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Assignment on organizational development
The field of organizational development
16 personality test
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1. INTRODUCTION More and more organisations are using competencies and competency structures to identify, develop and reinforce certain types of behaviour that are prerequisites in achieving organisational success. Selection is a critical human resource management practice in organisations in order to have the right fit. (Moyo & Theron, 2011). According to Cattell (1946), the Fifteen Factor Questionnaire Plus (15FQ+) was developed as an alternative to the 16 Personality Factor series of test, measuring personality and individual differences. Psytech (1992) first published the 15FQ of which the FQ15+ represents an update and revision. The 15FQ+ has kept the authenticity of the FQ15, measuring fifteen of the fundamental personality factors …show more content…
Items have been written in simple, clear and concise business English (European). The questionnaire have been designed to be brief – comprising of items per scale. Items have been selected to maximise reliability, while maintaining the breadth of the original personality factors. The questionnaire is available for both pencil and paper and computer (including online) administration. Moreover, for the pencil and paper version of the questionnaire, self-scoring answer sheets and computer readable answer sheets are available. A short form of the test, comprising just six items per scale, is also available. The short form of the 15FQ+ has been developed for those situations where rapid test administration is more important that high reliability and validity.” …show more content…
Reliability of a test measure the stability of the test’s scores over a period of time or internal consistency of the test’s items. (Psychtech International). According to Tyler (2003), the Fifteen Questionnaire Plus have been used on various samples and it has confirmed good levels of internal consistency when the length of the scales are taken into account. Tyler (2003) further states that Psytech South Africa made evidence available on their website of internal consistency reliability. It is assumed that the 15FQ+ is a reliable measure of personality in South Africa, even though the alpha levels are usually lower than in UK samples, however, in comparison to those obtained in South Africa it is favourable from other measures of personality. Psytech South Africa is conscious that literacy and education levels is a challenge and does put constraints on the test’s use and interpretation, therefore, it does not endorse using the 15FQ+ for broad entry level screening outside the United Kingdom. (Tyler
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
With the exception of the MF scale that is part of the four factor model, the remaining three which are General Maladjustment, Social Introversion and Over-Control, relevantly address the behavioral problems exhibited by Jane. Hence, it is imperative that the racial disparity of the MF scale be considered from a cultural perspective because studies have shown that there is a tendency of non-Whites scoring higher than other races (Gass & Odland, 2014). Ideally, the variations in cultural values must be considered when applying the test on Whites and non-Whites since the differences reflect socio-economic factors rather than racial differences. The use of personality tests helps both teachers and parents in creating stronger and richer relationships with students more quickly by providing more insight into who they are and what their interests are (Pittenger, 2005). Head-to-head comparison of the predictive validity of personality types and dimensions.
Utility of assessment. Why are these types of personality assessments useful? Did you find the results useful? Why or why not?
five factor theory is a fairly recent proposal and has its basis in earlier work,
(1997). McRae et al. (1997) attempted to find if the Five-Factor Model was a universal constant in all cultures. They also attempted to see if cultural views would change how the five traits were viewed. The researchers collected data from 6 different translations of the Revised NEO Personality Inventory, this inventory looks for universal trait dimensions in a variety of languages. These 6 translations were then compared to the American counterpart. It was found that while some cultures did differ slightly in their view of the five traits found in the Five-Factor Model in comparison to Americans, the traits were still universal. All six translations found the big five traits of extraversion, agreeableness, conscientiousness, neuroticism and opens to experience to be
The bases of this paper will be based on the results that I had obtained when I took the Myers-Briggs personality test. The results that I had obtained was that I was determined to be an ENFJ. I will go into depth about letter and how each represents that a specific aspect of my personality. The results that I had received were not what I had expected, but the more I read about the trait the more I realized how it suited me. I will also talk about the information that I had found useful from the book, Type Talk at Work: How the 16 Personalities Types Determine Your Success on the Job by Otto Kroeger, which gave me insight on how to interact with other personality types especially in the work environment. The information that I absorbed from the personality test and from the book will go into use in my personal and work life so that both environments will be cohesive and peaceful.
During the period of World War II, he designed the Sixteen Personality Factor Questionnaire (16PF). The 16PF was one of the first standardized tests (following a specific format and procedures previously outlined) to measure personality, (Milite, 2001). Cattell’s main objective was to investigate the universal aspects of personality. Cattell along with colleagues from different nationalities, were given the task of studying the personality traits across cultures. Cattell believed that personality could be assessed entirely by human characteristics: creativity, authoritarianism, selflessness, and leadership. The 16PF came out on 1949. Since its inception, the 16PF has gone through four revisions; the latest version was on 1993, the 16PF5, (Cattell & Mead, 2008). The 16PF is still widely used and is generally used to evaluate normally well-adjusted people, (Milite,
The first criticism is that it views personality as a universal biological construct existing throughout the ages, as something that is unaffected by culture. “In five factor-theory, the biological and psychological measures associated with the trait structures are unspecified” (Cervone & Pervin, 2013, p. 277). Personality could be a function of biology, culture or epigenetics (the ways in which genes are influenced by the environment). This means there is an open question of how much personality can change or how much it is affected by the environment based upon the way that personality is presented in the Five Factor test. For example, I might seem very introverted if I am in a social situation where I am not comfortable with the majority of the people around me while if I am in a scenario talking
Later research attempted to reduce Cattell’s sixteen “source traits” to five universal personality dimensions resulting in what is now known as “The Big Five Personality Factors.” (Costa & McCrae, 2006; Noftle & Fleeson, 2010)
Directions: Regardless of whether you complete a “live” study, or participate in online research, after completing each study, you are required to complete the brief questionnaire below. Answers to these questions MUST be typed and submitted by the date indicated by your instructor. If you do not answer the questions sufficiently, you will NOT be given credit.
McCrae, R. R., & Allik, I. U. (2002). The five-factor model of personality across cultures. New York: Kluwer Academic/Plenum Publishers.
“The Five Factor Model provides a compelling framework for building personality measures that seek to represent the domain of individual terms broadly and systematically” (Briggs, 1989 as cited in McAdams. DP, 1992, p. 332). The FFM consists of five factors (The ‘Big Five’). They are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. When measured individuals can range from extremes on each of these traits.
A model developed for using factor analysis to try to determine the key traits in human personality. Although trait theories were well established by the 1960s, there was no consensus concerning the number or nature of the traits that make up personality. Since then, further research has confirmed a basic five factor model of personality or ‘Big Five’ (Tomas 2007). This five factor structure has been replicated by Norma (1963), Borgatta (1964) and Digman and Takemoto-Chock (1981) in list derived from Cattle’s 35 variables (Lawrence &Oliver 2000).
Morasco, B. J., Gfeller, J. D., & Elder, K. A. (2007). The Utility of the NEO–PI–R Validity Scales to Detect Response Distortion: A Comparison With the MMPI–2. Journal of Personality Assessment, 88(3), 227-281. doi:10.1080/00223890701293924
The Five-Factor Model of Personality is a system used in order to describe an individual’s personality traits. By requiring said individual to answer a series of questions, this test is able to decipher the traits that are most likely evident within their life. The Five-Factor Model of Personality test gives the test subject a series of situational options. Using the subject’s responses, psychologist match the answers to the personality in which best relates. A highly accurate description of ones’ personality can be easily configured by using the Five-Factor Model of Personality by testing either high or low in the following areas; openness to experience, extraversion, conscientiousness, agreeableness, and neuroticism.