My Personality Assessment Of Personality Assessments

Throughout this course, my perspective on personality has deepened tremendously. The Big Five personality traits (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) resonated with me. These dimensions provide a comprehensive framework for understanding individual differences. I appreciate how they capture both stability and flexibility in personality. While traits tend to be stable, they can adapt over

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

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, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. 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. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

This assessment shows its strength by the fact that I feel as though it matches with my life. Through this, I have gain insight to the fact that I could be helpful but almost to the degree in which I could be harmful to me. While reading the description, I was proud at some parts and discourage at others. However, I do have the understanding that every personality-type as a flaw. This assessment was useful in terms of gaining insight to my motivation, strengths and weakness of my personality. This can be a useful tool to use with clients.

The world would be a lot better of a place if everyone got along and knew how to communicate effectively with one another. There are several different personalities at any given workplace. “According to typological theory, each of us is born with a predisposition for certain personality preferences” (Kroeger pg11 para4). The Myers-Briggs Personality assessment is the most effective way to determine one’s personality type. The test uses different markers to determine how one is stimulated and exerts energy, gather information, make decisions, and living structure. At the completion of the test one will get personality type that is comprised of four letters. The test was developed based off of Carl Jung and Isabel Briggs-Myers’ psychological research on personalities and later dissected into Otto Kroeger’s book, “Type Talk at Work.” This book gives one the tools to determine what one’s personality is and then goes into great detail about one’s strengths and weaknesses and how it applies to to real life situations. My personality description is ENFP; Extravert, iNtuitive, Feeling, and Perceiving. The following are details regarding and ENFP personality type examining a holistic view including personal and work place interactions. Everything is based on insights gained from real world experiences and interactions.

Feist, J., & Feist, G. J. (2009). Theories of Personality (7th ed.). New York: McGraw-Hill.

The personality assessment inventory tests provide results on my individual personality, values, motivation, decision making, communication, team skills, conflict skills, organizational structure preference, and stress. These results are broken down briefly in three parts and do not include any personal speculation or analysis as to their meaning. The application of these results are further applied and explains how the results noted from the tests and in the first step will make me a better employee, co-worker, and manager within my organization. These tests mentioned above are applied in conjunction with particular examples on how I can achieve becoming a better employee, co-worker, and manager. An explanation of how my personality and experiences were affected by the Holy Spirit is also discussed. Particularly, how potential weaknesses have become strengths with the guidance of the Lord.

The purpose of this paper is to discuss characteristics of my personality. The main focus of this paper will be how my personality has developed over time. As I age and encounter new and different experiences, my personality has adapted and developed further. This paper will give an in-depth exploration into the people and events that have influenced my personality.

For the most part, I agree with what the assessments said about me. But there are some things I do not agree with. On my Personality Test, my result was an INTP. This personality type stands for Introvert, Intuitive, Thinker, and Perceiver. Some of the words to describe my personality were analytical, skeptical, and independent. I do think that these words describe who I am. I love my freedom to do what I please and make my own decisions. On my Interest Test, my primary interest was Conventional and my secondary was Artistic. I do not really agree with Conventional being my primary interest. I do not think of myself as being organized or an interest in being organized. I agree with my results Skills Test. My top three career categories were Management, Engineering & Architecture, and Sciences. These are career categories that I could see myself going in. On my Values Test, my two highest values were independence and achievement. As saw in my Personality Test, independence is very important to me and I would like to have it in my future work place.

Anal stage: The anal-retentive personality type delays final satisfactions to the last possible moment and shows orderliness, stinginess, and stubbornness, a

Personality plays an important role in very expect of our lives. Our job, relationship, career, income everything has a connection between our personalities. It works like a wall for an individual so the individual cannot go beyond this particular characteristics. There are 16 types of common personality which can be described based on only four letters preferences. Two authors named duo Katharine Cooks Briggs and Isabelle Myers Briggs explained different personality test which is supposed to tell you if you are introverted or extraverted, intuitive or sensing, thinking or feeling and perceptive or judgmental. For example, Each combination such as ISFJ or ESTP or ENTP represents different characteristics, behaviors and preferences.

My personality preferences are influenced by my spiritual, emotional, and physical needs. I came to the conclusion the different Jungian Personality results were due to my emotional mode and physical condition. The most recent time I took the personality test, I was well rested and in good health. The initial personality test, I was sick with a cold and had driven three hundred miles earlier in the day. A combination of the long road trip and suffering with the cold symptoms resulted in varying test results. Physical fitness levels and physical stamina affect emotions and affected my personality type results.

Personality testing and assessment refers to investigate into the features of a person’s aspects of character and psychosomatic make up. This is majorly done in organizations for numerous reasons. As recorded in Frank (2004), the initial making of personality assessment was to aid in easing the process of selecting workers for the army. Since this initial invention, much development has been experienced in personality assessment. This is apparent through the existence of timely mechanisms that have been simply invented to help in individuality assessment. The major tests that are in use up to this century are the five factor models, the MMPI and the MBTI by Meyers that uses Briggs indicators (Harwood, Beutler & Groth-Marnat, 2011).

After taking this class I feel like I have a better understand of my personality and the different things that have influenced who I am, whether it be genetic factors or environmental factors. I have never looked so closely at my own personality and how different aspects of it make me who I am. For this final, I will be describing my personality through different characteristics that we have learned throughout the quarter in PSY 370.

The questionnaire method is the most common approach used to calculate an individual’s personality. While this method is used throughout the world in different organisations, is it all it is cracked out to be or is it just a waste of time and resources, I will be discussing the advantages and disadvantages of questionnaires in the workplace. I will also be discussing my personal experiences with completing two questionnaires, comparing the results and if I believe they match my managerial or leadership style.