Beh 225 Week 9 Final

In this scenario I will be providing information associated with the creation of a WAN for ACME Manufacturing. This business has several locations spread out all over America and requires a WAN to connect their locations in America with their newly build plant in China. With the headquarters and engineering offices in Atlanta, which are right across the street from each other, the plan would make sense to connect all communication here. There are also distribution offices in New York, Chicago, and Phoenix which will have to be connected to this network to attend the weekly company meetings and have access to information

(Personality Tests > Even Popular Tests are Controversial , 2009) There is no right or wrong answers to the test questions that are asked. It simply asks for what is your preference of the choices given. It is simply looking for your preferences in order to understand the difference between people. (Take the MBTI® Instrument, No Year) For each of the 16 types of people, none of them are considered to be better or worse than any of the other types. The results are not compared against any norms. The point of taking the test is to understand your personality type. When receiving the results the test, the score is only for helping to identify any possible preferences that could help understand strengths or weaknesses that the test taker might have. (Cherry, 2012)

Personality assessment instruments continue to be widely uses by the public and widely examined by the public. Since the early 20th century a number of personality instruments have been very useful in

Personality tests are beyond easy to find these days. All it takes is a few clicks from your keyboard and google will present you with thousands, if not millions of personality quizzes. However, some tests happen to be more legitimate than others. Recently, I took one such test at the Career Center at Eastern Florida State College. My results were sometimes correct, but seemed to be slightly off at other times. I did really enjoy taking a test built in this format though.

Personality is defined as the unique way in which each individual thinks, acts, and feels throughout life (Ciccarelli, 2014). Numerous individuals are curious in regards to their actions and how their mind works, thus leading companies to create personality tests, in order to provide individuals with some perspective on their personality. While individuals can take personality tests for leisure, personality tests are often utilized in situations such as job interviews, diagnosing mental disorders, and educational purposes. Two popular personality tests are the Keirsey Temperament Sorter and the Big Five Personality test. After taking both tests, I analyzed them using my knowledge of general psychology and of my own actions. I found the

the only area which I felt were not accuract to my personality were the career list it gave me. It gave me a lot of jobs that insist on mathematically reasoning, which is not a strong point of mines. Other than this I was surprised at the test’s accuracy.

Unsurprisingly, this topic has piqued the interest of many people. The science behind how personalities are created, developed, and changed is an intriguing matter that I could not help but desire to know more about. The most prevalent notion regarding personality is the ability of personality tests to accurately describe an individual. Whether it was for fun online, or a curious introspection, people have generally taken the initiative to get results about their personality. However, there are only a few truly reliable and valid personality tests that provide insight into a person’s disposition. These tests are usually cost money or are given by a trained psychologist to the participant.

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

in order to analyze the patterns that determine personality, certain issues need to be addressed

I think that the three tests supported some of the thoughts that I already had about my personality. The 123 Test and the Big Five test were pretty accurate, however I did not agree with the description given for the Psychology Today test. I think that the test was not beneficial because it gave a score that was only based on scoring above or below the 50th percentile. That means that scores like mine that were at 47 were not as accurate to my actual personality as they could

The purpose of this paper is to examine a synopsis of three different common personality assessment tests. The paper discusses the comparisons and the contrasts of the Sixteen Personality Fact Questionnaire, Rorschach Inkblots, and Self-Help Books that are use to assess personality. All of these assessments were design to help

The historical use of the terms objective and projective to classify a personality test, and the problems with such classification.

The topic of personality has been of popular study and research in the field of psychology. Different scholars interested in defining the personality questions that have been raised over the years have conducted research studies and provided various perspectives on what they believe personality to be. From a widely acknowledged definition, personality can be defined as characteristics and set of behavioral exhibitions that give rise to the traits that define a specific individual. Every person has a unique personality, which complicates even more the efforts to develop a proper perspective to define the topic of personality. In this context, different psychological experts and scholars have been assessing and

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

Psychological tests and or psychological assessments are an important asset in the field of psychology. These tests are designed to measure people’s characteristics which pertain to behavior. There are a variety of different types of tests that can be used to assess different types of behaviors. According to the specific behavior or behaviors being assessed, tests are categorized into two types, ability tests and personality tests. Ability tests, which encompass achievement, aptitude, and intelligence testing are used to determine capacity or potential by measuring scores based on speed, accuracy, or both. On the other hand, personality tests, which include structured or projective are used to determine behavior traits, that may be overt