Personality Test By Darren Aycock Eric Helms Stephen

Personality Test By: Darren Aycock Eric Helms Stephen Schloss Amanda Siler Melissa Walker

What is a Personality Test? l. A test, usually involving a standardized series of questions or tasks, used to describe or evaluate a subject's personality characteristics. l Uses: ¡ Applicant Screening ¡ Promotion ¡ Reducing turnover ¡ Career Assessment

Myers Briggs Test l Letters are assigned to each personality by answering a number of questions. l People are classified using four main criteria ¡ Extraversion - Introversion ¡ Sensing - Intuition ¡ Thinking - Feeling ¡ Judging - Perceiving

Myers Briggs Example l Myers Briggs Test

Keirsey Temperament Test l People are sorted into Temperaments: ¡ Artisans l l ¡ Guardians l l ¡ Administrators: Inspectors & Supervisors Conservators: Protectors & Providers Idealists l l ¡ The Entertainers: Composers & Performers The Operators: Crafters & Promoters The Advocates: Healers & Champions The Mentors: Counselors & Teachers Rationals l l The Engineers: Architects & Inventors The Coordinators: Masterminds & Field. Marshals

Picture Personality Test l l Class Exercise What does the Picture say about you? ¡ ¡ ¡ ¡ ¡ l 1. 2. 3. 4. 5. 6. 7. 8. 9. Carefree, Playful, & Cheerful Independent, Unconventional, & Unfettered Introspective, Sensitive, & Reflective Down to Earth, Well-Balanced, & Harmonious Professional, Pragmatic, & Self-Assured Peaceful, Discreet, & Non-Aggressive Analytical, Trustworthy, & Self-Assured Romantic, Dreamy, & Emotional Dynamic, Active, & Extroverted For a more detailed description go to http: //www. cs. ucr. edu/~chua/test. html

Thematic Apperception Test l Shown ambiguous pictures l Applicant/Employee asked to construct a story about events leading up to the picture l Detailed discussion of what characters are thinking and doing l Thought that person will project themselves into the story

Thematic Apperception Test Example

Pros & Cons of Personality Testing l Pros¡ ¡ Does better than management at predicting job performance Adaptive unconscious l ¡ Evaluates, filters, looks for patterns in data Reduce risk of incorrect judgment of potential employee’s characters l Cons¡ Analyzed by psychologist l ¡ ¡ ¡ Considered Medical exam Pass/Fail system Inconsistent / Unreliable Could be discrimitory

Tips for Management l Make sure test has been statistically validated for your use l Carefully follow directions in administrating it l Never use personality tests as the only measure of an employee’s job performance l Always provide feedback to applicant/ employee on how they did l Allow time for questions

Five Factor Model of Personality l Conscientiousness ¡ l Emotional Stability / Adjustment ¡ l Kind, cooperative, sympathetic, warm, trustful, considerate, pleasant, helpful Extraversion ¡ l Not being anxious, moody, temperamental, emotional, nervous, depressed, touchy, fearful Agreeableness / Likability ¡ l Organized, systematic, thorough, practical, neat, efficient, careful, hardworking, achievement-striving, persistent Talkative, assertive, verbal, energetic, bold, active, daring Openness to Experience / Intellectance ¡ Unconventional, open to new ideas, questioning, curious, creative, imaginative

Questions For Individual Factors l Conscientiousness: ¡ Do you set goals when beginning a new job or task? l ¡ Dependability: Do you have a problem with authority? l l Answering “yes” to this question shows low Dependability Conscientiousness Emotional Stability / Adjustment: ¡ Does stress on the job effect you in a negative way or are you able to accept it calmly? l l Answering “yes” to this question shows high Adjustment Conscientiousness Accepting work stress in a calm way shows high Emotional Stability Agreeableness / Likeability ¡ When you meet someone are you kind and warm or do you keep to yourself and allow them to open up? l Someone who is open and friendly during an introduction shows high Agreeableness and Likeability

Questions For Individual Factors l Extraversion ¡ While working, do you prefer to interact with customers or work behind the scenes? l l Showing appropriate forcefulness, persuasiveness and energy in a managerial position is an example of high Extraversion Openness to Experience / Intellectance ¡ When solving a problem, do you look for new, more efficient solutions or use the same solution you’ve used in the past? l Answering “yes” to this question means that you most likely rank high in Openness to Experience and Intellectance.

Sources l Business Source Premier ¡ Pros and Cons Employers should Consider ¡ Personality Profiles l Dictionary. com l Thematic Apperception Test l TAT Example l CNN. com – Personality test help gauge job fit