...I am an ISFJ too! The description described my personality and traits accurately. I went on another site to read about my type and the strengths and weaknesses were spot on! According to your post, this type accurately described your personality as well. This test should be used for supporting purposes only when hiring someone. It should not be used by itself to determine whether someone gets the job or not. I agree with your advantages and disadvantages concerning the test. The test results give you information about how you think and feel in your personal life and in your social life. It is in-depth with the answers, so it gives you more to think about. Another advantage is that these personality tests "are relatively inexpensive to administer...
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...Introduction Personality theory has made significant strides over the past two decades, particularly in demonstrating that specific traits are associated with specific workplace behaviors and outcomes. Various studies have reported that specific Big Five dimensions predict overall job performance, organizational citizenship, counterproductive work behaviors, training performance, team performance and a host of other important outcomes. One of the most important elements of personality theory is that people possess specific personality traits. Disadvantages The personality test can screen out great candidates. Results which are making by the personality test may be flawed. There are privacy risks and the potential or discrimination through the personality test. Even when using a tool that meets the criteria outlined above, personality constructs are not the most predictive measure available. Personality tests are most effective when combined with other measures with higher predictive validity, such as integrity or cognitive ability. What is more, the personality test is not very convenience for the human resource manager to select the right person for the job position. Advantage The personality test can help the human resource managers quickly to select the employees from thousands of application forms. The personality test also is very convenience and can save some time for the employers. Conclusion Though our search, we find that the companies use the personality test to select...
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...Right Personality Test on Jobs and the Future Development The Influences of Choosing the Right Personality Test on Jobs and the Future Development Table of Contents Executive Summary 1 The current issues caused by inappropriate personality test 2 The Ways to Develop a Valid Personality Test 3 The Influences of a Valid Personality Test on the Future HR Management 5 The Problems and Obstacles 7 Conclusion 9 Executive Summary The influence of the appropriate personality test on the human resources management is that it can help enterprises to choose the suitable job, work, and team for individuals and make the right career choice and adjustment, based on the result of the test. These will ultimately help companies achieve a well-organized function and higher productivity through the rational development of staff capacities and skills. Personality assessment can help employers to cluster employees into a serial teams, which the team members in each group have similar personality, interests, values, abilities, and needs. By doing so, employees enable to contribute their maximum capacity and knowledge to the company. Also, there is a relationship among personality, motivation, and productivity. Team members are usually motivated while working with others who have the similar personality and this motivation will enhance the overall performance. However, the personality test is not yet mature so that the degrees of reliability and validity are lower than other tests like intelligence...
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...& 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 selection process for the available positions that are needed to be filled by Gilliland-Moore Wines. Varied Selection Tools There are a variety of important considerations that need to be associated with both implementation and design of a pre-employment selection tool in system...
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...16-Type Personality?” test and a general benefits analysis of postgraduate and specifically speaking MBA programs. The paper will evaluate on my personal score from the test. ENTP result describes individuals who are typically enthusiastic innovators, seeing new possibilities, different theories, and new ways of doing things. Further in the paper we will look at the benefits of undertaking MBA program including: better career prospects, opportunity to gain not only theoretical knowledge, but also listen to experience class mates. The paper will conclude with my personal expression regarding this topic. MBA degree to further your career Further education, which does not have to be limited to MBA program, is a major factor determining career opportunities and development. In the new fast paced world experience starts to play secondary role and personal abilities and education comes to the front (Barger, 1995). May we insist on the enormous importance of permanent knowledge acquisition for career development. Our career will hardly progress if we do not differentiate from our colleagues in terms of what specific knowledge we have and they do not. We may all be great managers, for instance, but if we also took MBA, we will certainly have a plus for a specific assignment, project or position. Specifically in Australia, where very low unemployment rate is making most of workers a bit lazy and unwilling to further their education. On top of that personality test results...
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...------------------------------------------------- Table of Contents No. | Content | Page no. | 1 | Introduction | 3 | 2 | Concept and Meaning | 4 | 3 | Job Analysis | 4 | 4 | Types of Selection Tests | 6 | 5 | Selection Tests | 7 | 6 | Advantages and Disadvantages | 12 | 7 | Summary and Conclusions | 14 | Introduction` Organizations today compete fiercely in the war for recruiting and hiring the best talent available in the market, investing enormous amount of money, time and other resources in advertising and recruiting strategies. Organisations recognize that one of the most important resources - if not the most important - is human resources. Organisations use several ways, methods and tools to select and hire human resources. But it is now a proven fact that organisations using scientifically proven assessment tools to make selection decisions, show significant increase in productivity, increased cost savings and decrease in attrition and other critical organizational problems. Most organizations use what is commonly known in Management circles as a funneling approach to selection, where more informal tools and procedures are used initially to reduce the pool of candidates to a manageable number of individuals who are then be put through a more extensive assessment process. Common initial screening devices include resumes, application blanks and reference checks, which...
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...environment companies are under more pressure and a strategic advantage could be in building an effective workforce through a variety of psychometric testing (Suman, 2009). One such psychometric test is the Myers-Briggs Type Indicator which is widely used in organisations today as a tool. This literature review aims to briefly describe the background history of Myers-Briggs Type Indicator and to understand the theory of the test. It also aims to identify and investigate research done on Myers-Briggs Type Indicator. One objective is to analyse research on its reliability and validity and also to understand the application of Myers-Briggs Type Indicator (MBTI) in different appropriate work and organisational settings e.g. team work. History MBTI is based on the writings of Carl Jung, a Swiss who worked with Freud before parting from him and developing his own theory. Jung was influenced by Freud but suggested that it was something wider than purely sexual or aggressive drives that motivated behaviour. He also shifted focus from Freud’s childhood centred personality development theory to a belief that personality development continues throughout life (Maltby, Day and Macaskill, 2010). When Jung analysed a patient’s case history through two different perspectives, Freudian and Alderian, and getting two valid but very different views of the patient Jung thought that there must be two different types of personality, one focusing on the external world (Extroversion) and the other...
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...10/20/2014 Introduction There are many theories which are used to explain personality. Dispositional theories explain the relationship between personality and attributes. The most well known dispositional theories are factor, tract and Allport’s Psychology of individual theory (Paul, 2009). This chapter will discuss the differences between dispositional and evolutionary or biological personality theories, the strengths or both and how the Big Five personality test is used in the study of personality. The differences between dispositional and biological theories The assumptions of dispositional theories vary from those of other theorists because they provide the basis of study for personality. On the other hand, biological or evolutionary theories believe that personality development is mainly governed by biological maturation in an individual. Environmental factors which may also influence an individual personality are viewed as part of evolutionary theories (Peterson, 2013). Biological oriented personality theories argue that specific environmental factors are not necessary for a species development but the factors are viewed as a provider of opportunities for biological development. Environmental factors in biological theories are required for an individual personality functional and adaptive development. Dispositional theories bring together several thoughts about human personality. The basis of these theories is that human nature is a combination of both genetics...
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...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 tests that consider to allow the individual to respond to a stimulus that will reveal their conscious or unconsciously...
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...psychology, constructs refers to ideals or variables that is impossible to quantify since they do not possess any measurable attribute. Motivation, intelligence anger, personality, attachment, love and fear are some example of construct. Personality psychology comprises of characteristic patterns of thoughts, feelings, and behaviors that shapes a person. One of the most prominent issues in personality psychology is the measurement of personality construct. This paper aims at looking into the measurement of construct with regard to multitrait-multimethod matrix developed by Campbell and Fiske and other single methodology. The multitrait-multimethod (MTMM) matrix is an approach for the examination of Construct Validity. It was developed by Campbell and Fiske (1959). According to Campbell and Fiske, there are six major considerations when examining a construct's validity through the MTMM matrix. The six considerations are as follows. The first consideration is the evaluation of convergent validity, which is used to design tests that measures and shows how construct relate to each other. The second consideration is the evaluation of divergent validity. In this case, the construct being measured by a test should not correlate highly with different constructs. The third consideration is the trait-method unit whereby each test used in construct measurement is considered as trait-method unit. The fourth is the Multitrait-multimethod whereby more than one trait and method must be used to establish...
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...organization and the values it follows. The organization then sets its performance goals according to its strategic intent. To achieve these performance goals it has become imperative for organizations to have competent people. Pre-employment selection tests help organizations identify and develop these competent people and play a major role in the today’s hiring process. These tests consist of one or multiple series of tests used to collect information from candidates for the purpose of aiding in 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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...Table of Contents Executive Summary 4 Introduction 5 Recruitment- Concept 5 Recruitment Process 5 Recruitment Yield Pyramid 6 Reverse Critical Path 7 Recruitment Methods 8 Database Administrator 9 Specialist Librarian 10 IT Help Desk Operator 10 Data Entry Team Leader 11 Data Entry Operator 12 Job Description 15 RecordsCo Job Description Form 15 Job Summary 15 Responsibilities & Duties 16 Person Description 17 Interview Questions 19 Questions 20 Scoring Guide 22 Appendix 3 References 1 Executive Summary This report is made for RecordsCo by WestAus for their project of digitizing over 3million handwritten data. The recruitment plan made here consists of Recruitment Process, Recruitment Yield Pyramid, Reverse Critical Path method, Recruitment Methods, Job Description, and Person Description that is derived from the Job Analysis and also based on understanding of the estimates during lectures. Further a set of Interview questions are drafted to understand and score candidates on the behavioural traits showcased during the interview sessions. Behavioural Based Interview questions are used as a tool to determine the right behavioural descriptor for the job. Various external sources of recruitment will be deployed to attract candidates. Introduction WestAus is making this recruitment plan for RecordsCo detailing the recruitment plan for sourcing 5 important positions for their project of transcribing over 3 million hand -written...
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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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...Abstract Our personality is what makes us who we are. It determines how we behave, how we react to different situations and it can also help people determine what kind of person you are. We spend a lot of our lives trying to make friends, be a likeable person, and wanting respect from those around us. This paper will discuss four perspectives of personality, showing the different ways of thinking in the psychological community. We will also discuss theories involved in personality development, how personality is assessed, the benefits of those assessments, as well as issues that need to be taken in to account when assessing personality. Personality Paper There are several theories to personality. What makes us who we are and what we will be like, are interesting questions that the psychological community has spent years trying to answer. As with a lot of theories in the psychological community, there are several ways of thinking for personality and how it is developed and trained. The Trait Perspective Common, Secondary Traits are a good defining character of what kind of person someone is. Are they outgoing and calm? Are they reserved and ill tempered? The trait perspective is different from other theories, in that it focuses on the different traits in individuals and not experiences they may have had as children or things they came to on their own. One person’s individual traits are what makes up their personality. The Psychoanalytic Perspective ...
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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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