A report on Critical Evaluation Between Type and Trait Questionnaires
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Executive summary
This report paper focused mainly on the concept of personality. Personality describes the impression that people make on others through their traits and are determined by personality type and traits, especially in an organization. The personality type approach of personality attempt to understand the personality of human by assessing certain behaviour patterns. Critically, “researchers found type” tools like MBTI to relies on unproven theories, which provided inaccurate results. Trait approach tools of personality such as facet5 focused majorly on psychological behaviours along which people tend to differ in their traits. The trait approach of personality was criticized because the language used was not as simple as the MBTI approach. After an evaluation, it was found that trait as a personality tool was the approach that gives accurate results when utilized due to its reliability, validity and even accessibility at the workplace. The primary purpose of validated psychometric personality tools was to offer an objective assessment of psychological features such as creativity, inspiration, personality, and values. This was linked with ethical issues such as honesty and integrity that enable the HR company’s smooth running. Therefore psychometric tools help the HR departments to
Content page
1.Title page………………………………………………….………………………….1
2.Executive summary…………………………………….………………………… ….2
3.Content page……………………………………………….……………….…………3
- Introduction……………………………………………………………………………4
5.Main body…………………………………………………………………… ……….5
5.1. Critical evaluation between Type and trait questionnaires……………………….5
5.1.1Section 1…………………………………………………………………………….
5.1.2 section 2………………………………………………………………………………
5.1.3section3………………………………………………………….…………………….
6.Conclusion…………………………………………………………………….
7.Recommendations……………………………………………………………….
8.References…………………………………………………………………………….
9.Appendix………………………………………………………………………………
INTRODUCTION
Do you know that the personality traits of an individual are considered essential in the organizations today? In the present study, personality traits allow the managers to make wise decisions that enhance the organization’s smoothness by building teamwork among the members working in that particular organization. In common language, personality describes the impression that a person makes to others through his/her traits, either by making unattractive or attractive view. Indeed, the psychological aspects of a person are not easily known to others. An individual’s personality is not an occurrence or a simple fact that can be understood easily but majorly depends on a person’s appearance. Personality is the fundamental factor of a person from the general point of view. It involves an individual’s psychological, physical and emotional aspects. Historically. The term personality was coined from the Latin word that means to speak out.
. Personality is the whole aspect of an individual from a general point of view. It includes a person’s physical, psychological and emotional aspects. By reflecting on the ancient days when the masks were worn by the Rome and Greece actors while performing plays, it is clear that personality was is often used to impact others through external look. However, personality does not represent the external look alone but can also make an individual stand out. It is an aggregate of personal psychological, physical and emotional factors contributing to either bad or good qualities. Several tools are used to determine an individual’s personality, especially at a workplace or in an organization. this report will aim to critically evaluate personality type and trait as tools of measuring personality in an organization.
BODY
Critical evaluation between Type and trait questionnaires
Section: 1
Type approach tools of personality attempt to understand humans’ personality by assessing certain behaviour patterns of an individual. One of the commonly used type approaches of personality is the MBTI. The main purpose of these tools is to measure personality levels among the individuals in a given organization (Crust, 2020). Trait approach tools of personality focus majorly on particular psychological behaviours along which people tend to differ in stable and consistent ways. One of the tools commonly utilized in this category is facet5 and aims to determine the personality trait of an individual in an organization. However, the two approach tools of personality differ in terms of their development, reliability, standardizations and validity.
Type approach tools of personality, particularly MBTI, rely on Jung’s personality theory, which categorized individuals into two groups, including extrovert and introvert (Kim et al., 2020). According to Jung’s idea, introvert personality describes people with knowledge about their inner world. In contrast, extrovert personality speaks more about people with expertise on both the outside and the inner world. It was discovered by Isabel and Briggs-Myers in the 1940s and published later in 1962. According to Myers Briggs personality test, an individual can be categorized into 16 unique personality types, which come from interactions among their preference for four psychological functions: introversion or extraversion, intuition, feeling or thinking, judging, and perceiving. The “type” questionnaire is combined to form a personality type code such as ENTJ, ISFP, OR ESTP.
On the other hand, trait approach tools of personality such as the facet5 were developed by psychologists based on the big5 theory. The big5 theories define an individual’s personality as a distinctive pattern of enduring behavioural and psychological traits by which every person can be contrasted and compared to others. Facet5 is one of the most advanced and modern determinants of personality existing today. This personality assessment tools are very liable, valid. They often give a standardized result on personality evaluation, but facet5, an example of type approach, is reliable and has a high level of standardization compared to MBTI.
However, the theory of personality has advanced significantly since the time of Jung. Most of the psychologists have heavily criticized the Myers-Briggs personality test, and they argue that the tool only relies on unproven theories, it provides inaccurate results, and the application of MBTI is a limited approach to learning personality. The simplest form of MBTI allows people to understand and identify it easily. However, ‘forcing’ people into a type, e.g., ‘extravert’ or ‘introvert,’ can cause many organizational problems. There’s the threat that individuals would be typecast for specific roles and not allowed to advance into areas outside of their usual comfort zone. Then there’s the risk that it will produce alienation and tension between different personality ‘types’ within an organization. MBTI has a re-test reliability of between .50 and .69. The act of retaking the test may result in the same answer. Therefore, even though MBTI is the easiest for people to remember, it is unreliable as it often gives inaccurate data.
Section: 2
Part A Critical evaluation between type and trait tools
A type of approach such as MBTI is used to set business, workshops, staff development, and retreats for team building. In contrast, trait approaches like facet5 distinguish leaders from non-leaders in an organization by making choices. Type questionnaire of personality assessments provide statistics rather than complex information, making them more powerful tools for influencing and developing behaviour. They are used to measure the personality skills that can help the leader make choices on teamwork selection and building talents in an organization. While Onfacet5, a trait approach is used, on the other hand, Trait questionnaire tools for assessing an individual’s personality provide a more granular image than type questionnaire tools of personality assessment. These tools also provide people with an accurate reflection of their behavioural styles and preferences to relate to them and understand why they behave in specific circumstances.
The commonly used tool is Myers-Briggs Type Indicator (MBTI) (Baldwin et al., 2020). This tool is primarily utilized in organizations to build teams and develop managers. Myers-Briggs Type Indicator (MBTI) addresses the four areas of personality, which are categorized as follows; judgment, perception, and extroversion (introversion vs extraversion. These four distinctive areas come along with scores which, when combined, forms sixteen different types. Therefore, an individual might be thinking, sensing, perceiving, and introverted.
PART: B best tool
A trait approach such as facet5 is the most appropriate tool to determine the personality of individuals in organization. Facet5 are reliable and valuable tools for raising awareness among the employee and allowing people to make their most excellent perspective. I have selected facet5 as the only tool of choice because they are valid (Ma et al., 2021). For example, while MBTI classifies an individual into one 16 personality type, facet5 has more than 1000000 promising differences profiles, making it more accurate than the MBTI. Also, facet5 has no restrictions other than MBTI, making it more significant in granularity which offers employees a correct reflection on their natural behavioural styles and preferences. As the employees know the truth about themselves, they tend to create an opportunity to achieve their business objectives. Lastly, fact5 has an average cost per user compared to the MBTI, an expensive and unreliable measurement tool.
According to the research studies, facet5 is the most appropriate tool for measuring because it works based on client demand for practical information to decide every employee’s advancement level. Some scholars have also argued that facet5 is the most reliable tool for measuring personality due to its five-factor personality model, which helps describe personality traits’ essential blocks. The five building blocks of facet5 include conscientiousness, agreeable, extraversion, neuroticism, and openness to experience. Other research starts have also illustrated that facet5 is built on the truth that knowing the personality is not as easy as Jung’s suggestions in his theory.
Critics of the five-factor model argue that the model has disadvantages as a predictive and explanatory theory and does not clarify the entire social personality traits (Furnham, 2020). Most psychologists have a different opinion about the model because it ignores other personality domains, and they include honesty, religiosity, thriftiness, Machiavellianism, seductiveness, conservativeness, femininity, egotism, risk-seeking, and sense of humour. Factor analysis, the statistical approach applied to find the dimensional organization of perceived variables, does not have a universally acknowledged basis for selecting among solutions with different factors. A five-factor solution relies on the explanation of the analyst. Many factors may inspire these five factors; thus, there are disputes on the “true” number of factors. Advocates of the five-factor model have reacted that while other explanations may be practical in a dataset, merely the five-factor organization regularly repeats across different lessons. Another common criticism is that the five-factor model is not established on any basic theory; only an observed result shows that some descriptors are organized under aspect analysis. This means that though these five factors do exist, the underlying causes behind them are unknown.
In deciding to build a team in an organizing, one must understand the meaning of a great team. Building teamwork is not an easy task; instead, it demands a considerable effort from all the people within an organization, including the leader. A leader must consider developing teamwork in an organization by establishing leadership with every member by creating loyalty and trust rather than having fear. The leader is supposed to participate and supervise the day to day tasks in the organization, and whenever the problem arises, he/she must always be ready to use his personality traits to solve the issues.
Section: 3 Psychometric personality tools in relation with academic theory
Ethical issues surrounding psychometric personality tools in the HR department play an important role in team and talent development. These tools help recruiters understand an individual’s mental abilities, style of behaviour, and fundamental personality characteristics, which are not accessible to abstract from a face-to-face convention. These psychometric tools are suitably applied in the development, retention, and recruitment of talent. psychometric personality tools are a better way of making talent retention decisions. Therefore, according to research studies, it is because of these tools that the talent organization landscape has significantly transformed since they were introduced in the HR system. It is argued that psychometric personality tools equip the HR professionals with the hiring process to reduce the workload. They also claim that psychometric testing tools can evaluate various human behaviour like motivation, personality, intelligence, and critical thinking. Consequently, potential employers can utilize these tools to determine the personalities and select those who meet their requests.
Psychometric tools are very dependable compared to gut feeling, according to the statistics carried out in 2019making decisions rather than relying on intuition. It is believed that when the cost of hiring for the companies is bad, the replacement cost may rise to 130% of workers’ wages in lost productivity. By utilizing the psychometric tools, the unnecessary cost will automatically reduce. This psychometric tools bring a regularisation level and get rid of the traditional way of recruitment that may interfere with creating selection decisions. It has been proved that utilization of psychometric tools will enhance recruitment outcomes by more than 50%. Therefore, this tools are the most appropriate compared to traditional unstructured traditional interviews.
- Measurable Data:
Putting a measured value on human traits and impacts on the company’s bottom line is the major challenge that organization faces because human behaviours are always unpredictable. The invention of psychometric tools helps to quantify individuals associated with ROI. The measurable aspects of psychometric such as engagement level, core work performance, commitment, and turnover ratios have made everything possible for the HR department to organize themselves as a profit business function. Therefore, psychometric tools play an essential role in candidates’ assessments, hence deriving their job suitability with good research and scientific backed data.
- Positive Brand Image:
Suppose a worker has the inspiration of getting sensible candidates who have all the qualities that fit the organization. In that case, they should opt for psychometric tools. The company needs to use current recruiting methods because they attract them. For example, the learned decisions of the job seekers through research will always make them want to a company with good history, various parameters and reputation. According to the research study, candidates are often satisfied with the company’s requirements that use objective strategies to evaluate their experiences. Psychometrics tools offer an opportunity where everyone is judged according to merit, which makes this approach an unbiased way of recruiting individuals. The psychometric tools instil a positive image in the market, allowing the company to be the most preferable for the employees.
Psychometric tools make it easy for HR managers and recruiters to access the information easily. The HR department finds it more important This tools are essential compared to parable around psychometric tests that describe it as complex accounts that require a specialized degree in understanding human behaviour or psychology; they are, in fact, quite the opposite. Psychometric tools are always free and readily available online; they are also easy to read and have a simple language with easily interpreted graphics. HR managers can easily make hiring decisions for comprehensive data. In the modern world, psychometric tools help HR to select and develop the right talent.
Conclusion.
I have realized that employers use personality tests to enhance the work of an organization. For instance, personality tests can measure communication styles. In order to measure the level of personality among the people in any organization, one must be aware of the two types of tools for measurement, which include MBTI and facet5. The Myers-Briggs personality test (MBTI) is a commonly used example of a “type” questionnaire. It was discovered by Isabel and Briggs-Myers in the 1940s and published later in 1962. According to Myers Briggs personality test, an individual can be categorized into 16 unique personality types, which come from interactions among their preference for four psychological functions: extraversion, intuition, feeling or thinking, judging, and perceiving. The “type” questionnaire is combined to form a personality type code such as ENTJ, ISFP, OR ESTP. Myers-Briggs Type Indicator (MBTI) is primarily utilized in organizations to build teams and develop managers.
Facet5 is the most preferred tool to MBTI because of its reliability. Facet5 are reliable tools for raising awareness among the employee and allowing people to make their most excellent perspective. Another reason why I have selected facet5 as the only tool of choice is that they are valid. For example, while MBTI classifies an individual into one 16 personality type, facet5 has more than 1,000,000 promising differences profiles, making it more accurate than the MBTI. Also, facet5 has no restrictions other than MBTI, making it more significant in granularity which offers employees a correct reflection on their natural behavioural styles and preferences. As the employees know the truth about themselves, they tend to create an opportunity to benefit them to achieve their business objectives. Lastly, fact5 has an average cost per user compared to the MBTI, an expensive and unreliable measurement tool. According to the research studies, facet5 is the most appropriate tool for measuring because it works based on client demand for practical information to decide every employee’s advancement level. Psychometric personality tools are well perceived in the HRM company. These tools help recruiters understand an individual’s mental abilities, style of behaviour, and fundamental personality characteristics, which are not accessible to abstract from a face-to-face convention. These psychometric tools are suitably applied in the development, retention, and recruitment of talent. psychometric personality tools are a better way of making talent retention decisions.
recommendations
References
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Crust, L. (2020). Personality and mountaineering: A critical review and directions for future research. Personality and individual differences, 163, 110073.
Furnham, A. (2020). Myers-Briggs type indicator (MBTI). Encyclopedia of personality and individual differences, 3059-3062.
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Kim, Y. R., Tyrer, P., & Hwang, S. T. (2020). Personality Assessment Questionnaire for ICD‐11 personality trait domains: Development and testing. Personality and Mental Health.
Ma, L., Guo, H., & Fang, Y. (2021). Analysis of Construction Workers’ Safety Behavior Based on Myers-Briggs Type Indicator Personality Test in a Bridge Construction Project. Journal of Construction Engineering and Management, 147(1), 04020149.