A study on the various personality type tests

A study on the various temperament reference interrogatorysIt is only fairly recently that temper testings swallow become a common practice by companies looking to employ masses. These soulfulnessality tests enable organizations to teammate commonwealth to specific handicrafts and tasks. The tests similarly help to eliminate false information given in the interview. For interpreter A person being interviewed is asked how well they batch work as part of a group. of course the person will record they like working as part of a group. A personality test will make it more difficult for the person to lie about things like that. narrativeThe basic principles or human foot of the modern personality type test after part be traced buns to the ancient Greeks. The ancient Greeks identified quartette personality traits contendn as the foursome temperaments or four humours. These four types be cheerful, sombre, enthusiastic, and calm. These four temperaments provided Carl Ju ng with the inspiration to develop his own physiological theory. Carl Jungs physiological theory provided the foundation for Myers Briggs and David Keirsey to build their assessment systems. These two systems argon considered the modern day personality tests.Carl Jungs functional typesCarl Jung categorised mental energy into two types. The types are introverted and extroverted. These two categories are used extensively in the population today. They are two of the main types of personalities identified and used by the Myers Briggs personality test. Jung did non just make it at this. He then went on to create four psychological types, these being Thinking, Feeling, Sensation and scholarship. Jung in any case stated that things were either rational or irrational. Thinking and Feeling he considered to be rational. Sensation and Intuition he classified as irrational. Though his theories make sense the application of these theories for test purposes was difficult and tedious.Myers Briggs type indicatorThis type indicator is probably the most commonly used personality type test. It is establish on Carl Jungs physiological theory. It is in the form of a questionnaire with the purpose of measuring psychological preferences with regard to how plurality make decisions and how they perceive the world around them (Myers-Briggs Type Indicator). Myers Briggs converts Carl Jungs theory into a methodology and system that can be used to understand and assess personalities. The Myers Briggs model can be used forGaining an understanding of and develop oneselfTo develop and understand other peopleGain insight as to what motivates other people pass judgment other peoples strengths and weaknessesDeveloping and working in teamsAgreeing on and allocation of tasks and responsibilitiesThe Myers Briggs test is composed of four pairs of personality types. These types are Extrovert vs. Introvert (EI), Sensing vs. Intuition (SN), Thinking vs. Feeling (TF), and Judgers vs. Perceive rs (JP).Once an individual takes the test he/she will fall into one of sixteen possible personality groups. The sixteen personality groups are all the possible combinations of the four pairs of personality types. The sixteen personality groups fall into four distinct groups. These groups are Internal unspiritual Group, External Sensual Group, Internal Intuition Group, and External Intuition Group. This can be seen in the table below taken from Kersey.com (Keirsey Temperament Website).Internal Sensual GroupExternal Sensual GroupInternal Intuition GroupExternal Intuition GroupISTJESTJINTJENTJISFJESFJINFJENFJISTPESTPINTPENTPISFPESFPINFPENFPThe advantage of this test is that if through with(p) honestly it can accurately reflect the individuals personality. This would enable managers to assemble a team of people with disparate personalities and each personality suited for the job required.The disadvantage is that this test may not necessarily be accurate as the individual could choose an option that they would most likely perform in their underway state of mind. This could call back that the result could change if they were to take the test again under different circumstances. This would mean that their true personality would not be identified as the result is subject to the persons current toughness and chain of thought.David Keirseys Personality TypesAnother personality type test is that of David Keirsey. Known as the Keirsey Temperament Sorter it helps people to relegate understand others as well as themselves. This test has been developed from the four temperaments and from Carl Jungs theories. Like the Myers Briggs test Keirsey categorises human personality into sixteen types and each type belongs to one of four categories.The four categories are operatives these are people who say what is and they do what will work.Guardians these people say what is and do what is estimable.Rationalists these are people who say what is possible and do what will wor k.I bangist these are people who will say what is possible and do what is even off.Keirsey places the sixteen personality types into the four categories as seen in the table below taken from Keirsey.com (Keirsey Temperament Website).ArtisanGuardianRationalistIdealistPromoter (ESTP)Supervisor (ESTJ)Fieldmarshall (ENTJ)Teacher (ENFJ)Crafter (ISTP)Inspector (ISTJ)Mastermind (INTJ) counselor-at-law (INFJ)Performer (ESFP)Provider (ESFJ)Inventor (ENTP)Champion (ENFP)Composer (ISFP)Protector (ISFJ)Architect (INTP)Healer (INFP)Note The letters in brackets are the equivalent Myers Briggs personality types.Like the Myers Briggs test Keirseys test is subject to the individuals frame of mind when winning the test and can only marginally determine the individuals temperament and personality. Another con is that if the person applying for the job knows the desired personality he/she can determine the outcome of the test. There are books on how to purpose the test to achieve the desired person ality for the job.Eysencks Personality InventoryHans Eysenck brings a new dimension with the addendum of emotional stability. Eysenck used two scales to measure personality, these being as followsIntroversion and ExtroversionStability and derangementWith these two scales Eysenck created four types of personalitiesUnstable introvert manner that the person can be moody, anxious and antisocialUnstable extrovert this means that the person is aggressive, impulsive and changeableStable introvert means that the person tends to be even-tempered, calm, reliable and controlledStable extrovert this category means that the person is outgoing, lively, easy-going and is a outflank drawing cardIt is the dimensions of stable and unstable that sets Eysenck apart from systems of Myer Briggs and Keirsey. This helps to add a new view on the four temperaments. It also enhances the perspective of Jungs psychological types and adds to the Myers Briggs and Keirsey tests.Katherine Benzigers brain theory typeBenziger has a different approach as compared to the likes of Myers Briggs and Keirsey. She places expectant importance on the fact that one should not try and falsify ones personality type. Benziger reckons that most people falsify their type so as to get the job for which they are applying. This could have an impact on their performance as they are not really the right people for the job. Like with the other tests she pull inspiration from Carl Jungs work. Her theory is that personality can be mapped in four quadrants of the brainThe Rear left(a) part is for processing and routines.The rear right is associated with empathy and intuition.The Front Left part is associated with logic.The Front Right is associated with creativity and visionThese quadrants can be linked to Jungs functional types.BenzigerJungFront LeftThinkingRear RightFeelingRear LeftSensingFront RightIntuitionThe advantage of Benzigers test is that it places a strong emphasis on not falsifying personali ty type. There is even a variance in the assessment that assesses the extent to which the person is falsifying their type. This can help in determining those who are honest and those who are not. This helps a manager select the best possible candidates for a position or a team.DISCThis test determines four behavioural aspects by testing a persons preferences when it comes to word associations. The four dimensions of DISC areDominanceInfluence resolutionConscientiousnessDominance and Influence represent extrovert. Steadiness and Conscientiousness represent introvert.Some of the benefits of the DISC profile areBeing able to understand behavioural challenges and strengths in others as well as yourself.Gain an appreciation for the strengths and differences in othersIdentify tools to aid in conflict resolutionDecrease conflict within the team and improve teamworkGain an awareness of how to deal with diverse peopleUnderstand client behaviour resulting in increased salesEnhance node sati sfactionBy identifying communication styles you can improve communication skillsThese benefits can help place the right people in management. Being able to motivate and understand people is a very good trait to have as a manager.The problem is that like most other assessments DISC is not one hundred percent accurate and therefore it does not display a reliable measurement.The bigger 5 personality testThis test measures your intensity to deal with change, people, work, and depression situations.The five factors areamenity or Accommodation this is how you deal with people. The lavishlyer the degree the more agreeable or courteous you are. The degrade the degree the more unpleasant and aggressive you are.Openness to change the loftyer the degree the more blustering to sudden changes you are. A low degree means that you oppose change with vigour.Extroversion A high degree represents an extrovert while a low score represents an introvertConscientiousness A high degree here means that you are focused and organized when it comes to work. On the other hand a low score means that you are lazy and dislike lots of work.Neuroticism This is your ability to cargo deck depression. The higher the degree the more stability you have when pitted against depression. A low score means that you take a long time to recover from the shock caused by depression.This type of test is considered better than the Myers Briggs and DISC test. This is because this test does not focus on types or temperaments. Instead it tries to measure your ability to clutches five factors.ConclusionThere are many personality tests out there all of which can be used to gain insight into others and ourselves. Companies may use personality type tests to gain an conception as to how people think and then based on the outcome of the test build the best possible team. Managers can also use these tests to help them place the right people in the right position. Though these are great positives the downs ide is that the tests are not 100% accurate and some people know how to answer the test as to get the desired outcome. This means that you may get the wrong person for the job due to them being good liars.