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Final reflection on personality tests
Final reflection on personality tests
Final reflection on personality tests
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The only way a test has reliability is if produces consistent results after repeatedly taking the test. Personality tests can give various results after completing it multiple times. The test should have high test-retest reliability. This type of reliability is important to establish because it ensures that the test taker gets consistent scores each time the test is taken. The measurements in the test are representable and stable over a course of time. If a test is not reliable, then the data is accuracy representable and is not trustable. There are some personality tests that are mad to be fun. A few examples of personality tests that are made to be fun include, “which wolverine are you?” “what kind of cake are you”? and “which combination
In conclusion, even though the test was developed for purposes totally unrelated to accessing character structure and personality problems, psychologists today have found ways to use this test in order to help access personality and probe the unconscious mind. Also, despite all the controversy that is caused by this test regarding the results and if they are meaningless, there are still findings that even though throughout the decades it is used less, to this day it is still a number one choice to assess a personality.
While taking this test and reading about the information that was provided I was not really surprised about what information was given about my personality. I am 95% of what this test says I am. This exercise helps very little because I arty new 95% of the information is going to give me, it is a good tool to give you that support he would need if you are doubting yourself.
Exam Essay Historically, women have been excluded from combat roles. On the surface, it is because men, who have always thought of themselves better and stronger than women, believed that females could not handle the responsibility of holding a combat position and women are rupturing the socially constructed gender norms that were set in place. According to Nicole Dombrowski, “no other topic concerning women’s role in war creates as great a debate as the question of women’s active participation in combat units.” The benefits of the expansion of women’s roles in the military advantage not only the women but the military as well. In comparison, the drawbacks of expansion of women’s roles are usually disadvantages to the men within the military.
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.
In conclusion, unlike tools, personalities are not (though arguably) man made. They are far greater in number, as well as complexity. No theory – like that of ‘Supply and Demand’ or ‘The Big Five’ – can be applied to bring forth a test of any kind that will objectively depict one’s personality, and the traits that underlay it. To the defense of standardized self-report inventories, however, I will say, they are more efficient and more accurate than people in general – who “judge more by the sense of sight than by the sense of touch…”(Machiavelli, 1513).
The history of personality testing dates back to ancient times. Humans have tried to explain behavior by grouping personality into specific types (Ashton & Lee, 2013). Personality evaluations have been developed to describe aspects that are stable all through a persons life span (Ashton & Lee, 2013). They show an individual's natural way of behaving, thinking and feeling.
Overall, the use of personality tests is significant to workplaces for either selecting new employees or developing existing employees.
Personality test are made for people to help them understand more about themselves and why they are the way they are. I took one for Developmental Psychology and based on the choices I made on the questions, it determined my personality. The two personality test I took helped me figure out how I am.
Consequently, the backfire effect is applicable in this situation. Three psychological mechanisms which give reasons why backfire effects can occur are: the familiarity, overkill, and worldview backfire effect. Given the wide use of the test today, the meaningfulness of the test results are reinforced, supporting the familiarity backfire effect. One's personality cannot be put into a general category because everyone is unique and trying to understand one's personality abstractly is hard than concrete categories, demonstrating the overkill backfire effect. Lastly, the test is believed to be the way to tell which 'type' of personality one has, the perspective that of the tests reliability is strengthened, displaying the worldview backfire effect. The test is favorable as it only indicates one's positive traits (thinker, performer, and nurturer), conveying ambiguous confidence, subsequently fitting several personalities
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 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.
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
For psychologists, one of the more popular theories espoused is the trait approach to personality, or “the idea that people have consistent personality characteristics that can be measured and studied” (Kalat, 2002, 512). However there are several problems that arise. First, there are significant cross-cultural differences, so one set of personality traits for one culture may differ considerably for another. The next problem would concern the creation of a test that could accurately measure these traits. While psychologists have for the most part addressed these issues, I will focus on the latter of the two. There has been a number of multiple personality tests put to use such as the Minnesota Multiphasic Personality Inventory (MMPI), the Thematic Apperception Test (TAT), the Rorschach Inkblots and others. In our class we were instructed to take the 16 PF personality test in which we would judge for ourselves how accurate the test was based on our own personal experiences. In judging the usefulness of this test we took into consideration its reliability and validity. For a test to be reliable it must be able to accurately reflect consistent results for various people that can be agreed upon by researchers and therapists alike. Reliability in turn relates to validity. To be valid a test must be dependable producing data that can be used to detect a mental illness or otherwise certain personality dimensions within psychologically healthy individuals. Furthermore personality tests must be standardized, having data capable of being “interpreted in a prescribed fashion” (Kalat, 2002, 528). These standards are based on a comparison of a large number of people who have taken the test, one group with a particular disorder and another group who consist of the normal range. These allow researchers to identify people who score within a certain range to be more typical of a particular disorder. While the 16 PF personality test meets these criteria, whether or not the test is accurate remains to be explored. Within the next couple of pages I will describe the results of the test and discuss whether or not the data is an accurate reflection of my own personality.
This includes things like mood, emotion, idiosyncrasies. When it comes down to discussion personality traits are debated on a lot many have created tests and theories based on them. Like the one used in this experiment. Why is this debated? It’s because humans want to be able to understand the answers to questions like: ‘Why do I prefer staying home and playing video games then going to large parties with my friends?’ They want to know more about themselves. Kate Reilly Thorson in her article ‘Why so we take personality tests?’ says that the main 3 reasons people take personality tests is because they help us achieve an identity, we like getting feedback that confirms our views of ourselves, and that it helps us justify our behavior.(Why so we take personality tests?,Thorson) Acclaimed American personality psychologist, Lewis Goldberg, created a theory on the “Big five traits of personality”. These include Openness to experience which compares adventure and caution, conscientiousness which measures a person’s organization and planning skills, extraversion comparing introversion to extraversion, neuroticism compares self-consciousness and confidence, agreeableness which compares combativeness and coldness as opposed to friendliness and warmth.(Big five personality,Goodtherapy.org) Much like the theory behind the personality used in this
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.
Although there exists in the UK a training qualification system developed by the British Psychological Society, it is not uncommon for tests to be used by people who are not adequately trained to use them. Indeed, even attendance at a recognised training course is no guarantee that a person will at all times use tests and questionnaires correctly since some instruments, particularly personality questionnaires, require considerable experience and the possibility of misinterpretation or inappropriate interpretation of results is ever-present. * Another important danger with psychometric testing is the use of personality questionnaires to try to assess a person's ability or skill in a particular area. For example, if a person scores highly on a person...