Personality

Question 1

Personality is -

Answer 1

Sum of total ways in which an individual reacts to interacts with others. It is the properties that set us apart that are both STABLE and DISTINCTIVE.
It is the way we normally are with no outliers or outbursts.

Question 2

Psychometrics

Answer 2

Systematic testing, measuring and assessment of intelligence, aptitudes and personality

Question 3

Personality assessment

Answer 3

Can be used in explaining behaviour
There are also situations where it is important to not just explain but also predict behaviour. This is particularly important in job performance

Question 4

Type

Answer 4

A descriptive label for a distinctive pattern of personality characteristics such as introvert or extrovert. You fit a type.

Question 5

Myers-Briggs Type Indicator (MBTI)

Answer 5

Rates personal preferences on four scales. It is the most commonly used personality assessment in the world
- Introverted / Extroverted (I/E)
- Sensing / Intuitive (S/I)
- Thinking / Feeling (T/F)
- Judging / Perceiving (J/P)
This approach assigns individuals to one side or the other, establishing 16 personality types. It is useful to remember that assessments produce individual scores, however the individuals are not trapped in these categories.

Question 6

Benefits of MBTI

Answer 6

• Can cultivate a targeted career plan
• Avoid and resolve conflicts
• Create and maintain cohesive relationships
• Promote unique strengths and become more self-aware
• Identify weaknesses in personality

Question 7

Problems with MBTI

Answer 7

• They are only stereotypes, and do not describe individuals
• Puts you in a box, does not allow you to use a mix of preferences
• Reliability is poor, especially given to claim that type is inborn and remains the same throughout life
• No data to prove that MBTI can be used to predict job performance
• Does not take into account situational factors

Question 8

Trait

Answer 8

A relatively stable quality or attribute of an individuals personality, influencing behaviour in a particular direction

Question 9

Nomothetic

Answer 9

An approach to the study of personality emphasising the identification of traits and the systematic relationships between aspects of personality

Question 10

Big Five Model - Costa and McCrae

Answer 10

Big five trait clusters that appear consistently to capture main traits
Explorer (o+) OPENNESS Preserver (o-)
Focussed (c+) CONSCIENTIOUSNESS Flexible (c-)
Extravert (e+) EXTRAVERSION Introvert (e-)
Adapter (a+) AGREEABLENESS Challenger (a-)
Reactive (n+) NEUROTISCISM Resillient (n-)
They describe common elements among sub-factors or traits that cluster together. Research has found relationships with job performance and big 5 characteristics.
> Conscientiousness - best predictor across most occupations
> Extraversion - best predictor for sales and management
> Openness - good predictor for training and learning experience

Question 11

Benefits of big 5 model

Answer 11

• Increasing evidence to support the traits over time
• Traits are a result of environmental and hereditary circumstances
• Big five traits are prevalent in western and non-western cultures

Question 12

Criticisms of big 5 model

Answer 12

• Rankings of traits change over time
• Gender and birth order have been found to be correlated
• Five factors are not independent of one another
• Reliant on self-report - inherit self report bias
• Cannot determine complex personality into 5 factors
• Large variations

Question 13

Type Vs. Trait

Answer 13

TYPE approach fits people into categories possessing common behaviours. A TRAIT however is only enduring behaviour that appears in a range of settings.
Therefore you fit a type but you have a trait.

Question 14

Questioning the assumption

Answer 14

We can only infer about personality, we cannot truly say it exists. It is very cultural. You can be a totally different person depending on the social situation you are put in.
Goffman - presentation of self

Question 15

Self-report surveys

Answer 15

One of the most common methods of personality testing. Also the most prone to error. There is a large level of social desirability bias involved, who you think you are and what you say you do can differ massively from who you actually are and what you actually do.
You want to be viewed favourably

Question 16

Arguments against personality assessment

Answer 16

• People are multi faceted - assessments are just a snapshot
• Performance can depend on many outside and situational factors
• Most jobs change in their demands over time
• Assessments are based on fixed and fairly traditional assumptions about what is required in a job

Question 17

Labels and stereotypes

Answer 17

Labels can stick with a person, you are very easily typecast into a stereotype. This could result in self selection out of jobs you are perfectly capable of.

Question 18

The dark triad

Answer 18

• MACHIANVELLIANSIM - high macs tend to be pragmatic, emotionally distant and believe all ends justify means
• NARCISSISM - a person with a grandiose view of self, requires excessive administration, has self entitlement and is arrogant
• PSYCOPATHY - lack of concern for others, lack of guilt or remorse when actions cause harm

Question 19

Emotional intelligence (EQ)

Answer 19

“Ability to perceive emotions, to access emotions and generate them so as to assist thought, to understand emotions and emotional knowledge and to actively regulate emotions so as to promote intellectual and emotional growth”

Question 20

Emotional intelligence testing provides …

Answer 20

• Enhanced functioning
• Contribute to constructive thinking and problem solving
• Help leaders build cooperation and trust

Question 21

However, there are many problems with EQ testing

Answer 21

• Tests are poorly constructed and validated
• Weak on hard evidence
• Self report bias issues