This document discusses two prominent theories of personality - Eysenck's and Cattell's. Eysenck proposed that personality is structured across three dimensions: extraversion-introversion, neuroticism-stability, and psychoticism-normality. Cattell identified 16 primary personality traits that make up global factors like extraversion, anxiety, and independence. Both Eysenck and Cattell developed questionnaires to assess individuals' scores on these personality dimensions or traits, which can provide insight for determining personal fit for different jobs and work roles. Understanding personality in this scientific way can help place the right person in the right job for improved work satisfaction and efficiency.
MMPI is a personality inventory used in the assessment of personality. It is also used as a psychometric test as well as a diagnostic tool by clinical psychologists and counselors. Developed by Hathway & McKinley in the year 1943. It is the second most widely used personality inventory.
MMPI is a personality inventory used in the assessment of personality. It is also used as a psychometric test as well as a diagnostic tool by clinical psychologists and counselors. Developed by Hathway & McKinley in the year 1943. It is the second most widely used personality inventory.
Originally Eysenck characterized an individual's personality on two scales. Introversion - extraversion and stable - unstable. A person may thus be
Introverted and Stable,
Introverted and Unstable,
Extraverted and Stable or
Extraverted and Unstable.
The scale, stable - unstable, measures an increasing level of neuroticism. Eysenck's term "neuroticism" does not mean that the persons actually have neurosis, only that they are more inclined to get one.
They are continuous scales, so one can of course also score in the middle, for example, only 50% unstable and only 50% introverted. Later in his career he added Psychoticism.
Ethics, a very important part of psychological research which play major role in the conduction of psychological research it's about the moral values and social norms which applies to all Researchers and there are a comprehensive guidelines about ethics given by American Psychological Association 2013 listed in this presentation.
Originally Eysenck characterized an individual's personality on two scales. Introversion - extraversion and stable - unstable. A person may thus be
Introverted and Stable,
Introverted and Unstable,
Extraverted and Stable or
Extraverted and Unstable.
The scale, stable - unstable, measures an increasing level of neuroticism. Eysenck's term "neuroticism" does not mean that the persons actually have neurosis, only that they are more inclined to get one.
They are continuous scales, so one can of course also score in the middle, for example, only 50% unstable and only 50% introverted. Later in his career he added Psychoticism.
Ethics, a very important part of psychological research which play major role in the conduction of psychological research it's about the moral values and social norms which applies to all Researchers and there are a comprehensive guidelines about ethics given by American Psychological Association 2013 listed in this presentation.
This is the main bulk of my EPQ which gained an A grade at A Level. There are other bits, such as a log, reflection and several appendices, but this is the main bulk of it
What is the foundation underneath all of the consulting and assessment models? Today we know more, we see more about why people behave the way they do than ever before.
The purpose of this lecture is to introduce and discuss dispositional perspectives of personality, particularly personality types and personality traits, to consider the personality vs. situation debate and the notion of interactionism.
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
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involves recognizing relationships between elements of the marketing mix (e.g.,
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(i.e., industry structure in the language of economics).
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2. Personality is the stable pattern of behaviour that
characterises a person. Burns, 1997
3. Impact of Personality in the
Organisation Mix
Eysenck’s & Cattel’s Theories
• Imply individuals are predisposed to certain personalities
• More than that, personalities tend to be constant
(therefore difficult to change)
4. Their theories attempt to:
➡ Show underlying personality traits
➡ Explain human behaviour in various situations - trait
theories
6. Eysenck’s Personality Typology
Personality is structured across three dimensions:
Extraversion - Intraversion
Neuroticism - Stable
Psychoticism - Normal
Asssessed objectively by the Eysenck Personality Questionnaire (EPQ)
8. Extraversion Dimension
Extraverts are typically active, sociable, assertive and are carefree
Intraverts are the opposite
Intraverted Extraverted
Traits High
Activity
Sociability
Expressiveness
Low
Assertiveness
Ambition
Dogmatism
Aggressiveness
Costa & Mc Crae, 1995
9. Extraversion Dimension
Neurotic personality is associated with high level of negative
effect; ie worries, anxieties, irrationality and depression
Stable Neurotic
Traits
High
Inferiority
Unhappiness
Anxiety
Low Dependence
Hypochondriac
Guilt
Obsessiveness
Costa & Mc Crae, 1995
10. Psychotism Dimension
High scores on the psychoticism dimension show capacity for psychotic episodes
and non-conforming, reckless, unempathic and creative traits
Normal Psychotic
Traits
High
Risk Taking
Impulsivity
Irresponsibility
Low Manipulativeness
Tough-mindedness
Sensation-seeking
Practicality
Costa & Mc Crae, 1995
11. Cattel’s Way
• Similar to Eysenck, but instead of three primary traits
• There are 16!
Warmth Social Boldness Openness to Change
Reasoning Sensitivity Self-Reliance
Emotional Stability Vigilance Perfectionism
Dominance Abstractedness Tension
Liveliness Privateness
Rule-Consciousness Apprehensiveness
See more info www.16pfworld.com/primaryfactors.html address also available on links page
12. Global Factors
Global Factors were derived from the primary traits
These describe the personality on a broader level
Extraversion
Anxiety
Tough-Mindedness
Independence
Self-Control
13. Measurement
The 16PF Questionnaire is like the EPQ
Low and high scores on each Global Factor or Traits
refer to different behaviours in certain situations
14. Relevance to Work
• Both tools can provide foresight
- for behavioural preference
- individual fit for certain work roles
• Can be useful in personnel selection for roles
- helps improved efficiency + occupational successes = work contentment
15. That is Eysenck’s & Cattell’s methods
Help to find the right person for the job,
and the right job for the person
16. What are your Personality
Dimensions?
See for yourself at:
http://similiarminds.com/eysenck.html
www.16pfworld.com/primaryfactors.html
Addresses also available on links page
17. References
Burns, R.B. (1997). Psychology for effective managers. Warriewood:
Business and Professional Publishing, Ch 3.
Costa & McCrae (1995). Primary Traits of the Eysenck PEN System, J.
Personality & Social Psych, 69, 308
Furnham, A. (2008). Personality & Intelligence at Work: Exploring and
Explaining Individual Differences at Work. Routledge, East Sussex
http://www.trans4mind.com/personality/
Jackson, C.J., Furnham, A., Forde, L. & Cotter, T. (2000). Structure of the
EPP, Brit. J. Psych, 91, 223
McKenna, E. (1994). Business & Organisational Behaviour: A Student’s
Handbook. Lawrence Erlbaum Assoc Ltd, East Sussex