...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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...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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...hiring decisions and career development. They are also designed to measure how well the candidates communicate, solve problems, handle change, deal with stress, and manage subordinates, in addition to determining whether they have the specific skills and abilities required to perform the job. Employees affect an organization’s performance and profitability, and hiring qualified people costs the company time and money. Although the process of designing and developing job specific tests can sometimes be costly, selection tests can be quite cost effective in the long run as they help organizations match candidates’ skills, personality, and behaviour to job requirements, decreasing turnover and improving employee morale. Pre-employment tests can also greatly increase hiring effectiveness as they improve the organization’s ability to make accurate and objective hiring decisions about a candidate’s compatibility with the competencies required for a specific position....
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...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 a more accurate result of the assessment...
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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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...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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...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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...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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...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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...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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...Think – and– Share Worksheet: Part 1 Your task is to find and take at least three personality inventories. You can easily find these types of inventories online. You can also find these types of inventories in many different popular magazines. If you choose to search online, here are some ideas of verbiage to type into a search engine: • Personality inventories test • Personality inventory color analysis • Big five personality test • Dessert personality test • Emotional intelligence test • TV characters personality test • Assessing Your Real and Ideal Self-Concept (in your textbook, Module 30) • Life Orientation Test (in your textbook, Module 31) After you have taken at least three personality tests, analyze your results. Answer the following questions: • Which test was the most interesting to take? The most interesting one I took was a personality test, telling me what I already know, but it added a twist. • Which test best assessed your personality? I couldn’t find it again on google, but it broke down what I liked to do in my free time and how I would react in a group of people. • Were any of the tests you took completely wrong or inaccurate? One of the test that I took, it asked what my sign was and when I put in Aries, every other question was based off of my sign and when I got the results, I would say that everything was on point. • Were any of the tests you took silly or only for fun? Did those tests give you anything serious to think...
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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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