Personality assessment is a term used to refer to the administration, scoring, and interpretation of measures of personality styles and traits that are supported empirically. As a result, personality assessment is an important part of organizational and clinical conceptualizations (Shorey, 2018). It is also an important part of change initiatives and intervention planning. Personality assessments are used for various purposes including clinical diagnoses, psychological intervention, and prediction of behavior. The use of personality assessments for different purposes is attributable to the fact that these tests provide insights that help characterize people. In essence, personality assessments help in the identification and characterization of individuals personality features.
Given their significance in clinical and organizational conceptualizations, different types of personality assessments exist. There are different types of personality assessments that are used for various purposes. An example of a type of personality assessment is type-based personality assessments, which examines a collection of personality attributes that are classified together (Stockdale, 2013). This type of personality assessment is based on Jungs theory of personality since it examines a group of personality traits. According to Morris & Maisto (2016), Carl Jung divided personality traits into two broad categories i.e. introvert and extrovert. These two broad categories formulate the basis of type-focused personality assessments. To this extent, type-based personality assessments evaluate ones personality based on introversion or extroversion. Unlike other kinds of personality tests, type-based personality assessments are used to describe psychological differences between healthy people. These assessments do not imply personality preferences but rather demonstrate inborn personality differences.
When using these personality assessments, individuals can be grouped into groups...
Even though an individual can either be introverted or extroverted, he/she can also have both aspects of the personality traits since type-based personality assessments are also bi-modal (Stockdale, 2013). Type-based personality assessments are used to measure in-born personality preferences/traits but not measure skills, natural ability, competence, excellence, or psychological issues. Type-based personality assessments can be used for various purposes including team working and coaching. In addition, this type of personality assessment is useful for career development initiatives.
One of the most commonly used type-based personality assessments is the Myers-Briggs Personality Test (MBTI). Similar to other type-based personality assessments, MBTI seeks to measure individuals in-born personality preferences/traits. MBTI measures personality preferences based on their preferences of four major psychological functions. These personality assessments generate up to 16 distinctive personality types.
Type-based personality assessments are associated with some pros and cons. One of the advantages of type-based personality assessments is their provision of insights regarding an individuals strengths and weaknesses. These personality tests achieve this through measuring an individuals inborn personality traits or preferences. Secondly, the results of type-based personality assessments are useful or beneficial in different settings including career development, team building, and coaching. Third, type-based personality assessments can be used as the premise for promoting ones personal development and growth. However, type-based personality assessments are characterized by some disadvantages including the lack of scientific validity. While most of these tests are employed in different settings, they lack scientific validity. Secondly, these personality assessments are limited since they measure traits based on two major categories.
Morris & Maisto (2016) define personality as the unique patterns of thoughts, behaviors, or feelings of an individual. Personality basically incorporates an individuals unique differences that are essentially stable and enduring. Personality is an issue that has attracted considerable attention in the field of psychology. Psychologists have…
This 14-year-old male is currently in the ninth grade. In the demographic portion of the test, he identifies "restless/bored" as the problem that is troubling him the most. A tendency toward avoiding self-disclosure is evident in this adolescent's response style. This nondisclosure may signify characterological evasiveness or an unwillingness to divulge matters of a personal nature, problematic or not. Also possible are broad deficits in introspectiveness and psychological-mindedness, owing
The two interpersonal scales are Dominance and Warmth. Many of the clinical scales, as well as the aggression scale, also have a number of subscales to provide more nuanced information bout each of the clinical conditions. For example, the Borderline Features scale has four subscales: Affective Instability, Identity Problems, Negative Relationships and Self-Harm. The resulting score profiles can be compared to either normative or clinical populations. Raw scores are converted
Low emotion level - this is an area that will need improvement considering that a perspective employer may view me as an individual that is not overall enthusiastic in nature, this can also be perceived as a lack on enthusiasm in my work and corporate morale. Low trust level - Work is needed in this area in order to make interactions with others more fulfilling. If everyone is perceived
In fact, it is important to understand that the MMPI-2 must be administered as a whole and that one cannot consider scores on any one area of the test in isolation from a subject's other results. Moreover, it is important to recognize that while the scales may carry official names, they do not only measure the suggested disease. For example, the schizophrenia scale appears to measure the degree of alienation
Myers Briggs Evaluating the Myers Briggs Type Indicator The Myers Briggs Type Indicator, introduced in 1943 by the social scientists from which it draws its name and revised frequently thereafter, is a questionnaire-based instrument designed to provide personality profiling data on its respondents. As the discussion hereafter will demonstrate, it can be used to produce useful general personality trait outlooks or for diagnostic purposes where mental illness may be present. Characteristics, Uses and
Myranda seems like an ideal researcher, treasurer, or secretary who keeps the meeting's minutes and sets the agenda. To counteract such a love of logic and structure in the characters of her two teammates, however, Kimberly, an ENFP can offer an intuitive, feeling, and perceiving orientation, using intuition and less logically and time-conscious ways of viewing the world. Intuition allows for more 'leaps' in understanding, and more creative ways to