Essays on Personality Tests

Introduction

Personality checks, projective approaches in analysis, and an indulgent of measures of Personality, welfares, and authorities are all included in the measures of emotional state and interactive operating. Personality is defined as the relating of structures and personal pleasures that divulge to the distinctiveness of an individual. A personality test is used to measure a person's character. These apparatuses are each objective which means that the results are sealed to responsiveness.

Types of Objective Personality Traits

There are two principle types of actual personality qualities: The Minnesota Multiphasic Personality Inventory (MMPI) and Myers-Briggs. The MMPI is jagged on character feature and psychopathology. The assessment ...

Personality tests have been in existence since the 1920s. The validity of personality tests is questionable and a single individual may get multiple results from different personality tests. The subject of this paper is the result of a personality test taken using the International Personality Item Pool Representation known as NEO PI-R. This test focused on five generalized personality traits of individuals such as extraversion, agreeableness, conscientiousness, openness to experience and neuroticism. These character traits are also known as the big five and successful individuals have high scores on these five traits. This personality test included ‘sub-personalities’ that build ...

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Personality is considered as a combination of all the attributes characterizing a specific individual. These attributes may include temperamental, behavioural, mental, and emotional characteristics. A lot of psychological experts started showing increased interest in the study of personality during the past several decades, and presented many theories on personality. Researches on personality and constant evaluation as well as review of emerging theories and models have helped in further understanding of personality. Dispositional and evolutionary or biological personality theories are among some of the most important theories. These theories are different from many other personality theories in ...

Faking is a challenge in the selection process as it may lead to the rejection of the most suited candidates and the selection of the least suitable (Donovan, Dwight and Schneider, 2013). The outcome of faking in the selection process is that applicants with high personality and other scores may perform poorly in their actual jobs. However, the problem of faking in selection measures is not as big as suggested by critics of personality measures in selection processes. According to Hogan, Barrett & Hogan (2007), a well-structured personality test limits the possibility of faking during the selection process. Their study ...

Personality tests have been used for a long period to evaluate the psychological makeup of individuals. The validity and reliability of the various personality tests has been the subject of protracted debates especially along the lines of objective and projective tests. Objective tests have been thought to be more reliable than projective ones (Gregory, 2007). Overall, personality tests have been criticized because the individual undertaking them can give ambiguous generalizations that could apply to any person. MMPI and the Rorschach Inkblot Technique are among the most prominent personality tests.

Comparison and Contrast

The Minnesota Multiphasic Personality Inventory (MMPI) test is a self-report ...

What selection methods did Bo Dolan use for hiring salespeople?

According to information provided, the Vice President of Sales, Bo Dolan chose to apply the traditional method of shortlisting the candidates based on their average level of match to the requirements for the post as had been listed by the firm. This is the first step, which he followed up with my using personality testing as the main activity of the recruitment process. The Vice President then opted to outsource a firm to perform this duty. The company was called Opus Productivity Solutions, which effected the PDP ProScan, which was the best way to perform the personality test suggested. ...

Organizational structure refers to the typical hierarchical arrangement of authority lines, rights and duties of the organization, communications operations of the organization. It is used to determine the assigning, controlling and coordinating of powers, roles and responsibilities and the flow of information among the various levels of management within the organization. The structures of organizations are, therefore, used in accomplishing the set goals and objective of organizations. Due to these varied roles, there are various types of organizational structures. The main categories are Divisional, Line and Staff organizational structure, Functional and Matrix structure (Miles & Snow, 2003).

Divisional organizational ...

Summary of Survey Results

Strong leadership serves as the backbone of any organization. They are the leaders, who formulate the vision and develop strategies to accomplish the objectives of any organization. In addition, leaders take along the employees and teams together with the organization success path. Considering the importance of strong leadership, organizations develop plans and strategies to choose the best leader. There are certain natural characteristics and skills that make up a person a strong leader. However, most of the leadership skills are self developed and so organizations put in effort by themselves through training and development, mentoring, and experiences to improve abilities and skills of ...

According to Stabile (1997) the prevalent use of personality tests as a method to determine the mental an emotional aptitude of employees during the recruitment process has raised ethical and professional issues that question that validity and reliability of the tests that may amount to invasion of privacy and discrimination against minorities. Aside from these concerns, the main thesis of the article is whether personality tests will be advantageous for the employer to outweigh the costs to be regarded as effective hiring tools. Based on the study of Stabile (1997) the usefulness of personality tests will mainly rely on ...

Chapter 7 Selective Hiring

In your opinion, what are of some necessary characteristics of a great potential employee for a hospitality business? For at least three of the characteristics you mentioned, explain why you feel they are necessary. Employees in the hospitality business need to have certain characteristics that will guarantee services provided are adequate. The hospitality business relates to more of how clients are provided with what they need, therefore, employee’s ability to relate and address client’s concerns becomes critical. One of the necessary characteristics of hospitality employees is that they need to have enthusiasm. Enthusiastic employees are in a better position ...

Individuality or personality is something assessed or tested and illustrated daily. When speaking about oneself or others, frequent reference is made to the different traits of the personality of a person. Personality assessment can be defined as the techniques utilized to precisely and steadily take a measure of people’s personality. Some of the uses of these tests include; assessment of hypotheses, evaluation of therapy effectiveness, detecting personality changes, screening of candidates of a job and diagnosing of mental issues (Cook et al., 2005). The two forms of personality tests are projective assessments and self-report inventories. The former involves presentation of ...

1. Minnesota Multiphase Personality Inventory MMPI is an intensively researched, taught, and often used personality assessment tool. Most authors agree that that it is a meta-analytical review to demonstrate substantial reliability and good convergent validity. A researcher can use the tool to conduct sound theoretical and empirical rational concepts. Researchers that have used both MMPI and Rorschach variables observe disparate views of personality that becomes a momentous conundrum for the field of assessment. Butcher (2014) state that when clinicians face conflicts in the use of Rorschach and MMPI they should make a decision that emphasize on certain aspects of test findings ...

In this paper, the study "A Longitudinal Examination of Stress Generation in Depressive and Anxiety Disorders” published in the Journal of Abnormal Psychology will be discussed. First, an overview of the study will be presented. Second, key strengths and weakness of the study’s methods and procedures, as well as its results, will be argued. Third, a recommendation for how the study could be improved will be stated, and finally a conclusion will sum up the results of this review. The study’s goal is to expand on existing research on stress. The study examines both interpersonal and non interpersonal ...

Improving self-awareness

The concept of self-awareness is one of the issues that are apparently controversial, but imperative to an individual’s existence. Self-awareness is a psychological state in which individuals are aware of their behavior, emotions, and traits. Self-awareness is the apprehension of oneself as a distinct entity. It is the foundation of personal progression and accomplishment. While everyone strives to improve their self-awareness, some have failed in attaining or realizing the self-awareness that they so heartily desire. The paper shall candidly and expansively elucidate on three ways of improving self-awareness. One of the most important ways of improving self-awareness is discovering ...

- What sort of background testing should BSS conduct on its applicants? One of the most important steps for BSS Company to take in maintaining the customer trust is to conduct a background checks on all its applicants. Many people protect their personal and confidential information at the company. People need an assurance that the employees at BSS will not access the information for their personal gain. Conducting background checks will ensure that the employees have the virtues and qualities to maintain the confidentiality needed for the job (Herbert, Heneman 2012). The company should conduct background checks in many ...

Introduction

Since the beginning years of personality research, most researchers have frequent recourse to personality ratings as a primary form of data in their empirical studies to assess and examine individual differences in personality characteristics. This immediate mobilization of personality judgments as well as ratings is understandable in most cases because the format mimics the use of trait adjectives and related terms in describing persons in everyday social life. Persons can be known by the impression they make on others as well as the descriptions others render on them. Human observers are sensitive instruments for not only monitoring but also interpreting ...

The selection of a lifetime career in line with my aspirations and talents has been nothing short of exhilarating. Though it has been challenging and at times disappointing, the results have been worth the effort. This course has influenced the decisions that I have been making regarding my future. After I am through with my course I can now confidently reflect on my performance and preparedness for a career in business. This reflective statement presents my career selection, application of knowledge, opportunity research, decision making, opportunity awareness and self awareness throughout my quest to forge a successful career out of the course ...

Business proposal for the final selection and recruitment: vice president of sales, regional sales manager, and new sales team member.

Senior Vice President, Research and Development Gilliland-Moore Wines

Senior Consultant Iwamoto Crew Coe Virtual Organization

Gilliland-Moore Wines Business proposal for the final selection and recruitment: vice president of sales, regional sales manager, and new sales team member. Executive summary Background

Gilliland-Moore Wines, the California based wine making company has successfully realized its objective of selling its products at national level. The company expanded from a regional based company and through its participation in wine competitions ...

Varied Selection Tools Paper

In human resource management, there are many employee selections tools that can be applied depending on the objectives of the organization. Employee selection tools are meant to identify the most desirable features, skills, abilities and other attributes like talent of potential employees. An organization could decide to utilize tests such as personality or intelligence tests. Gilliland-Moore Wines intends to undertake a selection process.

Overview of selection processes

There are various selection processes that could be used by Gilliland-Moore Wines to identify suitable employees for the newly created positions. Tools of employee selection are used according to the procedure of employee selection.

Behavioral analytics

This is a very ...

Using personality tests to evaluate or assess employee job performance has social and ethical implications. Personality tests involve assessment of individual character or performance hence; every individual must be assessed while all ethical issues are fully met (Schultz & Schultz, 2010).

Personal tests can be done using methods such as interviews or questionnaires. There is a probability that some of the employees may give wrong information intentionally with the objective of improving their results of the evaluation. Employees must be informed about the need to be honest. This will help in the evaluation process giving accurate outcomes. Bias is an ...

Abstract

In an effort to find better ways to hire appropriate employees, many businesses today are using personality tests as part of the pre-employment screening process. However, there are many problems involved with using personality tests as part of hiring. Personality tests are risky for both employers and employees and should not be used in the hiring process.

Personality Testing in Employment Pre-Screening:

Employers have long attempted to devise ways to ensure that the most qualified candidates for the job positions they offer are the ones who they hire for those positions. This includes appropriate things such as reviewing resumes, personal interviews, or basic tests ...

Included in this review of literature are the main concepts being studied for this research. These are the concepts of “personality” and “work performance,” its theoretical introduction, the relationship between these two main variables. This review shall outline the definition of these two important concepts and the major trends in interpreting their relationships. It shall also point out the alternative explanations of their relationships and how it can be resolved. According to Phares & Chaplin (1997), personality traits are major constructs in the field of psychology. These have been defined in various respects. Personality traits are described to be ...

1. Psychological assessment is defined as the action, carried out by a competent professional, usually a psychologist, in which certain techniques and tools of psychology are used to learn either general or specific facts about another person, with the objective either to inform others of how they function at a certain moment, or to predict their functioning and possible changes in the future (Groth-Marnat, 2009). The main parts of assessment are the interview, behavioral observations and testing. As far as interviewing is concerned, the two general types of interviews are structured and unstructured interview. In terms of a structured interview the interviewee ...