100 years. There are several different tests available to help you understand yourself and others better. Once this is achieved, the idea is to foster better communication based upon the knowledge of the traits of your team.
These types of personality assessments are useful because they can help us see how each of us are different and how we each fit into our roles and responsibilities. Life would not be nearly as functional if we were all the same, and personality assessments can be useful by showing us how we all can work together and see our strengths and weaknesses in a way that can help us improve them.
The Myers-Briggs personality test analyzes your personality after answering a series of questions. Resulting from that is four letters. These letters are from eight different personalities and create sixteen combinations. The first being extroversion or introversion. Secondly, either sensing or intuition. Then thinking or feeling. Finally you are perceiving or judging. My results were Extroversion (E), Intuition (N), Thinking (T), and Perceiving (P). For each of those the percentages were 60%, 70%, 80%, and 80%. The reason for this test was to discover my personality and figure out how it could be beneficial. For example, when deciding on a career path knowing what might interest you helps. Also, to prove if this test was accurate in finding out your personality and if others agree with the results. When analyzing these traits for my personality looking at my behavior was important in deciding if it made sense, which almost they all did. The main purpose of this was to discover my personality and how it benefits knowing that.
Additionally, differences in personality greatly influence the working culture, dynamics, and effectiveness of a HSO. Some organizations utilize personality tests to look at a worker’s potential strengths. One example is the Myer’s Briggs Type Indicator that can identify how the worker perceives the world. However, perhaps it is the approach taken towards differences in personality that needs to be examined. Gardner concludes, that people tend to impose that their way is right verses understanding the differences between
It may have its limitations because people do not have the same personality in every situation. For example, a teen or adolescent will talk and interact with their parents way differently than with their friends. With this in mind, a person will exhibit many different personalities throughout the day. Which one is the correct personality or corresponds with who the person truly is. Also, the test only provides answers to how the individual’s personality is at one particular time. Through the first eighteen years of life, a person will change drastically because interests, aspirations, and social situations change. Maybe future improvements of the test can incorporate predictions as to how traits and personalities will change overtime. Nevertheless, the Big Five personality test is the best test developed and is a great way of understanding what makes us
Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired or promoted. Managers can use personality characteristics to form work teams or to make determinations on job placements. Chapter 4 Review Questions 1. How are attitudes formed?
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
There are many types of diverse people classified under various categories. Some people have different types of personalities. They could be classified as extremely manipulative, others as impulsive, and some may not show anything on the outside and have wonderful social skills. These categories help in the understanding of humans. This study is called Psychology and there are many different subfields in this diverse study of the people around us. One subfield that is particularly interesting is personality psychology. Personality psychology is a branch of psychology that studies personality and its variation between individuals.
Personality tests tell a person a lot about why a person is who they have become. I believe that these test if taken truthfully can identify deficiencies that individuals can work on to benefit not only themselves but others in the organizations that they work in. Some models state that it is in human nature and chemicals that decided how a person acts but I believe it is based on life experiences and a personality can change as long as a person knows the deficiencies and works to change them.
Our personalities are what distinguish us from each other beyond our appearance; without them, we would all behave and react in the same way. Personality is the reason we are outgoing or introverted, persistent or blaze, and anxious or calm. We each have different levels of these competing characteristics that make us unique. But why are personalities so varied? Personality is determined by an array of factors from genetic and biological to the personal experiences and decisions we have faced from the day we are born. The complexity of our personalities cannot be simply explained, and for this reason there exists many different theories of how it’s developed and personality is still deeply under study. I went into this subject with an open-mind
Personality takes many shapes and forms and is affected by many factors. My understanding of personality is simply a genetic and environmentally determined set of psychological traits that influence our reactions in the world around us. Genetic because our parents possess a certain set of psychological personality traits that we tend to have in common with them so therefore in my opinion there are heritable personality traits. Personality is environmental because we each have our own separate experiences in the world and these experiences help form our unique personality. Neo-Freudians such as Jung have given us a wide array of ideas of how they believe personality is developed and formatted. Jung in particular has a very interesting
Personality involves a blend of characteristics that make one unique. In reviewing personality, we consider the influence of the interactions that one is engaged in, the nature or the environment of one's upbringing and genetics. The characteristic traits may change over time while some of them becoming a lasting part of a person’s personality. In this essay will analyze the theories that relate to the character and the various stages that children undergo during development. We will use the same theories and developmental stages in analysis my progress from childhood up to date.