2. Personality
The relatively stable and distinctive patterns of behavior
that characterizes an individual and his or her reactions to
the environment.
Personality tests
An attempt to measure personality traits, states, types, and
other aspects of personality (such as self concept).
Emotional intelligence test
Self concept inventory
The big five inventory
Keirsey temperament sorter etc
3. Introduction
The first personality tests were developed in 1920s and were
intended to ease the process of personnel selection,
particularly in the armed forces. Since these early efforts of
these test, a wide variety of personality tests have been
developed like MBTI, Minnesota Multiphasic Personality
Inventory (MMPI).
Personality tests have become an industry and are used in a
range of contexts, including individual and relationship
counseling, career planning, employee selection and
development, and customer interaction management.
4. Big Five personality dimensions
Openness to Experience
(intellect, imagination, curiosity, creativity)
Conscientiousness
(order, duty, deliberation, self-discipline)
Extraversion
(sociability, assertiveness, activity, positive emotions)
Agreeableness
(trust, nurturance, kindness, cooperation)
Neuroticism
(anxiety, depression, moodiness,vulnerability to stress)
6. TYPE AND TRAIT APPROACHES
DESCRIBE BEHAVIORAL
DISPOSITIONS
• “PERSONALITY TYPES” ARE DISTINCT
CATEGORIES INTO WHICH WE PLACE
PEOPLE.
• PERSONALITY “TRAITS” ARE
DISPOSITIONAL: THEY PREDISPOSE
PERSONS TO BEHAVE, THINK, AND FEEL
IN ENDURING PATTERNS ACROSS
SITUATIONS
8. HOLLAND’S THEORY
CLASSIFICATION OF PERSONALITIES
• REALISTIC
• MANUAL AND MECHANICAL COMPETENCIES AND INTERACTION WITH
MACHINES, TOOLS AND OBJECTS.
• INVESTIGATIVE
• ANALYTICAL, TECHNICAL, SCIENTIFIC, AND VERBAL COMPETENCIES.
• ARTISTIC
• INNOVATION OR CREATIVE ABILITY.
• SOCIAL
• INTERPERSONAL COMPETENCIES AND SKILL IN TREATING, HEALING OR
TEACHING OTHERS.
• ENTERPRISING
• SKILLS IN THE PERSUASION AND MANIPULATION OF OTHER PEOPLE.
• CONVENTIONAL
• CLERICAL SKILLS OR SKILLS IN MEETING PRECISE STANDARDS FOR
PERFORMANCE.
10. INTERPRETING THE BRIGGS-
MYER
EXTRAVERSION: SOCIABILITY,
ENERGIZED BY PEOPLE, LONELY
WHEN ALONE (75%)
SENSATION: PRACTICAL, TRUSTS
FACTS; LEARNS THROUGH EX-
PERIENCE; WANTS TO DEAL WITH
WHAT’S REAL
THINKING: PREFERS THE OBJECTIVE,
LOGICAL, ANALYTICAL
JUDGING: PREFERS CLOSURE, WANTS
DEADLINES, FEELS MORE
COMFORTABLE ONCE A DECISION
HAS BEEN MADE.
INTRAVERSION: TERRITORIAL, ENJOYS
BEING ALONE, PRIVATE, DRAINED
BY PEOPLE (25%)
INTUITION: INNOVATIVE,
FANTASIZES; FUTURE MORE
ATTRACTIVE THAN THE PRESENT
FEELING: PREFERS THE SUBJECTIVE,
PERSONAL, VALUES
PERCEIVING: RESISTS CLOSURE,
WANTS MORE & MORE DATA;
VALUES THE OPEN-ENDED;
PRESSURE TO DECIDE STRESSFUL
11. ASSESSMENT OF PERSONALITY
• OBJECTIVE TESTS OF PERSONALITY
• PROJECTIVE TESTS OF PERSONALITY
• EVALUATION OF PROJECTIVE TESTS
12. OBJECTIVE TESTS OF
PERSONALITY
• OBJECTIVE PERSONALITY TESTS MEASURE PERSONALITY IN
A MULTIPLE CHOICE OR A TRUE OR FALSE FORMAT
• ALLOWS FOR OBJECTIVE SCORING OF THE TEST
• MMPI
13. PROJECTIVE TESTS OF
PERSONALITY
• PROJECTIVE TESTS UNSTRUCTURED PERSONALITY
MEASURES IN WHICH A PERSON IS SHOWN A SERIES OF
AMBIGUOUS STIMULI, SUCH AS PICTURES, INKBLOTS,
OR INCOMPLETE DRAWINGS.
• RORSCHACH INKBLOT TEST
• THE THEMATIC APPERCEPTION TEST
14. PROJECTIVE TESTS
• PSYCHOLOGICAL TESTS THAT USE AMBIGUOUS OR
UNSTRUCTURED STIMULI; PERSON NEEDS TO DESCRIBE THE
AMBIGUOUS STIMULI OR MAKE UP STORIES ABOUT THEM.
• RORSCHACH TECHNIQUE: DEVELOPED BY SWISS
PSYCHOLOGIST HERMANN RORSCHACH; CONTAINS 10
STANDARDIZED INKBLOTS (THE “INKBLOT” TEST).
• THEMATIC APPERCEPTION TEST (TAT): DEVELOPED BY
HENRY MURRAY, PERSONALITY THEORIST; PROJECTIVE
DEVICE CONSISTING OF 20 DRAWINGS (BLACK AND WHITE)
OF VARIOUS SITUATIONS; PEOPLE MUST MAKE UP STORIES
ABOUT THE PEOPLE IN IT.
20. EVALUATION OF PROJECTIVE
TESTS
• ALTHOUGH THESE ARE WIDELY USED BUT THEY HAVE LOW
RELIABILITY AND VALIDITY
• IT IS ASSUMED THAT ONE WILL PROJECT ASPECTS OF
THEIR PERSONALITIES INTO THEIR RESPONSES.
21. PERSONALITY ASSESSMENT
• INTERVIEW: FACE-TO-FACE MEETING DESIGNED TO GAIN
INFORMATION ABOUT SOMEONE’S PERSONALITY, CURRENT
PSYCHOLOGICAL STATE, OR PERSONAL HISTORY
• UNSTRUCTURED INTERVIEW: CONVERSATION IS INFORMAL, AND
TOPICS ARE DISCUSSED AS THEY ARISE
• STRUCTURED INTERVIEW: FOLLOWS A PREARRANGED PLAN,
USING A SERIES OF PLANNED QUESTIONS
• HALO EFFECT: TENDENCY TO GENERALIZE A FAVORABLE OR
UNFAVORABLE FIRST IMPRESSION TO AN ENTIRE PERSONALITY (MAKE
A GOOD FIRST IMPRESSION)
• DIRECT OBSERVATION: LOOKING AT BEHAVIOR
22. OTHER TYPES OF PERSONALITY
ASSESSMENTS
• BEHAVIORAL ASSESSMENT: RECORDING THE
FREQUENCY OF SPECIFIC BEHAVIORS
• SITUATIONAL TEST: REAL LIFE SITUATIONS ARE
SIMULATED SO THAT SOMEONE’S SPONTANEOUS
REACTIONS CAN BE RECORDED
