...Personality test results 2.1 'Emotional stability' This personality trait pertains to the extent to which a person is sensitive to stimuli in the environment and needs to have certainty and stability. Your score on this trait is average. This means that you are normally relatively calm. Your emotional response primarily depends on the situation. You only feel stressed or out of balance when put under pressure or forced to deal with setbacks. It is not very difficult to get you riled, and in general you may feel bad about losing, but this does not keep you awake at night. It is relatively easy for you to get past feelings, such as shame. You certainly have your doubts and worries, but these do not dominate your thinking. Most of the time you can think rationally and put emotions into their proper perspective. 2.2 'Extraversion' This personality trait pertains to the need for social stimuli. It sketches the extent to which a person goes looking for action and others, for the place where things are happening, or tends to avoid disturbances. Your score on this trait is below average. With others, your attitude is somewhat reserved or formal. Your need for external stimuli varies, and you sometimes like being alone. This does not mean that you are anti-social at all. You simply do not always feel the need to be heard or to voice your opinion unasked. You can appear to be reserved and are sometimes less outspoken with others. You may prefer to take things slowly, and you can...
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...Reflections on Personality and its importance in Organizational Behavior | | Barbara Kowalkiewicz | Herzing UniversityBU 302-7C: Leadership and Organizational BehaviorCindy Atchley | 9/16/2012 Abstract By having a deeper understanding of our own personality we can begin to understand our needs and motivations. It also helps us appreciate and understand that everybody has tendencies to some types of personalities and that we are all somewhat different and similar at the same time. It will also help us find ways to improve our knowledge of motivation and behavior of others, whether in the workplace or anywhere else. Motivation, management, communications, relationships - focused on ourselves or others - are a lot more effective when we understand ourselves, and the people we seek to motivate or manage or develop or help. Results from Different Personality Tests Taking the different tests can be somewhat frustrating, especially when some of the answers that I wanted to give were somewhere in between the alternatives given. Some of the questions I found to be somewhat repetitive as well. I thought that it was somewhat hard to put myself in the mood to answer the questions, maybe because I am too rational and I like to consider every possible option depending on the situation I am in, and just answering ‘hypothetically’ was a bit tricky. But according to the results of the different tests, I found out that: * According to the VAK Learning Styles, I am in the...
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...Personality Test ISFJ – Introverted Sensing Feeling Judging – “ The Nurturer” According to the Myers-Briggs Personality Test, the “Nurturer” is a quiet and kind introvert that is dependable and sensitive towards others. The test described the ISFJ personality as one who is considerate and hard working, but at the same time, is flawed with stubbornness and inflexibility in their opinions. An ISFJ has a very clear idea of how things should be and will often be rigid unless proven with concrete evidence. While in certain situation, the test allowed me to better understand a portion of my character, the results seem to provide a narrow description of only certain characteristics. The personality test was able to articulate the explanations behind my actions and interaction with other people. It is true that I learn best by doing, rather than reading about it. I’ve always been a very visual person who performs a task best through practical applications. ISFJ’s are very dependable. When working in a group, I can be counted on to complete my part of a task and often would indirectly guide others to perform to the best of their abilities. I often don’t take full control, or establish dominant leadership within a group setting, but would guide others from behind the scenes. For example, if I believed that my version of an answer would be more accurate, I would offer it as a suggestion, rather than telling others that they are wrong. By providing others with a reasonable explanation...
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...Personality Test and Summary Taniesha Stewart PSY/103 May 18, 2015 Brian Hawkins Personality Test and Summary People have difference personality. Our personality differentiates us by the way we view ourselves and others, and that’s what makes us all unique. Some people smile often while others seems more quiet, nervous, or even shy. I completed a “Big Five” personality test on the internet and will give a brief summary on the accuracy of the result. The results gave an accurate overall description of my personality. I scored a 57 percentage on the extraversion (3.3) which is accurate. It states I reflect how much I am oriented towards things outside of myself and derive satisfaction from interacting with other people. The test also stated that conscientious individuals are generally hard working and reliable, and also can become workaholics, perfectionists, or compulsive in their behavior. I scores a 47 percentage (3.4). I scored a 22 percentile (2.3) on neuroticism. They have the tendency to experience negative emotions. It state individuals who score high on neuroticism are more likely than the average to experience such feelings as anxiety, envy, guilt, and depressed moods. I scored 39 percentage (3.2) in agreeableness. It states how much I like and try please others. People who scores high on this dimension tend to believe that people are honest, decent, and trustworthy. The score for openness is 9 percentage (3.2) which state how much I seek out new experiences...
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...and weaknesses, your personal traits and your behavioral tendency. To be successful people will need to learn how to manage themselves. They will have to learn where they can contribute the most and learn how to develop themselves. They will have to learn when and how they need to change what they do and how they do things. How can you be able to adapt and change if you don´t know yourself well enough to reflect what changes you need in order to be closer to success? In our learning resources on week 5 of our course we learned about two approaches to identify the driving factors of someone´s personality. “The nomothetic approach strongly supports the view that personalities are fixed and determined by heredity and cannot be significantly influenced by environmental factors. The idiographic approach recognizes that individuals have unique characteristics but suggests that personality and behavior are influenced by specific environment experiences”. (Organizational Behavior: Individuals, Groups and Organization 4th Edition) I...
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...My personality type is ISFP. ISFP stands for: Introvert, sensing, feeling and perceivers. A couple of my personality characteristics are observant, organized, independent, resourceful and practical. I am very independent. I’m always on my own, even if I’m at home I like to shut myself from others. Not physically, but block them out of my mind. However I do get along with people. But if I’m at social events for too long I get exhausted. I usually have to recharge myself by spending days, a whole week, or maybe even a month away from friends. There are rare times when I actually want to hang out with people, but when I do I’m a very social person. I do very well with a one to one conversation. But in a group, I don’t do so well. When I don’t know people, I don’t know what to talk to them about. So I just sit and listen to everyone talk. To improve on this, I want to get more involved with others. Share my opinions and allows people to see who I really am. However observe for a bit, get to know others and what they are talking about and join in the conversation. I am very organized. I like to keep things nice so I can locate where everything is. When in school, I like to write down a checklist for my homework assignments. It helps set goals for me so I can finish things on time. And since I’m idealistic, setting goals and completing it makes me feel good about myself. I like to make deadlines, but sometimes I don’t get it done. To help with this problem, work...
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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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...Article One: Objective and Projective For several years, personality tests have been used to better understand and measure an individual’s personality. The test can be helpful in many ways, such as assisting in what is the next career change, exploring one’s strengths and weaknesses, and understanding how an individual actually views themselves. The terms, objective and projective, are how psychologists classify what type of information will appear on a personality test. An article called “Advancing Personality Assessment Terminology: Time to Retire “Objective” and “Projective” As Personality Test Descriptors” written by Meyer and Kurtz describes some of the challenges with using the two terms and answers whether the terms should be replaced. Meyer and Kurtz (2006) defined objectives as “instruments in which the stimulus is an adjective, proposition, or question that is presented to a person who is required to indicate how accurately it describes his or her personality using a limited set of externally provided response options” (p.223). The tests are designed to have either a right or wrong answer and does...
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...The purpose of the Myers-Briggs Personality Test is to identify ones personality type for further understanding of oneself. This test goes into great detail about ones personality type while addressing both the pros and cons of the personality as well. While analyzing the results of my personality test, I’ve learned that my personality type is ENFP, an Idealist. I will utilize the results to understand both my strengths and weaknesses to provide me insight in how to maximize my potential in all are aspects of life. Step 1 (E) Extraversion After taking the Myers-Briggs Personality Test, I found that I was an extraversion preferred to introversion. As I grew up, I loved interacting with people and my hobbies tend to involve my friends. At work I have started multiple gatherings where employees could enjoy themselves such as: organizing a corporate team to play in a league,...
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...for and against the use of personality tests in management. Personality testing is a tool used by many national and international organisations in evaluating candidates for the Selection and Hiring processes. Some Managers use them as a tool to evaluate the types of employees they have within the company, which employees they want more of and some companies even go as far as using these personality tests in promoting people. The number of companies that use these personality tests as part of their Human Resource functions, especially when the validity, reliability of results obtained by these tests is questionable, is alarming. Studies have shown that personality is unrelated to job performance, which shows personality can make no constructive contribution to management. When research can prove that these tests are not useful predictors of performance, why then do companies insist on using them? I suspect because administering psychological assessments give the assessor a feeling of power, control and importance. In contrast some studies have stated personality is likely to influence behaviour in weak situations which occurs when there is ambiguity in the meaning of the situation, where incentives for a particular response are unclear or absent. Strong situations are those that lead people to act in more or less the same way due to expectations and reward systems. Organisations are mainly strong situations, meaning the influence of personality on behaviour is nonexistent...
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...Running Head: Personality Test, Profiling and Bad Judgment 3 Personality Test, Profiling and Bad Judgment A Personality Test Won’t Prove You’re a Thief When the average American applied for a job back in the 1900’s you fill out an application or walk-in to talk to the employer. Now you sit at a computer, fill out your info and take a psychological test. This psychological testing is a set of questions and you are given a A,B,C, or D answer set. These questions are easy to understand but what about the answers? The answers are not your own they are made up to describe you from which one you choose and tell the employer if you are a good worker or not to be trusted. 1.The widespread use of personality tests as a means of determining which employees to hire raises a number of issues, ranging from the validity and reliability of the tests to concerns about invasion of privacy and discrimination against minorities. These issues raise the question whether the benefits of personality tests outweigh the costs of employing them. Most employers don’t understand how to use the testing to tell if the applicant is worth the hire. There are four different test types aptitude, personality, skills, and job knowledge. The aptitude and the personality test are the two of the four that are not accurate but the other two skills and job knowledge are fine. Skills and job knowledge are based on physical actions...
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...Kyle Schade 2/27/14 M: 5:00-7:50 Baek-Kyoo Joo The Big Five Personality Test Society always strives for the “American Dream”, which is in the back of every human’s mind no matter what they say. Everyone is wired in the world to say yes to be rich or wealthy because there is a lot more fun and things you can do with more money than with less, that’s just common knowledge. But for me my American Dream is not just a job, but a lifestyle that I want to strive for. My “American Dream” would be to have a very beneficially paying job and a supportive/loving family. A lot of people now-a-days think that money is the end all be all, when I reality it’s what you do with your time and money that make people better off. Specifically for me, I would love to work at a place like Google. The reason why is because Google was voted the most enjoyable place to work. The movie the “Internship” shows just exactly how well employees get treated and how much fun of an environment it is to be around. I feel like the happier and the more stimulated the environment is the harder the employees work. Google however is not my dream job. If I had to pick a job for life I would pick working at Apple’s Headquarters. Apple is a very successful company and I have heard nothing but good things about Apple products. The products they provide are everywhere you look. You could not walk into a college classroom without seeing one IPod, IPad, IPhone, or Apple computer. I picked that as my dream job because...
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...There are innumerable tests, surveys, books, etc. on how to measure or define one’s personality. They all have some merit as these assessments help us to define ourselves wherever we are in the various stages of our lives. I feel like our scores can evolve day to day, course to course, or life event to life event. Some changes may be slight and while others may be life defining. Personality To help illustrate my personality type, I have chosen to share my scores for the Myer-Briggs Type Indicator test and the Big-5 Personality test. These tests were taken during my Introduction to Graduate Studies course. My Myers-Briggs type is ESFP: Extraverted, Sensing, Feeling, and Perceiving. My percentage for Extroversion was high at 89%. My...
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...Personality traits are describes person’s stable patterns of how they think, feel, or behave. They were useful for the description, prediction and explanation about person’s typical behavior. Big Five Factor Test and Catell’s 16 Personality Factor Test are the most common tests that used to measure personality traits. I took two of them to see my personality traits. Firstly, I took the Big Five Factor Test that was measure (O) Openness, (C) Conscientiousness, (E) Extraversion, (A) Agreeableness, and (N) Neuroticism and each traits includes more specific traits. The language of the test was very easy, it doesn’t include any scientific word but there are some sentences that are not clear and I’m hesitated about what does it means. For example, “I often feel blue” because the test doesn’t explain what does it mean by saying feel blue....
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...For this assignment, I took the Enneagram Personality Test. The test took me about 10 minutes since I wanted to make sure I answered each question honestly. Some of the questions were a little confusing, but for the most part they all made sense. The nine personality types were the following, along with my percentages: Type 1: Orderliness 46% Type 2: Helpfulness 74% Type 3: Image Focus 74% Type 4: Individualism 38% Type 5: Intellectualism 50% Type 6: Security Focus 62% Type 7: Adventurousness 66% Type 8: Aggressiveness 74% Type 9: Calmness 26% I answered each question to the best of my abilities and came out with a main type of 3, a variant stacking of so/sx/sp, and a level of health as below average. I am not really surprised by my results, but surprised at the “unhealthy” part. I feel that I have come a long way since I first started college as far as my health is concerned. As far as my variant is concerned, I am a social variant, sexual variant, and self-preservation variant. I am compliant, friendly, assertive, intense, withdrawn, and security seeking according to the test. The type behavior motivation standard says that I scored an 18, which means, “I must be impressive and attractive to survive”. I don’t find this to be all that true, but it...
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