Personality Assessment
Student Name
Antioch University Santa Barbara
Course Name
Instructor Name
Date
Personality Assessment
Part One
A study conducted by König et al. (2017) defined personality tests as a reliable tool that helps in determining personality traits through the use of the psychological model. In exploring my personality, I carried out “The Big Five Personality test to determine my personality. The test adopts a psychological model that answers different questions such as Agreeableness, Extraversion, Conscientious, Openness, and emotional stability. After carrying out the personality test, I did not get surprised by the results obtained since they truly demonstrated my real personality traits. From the results provided by the personality questionnaire, I can comfortably state that it has concurred with my personal traits; therefore, I agree with the results obtained. The finding indicates the average score on the high extroversion score on the emotional stability and Conscientiousness and low scores on the agreeableness and imagination.
In the workplace, the personality test is considered as the best option since it helps in providing a better understanding of the employees both at the individual and team level. If the test is effectively conducted and implemented, it led to increased productivity, a conducive working environment, teamwork, increased profitability, effective and timely communication. However, the personality test can pose a danger to the workplace in different scenarios. For instance, individuals are never perfect and accurate in describing their own behavior; therefore, leading to the wrong information.
Part Two
There are different tools used in determining personality traits. A study conducted by Youngman (2017) argued that the series of personality characteristics help in understanding individuals’ personal traits. In other words, individuals pose different personalities when exposed to different circumstances. In workplaces, personality assessment is considered as crucial components, especially in job selection and job training. The Myers-Brigg personality test is considered as the most crucial tool which is preferred in problem-solving. In assessment, the personality test is considered as a valid predictor, which helps in providing accuracy on personal traits. In the workplace, the personality test is crucial since it helps in creating awareness for individual personality. This paper provides a critical analysis of personality use, especially in the workplace.
The question from the personality test confirmed how I tend to adjust depending on the current situation. According to the test, I scored average on the extraversion. This indicates my flexibility towards any necessary adjustment. The workplace is characterized by the varying condition which required easy adaptation to such changes. I concur with the question that I am averagely engaged, thus reducing the chances of stress. In workplaces, I tend to become averagely argumentative, especially when others expressing their views, thus providing them with an effective platform to have listened. These traits are exceptional in managing human resource; therefore, making it easy for promotion (Aluja& Garcia, 2004). In ensuring an effective workplace, the higher level of management is supposed to be more accommodative and neutral individuals. In reality, I consider myself an anti-social person with average outgoings, and I prefer been surrounded by individuals who understand my personality.
The working environment is characterized by a rough and conducive environment; therefore, it requires employees with unique traits to cope with such factors. I personally proved to be capable of operating effectively under the harsh environment during my previous job (Childs et al.,. 2017). As a finance advisor, I faced different challenges, such as abuse from my clients, but these did not discourage me from achieving my goal. These unique traits help me to withstand any harsh condition and remain productive. Despite their abuse, I managed to effectively discharge my duties, thus leading to the success of the business I was in control of. According to the personality questionnaire, I scored high on been emotionally stable. This indicates that I can withstand different situations and remain productive. Promotions in the workplace are attached to increased responsibilities and a harsh environment; therefore, be emotionally stable is considered as an added advantage for promotion (Youngman (2017)). Businesses operate with the objective of making profits; therefore, hardworking and focused individuals are considered as an essential resource in leading the company’s operation.
A study conducted by Schneider, and Goffin (2012) termed agreeableness as a personality trait which helps individuals in remaining cooperative, polite, and friendly to others. Generally, the agreeableness personality helps in determining the degree of individual involvement towards others. The workplace is characterized by increased teamwork; therefore, calling for a high level of agreeableness. Individuals with high agreeableness are considered to be positive and optimistic in nature. Besides, they tend to be more honest and decent and minimal chances of solving problems. I started demonstrating a low score on agreeableness at a young age. Similar personal traits have been demonstrated by the Big five personality test, whereby it has indicated a low score on agreeableness trait. Most time, I tend to be more aggressive and prejudiced. In the workplace, I am always unfriendly, and I prefer working alone to achieve my set objective. This trait discourages me from any chances of promotion since I tend not to integrate well with the team members (Borghuis et al., 2017). For instance, As an Accountant at my previous, I opted to work alone towards yet we had five employees in the finance department. After the resignation of the Senior accountant, the company did not consider my application for promotion since I had not integrated well with the whole team. This personality costed my personality; therefore, it is worth changing.
Stricke et al. (2019) defined the Conscientiousness as the individual’s qualities of doing specific work perfectly. Even without carrying out the test, I could easily guess my side for a long time. I have always been responsible and reliable toward achieving the set work. This trait has always led to my promotion since I thoroughly focus on good goals formulation and setting an effective plan this leading the smooth operation in the business. Besides, I always have focused on my safety and increased organization this minimizing the possible obstacles for the business. During the early time of my career, I was promoted from intern to assistant accountant because I demonstrated a high level of diligence and increased hardworking.
Intellect/ imagination is considered a crucial tool in determining an individual’s personality. The openness question helps in identifying an individual’s preference for imagination as well as related intellectual activities. According to the results obtained, I have low scores on openness, therefore, indicating that I am conventional. I agree with this perception since, in most cases, I don’t like to try new things due to increased fear of the unknown. I personally enjoy using a certain routine to achieve my set objectives. Although this has been part of my life, it has hindered promotions and other privileges in the workplace (Baruch & Bibu, 2018). For instance, I remember I opposed the idea of the company to adopt new accounting software, thus leading to my suspension. This sent a clear alert that the company will not consider me, especially when trying to change things in the business.
In conclusion, personality assessment can be considered essential to employers, especially during recruiting and promoting. The test helps in identifying employees’ personalities, thus making it easy to understands their behaviors and strengths. According to the above discussion, the employer has increased the chance to promote me due to a high score in emotional stability, Conscientiousness. Besides, my average score on the extraversion. However, the employer can opt not to consider me in any promotion or recruitment because of my low score on imagination and agreeableness. Generally, personality assessment is considered crucial in workplaces since it leads to increased teamwork and identification of an individual’s strengths, thus leading to increased productivity.
References
König, C. J., Jansen, A., & Mathieu, P. L. (2017). What If Applicants Knew How Personality Tests are Scored?. Journal of Personnel Psychology.
Childs, B. R., Weidman, J. E., Farnsworth, C. B., & Christofferson, J. P. (2017). Use of personality profile assessments in the US commercial construction industry. International Journal of Construction Education and Research, 13(4), 267-283.
Youngman, J. F. (2017). The use and abuse of pre-employment personality tests. Business Horizons, 60(3), 261-269.
Schneider, T. J., & Goffin, R. D. (2012). Perceived ability to deceive and incremental prediction in pre-employment personality testing. Personality and Individual Differences, 52(7), 806-811.
Baruch, Y., & Bibu, N. (2018). The Big Five Personality Traits Effect on Average Promotion and High-Status Promotion in the IEC. REVISTA DE MANAGEMENT COMPARATIVE INTERNATIONAL/REVIEW OF INTERNATIONAL COMPARATIVE MANAGEMENT, 19(4), 436-445.
Borghuis, J., Denissen, J. J., Oberski, D., Sijtsma, K., Meeus, W. H., Branje, S., … & Bleidorn, W. (2017). Big Five personality stability, change, and codevelopment across adolescence and early adulthood. Journal of Personality and Social Psychology, 113(4), 641.
Stricker, J., Buecker, S., Schneider, M., & Preckel, F. (2019). Multidimensional perfectionism and the big five personality traits: a meta‐analysis. European Journal of Personality, 33(2), 176-196.
Aluja, A., & Garcia, L. F. (2004). Relationships between Big Five personality factors and values. Social Behavior and Personality: an international journal, 32(7), 619-625.