Personality traits and career success have become intertwined through research and job performance. By taking personality assessments, an individual is more equipped with understanding one’s own traits which will in turn provide tools for success in the work place and personal life. The author within this article combs through personality tests and assessment results with the main objective of bettering his understanding of himself. By reviewing and analyzing personality strengths and weaknesses
Personality Assessment Before taking this test, I began to think every open-minded about this five factor personality assessment. During this assessment, I realized that I was asked too little of information for this assessment to determine my exact personality. After, I received this screen telling my personality. There were five main factors and I was also told a score for all five factors. The factors were extraversion, agreeableness, conscientiousness, neuroticism, and openness. Extraversion
Enneagram Personality Assessments are tools for better understanding the many complicated aspects of how a person thinks and acts. Although I felt some of these traits applied more than others, the assessment provided an excellent resource, or guide, for better understanding my own personality. Initial Reflection The Enneagram Personality Assessment highlighted different aspects and traits that reflect on more lengthy conclusions that I see in my own personality. The assessment noted characteristics
The personality assessment consists of eight preferences: extraversion, introversion, sensing, intuition, thinking, feeling, judging, and perceiving. Extraversion revolves around the idea of being more social, divert energy to the outer world, and are paying attention to people and the events that are surrounding them. Introversion is the complete opposite of extraversion. Introversion is the ideology that an individual is able to divert energy to their experiences, pay more attention to thoughts
focus on the personality traits of their employees. Whether that focus is on the ability to hire the right person by predicting job performance, or discovering the right “fit” for an employee in a team, a company’s success may depend on these factors. Creating the right team based for the best success of the team is crucial. However, due to project constraints, abilities, market place, etc, the ability to pair the right individuals may not be available. People have studied personalities for thousands
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
Sarason (2014) defines a personality assessment as a measurement of personality characteristics, which is used to objectively seek and measure individual’s traits, and relate them to social aspects of behaviour. Many standard personality tests are considered cross-culturally competent, thus appropriate to analyse and interpret Indigenous people behaviour. Although, many standard personality tests remain inappropriate as they are invalid and unreliable. This literature review will examine the validity
well as your researched article to support your statements, describe the standard use of this personality assessment. The personality assessment is a measurement technique that measures direct self-reports. It is a multiple choice format (true/false) with specific questions (Cloninger, 2013). The MMPI (Minnesota Multiphasic Personality Inventory) is commonly a psychological test that assesses personality traits. It is used to test people who show signs of mental health or other clinical issues such
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
The Prentice Hall’s Self-Assessment Online Library contained different assessments that revelead different scores for personality traits and their relation to the workplace. The assessment contained 3 areas of focus, individual evaluation of self, working with others, and life in organizations. After completing the assessments a score was calculated and results were provided. First, I will briefly discuss my results from the various assessments. Organization behavior is important to study in
self-aware, identify specific personality traits, and assess personal strengths and weaknesses are powerful tools for lifelong personal and professional success. One of the most popular and trusted personality assessment tools utilized today is the Myers-Briggs Type Indicator (CPP, 2016). According to Meyers-Briggs Personality test my personality type is ESFJ also known as “The Caregiver.” An ESFJ is one of 13 personality types identified through the Myers-Briggs assessment tool (HumanmetricsInc, 2016)
1. Provide a summary of your personality assessment results. Include the personality types rank ordered from the highest to lowest rating. Include the number of items that you rated as matching each personality type. Describe the personality type(s) on which you were rated the highest. I think this assessment was very useful in better understanding myself and possible career routes. My personality type ranks in the following order; Social (35), enterprising (24), artistic (13), investigative (11)
The Myers-Briggs Personality Test is frequently used in the workplace as a growth tool for not only the employers, but also for the employees. Understanding ones individual personality type is essential to being a productive part of the workplace. In this paper I will discuss how the Type and Temperament my own personality is identified by allows me to be thoughtful and aware as I contribute to the success of my current work team. Each of the four letters carries a strength and weakness that is
There are many types of personality assessments to help the examiner to test the personality. The personality test/assessment can help access individuals to know more about their personality. The assessments also can be applied in clinical psychology, career counselling, school setting, survey and others form of setting. Our group is analysing two types of personality tests. They are the Blacky Test and Kinetic family drawing. Blacky Test The Blacky Test was a personality test that to let a person
Jung/Meyers-Briggs Personality Assessment My four-letter assessment was ENFP; the percentages to my assessment were Extravert 3%, Intuitive 6%, Feeling 28%, and Perceiving 19%. I would describe my four letters as being someone who thinks before they act and very observant. I think one of the main things I learned about ENFP, is if something interest me, I am likely to care more about it and work hard. However, if it is a topic or activity I don’t like, there is a chance I won’t be involved with
This paper demonstrates the value of utilizing personality assessment tools to recognize my strengths and weaknesses within my behavior. I pride myself on my values and often find myself pushing them onto others. I am a highly motivated individual that takes my work seriously, enjoys advancing in my career and I do what needs to be done to get the job done. My decision-making is often dependent upon the facts and how the outcome will affect others. I need all the details before I make a decision
I took five personality assessments to see what personalities seem to define who I am. I agree with some of the results, but some I don’t agree with at all. These assessments tend to mostly be accurate, however, some aren't who I am. The first personality assessment I took is called The Big Five Personality Test. The test is said to help me understand why I act the way I do and how my personality is structured. The results that I got showed me that my personality was high in agreeable ness and
Personality Assignment Five I scored on high on extraversion on the Big Five Personality Test assessment. I remain extremely comfortable with other individuals, thus I agree with this. Additionally, I entirely at ease being myself, as well, for example, reading and working on my laptop. The assessment that specifies that when I feel blue, I will seek other individuals. I can problem-solve on my own: therefore, I can self-soothe in the misfortune. On the Five Factor Model of personality, I scored
is accepted that personality partially determines the development, course, and treatment of a psychological disorder. As such, much attention has been paid to the etiological relationship between personality and psychopathology, which claims that personality causes or “sets the stage for” psychopathology. However, the reverse is also true, shedding light on a reciprocal relationship. The pathoplastic model of personality and psychopathology states that just as premorbid personality influences psychopathology
For starters, these assessments were more in depth than any other personality quiz I’ve ever taken. I appreciated how they covered such a wide array of one’s personality and though most of what they told me reaffirmed things I previously knew about myself, I learned a lot about how these personality traits impact my social and professional life. The “D” section of DISC covers decisiveness. I scored above average here in both Natural and Adaptive categories. Most of the traits presented here were