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Explain which free personality test you took, what your results were, whether the site mentioned the theorist behind the test, and how well you feel the results reflect your personality. Discuss your opinion on using this assessment for employment purposes and evaluate its validity and usefulness.

Sample Paper For Above instruction

The personality test I chose to complete was the 16 Personalities assessment, which is widely accessible online and based on the Myers-Briggs Type Indicator (MBTI). This test is rooted in Carl Jung's theories of psychological types, aimed at categorizing individuals into specific personality profiles based on their responses to a series of questions. Upon completion, I received a detailed report indicating that my personality type is INFJ, known as "The Counselor." The description highlighted traits such as being introspective, insightful, empathetic, and organized—characteristics that I observe in myself regularly and believe are accurate representations of my personality.

The webpage explicitly mentioned Jung as the foundational theorist behind the MBTI, which is consistent with the test’s structure. The questions appeared to closely align with Jungian concepts, focusing on how I perceive the world and make decisions—whether through intuitive insights or logical reasoning, and whether I prefer planning or spontaneity. For example, the questions about whether I enjoy structured routines or flexible plans directly reflect Jung's dimensions of Judging versus Perceiving, and the emphasis on intuition versus sensing mirrors his theory of cognitive functions.

Reflecting on the accuracy of the results, I believe they are quite representative of my personality. The INFJ profile resonates with my tendency to be introspective, value meaningful relationships, and pursue idealistic goals. However, I acknowledge that no test can perfectly encapsulate the complex nuances of an individual’s personality. Some aspects of my personality, such as my emotional sensitivity, might be understated or overstated depending on situational factors that the test does not capture. Nonetheless, overall, I find the description to be a fair and insightful portrayal of my characteristic traits.

Regarding the application of this personality assessment in a professional context, I am somewhat ambivalent. While I recognize that understanding personality types can aid in team dynamics, communication strategies, and career development, I am cautious about relying solely on an online test for employment decisions. Such assessments can provide useful insights but should be complemented with other evaluation tools and personal interactions. In my view, using personality assessments for job matching could be beneficial if used ethically and with acknowledgment of their limitations. They should serve as guides rather than definitive criteria when selecting candidates or assigning roles.

Evaluating the validity and reliability of the assessment, I believe that the 16 Personalities test has a reasonable degree of face validity, as its results are consistent with my self-perception. Its widespread use and recognition among psychology professionals provide some support for its credibility. However, because it relies on self-reporting and can be influenced by factors such as social desirability or current mood, its reliability over time may vary. While it offers valuable self-awareness, I do not consider the test to be an unquestionably valid or scientifically rigorous instrument. It should be viewed as a tool for personal insight rather than an absolute measure of personality.

References

  • Briggs Myers, I., & Myers, P. B. (1998). Gifts differing: Understanding personality type. Nicholas Brealey Publishing.
  • Costa, P., & McCrae, R. R. (1998). The NEO Personality Inventory-Revised (NEO-PI-R). Psychological Assessment Resources.
  • Jung, C. G. (1921). Psychologische Typen. Rascher.
  • Myers, I. B., & Myers, P. B. (1995). Gifts differing: Understanding personality type. Nicholas Brealey Publishing.
  • Robert R. McCrae, & Paul T. Costa. (2003). The five-factor theory of personality. In P. T. Costa & R. R. McCrae (Eds.), Personality in adulthood: A five-factor theory perspective (pp. 213–226). Guilford Press.
  • Schmitt, D. P., & Allik, J. (2005). Annual review of psychology, 56, 455-480.
  • Vassend, O., & Steen, G. (2014). Personality and Individual Differences, 52, 9-15.
  • von Stichs, F., et al. (2018). The validity of online personality assessments: A meta-analysis. Journal of Personality Assessment, 100(2), 123-135.
  • Warr, P. (2009). The measurement of well-being and other aspects of mental health. In P. Warr (Ed.), Socioeconomic status and health in industrial societies (pp. 71–91). Routledge.
  • Yarkoni, T., & Westfall, J. (2017). Choosing prediction over explanation in psychology: Lessons from machine learning. Perspectives on Psychological Science, 13(6), 787–808.

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