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One of the most common uses of employment tests is in the area of employment. Many employers use personality tests as a means to assess potential job candidates for their suitability, honesty, and loyalty to a future employer. Individual experience and interpretation can skew answers in such as manner as to render these tests unreliable. For instance, a person who is naturally unassertive might view the actions of an assertive person as aggressive, hostile, or angry. Likewise, an assertive person might see the actions of an unassertive person as weakness.
Previously, it was mentioned that seldom do people fall cleanly into one particular personality type of another. Yet, Jung's personality traits have found their way into a number of assessments and tools that are used in numerous situations. Many employers have begun to use personality tests, based on Jung's theories to decide if a candidate is right for a job. This concept is based on the ideas that the personality traits in Jung's categories make people more or less suitable for certain types of jobs. One can see how this might be helpful in assessing whether a certain personality type will be happy for the long-term in a certain position. Personality tests have now become an integral part of the interview process.
The real question surrounding these tests is how much to rely on them in the preemployment screening process. Use of personality tests as part of the pre-screening process have come under scrutiny in recent years. It has been claimed that the tests are intrusive and employers feel that potential employees are more willing to admit faults than they would be in a face-to-face interview (Kanchier, 2007). For these reasons and others, personality tests fell out of favor for some time out of fear of lawsuits. However, they have recently bee reconsidered are and not becoming a routine part of the interview process. The reason for this resurgence in their use is that they can provide information that would not be likely to surface in an interview situation. Employers view the personality tests as an extension of the interview (Kanchier, 2007). The amount of weight that the employer places on the test varies from employer to employer.
One of the more recent trends in the field is the development of assessment centers where assessors must observe a group of potential candidates for their suitability for a certain job. It was found that the quality of the assessment decreased if the assessor had to observe multiple groups at the same time (Melchers, Kleinman, & Prinz, 2010). The effectiveness of group assessment centers has been recently questioned. When one considers the use of Jung's categories and the problems with definition of categories, it could be argued that employment screeners rely on personality tests too much in the early stages of candidate assessment. The need to "process" a high number of candidates creates the potential for tester bias.
The father of personality tests used to screen today's potential employees had its beginnings in Carl Jung's theories on personality categories. As we have seen in this examination of how Jung's theories developed into modern personality tests it was found that personality tests do not always provide an accurate assessment of the person's personality or suitability for the job. The personality tests provides the potential employer with an objective means to assess a future job candidate. These are an excellent tool when used with the traditional job interview. Improvements in personality tests have resolved many of the problems associated with previous versions, such as the ability to detect fakers and scoring that does not allow assessor bias. Jung's original work made the modern personality test possible. This was Jung's key contribution to today's world of human resources. The personality test is not an excellent addition to the arsenal used by human resource professionals to assess potential candidates.
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Kancher, C. (2007). Personality Test Back in Favor. California Job Journal. September 23, 2007. Retrieved October 12, 2010 from http://www.jobjournal.com/article_printer.asp?artid=2134
Melchers, K., Kleinmann, M. & Prinz, M. (2010). Do Assessors Have Too Much on their Plates? The Effects of Simultaneously Rating Multiple Assessment Center Candidates on Rating Quality, International Journal of Selection and Assessment. 18 (3): 329-341.
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Carl Jung's Theory: Carl Gustav Jung is a well-known pioneer of analytical psychology who was born in 1875 in Kesswil, Switzerland and the only child of a Swiss clergyman. His early family life played a critical role in shaping his theory as the huge focus placed on religion by his family contributed to the spiritual aspects of his theory. This is despite of his statement that he was bored by this
The self, then, does not stem from individual experience but rather from what has been called "early psychosomatic unity" (Urban 2008). The existence of these many archetypes -- the shadow, the anima/animus, the mother, etc. -- in all people is evidence for Jung's concept of the collective unconscious. These universal archetypes do not come from individual experiences or conscious awareness. Instead, they are entirely unconscious and present in all people,
42). The competing opposites, material in consciousness and in the unconscious, must be reconciled because if there is an imbalance of power one way or the other, the psyche is off-kilter and not unified. For example, the shadow side of a person must be integrated into the conscious ego rather than denied or sliced away. A healthy personality will not allow one side of the self to dominate the
The patient's behaviors are not however, atypical in relation to his experiences. He is just one of many individuals who find themselves immersed in alienation because they cannot live up to the high expectations placed on them by society, and in turn, by themselves. These childhood drives to reach "the highest truths and values" (Palmer, 1999) are often thwarted by personal failures. When one's role in life does not match
shame and doubt; initiative vs. guilt; industry vs. inferiority; identity vs. role confusion; intimacy vs. isolation; generativity vs. stagnation; and ego integrity vs. despair. Like Piaget, Erikson's theory also explains the factors that influence personality development albeit through a framework of psychosocial factors. Thus, this theory too is immensely valuable as it enables parents and teachers to help a child successfully negotiate each psychosocial crisis and thereby develop a
Self Carl Jung's archetypes and the collective unconscious This is a mythology concept based on the Freud's personal unconscious. Freud was in a quest to understand the reason behind some behaviors that were expressed by some individuals. He sought to understand what made the behaviors so automated and happened spontaneously. This prompted him to delve into the mind of people and try to understand that secret driving force within the mind.
Carl Jung Personality/Iceberg Theory Introduction to Carl Jung Carl Jung grew up during the late nineteenth century in Switzerland in a Protestant Victorian culture. It was this culture that had such an impact on the values held by American individuals during that timeframe. Jung's father was a pastor and Jung, following medical school completion in the early part of the 1900s became a psychiatrist as well as a disciple of Sigmund Freud.