Psychodynamic Theories
Theorists
Main tenets of theory
Unique contributions
Freud
Conscious, pre-conscious,
Sub-conscious
Id, Ego, Superego; sexual energy as the basis or motive of human action
Applicable in child psychology, less so in adult psychology
Jung
Archetypes: anima/animus, shadow, self
Psychic energy, not sexual energy, is the basis of human action; the collective unconscious
Psychology descends into pseudo-philosophy
Adler
Survival and security are guiding forces of life
Individual psychology; the organism acts as a whole, there is no division
Time and amount of data needed about patient's background family in order to treat
Horney
Psychoanalytic social theory -- people battle anxiety by moving toward, against or away from others
Neurotics rely typically on one of these methods primarily; provided extensive analysis of neurotic behavior
Applications do not typically apply to the normal personality
Defense Mechanisms
Match the example with the appropriate defense mechanism.
ABC/123 Version X
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Week 4 Review Worksheet
PSY/203 Version 3
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1.
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Copyright © 2015 by University of Phoenix. All rights reserved.
2. __G___A woman is involved in a car accident that left her paralyzed from the waist down, but she cannot remember any details of the accident.
3. __H___Taking a test makes me nervous, so I bite my nails.
4. _A___My boss yelled at me at work today and it made me very upset. I went home and ended up yelling at my spouse that night.
5. _F___Even though I drink alcohol every day, I am not an alcoholic.
6. __C___I hate Alex, but I am overly nice and friendly when interacting with him at work.
7. __B___I broke up with my boyfriend, but I am fine with it because he was a loser anyway.
8. _E___I am convinced that my husband is cheating on me, even though I am the one who frequently thinks about cheating on him.
9. ___I am very frustrated at work and just want to scream, but instead I go to the gym and work out my frustration...
The Jungian personality inventories are to some degree 'Westernized' one could argue, in the sense that they were originally developed by the psychoanalyst Carl Jung, around Western archetypes of personality. The MMPI also makes use of such tests in its more extensive survey, but more flexible use of the Jung system has yielded less dogmatic career recommendation and personality type instruments. After answering a series of questions, the tester receives
Personality Tests REVISED In taking the Myers-Briggs personality test, my results indicated ENFJ, or Extraverted Intuitive Feeling Judging. One interpretation calls this type "The Teacher" for shorthand (presumably because Extraversion is required for a teacher or professor to willingly stand in front of a classroom and "perform," while the Judging component helps with grading papers). Another weblink offered to show me a list of famous people with the ENFJ type: after
Personality Test Results: The Administrator The world is filled with millions of very different people. In fact, no two people are ever truly alike. This means that in the contemporary work environment, there are people who may share your views and work habits, but also those who may be staunchly against them, presenting their own very different philosophies on work and on life. After taking a personality test, I found that
Personality Test Analysis My scores on the "Big Five" model personality test are Openness: 96%; Conscientiousness: 86%; Extraversion: 27%; Agreeableness: 69% and Neuroticism: 37%. (John, 2009) On the Jung Typology test, my type is INFJ: Introverted: 89%; Intuitive: 75%; Feeling: 25%; Judging: 44%. (Humanmetrics) This was very similar to the Keirsey Temperament Test, which also classifies me as an INFJ, also known as the "Counselor." (Butt, 2010) According to the analyses that
personality tests are assessment tools that require the individual to choose answers from a restricted set of response options as well as validity scales that are intended to determine the truthfulness of the answers of participants. In other words the tests offer options for answering that are intended to be unpredictable to the individual answering the questions, i.e. there are no right or wrong answers and the answer options
Analysis of research: personality, integrity and cognitive abilities Should personality inventories, integrity assessments, and cognitive ability assessments be used in the employee selection process? Why or why not? These personnel hiring strategies must not be utilized. Based on research of applicants' responses to numerous hiring systems utilized by companies, personality assessments establish an increased unfavorable response compared to other kinds of screening. Numerous candidates consider the questions intrusive, damaging, or ridiculous. They
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