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According to paul costa and robert mccrae, the “big five” personality traits
Evidence of the big 5 personality traits
Evidence of the big 5 personality traits
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Assessment of Personality 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 & Smith, 2011). 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. Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings (Ones, Dilchert, Viswesvaran, & Judge, 2007). Social desirability does not have an influence on the validity of personality assessments. …show more content…
Personality tests and skills assessments provide valuable information for certain well-defined positions, such as seller, buyer and worker in routine production. The interviews to study the person, carried out by experts are also useful when simpler methods do not clearly show certain characteristics such as emotional stability. Psychological tests on knowledge have limited success. The diversity of requirements for them, coupled with the complexity of motivations and behavior of individuals, make the structuring of proof extremely difficult. Psychological tests and interviews implemented for personality assessment act as a supplement to other administrative criteria. When it comes to executive positions, the main value of the evidence lies in corroboration or uncertainty about personal qualifications. The qualifications of persons based on experience are an important administrative requirement (Archer & Smith, …show more content…
The development of knowledge about the candidates is a complex process of assessment no particular technique is able to reveal the essence of knowledge of the subject, so it is necessary to go for a multi-layered design, multi-technical approach (Harwood, 2012). Millon model has been greatly enriched over the last three decades, which in turn implies greater complexity that goes against simple explanations. Surely, such complexity is related to the object of study: personality. Future work on personality assessment throws up the need for validation of the use of different means of evaluation of candidates applying for a selection process (Aiken & Groth-Marnat, 2006). It would be very useful to measure the real scope and potential of using different procedures in the selection of personnel. Focus is needed to investigate the reliability and validity of combined procedures interviews, tests (aptitude and personality) and knowledge
According to the IPIP-NEO personality assessment I am average when it comes to extraversion, agreeableness and conscientiousness but, rank low on the neuroticism and openness to experience categories. When I read the title ‘openness’ I assumed that it would mean friendly or something along the lines of that. After I read the description of what openness truly means I was a bit offended at first because I believed the score was telling me that I was not a smart person. As I read deeper into the meaning that the assessment gave I realized that “down to earth, practical, and conservative” (Johnson) were not insults but adjectives that I would have chosen for myself, minus the conservative part. Conservative is not a word that I would ever use for my way of thinking and that one section of openness to experience did not correlate with me. I am not a person who likes to think critically and that may be the reason why I dislike math so much. I refuse to
Understanding why people do what they do has baffled people for centuries. The Myers-Briggs Personality test has answer a few of these questions. Are you an Extrovert or an Introvert, Sensor or iNtuitive, a Thinker or a Feeler, a Judger or Perceiver? Once you have the tools to understand yourself, you are capable of understanding others. How does your personality complement a coworker, a family member? How can I be more understanding based on my knowledge of how a coworker comes to conclusions about life and their surroundings? Needs work
Semaj, L. (1995). The jobbank descriptive guide for the five factor personality profile . Retrieved
Utility of assessment. Why are these types of personality assessments useful? Did you find the results useful? Why or why not?
It is well known that there are many personality tests that attempt to divide individuals in certain categories, or personality types, and who are also believed to include many qualities that help shape leadership. Even though, most of these personality tests do not fully accomplish or are successful at accurately stating an individuals personality type, due to the complexity of human nature, there has to be an understanding of the importance of personality in leadership. The understanding of personality depends only on the individual’s introspection, his or her approach...
I found the results of my self-assessments to be a very insightful and accurate description of myself. The results of the learning styles test and the Keirsey Temperament Sorter II are very valuable for examining my personality traits and learning style and making improvements as needed.
In the vast and detailed world of psychology, there are a variety of different tests you can participate in. For example, you can participate in aptitude, verbal or numerical reasoning, and psychometric tests. These tests assess on a variety of different situations such as: behaviors, abilities and intelligence. Personality tests, a common and favored test, measure things such as: behavioral style, opinions, motivators, personal values and career interests. Most often, people complain or disagree with the score of some areas on their personality test; however, there are no right or wrong answers. After completing this personality test and reviewing the results, I found that the overall scoring accurately described me in most areas. The Big Five Personality test scores in five different areas involving openness, conscientiousness, extraversion, agreeableness and neuroticism.
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
Matthews, G., Deary, I. J., & Whiteman, M. C. (2009). Personality traits. Cambridge, UK: Cambridge University Press.
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
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
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
Human personality is complex and intrinsic. There are numerous factors that determine one’s personality and wide variations in one’s personality. However, by taking personality assessments one is able to pinpoint reoccurring themes in their personality and behavior, providing them with an overall idea of who they are. There are times when personality assessments are inconsistent. Luckily, it is not difficult to recognize which parts of the test lack accuracy because they stand out from the reoccurring themes. It is interesting to learn and reveal new information about yourself that you may or may not desire. This gives individuals the opportunity to work towards increasing or decreasing a personality trait if desired. One of the inferences
We live in a world where the organization's most valuable assets are its people and not its machinery. If this is not clearly understood it might have serious consequences for organization's future. However placing importance on a people's component is not only about their knowledge and skills because we have to take into consideration people's personality too. People's personality is usually assessed on a basis of a day-to-day experience but this is a method that is a costly one because many people make much better impression during the job interview than during the real work. Therefore it is wise to use instruments such as the personality assessment tests which are developed for better understanding not only of our subordinates but of ourselves