What Is The 16PF Personal Career Development Profile

1544 Words4 Pages
bulb-icon

Recommended: Personal career development plan

Clark, W. L., & Blackwell, T. L. (2007). 16PF (5th edition) Personal Career Development Profile: Test review. Rehabilitation Counseling Bulletin, 50(4), 247-250. doi:10.1177/00343552070500040601
This article is a summary of the 16PF Personal Career Development Profile (PCDP), another version of the 16PF. The authors provide the nature of the tool, its application, and technical aspects (standards and reliability) thereof. The PCDP provides a report summarizing people’s career strengths based on elements of his/her personality; additionally it can determine which careers are most suitable for individuals. The PCPD can be used for career and personal counseling, employee and managerial development, and career transition training. The PCDP has …show more content…

He emphasizes that the 16PF has gone through different revisions that has led to significant improvements. Some of the most noteworthy adaptations that have been made in this assessment are the accommodation of disable populations: hearing impaired, and people with severe cognitive disabilities. The author also points out that this test is gender specific. Krug indicates some of the major strengths of the 16PF: (1) is easy to administer, (2) can be interpreted by the computer, and (3) can be taken both on-line and on site. On the other hand, the 16PF has its weaknesses, as for example, assessing people with major cognitive and affective disorders. The information seems credible due to the fact that appears in the Encyclopedia of Psychology, designed by the American Psychological Association in conjunction with Oxford University. All the aforementioned elements are of importance for my …show more content…

The author highlights that this tool was developed during World War II to be administered to the military soldiers. This test is used to classify individuals in 16 profiles of personality traits such as emotional stability, impulsivity and compliance. Additionally, the 16PF has second-ordered factors: extraversion, anxiety, and independence. This test is still word widely used by corporations and institutions to determine people’s compatibility for certain jobs according to their psychological features. This is a reference book for high school and college students who require accessible definitions and details of important psychological concepts. Each topic was appraised by a review board of professors, and scholars in the field of psychology. I plan to use this source for main elements of the 16PF not found in other

Show More
Related

  • Advantages of Career Cruising Website

    668 Words  | 2 Pages

    Career Cruising is an informational website and available at participating schools, public libraries, and employment agencies across North America. This program is intended to direct individuals towards appropriate career choices based on specific criteria, such as education, training and previous experience. Individuals can find this information database self-directed, user friendly and rewarding while presenting a variety of options to meet their personal needs. Not only does it offer assistance for the perspective individual in career development, but also on SAT/ACT preparation, online study guides, interview strategies and seminars by promoting growth and effective career opportunities.

    Read More

  • School Psychologist-Based Personality Assessment

    683 Words  | 2 Pages

    Applied Neuropsychology: Adult, 21(2), 1-8. Paunonen, S., & Ashton, M. (2001). Big five factors and facets and the prediction of behavior. Journal of Personality and Social Psychology, 81(1), 524-539. Pittenger, D. (2005).

    Read More

  • Career Research: Psychiatrist

    1170 Words  | 3 Pages

    “Occupation Profile.” Careeronstop Pathways to Career Success. U.S. Department of Labor, Employment and Training administration, n.d. Web. 5 Feb. 2014.

    Read More

  • Case Study: O * NET Interest Profiler

    1023 Words  | 3 Pages

    The assessment helped me to deeply think about my career and the things that I would want in the organization that I hope to work for. I believe it to be an accurate assessment and helps an individual put what is important to them into perspective. It is often helpful in career counseling to have an indication of where the client is in terms of career decision or indecision (Whiston. 2017). This tool

    Read More

  • The Analysis of the Five Factor Model

    1485 Words  | 3 Pages

    The Analysis of the Five Factor Model In this essay, first the Five Factor Model (FFM) will be described. Secondly, psychologists for and against the model will be looked at. Following this, the stability of traits will be looked at, both longitudinal and cross situational. Finally, the application of the model within and outside psychology will be evaluated to show support that the FFM provides a solid foundation for an adequate personality psychology.

    Read More

  • Analyzing Career Theories

    958 Words  | 2 Pages

    Application of career theories to my own life allows for analyzing past and future career decisions. Holland’s Theory of Careers states that one’s vocation is an expression of self, personality, and way of life. There is an indisputable and fundamental difference in the quality of life one experiences if they choose a career one truly enjoys, versus choosing a career one detests. A true testament to the validity of Holland’s theory, my job/career choices reflect my interests, as well as the evolution of my personality (internal self). My first job as a fine jewelry specialist and second job as a make-up artist echo my love of the fashion world. As I matured and became less fascinated by presumed “glamour” careers, I became captivated by physical fitness, nutrition, and medicine; I received my national fitness trainer certificate so that I may become a personal trainer. Nevertheless, my career decisions do not fit uniformly into merely one career theory.

    Read More

  • Career Assessment Essay

    1716 Words  | 4 Pages

    The tool is affordable, reliable, valid, easy to use, and yields a wide range of information that can be extremely useful in career counseling. Although anyone can use the tool to identify the best career option, it is important to seek the services of a career counselor in interpreting the instrument’s results. Career counselors are trained in career guidance and can accurately interpret and analyze the instrument’s results while considering an individual’s

    Read More

  • The Sixteen Personality Factors Questionnaire (16PF)

    1290 Words  | 3 Pages

    In the field of psychology, personality refers to the unique characteristics and behavior patterns that distinguish one individual from another. Personality can be a complex spectrum to evaluate. Personality of is not always stable and may change over time for different reasons such as shocking events, education, and environment to name a few. The study and assessment of personality has been used to describe and discover from severe mental disorders to assist self-awareness. Personality inventories are a method to assess personality traits. These evaluation methods arose from the need to understand and treat the effects of war on soldiers’ personality. Personality inventories have evolved over time and today are used in several fields: education, research, clinical, counseling, and industrial / organizational. This paper aims to explore and offer details of one of these personality inventories: The Sixteen Personality Factors Questionnaire (16PF).

    Read More

  • Social Cognitive Career Theory (SCCT)

    1248 Words  | 3 Pages

    The Career Decision Self-Efficacy Scale (CDSE) was developed by Karen Taylor and Nancy Betz to apply Albert Bandura’s theory of self-efficacy expectations to the domain of career decision making. Career decision self-efficacy was originally defined by Taylor and Betz as the individual’s belief that he or she can successfully complete tasks necessary in making career decisions. To define these tasks, the theory of career maturity of John O. Crites was used. Crites’s theory defined career maturity as the individual’s degree of possession of five career choice competencies and five career choice attitudes. The five career choice competencies and sample items are: 1. accurate self-appraisal, 2. occupational information, 3. goal selection, 4. planning, and 5. problem

    Read More

  • John Holland's Theory of Vocational Personalities and Work Environments

    1831 Words  | 4 Pages

    Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.

    Read More

  • Voluntary And Involuntary Turnover Case Study

    1241 Words  | 3 Pages

    Career change can be incorporated into the tran-theoretical model of change (TTM) to examine the lifespan and approaches to career development. “With the new paradigm of modern workers facing repeated career changes due to voluntary and involuntary turnover, a model outlining the change processes may contribute to more effective counseling strategies” (Barclay, 2010). Although, this model does not reflect the path of career changers, it offers an explanation of why people change careers when they leave

    Read More

  • 16 PF Personality Test

    1567 Words  | 4 Pages

    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.

    Read More

  • Essay On The Five Factor Model Of Personality

    1009 Words  | 3 Pages

    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.

    Read More

  • Career Counseling Over the Lifespan

    3630 Words  | 8 Pages

    Pope, M. (2000, Mar). A brief history of career counseling in the United States. The Career

    Read More

  • Career Management Process

    935 Words  | 2 Pages

    The first step of career management process is self-assessment. Self-assessment is refers to the employees using some information that help them to decide which career they really interested to pursue, ability, skills, and behavioural tendencies. According to Allen (2005), self-assessment is a process to identify skills, abilities, knowledge of the employees. During this step, the employees need to do some tests such as the Strong-Campbell Interest Inventory and the Self-Directed Search. The tests help the employees to identify the value of work that they place on their work and also leisure activities. Self-assessment is also involved with some exercises which able the employees to identify their career future plan, where are they for now and also how their career match with the current situation and resource that available (Noe, 2010). After done with the exercises, career counsellors usually used to assist the employee in their self-assessment process and also provide explanation about their result of psychology tests. Then the employees assess their current skills and abilities and also capabilities they are lacking with some informa...

    Read More

More about What Is The 16PF Personal Career Development Profile

Open Document