...Personality Profile Assessment Lorraine Walker CMGT/530- IT Organization Behavior August 25, 2013 Sherry Kersey Personality Profile Assessment Personality is a complex subject when it comes to individuals. How do can they be figured out, well there have been many studies to curette one’s personalities. Studies such as, DiSC Assessment, Real Myers-Briggs test, Jung Topology Test, and many more will give an personality assessment to help built character or just simply evaluate an individual characteristic. Jung Topology Test seemed to be fairly easy with its question but, the test seemed to be a little lengthily. These question were not long they just kept asking the same questions in roundabout way. When answering the questions there wore choices with the same answer but there were only two choices so it seemed as if the questions were tricky. Questions should be clear and cut straight so that there is no misunderstanding in the statement that it provides. Jung Topology Test judges a person in four stages and they are extravert, intuitive, thinking, and judging. This test show the percentage of how low or how high the participant is in each stage and then gives knowable information so that they will be able to judge and see if the personality fits their character. Jung topology Test also tells what career the personality type fit; it also has a test for marriage, and it even help build your career development (Kim Komando, 2013). Jung Topology Test seems to give a...
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...To: Mrs Caroline Hatcher ∞ Human Resource Manager ∞ ABC Company From: Mrs Chrisan Lewis ∞ Occupational Psychologist ∞ The British Psychological Society Report: Efficient Recruitment The Report The ABC Company has been experiencing a high turnover of staff, (particularly with the Call Centre Staff), and is considering the development of an Assessment Centre. The ABC Company requires information which pertains to psychology in relation to psychometric testing. This report will identify individual differences, the supporting theories and the associated psychometric tests (which must be Objective, Standardized, Reliable, Predictive, and Non Discriminatory) for the purpose of effective recruitment. Psychology involves the study of the mind which is complex and is the source of thought and behaviour. It is scientific and examines individuals, their mind and their behaviour, and attempts to understand and explain thought, emotion and behaviour (Wilhelm Wundt 1832-1920). Individual Differences Vast Variation among biological populations inspired the formulation of Darwin’s Theory of Natural Selection. Individuals are different and in fact unique based on a number of variables such as:- voice, skin tone, disposition, ethnicity, stature, attitude, physical symmetry, trainability, intelligence, aptitude, extroversion, introversion, sex, gender, neuroticism, expressiveness, memory, creativity, conscientiousness, agreeableness, values, beliefs and so on. The intelligence...
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...Chris Chewish DISC Paper Due: 3/5/15 DISC was a great test that helped me understand my behavior better and how it will translate to the work force. I definitely agree with the results I got and plan on using them to my advantage for future job opportunities. These results were a high D and high I that stands for dominance and influence. First, I noticed on my chart that there was a skyrocket D that was 92%. I wasn’t surprised that this was my highest result because I’ve been a leader all my life. From being captain of my football team when I was 8 to being the manager of College Pro Painters at 18. The type of leadership I abide by is a lead by example model instead of trying to boss everyone around. By doing this I feel like the people around me will respect me more and work harder to achieve our desired goal. Also, characteristics involved with the dominance behavior are being results-orientated and direct. I definitely see this in me because results are the only option for me. There are only two categories in life and that’s either getting shit done or you don’t. There is no halfway in my eyes, you go all in with everything or you don’t do it all. By having this instilled in by my parents all my life this gives me an advantage over many college students because I’m driven to get any objective completed no matter the price to pay. The other high percentage I had was a high I that stood around 80%. This makes sense to for me because I’m definitely outgoing and can talk...
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...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 focusing on the internal world (Introversion). After further investigation...
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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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...or so, since then all the well-to-do firms have started investing heavily in it. The process of selecting new recruits is a vital function in its own, where a wrong decision can turn out to be a disaster for the organization. The ultimate goal of selection is to obtain the most suitable candidate for the position in question. As mentioned earlier, the importance of human capital has been truly realized just recently, therefore in this new era of technology HRM has also come of age. There are countless solutions and softwares being developed on continuous basis to facilitate recruiters in selecting the best possible candidates for any desired positions. Almost all the professionally sound firms conduct thorough analysis and recruitment tests for new candidates. With the competition getting stringent by the day, the development of technology has enabled firms to keep themselves aligned with the competition on the Human Resource front. For selection of new candidates every firm have their own unique criterions, but some factors stay universal with all the firms in order to access the individuals for different skill set and...
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...Employment Testing Assignment Test: Thomas Personal Profile Assessment The Contact Process The employer I contacted for this project was Livingston International. It is a North American company that focuses on customs brokerage and compliance, but also offers international trade consulting and international freight forwarding across the world. Livingston International has a workforce of over 3,200 employees and operates along the U.S- Canadian border, with regional air/sea hubs in Los Angeles, New York, and Norfolk (Livingston Int’l 2013). My main contact within the company was (name). Description of the test A test that Livingston International uses in their selection process is a personality assessment that assists in determining whether a candidate fits a position from a behavioural perspective. It is an online tool outsourced through Thomas International, called the Thomas Personal Profile Analysis (PPA). It was originally created between 1928-1931 through the theories of Dr. W.M. Martson, and then further developed by Thomas Hendrickson in the late 1950s and early 1960’s (Thomas Int’l 2013). The test is based on a human behavioural theory where behaviour is a function of 2 different dimensions (external and internal) that form an individual’s pattern of interaction through four characteristics: Dominance, influence, steadiness and compliance (Irvine, Sidney 2013). Consequently, it identifies personality traits and preferences that characterize a person’s actions...
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...to suggest him what should be the steps he should follow (roadmap) to be a successful life coach recognized internationally. He would also like to develop a personality test which covers multiple areas and help people find their unique talents, strengths and passion. There are some existing tests in this area, such as MBTI, DISC, Big 5, Strengths-finder, Lumina Spark, Six human need test, etc. However, each of them is limited to particular areas and doesn’t give an overall picture. So, the individual has to take all the tests one by one and hence, faces lot of difficulty in combining and understanding the results. He wants to combine existing tests and would like to create a super-test which will help the individual get an overall picture about him in several areas. He has some ideas in mind, but looking for more suggestions. Make a "working" business plan, which must include the following: a) A powerful Mission statement and vision statement b) Product Details • What are the different offerings / programs / products (online or offline) that he should offer and a brief write-up on each of the programs in terms of its purpose and what are the things that he should cover in that program • Which personality tests should he combine and how he should name the final parameters / personality traits that are generated from the test? • Unique Selling proposition (USP) c) Marketing plan • Best Target Market and potential customers who can benefit from his training • How should he position...
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...Cambridge, where he learned debating, constructing opinion, and expressing it in his own words and style. The language ability was assets and an essential tool of communication, but Shirasu sought more and went beyond. He knew the importance of learning mentality, philosophy, and thinking process of foreign people through interaction with that acquired language. Moreover, his ideal of cross-cultural communication was to examine their point of view and understand it. These were the conditions he thought necessary to logically converse at the same level as the Allied powers, with principles to negotiate advantageously, which put him in great demand under GHQ occupation. A charismatic leader is “an enthusiastic, self-confident leader whose personality and actions influence people to behave in certain ways” (Robbins & Coulter, 2012, p. 470). In addition, this leadership type is “most appropriate when the follower’s task has an...
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...Professional Development Plan Organizational Leadership LDR / 531 University of Phoenix Professional Development plan I explain in this paper the different personalities of each employee. Which will abound what strengths and weaknesses of each. Strategies and recommendations will be created to turn weaknesses into strengths of each employee for the benefit of our company. To evaluate each use behavioral style Platinum Disc test. This test helps identify which behavioral style of each employee. Your assessment does not only help them be the best of each but also help them behave more mature and productive by learning how to focus on your goals instead of your fears. This tool will also help you develop and use more often their strengths, recognizing, enhancing and modifying all the limitations of each. This report will focus on trends, which influence their behavior. We have four styles of behavior according to Disc Platinum. The first is the Dominant Style. This style always has the need for control and the need to achieve it. Parent styles seek what most suits them and are not afraid to break the rules. This style definitely willing to challenge the thinking and outdated ideas. Strengths are people with lots of energy, are excellent leaders and management. I love challenges, be the authority and head when finding a solution to a problem. Weaknesses are people impatient, insensitive, take things too seriously and do not like to hear. ...
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...the Leadership and Team Skills self- assessments one can discover individual strengths and weakness that will assist in determining his or her leadership style, and abilities to lead others. Employee-oriented leaders are “described as emphasizing interpersonal relations; they took a personal interest in the needs of their employees and accepted individual differences among members. The production-oriented leaders, in contrast, tended to emphasize the technical or task aspects of the job” (Robbins & Judge, 2007 pg. 406) By taking a number of self-assessment tests provided by the University of Phoenix student’s portal, such as the Pearson Prentice Hall Self-assessment test for basic personality test, and the Williams institute for Ethics and Management Assessment test for values and attitude insights, decision making insights and other leadership and team skill tests. Based on the results achieved, my personality tests turned out as moderately extrovert, talkative and assertive, good natured, cooperative and...
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...individuals process information. Individual personality types and assessment tools will also be addressed as to how they play a role in conflict resolution. Basic strategies for conflict resolution will be suggested and reflected upon. The conclusion of this paper will contain the thoughts of this student author and how the learned principles of conflict resolution will affect his coaching endeavors. Conflict Resolution in the Relationship Coaching Model From the start of time man has struggled with conflict; both in the interpersonal sense as well as in relationships. The Bible gives an account of when sin entered the world the in chapter three of Genesis. Here the reader learns how God became conflicted with Adam. Adam quickly became conflicted with Eve and blamed her for the situation at hand. Not to be undone, Eve became conflicted and blamed the serpent for their troubles. Eventually Adam turned the tables and blamed God for the whole ordeal (NASB). So we see the need for some sort of resolution and hopefully in today’s times that resolution will not be as harsh as what God had in store for Adam and Eve. This student author has a passion for marriage and helping people develop healthy relationships. In the paragraphs to follow the model of the relationship coaching will be developed and how this model deals with conflict resolution. Part of the process will require understanding of individual personality types and how these personality types process information. The conclusion...
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...in contemporary organizations is no longer just about establishing control over their subordinates, indeed successful managers and leaders are required to equip themselves with a diversity of skills and competences. This paper will be focusing on managing skills and competences from a personal point of view. First of all, some commonly cited skills and competencies that are essential for successful managing and leading in organizations will be identified and explained briefly. Secondly, one skill will be nominated as ‘the strength’ of mine. Thirdly, another skill, which is considered as ‘the complementary behavior’, will be nominated as well. Both nominated skills will be discussed in detail and analyses are conducted based on relevant personality, working experiences, previous learning in management theories as well as some typical self-assessment exercises. Key Managing and Leading Skills in Organizations In recent years, managing and leading organizations to compete against competitors and establish sustainable advantages is no longer an easy target to achieve. With the rapid changing world, the traditional way of controlling employees in order to meet objective is losing its effectiveness. Organizations are taking significant transformations in terms of managing styles. In fact, there is a wide range of managing and leading skills that could shape the way organizations are running in today’s dynamic business environment (Carlopio & Andrewartha, 2012; Cook & Crossman,...
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...Professional Development Plan Cisco Carbajal LDR/531 MArch 10, 2014 Arun Iyengar Abstract The title of this paper is professional development plan. The purpose of this paper is to develop a plan that will address the characteristics of the team members of the company. The company will review each individual assessment and characteristics. Reviewing the assessment we will develop a professional plan to address each individual's characteristics in order for them to perform well. Professional Development Plan During the first week everyone took a disc that assessment this assessment is tailored to behavioral style for each person. The assessment breaks down the individual’s predominant behavioral style. Within this assessment the different styles are dominance, interactive, steadiness and cautious. Within each style there are four sub styles that a further attempt to explain the results, so in total there are 16 different sub styles within this assessment. We will talk about each individual team member and their behavior style and what is the best professional development plan that would be silly for them. Danny The first remember that will be talking about is Danny. Danny has an interactive style which exhibit characteristics such as animation and intuitiveness. But interactive styles can also be viewed as manipulative and excitable ones playing behavior inappropriate to the situation. Many interactive styles have spontaneous actions and decisions, they do not like...
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...STA: DISC: Individual Dynamics KEY: Bloom's: Knowledge 2. The genuine efforts to accept and manage diverse people in North America are a phenomenon that emerged in the 1800s. ANS: F PTS: 1 DIF: Difficulty: Moderate REF: 421 OBJ: LO: 13-01 NAT: BUSPROG: Analytic STA: DISC: Individual Dynamics KEY: Bloom's: Knowledge 3. Today's workforce is growing older with an average age of 40.8 years in 2006 and it is expected to increase to 42.1 years in 2016. ANS: T PTS: 1 DIF: Difficulty: Difficult REF: 421 OBJ: LO: 13-01 NAT: BUSPROG: Analytic STA: DISC: Individual Dynamics KEY: Bloom's: Knowledge 4. In 1970, Joseph Searles became the first African American member of the New York Stock Exchange. ANS: T PTS: 1 DIF: Difficulty: Difficult REF: 422 OBJ: LO: 13-01 NAT: BUSPROG: Analytic STA: DISC: Individual Dynamics KEY: Bloom's: Knowledge 5. In 2010, PepsiCo appointed its first female CEO. ANS: F PTS: 1 DIF: Difficulty: Easy REF: 422 OBJ: LO: 13-01 NAT: BUSPROG: Analytic STA: DISC: Individual Dynamics KEY: Bloom's: Knowledge 6. Because employees with different backgrounds bring different options and ideas to the table, a diverse workforce may lead to increased conflict, anxiety, and misunderstanding. ANS: T PTS: 1 DIF: Difficulty: Moderate REF: 423 OBJ: LO: 13-02 NAT: BUSPROG: Analytic STA: DISC:...
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