PSY-255-Trait-Theory-Short-Answer-Worksheet
| Name: | Class: PSY-255 | Date: |
Trait Theory Short Answer Worksheet
Using this web site (https://www.outofservice.com/bigfive/) please complete the questions in order to get your Big 5 personality profile.
- List your percentile scores as they appear on the site:
Open-Mindedness:
Conscientiousness:
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Extraversion:
Agreeableness:
Negative Emotionality:
- The site producing the scores provides a descriptor for each score. What was a sentence that particularly stood out to you and why? PSY-255-Trait-Theory-Short-Answer-Worksheet
- Utilizing at least one peer-reviewed resource, write a paragraph explaining the benefit of using personality testing in order to determine whether an individual should be employed in a specific job.
- Utilizing at least one peer-reviewed resource, write a paragraph explaining the limitations of using personality testing in order to determine whether an individual should be employed in a specific job.
- Imagine a situation where a person suddenly had access to the test results of a boyfriend/girlfriend. Explain why this person may have a strong desire to review the results of their significant other. PSY-255-Trait-Theory-Short-Answer-Worksheet. What social and ethical problems could arise from seeing their results?
- Should we know the personality profiles of our community leaders? What might the public gain or lose from having those profiles?
Trait Theory Short Answer Worksheet
Using this web site (https://www.outofservice.com/bigfive/) please complete the questions in order to get your Big 5 personality profile.
- List your percentile scores as they appear on the site:
Open-Mindedness: 48
Conscientiousness: 46
Extraversion: 26
Agreeableness: 12
Negative Emotionality: 48
- The site producing the scores provides a descriptor for each score. What was a sentence that particularly stood out to you and why?
The sentence that stands out the most for me is, “You find it easy to criticize others,” which describes the negative emotionality aspect of my personality. I cannot say that I am extremely surprised by the results, yet I have not expected that I will get such low scores demonstrating that the person is “critical, rude, harsh, callous” and is not “good-natured, sympathetic, forgiving, courteous.” Although I am indeed quite critical to other people, I do not agree that I am rude or lack sympathy. Therefore, I believe that the test does not accurately demonstrate the traits of the person analyzed. PSY-255-Trait-Theory-Short-Answer-Worksheet.
- Utilizing at least one peer-reviewed resource, write a paragraph explaining the benefit of using personality testing in order to determine whether an individual should be employed in a specific job.
Personality is always analyzed by the employers, and the results of the tests influence employee selection, development, and team-building (Hurst & Yung, n. d.). There is a great variety of approaches, strategies, and techniques, allowing to assess an individual’s personality. The employers, employing personality testing prior to hiring, focus on two major aspects, namely person-job (P-J) fit and person-organization (P-O) fit. In other words, the employer analyzes the potential worker’s skills and competencies, and if their personality matches the organization’s environment (Kumar, 2019). In fact, personality testing is the key factor that allows the entity to determine the person’s effectiveness and usefulness (Calvasina & Calvasina, 2016), which helps to hire professional and adequate individuals capable of adding to the development of the organization. In addition, such testing enables the employer to get people with “‘good character,” decreasing the possibilities of “a costly negligent hiring lawsuit if an employee harms a customer or co-worker” (Cavico et al., 2015). Other reasons for the application of personality testing include planning of management teams, its relatively low costs, reduction in turnover of employees and customers, or sifting the least qualified individuals (Cavico et al., 2015) PSY-255-Trait-Theory-Short-Answer-Worksheet. Therefore, personality testing has lost of benefits for the employment process, permitting to determine the best candidates for the needed positions.
- Utilizing at least one peer-reviewed resource, write a paragraph explaining the limitations of using personality testing in order to determine whether an individual should be employed in a specific job.
Despite the clear benefits of personality testing in the recruitment process, there is a variety of limitations, which reduce its effectiveness or even make it useless for employers. Some of the researchers claim that often the choice of the tests and their application can be neither valid nor reliable (Cavico et al., 2015). The major problem that arises with the implementation of such testing is the possibility of fake results. This aspect can be caused by two reasons, namely emotional pressure and anxiety, as well as dishonesty (Cavico et al., 2015). Individuals trying to fake their results by analyzing the questions and predicting the scores for each answer is a frequent phenomenon in the contemporary world PSY-255-Trait-Theory-Short-Answer-Worksheet. Yet, there are still no practical approaches to mitigating the problem (Cavico et al., 2015). Except for the discussed matter, one more aspect limiting the application of the testing is the fact that test results cannot help in predicting the person’s behavior that may be different from the actions typical for their personality type. Overall, personality testing has several limitations reducing its effectiveness, which necessitates further improvement of evaluation techniques.
- Imagine a situation where a person suddenly had access to the test results of a boyfriend/girlfriend. Explain why this person may have a strong desire to review the results of their significant other. What social and ethical problems could arise from seeing their results?
There is a common belief that personality tests are, in fact, extremely accurate and enable us to analyze our character to determine the strong and weak sides. There is a great variety of testing options, which may focus on various aspects, like leadership qualities or the role in relationships. Although the results are not always accurate, other people would still like to read the characteristics of others around them, especially the family, friends, or boyfriends/girlfriends, to get a better understanding of the person they are communicating with. Moreover, most people would like to make sure they see the true identities of others not to get betrayed. Any individual would like to date with a reliable and sincere person, and testing is one of the means of checking individuals around. It may cause both positive and negative effects depending on the expectations of the person and the actual results of the testing. In terms of the social aspect, the review of the results of other people may lead to conflicts, the spread of information to other people, and change in the attitude of those who expect to encounter different results. Or if the outcomes are better than assumed, the situation results in more reliable social connections and better relations. In terms of the ethical side of the question, the review of the results can be defined as the violation of personal rights for confidentiality. Moreover, as the results of the test may be faked/inaccurate, any change of the behavior can be perceived as morally incorrect. Tests cannot show what the person really is, and people should rely on their own vision and feelings while assessing the person PSY-255-Trait-Theory-Short-Answer-Worksheet.
- Should we know the personality profiles of our community leaders? What might the public gain or lose from having those profiles?
It may be extremely beneficial for the community to check the personal profiles of their potential leaders prior to voting to determine the best candidate for the position of the national leader. Such matter can allow the public to choose more suitable and trustworthy individuals who can add to the prosperity of the nation. At the same time, taking into consideration the chance that personality profiles can be faked to demonstrate the person in a better light, the access to such information may result in the wrong choice, threatening the future of the country. I assume there are no tools/testing strategies that can aid in getting absolutely accurate information about the person; therefore, the access to testing results has more potential drawbacks than benefits. Moreover, after I read about the experiment performed by the professor Michael Wiederman from the School of Medicine Greenville and an expert on psychological tests who proved that randomly taken tests have similar results to the tests completed by another person (Shapiro, 2018) I became confident that contemporary testing are absolutely irrelevant and should not be taken into consideration when making serious decisions. PSY-255-Trait-Theory-Short-Answer-Worksheet.
References
Calvasina, G. E., & Calvasina, R. V. (2016). Using personality testing as part of the employee selection process: Legal and policy issues for employers. Journal of Legal, Ethical and Regulatory Issues, 16(2).
Cavico, F. J., Mujtaba, B. G., Lawrence, E., & Muffler, S. C. (2015). Personality tests in employment: A continuing legal, ethical, and practical quandary. Advances in Social Sciences Research Journal, 2(3), 60-84.
Hurst, C. & Jung, Y. (n .d.). Using personality assessment for management and leadership development: An overview. https://www.lib.uwo.ca/files/business/Personality_NoteHurst.pdf PSY-255-Trait-Theory-Short-Answer-Worksheet
Kumar, R. (2019). The use of personality testing in personnel selection. CMC Senior Theses. 2038. https://scholarship.claremont.edu/cmc_theses/2038
Shapiro, S. (2018). The big problem with those personality tests for leaders. https://www.inc.com/stephen-shapiro/the-big-problem-with-those-personality-tests-for-leaders.html PSY-255-Trait-Theory-Short-Answer-Worksheet