...Historical and Contemporary Issues in Psychology Evaluate the use of the Construct of Personality in Modern Life Broadly speaking personality can be defined as patterns of behaviour, thoughts and feelings. Accordingly a person’s behaviour allows us to infer future behaviour and describe how we differ from each other (Pervin & John, 2001). Today the use of personality is widespread and can be seen in many areas of modern life such as clinical, health, educational, occupational and forensic settings. For this reason, in the western world personality is viewed as an important aspect or characteristic of a person, which people are forever seeking advice on how to change and improve (Brody & Ehrlichman, 1998). The use of psychological tests attempting to measure individual differences related to occupational behaviours have been used for over 60 years (Furnham, 1992). Frequently, they are used for selection and appraisal due to the vast number of applicants, the high costs of interviewing and the necessity for objective, comparative data (Hogan, Hogan & Roberts, 1996). Recent research in personnel psychology has relied on meta- analysis to develop generalizations about personality characteristics that are characteristic of success in job- related contexts. Accordingly, relating measures of the Big Five to job performance measures suggest that conscientiousness is the personality trait that is consistently related to measures of work- related performance (Barrick & Mount...
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...Are Personality Tests a Good Predictor of Employee Performance? HISTORICAL PERSPECTIVE Personality tests have been around since the Roaring Twenties. Objective personality testing began with Woodworth’s Personal data Sheet in 1917. That test was developed to identify soldiers prone to nervous breakdowns during enemy bombardment in World War I (Gibby & Zickar, 2008). Researchers have come a long way since then and over time endured many controversies and debates. Even in today’s time, we are still debating about whether or not personality tests are good indicators of employee performance. There is much evidence that would indicate yes and/or no, which is one of the reasons why it is still such a popular subject in the Human Resources management. In 1930, the Minnesota Multiphasic Personality Inventory (MMPI) was developed at a Midwestern mental hospital. Today, this test is administered to an estimated 15 million Americans each year and was originally intended for the mentally ill, but now given to a broad range of normal people, including doctors, psychologists, officers, firefighters, etc. (Paul, 2004). It wasn’t until about the 1940s that personality tests became much more established and commercially accepted (Gibby & Zickar, 2008). In 1940, Isabel Myers created an instrument called the Myers-Briggs Type Indicator which is still popular and used today in many companies. The first publication of the Myers-Briggs Type Indicator test was in 1962 and since then...
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...PERSONALITY EVALUATION CRITERIA AND TECHNIQUES Introduction 1. Personality is something that we informally evaluate and describe every day. When we talk about ourselves and others, we frequently refer to different characteristics of an individual's personality. Psychologists do the same thing when they evaluate personality, but on a much more systematic and scientific level. Personality testing refers to those techniques that are used accurately and consistently to measure personality. 2. Humans are precious asset for any organization. Recruitment and selection is costly effort in terms of money and time. Personality of employees effects their roles and responsibilities in the organization. The personality pattern has great influence on their work attitude. Evaluations of personality provide a measure of how an individual works with his colleagues, how he approaches towards tasks and change, how he communicates and how he deals with pressures. Differences between people in their behavior and mental approach make them more or less effective in different jobs. For instance, an outgoing person will tend to be more successful in a job that requires frequent interaction with other people. On the other hand, a less outgoing person tends to be more successful in a job that primarily involves independent work. Almost, all organization uses personality evaluations to match an individual’s skills to the job requirements or to find an organization fit person. Such evaluations identified...
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...What are the characteristics of a good manager? In today’s highly globalized market, where competition, productivity and technology are changing extremely fast, having a good manager is a must. But what is a “good manager”, what are the characteristics one has to possess in order to be able to fit in these competitive conditions? The answer is not that simple and there is no universal formula, because on one hand we have the skills which can be mastered through a combination of training and experience, and on the other hand we have the personality which in most cases cannot be changed. These necessary characteristics can be better described with the help of the “Five Factor Model” or FFM1. The first major factor or personality characteristic is the Extraversion. A good manager has to be comfortable in working with people, to enjoy human interactions and to be enthusiastic, talkative and assertive. He has to be able to build a team that is united and is motivated towards a common goal, because the lack of motivation and a low moral can lead to serious underproduction and inefficiency. Also having good communications skills is vital for his ability to convince and persuade people to do their best. And it is vital because many obstructions and issues come from poor communication in the team and between departments. Extraversion is heavily connected with the emotional intelligence. In a world of increasing competition cognitive intelligence in higher positions is accepted...
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...hiring program of a supermarket; it will be assumed that in this program, a majority of the positions being filled are entry-level. It will also be presumed that this program is limited to only three selection tools. With those limitations in mind, the three selection tools that would yield the best results for this scenario would be; personality inventory (personality tests), criminal background checks, and drug testing. One selection tool is not better than another or more effective used alone. In fact, a combination of these three tools used in conjunction with each other would produce better outcomes for the employer using them. In a supermarket position it is safe to say that there will be numerous occasions in which the employee will have to interact with a customer or the general public. It is in the employer’s best interest to place workers in these positions that know and understand how to relate to others; hence the importance of personality testing. The advantage with personality testing is that it allows the employers a means to gage an applicant’s demeanor or temperament. If an applicant fails the required personality testing then it is pretty safe to assume that the candidate is not best suited for a position that deals heavily with customer service, and cannot be placed in such a job. Criminal background checks are another...
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...THEORY Integration, values and mental health Integration is commonly considered to be essential to the healthy personality. It has been found in the definition of many personality psychologists and plays a central role in health. Over a long period of time integration has been identified as having the following characteristics: (a) The presence of a unifying life theme, (b) an overriding goal, giving meaning to all of life, and (c) values that give direction to a goal (Csikszentmihalyi, 2009, Levy, 1990, Lecky, 2010). Allport (1968) is far and away the expert in the field of meaning and values in psychology. He identifies different life themes that can give meaning to life. The healthy person, according to Allport, is the one who can give meaning to his life through choosing one of these life themes. Everyone eventually chooses a life theme that is meaningful to them. R. May (personal communication, August 30, 1983) said that the struggle between meaningfulness and a lack of meaning represented the human being's single most difficult challenge. METHODOLOGY The therapeutic team A therapeutic team was employed at each clinical site that had a psychologist, social worker, and medical specialist. The site was contacted to obtain permission to carry out the research. There were two treatment groups, criminals and non-criminals. All participants have an intake interview and then are placed in their therapy groups. The results of a demographic questionnaire...
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...Ghaffar, Zurihanmi Zakariya Copyright: 2009 Title of the article: Relationship between Self Concepts and Personality and Students’ Academic Performance in Selected Secondary Schools Url: http://www.eurojournals.com/ejss_11_2_11.pdf Online Journal: European Journal of Social Sciences Yahaya, A., Ramli, J., Boon, Y., Ghaffar, M.N.A., & Zakariya, Z. (2009). Relationship between self concepts and personality and students’ academic performance in selected secondary schools. European Journal of Social Sciences, 11. Retrieved from http://www.eurojournals.com/ejss_11_2_11.pdf ABSTRACT: The purpose of this research is to determine the relationship between the self-concept and personality of students with academic achievement. The sample consists of 270 students from six secondary schools were chosen by using stratified randomly method in Kluang, Johor. The pilot study was done in order to determine the reliability and suitability of the questionnaires. Meanwhile Cronbach Alpha was used to determine the internal consistency of the questionnaires. The reliability value of Cronbach Alpha for the whole set of questionnaires used was 0.8432. The questionnaire for self-concept was modified from Tennessee Self-concept Scale that was created by Fitts (1971). Meanwhile the questionnaire for personality was modified from the Junior Eysenck Personality Inventory (JEPI) that was created by H. J. Eysenck (1967). The descriptive statistics such as frequency, percentages...
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...Examining Self-Reports and Peer Reports Submitted by: Jespreet Bhatia Date: January 31, 2016 Self-Reports vs. Peer Reports The most common way to measure an individual’s personality is through self-report assessments. Psychologists and researchers use self and peer report methods to assess personality attributes and behaviour. These reporting methods provide the ability to gain feedback on changes of one’s personality, evaluating the effectiveness of therapy, to aid in diagnosing the psychological problem, and establish a treatment for the individual. The main goal is to gain knowledge of the individual personality and the influences of their behaviour. Self-reports are effective and inexpensive as to oppose to other testing methods, which require more party involvement (Paunonen & O’Neill, 2010). The different varieties of self-reports can be displayed as direct, indirect and open-ended rating methods. Direct self-rating is the simplest form and directly report on their own personality. Indirect self-rating differs as it is based on the researchers interpretations of the individuals (Paulhus & Vazive, 2007). This can prevent “faking” because the respondent will not know what is being assessed. Open-ended self-descriptions differ as it is derived from the individual’s free description of themselves without any structured measures like the other reports (Paulhus & Vazive, 2007). As for peer reports, an example are projective...
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...personality theories, types and tests personality types, behavioural styles theories, personality and testing systems - for self-awareness, self-development, motivation, management, and recruitment Motivation, management, communications, relationships - focused on yourself or others - are a lot more effective when you understand yourself, and the people you seek to motivate or manage or develop or help. Understanding personality is also the key to unlocking elusive human qualities, for example leadership, motivation, and empathy, whether your purpose is self-development, helping others, or any other field relating to people and how we behave. The personality theories that underpin personality tests and personality quizzes are surprisingly easy to understand at a basic level. This section seeks to explain many of these personality theories and ideas. This knowledge helps to develop self-awareness and also to help others to achieve greater self-awareness and development too. Developing understanding of personality typology, personality traits, thinking styles and learning styles theories is also a very useful way to improve your knowledge of motivation and behaviour of self and others, in the workplace and beyond. Understanding personality types is helpful for appreciating that while people are different, everyone has a value, and special strengths and qualities, and that everyone should be treated with care and respect. The relevance of love and spirituality - especially...
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...Comparison of Assessment Tools Julia Ray Capella University Abstract Julia selected substance abuse assessment tools for this report. She will be comparing two of the eight substance abuse assessment tools used in the mental health counseling field, the Substance Abuse Subtle Screening Inventory - Adolescent Version and the Adolescent Drinking Index. The comparison will compare the tools based on key test measurement concepts of reliability and validity. There will be a description of the results interpreted concerning both test based on standard statistical methods and procedures including scales of measurement, measures of central tendency, indices of variability, shapes and types of distributions, and correlations as they apply to each assessment tool. Finally, there will be a discussion on which assessment tool is the stronger assessment instrument using measurement concepts based upon the literature gathered. Comparison of Assessment Tools Substance abuse assessment tests are an important tool in the counseling field since many psychological issues occur as the result of drugs and or alcohol. Drugs and alcohol are often used by the client to self-medicate which in turn compounds their psychological issues. Substance abuse assessments can be subjective or objective, meaning they may or may not result in a standardized score. Drug and alcohol addiction is a touchy subject for most; therefore, it is beneficial to build a rapport with the client prior to testing to ensure...
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...Analysis of the Team Charter The team charter is something brand new to me. It is something that I believe that has been one of the missing components of past group work. I view it as a type of contract with my classmates as something I agree to in completing the group work assignments, and something that states my responsibilities as a team member. Each team member has different strengths and weaknesses and in developing group chemistry, this is something of extreme importance to consider. After taking the Jungian Personality Assessment, I learned about myself and my classmates, that we all have strengths and weaknesses, including listening skills and how much we trust one another. In considering these scores, it is going to strengthen our team charter and the understanding of one another to know who is best suited for what position within the group, and the types of responsibilities that should be assigned to that person. Someone that is a good listener is someone who should collect and take a log about what the team decides. They are a good “right hand” to the leader of the group, and in listening to other team members, they can mediate between those that may not have good listening skills. Many times, this is a reason that group work can be a struggle and sometimes, ultimately a failure. A failure to see another teammates side in an assignment, may lead to a one sided, or even only partially developed idea. It may also lead to misdirection. If the leader of...
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...which can have negative consequences for the organisation. A misfit who is not in tune with the organisation’s philosophies and goals can damage production, customer satisfaction, and relationships with suppliers and overall quality of the work. S/He can also adversely affect the morale and the commitment of co-workers negating efforts towards foster teamwork. Training your way out of a wrong hire can be very expensive. Effective recruitment and selection are therefore not only the first step towards organisational excellence but are important cost control mechanism as well. The first part of this paper covers brief spectrum of recruitment and selection processes and importance of personality assessment. Second part shares knowledge on Handwriting Analysis, its use in understanding personality and its relevance in recruitment and selection. Challenges in Recruitment and Selection: Following are the major challenges in Recruitment and Selection. Labour Market Competition -Whether the national economy is healthy or weak; staff turnover and attrition necessitate organisations to constantly search for talents. Talent Shortage, Competition, increased employee turnover. Brain drain to developed countries, insufficient homespun expertise, poor ‘Challenges to Pay’ ratio, has proved recruiting to be a daunting task. While Recruitment is extremely trying in a tight Labour...
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...Personality Paper Christina M. Bartlett PSY/211 June 11th, 2013 Dr. Kathlyn J. Kirkwood Personality Paper Often it is thought that people’s personality is just who they are. “Personality is defined as an individual’s unique and relatively consistent patterns of thinking, feeling, and behaving” (Hockenbury, Chapter 10, 2014). But often personality is what people observe, are taught, or even a conditioned process based on events that they have been through. There are several personality theories within psychology, which gives different ideas and attempts to give an explanation about the way personalities develops. “A personality is an attempt to describe and explain how people are similar, how they are different, and why every individual is unique” (Hockenbury, Chapter 10, 2014). Over the years, there have been multiple personalities theories analyzed and discussed. Many of the theories are defined under four major perspectives: the Psychoanalytic Perspective, the Humanistic Perspective, the Social Cognitive Perspective, and the Trait Perspective. Each of these perspectives defines, recognizes, and simplifies the ability to understand the human personality. For instance, Sigmund Freud was considered an influential contributor based on his contribution and development of the Psychoanalytic Theory. “ Psychoanalysis is a theory that stresses the influence of unconscious mental processes, the importance of sexual and aggressive instincts, and the enduring effects...
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...Self-Assessment Analysis Liberty University April 15, 2013 Abstract Personality plays an important part in ones behavior in the work place. One’s behavior good or bad is influenced by personality and their value system (Robbins and Judge, 2009). We see the various personalities within a team or organization; personality test have become a great way to identify strengths and weaknesses of individuals. After taking the Prentice Hall’s Self-Assessment Library test I discovered that I scored highest for “how satisfied I am with my job”. I believe the economy and job market played a part in my answers and scored the lowest for “how involved I am with my job” (Pearson Education, 2008, I.B.2). My Jungian 16-Type Personality was revealed to be an ENTJ (Pearson Education, 2008, I.A.2) on the previously Typology test I was an INFJ. The assessment revealed that I am for diversity, and I have a flexible view of others. The survey did confirm my leadership style of me being task oriented, even with my concern for others I work in a metrics and customer service driven work environment so the goal is always about completing the task and satisfying the customers. Step 1 Part 1: What about me? The first part of the Prentice Hall’s Self-Assessment is titled “What about me?”. The assessment helped to provide insight into the various parts of my personality in the areas of values, attitude, motivations and decision-making (Pearson Education,...
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...Varied Selection Tools Paper NAME PSYCH/705 DATE PROFESSOR The Employee Selection Process The employee selection process in the mid-1970s dramatically changed through a crucial development that was introduced simultaneously into different research areas (Aguinis, Pierce, & Culpepper, 2009). The development of meta-analyses was the partial event which had arguably been of one of the most influential methodologies in the recent decades to be developed in research. According to Schmidt and Hunter (1977), this research development introduced validity generalization, an application of meta-analysis that is used for employment tests to provide validity to the data. Through this development, qualitatively gathering results from large numbers has provided by small scale studies results in a quasi-massive multipurpose scale study (Brannick & Levine, 2002). Through the meta-analysis, it aids the way that generalization validity studies of employee selection are conducted. This knowledge is relevant as because of the introduction of this occurrence, it has provided researchers with the weight of being able to connect in consider the effects of artifacts such as range restriction, measurement error, and sampling error (Brannick & Levine, 2002). This process therefore has revolutionized employment selection and testing for an organization. The proposal lists valid as well as reliable test tools that are suggested by Iwamoto Crews Coe in order be used during the employee...
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