Course : BAGB1023 ( Organizational Behaviour) Lecture : Sir Gopi

1. Explain what is personality test I.e. big five test, why is it important and how HR managers can use the test

Personality is something that we informally assess and describe every day. When we talk about ourselves and others, we frequently refer to different characteristics of an individual's personality. Psychologists do much the same thing when they assess personality, but on a much more systematic and scientific level.Personality testing refers to techniques that are used to accurately and consistently measure personality. How are personality tests used?

For assessing theories To look at changes in personality To evaluate the effectiveness of therapy Diagnosing psychological problems Screening job candidates

Types of Personality Assessment There are two basic types of personality tests: self-report inventories and projective tests.Self report inventories involve having test-takers read questions and then rate how well the question or statement applies to them. One of the most common self-report inventories is the Minnesota Multiphasic Personality Inventory, or MMPI. Projective test involve presenting the test-taker with a vague scene, object, or scenario and then asking them to give their interpretation of the test item. One well-known example of a projective test is the Rorschach Inkblot Test. Potential Problems with Personality Testing Each of these approaches has its own unique set of strengths, weaknesses, and limitations. The greatest benefit of self-report inventories is that they can be standardized and use established norms. They are also relatively easy to administer and have much higher reliabilityand validity than projective tests.One of the biggest disadvantages of self-report inventories is that it is possible for people to engage in deception when answering questions. Even though techniques can be used to detect deception, people can still successfully provide false answers often in an effort to "fake good" or appear more socially acceptable and desirable.Another potential problem is that people are not always good at accurately describing their own behavior. People tend to overestimate certain tendencies (especially ones that are viewed as socially desirable) while underestimating other characteristics. This can have a serious impact on the accuracy of a personality test.Self-report personality tests can also be quite long, in some cases taking several hours to complete. Not surprisingly, respondents can quickly become bored and frustrated. When this happens, test-takers will often answer questions as quickly as possible, often without even reading the test items. Projective tests are most often used in psychotherapy settings and allow therapists to quickly gather a great deal of information about a client. For example, a therapist can

look not only at the client's response to a particular test item; they can also take into account other qualitative information such as the client's tone of voice and body language. All of this can be explored in greater depth as the client progresses though therapy sessions.However, projective tests also have a number of disadvantages and limitations. The first problem lies in the interpretation of the responses. Scoring test items is highly subjective and different raters might provide entirely different viewpoints of the responses.These tests also tend to lack both reliability and validity. Remember, reliability refers to the consistency of a test while validity involves whether the test is really measuring what it claims to measure. Psychologists have long debated the extent to which personality plays a role in the workplace, in areas such as teamwork, job-fit, leadership, service, sales, and overall job performance. Today, this is an important and pressing topic for human resources professionals, particularly when it comes to selecting employees. Including personality testing in a selection system can be a valid way of predicting job performance, particularly when used in conjunction with other reliable selection methods such as structured interviews and job-knowledge tests (Furnham, 2008). However, personality testing must be approached with caution. Care must be taken to ensure that test selection, administration, and interpretation is handled knowledgeably, responsibly, and ethically. Before choosing a personality test to use for selecting employees for a particular role, a thorough job analysis should be conducted to identify which traits (and to what degree) are required for successful performance in the role. Then, a valid and reliable personality test needs to be chosen, along with a qualified person to administer the test. The final task is to analyze the test results alongside the job analysis findings and use that data, along with data from other sources, to select the top candidate(s). Many personality tests on the market today measure the Big Five personality traits emotional stability, extraversion, agreeableness, openness, and conscientiousness. Research has shown that just about all of these five traits can be correlated to job performance at statistically significant levels, both generally and for specific roles (Aamodt, 2012, 186). However, careful job analysis is required to determine which personality traits, and to what degree, are most critical to successful performance in a given role. It could be easy to wrongly assume that anyone in a management position needs to be very extraverted, when research shows that some fields, such as technology and finance, actually may need managers who lean more toward introversion (Furnham, 2008, 96).

2 ) Explain the result of your test, what the result means

Openness to Experience (O) is the personality trait of seeking new experience and intellectual pursuits. High scores may day dream a lot. Low scorers may be very down to earth.

3) Do you agree or disagree with the result, why or why not, prepare your argument, provide examples to support your argument Yes I do agree with that result. Individuals who are open to experience. These individuals enjoy new experiences, especially intellectual experiences, the arts, fantasies, and anything that exposes them to new ideas. This type of person is curious, artistic, and creative.This is because Openness to experience is one of the domains which are used to describe human personality in the Five Factor Model. Openness involves six facets, or dimensions, including active imagination, aesthetic sensitivity, attentiveness to inner feelings, preference for variety, and intellectual curiosity. A great deal of psychometric research has demonstrated that these facets or qualities are significantly correlated. Thus, openness can be viewed as a global personality trait consisting of a set of specific traits, habits, and tendencies that cluster together.Openness tends to be normally distributed with a small number of individuals scoring extremely high or low on the trait, and most people scoring moderately. People who score low on openness are considered to be closed to experience. They tend to be conventional and traditional in their outlook and behavior. They prefer familiar routines to new experiences, and generally have a narrower range of interests. People high in openness tend to have more liberal political views, whereas those who are low in openness tend to be more conservative, and are more likely to endorse authoritarian, ethnocentric and prejudiced views. Openness has moderate positive relationships with creativity, intelligence and knowledge. Openness is related to the psychological trait of absorption, and like absorption has a modest relationship to individual differences in hypnotic susceptibility.Openness has more modest relationships with aspects of subjective wellbeing than other Five Factor Model personality traits. On the whole openness appears to be largely unrelated to symptoms of mental disorders. Religious fundamentalism and to a lesser extent general traditional religiosity tend to be associated with low openness, whereas open mature religiosity and spirituality tend to be associated with high openness.
4) What kind of career best suit your personality type

Singer or Actors

5) Famous people with the same personality type as you

Tom Criuse,Johny Depp

6. Take other personality tests and compare the result.