Personality Test Analysis: Review, Critical Analysis, And Action Plan

Review of the findings

Discuss about the Personality Test Analysis.

The aim of the study is to carry out a critical analysis of a number of tools and instruments that are used to measure the personality of an individual. In addition to this, a review of the findings that have been gained by the means of carrying out the various personality tests will be done. It is on the basis of the findings of the review and the critical analysis, an action plan will be made that would highlight the plans to be made in order to overcome the personality back draw identified at the time of conducting the various personality tests. 

A number of personality tests have been conducted. From the result of the tests, a number of traits about me have been known. For instance, I have been able to determine certain factors that add positive indication towards my leadership skills and abilities. I have acknowledged that I have a good leadership quality and I can manage people well. In this respect, I would like to mention that since my childhood I have a good leadership skill and that people used to come to me for suggestions or any kind of help. The personality tests also helped me to understand the specific areas where I am lacking and how possibly this things can be easily overcome by me. With the Myers Briggs Profile Test, I was able to understand the fact that I am good when it comes to work with a team. However, I have to mention one thing that I get very confused and nervous among people whom I do not know properly. Therefore, I have to say that I have to improve my capability and knowledge of understanding other people.

Another important thing I have understood with my personal experience that the culture and personality of people changes from one person to another. Therefore, in order to be at a good terms with others, it is important to understand the culture and the tradition of others as well. Moreover, it also falls under the responsibility of a manager or a leader to take care of the people who are depended on them and make them feel comfortable to work with the leader. The test also helped me to understand my perception on a particular topic or issue. With the tests, it has been understood that my perception towards a particular topic or issue is very optimistic. I do not like to come to a conclusion without understanding the situation or do not make quick judgment. This is a positive trait that I have found in me. However, when the tests related to conflicts with other people was taken into consideration, a scored a high point. This clearly showed the fact that I might come up with certain conflicts with other people as well.

Critical analysis of the four topics

The situation mentioned above is something common that happens to me every time. I often turn out to create conflicts among others. This thing occurs because I cannot agree with the other person in the scene. I have my own opinion and the other person has his or hers. In fact, I have confronted with many such situations. However, it has to be said the ultimate result of these conflicts are not positive. In fact, it creates problems among each others. Moreover, if the level of avoidance and openness is considered, I scored a less in these fields as well. Therefore, I would like to say that these are the areas where I need to work on and improve my personality. 

Myers Briggs Profile:

The Myers Briggs Personality test is an extremely popular test that helps to understand one’s personality that ultimately helps a person to interact with others. In order to identify the personality traits, one needs to participate in a questionnaire test that that is later checked by a professional Briggs Practitioner as a feedback (Bales 2016).  These professionals are from a wide range of backgrounds ranging from HR consultants to other personal coaches. On this personality test, Rice (2014) commented that the data that are available from these types of personality tests needs to be extremely cautious about the application of the test. It can be regarded as a counseling tool but cannot be directly related to business settings. Rice (2014) revealed that this test is often used as a reference by many Companies at the time of hiring employees and as a result of which many applicants often found to won or lost the particular job because of the test.

Yang et al. (2016) showed certain doubts about this test. Yang et al. (2016) states that this test is more like a psychological test rather than a personality test that would determine the leadership ability or quality of a person. The Myers Briggs test has been criticized on other perspectives as well. Rashid and Duys (2015) argued that the result of this test actually hurts the sentiments and the emotions of the people who undergo this test and the same test has very little to do with personality test. Thus, the test does not help to motivate a person but demoralize the person.

The Big Five Personality Model is based on common language descriptors of personality and traits. The five factors include the psychological perspectives of a person. These factors are conscientiousness, extraversion, neuroticism, openness to experience and agreeableness. Considering these factors, De Bolle et al. (2015) commented that these factors re psychic factors and that the personality of a person is directly related to the psychology of a person. However, reading Vachon et al. (2013) it has been found that there are more than 4000 traits that can be consider at the time of understanding the personality and the character of a person. Thus, an understanding cannot be reached only relying on the mentioned 5 traits. Therefore, the result of the test cannot be considered as the ultimate personality test result.

As stated by Judge and Zapata (2015), that the five traits that are considered, it can be said that these factors are largely depends on the socio-cultural adaptation by a particular person. Therefore, there is a limited and optimal account of human personality structure. The result of this personality test is determined by the means of certain statistical measurements that makes it more difficult to measure the result of the personality traits (Judge and Zapata 2015). Moreover, analyzing the data of the data of this particular personality test, various other factors are also taken into consideration. A cross-cultural society is one of them. Again, an important point has been highlighted by Judge et al. (2014) that the personality and traits of a person keeps on changing and it varies till long adult years. Therefore, judging a person merely on the perspective of some personality test will not provide fruitful result. 

McClelland Needs Analysis states about personalities of people. Brown (2016) stated that the personalities and the traits of a person differ from one person to another. Therefore, there should always be a different approach made at the time of dealing with various people. The main aim of this particular theory is to find out various methods of motivating people. As commented by Duffy and Lilly (2013), that the motivation techniques differ from person to person. Therefore, it is indeed important to understand the personality and traits of the person and then think of certain means to motivate them. Certain traits that help to understand the characteristics of a person include the willingness of a person to work alone, receiving feedback on their progress and achievements, to work as a team or group member and even the affiliation of taking risks (Miner 2015). Some people in fact also like to influence others with their power and like to enjoy the competition with others.

The McClelland Needs Analysis looks for a feedback from a person who shall be motivated. The feedback will provide a better determination and understanding about the traits and characteristics of the person. It is on the basis of the feedback the motivational means can be formulated or designed.  However, in this respect, L?z?roiu (2015) commented that there always remain certain factors that are common for all and that directly helps to motivate people in an organization or other work place. These factors are regardless of their gender, culture or age and thus, the motivational techniques can be easily designed keeping a common perspective into consideration.

As stated by Riasi and Asadzadeh (2015), that no two individuals can ever have same expectation and desire. It is for the same reason, there might arise conflicts among people at the time of interacting with others. Thomas-Kilmann Conflict Mode Instrument is a self scoring test that takes about 15 minutes or so and helps to self analyze that will ultimately help the person to handle and tackle any issue or conflict that they have to face (Trippe and Baumoel 2015). The tool is largely used by the HR of many Companies to understand the personality of the person (Thomas 2013). Thus, this tool directly or indirectly facilitates the conflict handling of the people and thus helps the management to tackle the dynamic nature of the work place. 

In the view point of Bélanger et al. (2015), that all work place conflicts are not the result of personality traits of the employees and others working in the particular organization. The five conflicting modes that have been considered as a part of the test, namely, compromising, accommodating, avoiding, collaborating and competing, are not the only factors that results in major conflicts ion the Organization. In fact same argued that conflicts take place at many places due to any reason. Therefore, any work place conflict cannot be regarded directly on the basis of the above recognized traits (Trippe and Baumoel 2015). Therefore, drawing conclusion right on the basis of some findings will not fetch fruitful results and in fact, it is an over simplified version of reaching out a conclusion.

With the detailed self analysis as well as understanding the critical approach of the various personality and traits tests, I have been able to determine the areas where I need to improve me. However, the tests have also helped to me to discover my strengths and the areas where I am good at. These positive aspects can be easily utilized by me and can be used as the particular characteristics that shall ultimately help me to gain the results and the outcomes that I am looking for. However, three major areas like understanding the perspective of others, easily moving into a conflict and the unlikely attitude to face any risks or arguments have been identified as the major weaknesses. Therefore, an action plan can be made to overcome these weaknesses. 

Understanding the cross-cultural values of other people

Factors	Analysis
S- Specific	I have understood that the recent market situation is globalised. The Companies are going multinational and this has automatically introduced people from various places with different religions, culture and tradition to come across same environment. Therefore, in order to work together as a team I should develop my understanding about different groups of people.
M- Measurable	The change in me will be measured if I do not get into conflict with others and be able to develop a better understanding of the situation along with the people in association.
A- Achievable	The objective is easily attainable if I devote some time in understanding the culture of other people. For the same reason, it is also important to make friendship with people from different countries.
R- Relevant	The objective is absolutely relevant because in the era of globalization, it is indeed important to value and respect others as well.
T- Timely	In order to achieve this, I think I will require a time of about 6 months.

Not involving into a conflict

Factors	Analysis
S- Specific	It has to be understood that when it comes to work in a team or a group, it is important to listen to others and then coming down to a particular decision. Moreover, in the present market scenario, innovative ideas are indeed important. The success of innovative ideas can be measured only when we work as a team. Therefore, I need to involve in a team but without being undergone into a conflict.
M- Measurable	Any change in my behavior will be easily noticed by my peers and mates. In fact, I can understand the changes within me. Therefore, this change is absolutely measureable.
A- Achievable	The target can be easily achieved if certain precautions are made. I should start doing meditation or other yoga that would help me to improve my capability and ability to deal with various situations easily.
R- Relevant	This particular thing is very relevant and needs to be worked out because when it comes to work as a team or a group various suggestions and opinions are bound to arise but that should be dealt with ease by not involving into any conflict.
T- Timely	I think, I would require a time of 3 months to work on me and overcome this particular issue.

To deal with risks and uncertainty

Factors	Analysis
S- Specific	One of the most important managerial qualities is the ability to deal with the challenges and other types of risks or uncertainty that can arise at any point of time. However, there lacks certain things when it comes to this particular quality. Therefore, I need to develop confidence in me to face risks in life.
M- Measurable	This factor can be measured if I find that I am being able to face various situations without much difficulty. I can get ensured by the work that I do.
A- Achievable	The factor is easily achievable if I improve my ability of understanding various situations and develop a risk taking capability in me.
R- Relevant	The objective is relevant because without the confidence, the managerial or leadership quality will not be fulfilled.
T- Timely	In order to achieve this target, a time span of 4 months will be required.

Conclusion:

A detailed analysis has been conducted on the various tests and instrument that are used to test the personalities and traits of a person. From the critical analysis, it has been found that these tests cannot be considered as complete evidence that shall determine the personality of a particular person, but there are other factors as well that needs to be consider as well. Apart from that, based on the self analysis, an action plan has been made, following which might result in certain improvement in personality. It is expected that if the action plan is followed properly, there shall be improvement in the personality traits. 

References:

Bales, R., 2016. Using the Myers-Briggs type indicator for personal and professional development in the Miller Business Honors Program.

Bélanger, J.J., Pierro, A., Barbieri, B., De Carlo, N.A., Falco, A. and Kruglanski, A.W., 2015. Handling conflict at work: The role of fit between subordinates’ need for closure and supervisors’ power tactics. International Journal of Conflict Management, 26(1), pp.25-43.

Brown, J.D., 2016. Introducing needs analysis and English for specific purposes. Routledge.

De Bolle, M., De Fruyt, F., McCrae, R.R., Löckenhoff, C.E., Costa Jr, P.T., Aguilar-Vafaie, M.E., Ahn, C.K., Ahn, H.N., Alcalay, L., Allik, J. and Avdeyeva, T.V., 2015. The emergence of sex differences in personality traits in early adolescence: A cross-sectional, cross-cultural study. Journal of personality and social psychology, 108(1), p.171.

Duffy, J.A. and Lilly, J., 2013. Do Individual Needs Moderate the Relationships between Organizational Citizenship Behavior, Organizational Trust and Perceived Organizational Support?. Journal of Behavioral and Applied Management, 14(3), p.185

Judge, T.A. and Zapata, C.P., 2015. The person–situation debate revisited: Effect of situation strength and trait activation on the validity of the Big Five personality traits in predicting job performance. Academy of Management Journal, 58(4), pp.1149-1179.

Judge, T.A., Simon, L.S., Hurst, C. and Kelley, K., 2014. What I experienced yesterday is who I am today: Relationship of work motivations and behaviors to within-individual variation in the five-factor model of personality. Journal of Applied Psychology, 99(2), p.199.

L?z?roiu, G., 2015. Work Motivation and Organizational Behavior. Contemporary Readings in Law and Social Justice, (2), pp.66-75.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Rashid, G.J. and Duys, D.K., 2015. Counselor Cognitive Complexity: Correlating and Comparing the Myers–Briggs Type Indicator With the Role Category Questionnaire. Journal of Employment Counseling, 52(2), pp.77-86.

Riasi, A. and Asadzadeh, N., 2015. The relationship between principals’ reward power and their conflict management styles based on Thomas–Kilmann conflict mode instrument. Management Science Letters, 5(6), pp.611-618.

Rice, J.W., 2014. Using Myers-Briggs Personality Type Indicators to Predict High School Student Performance in an Educational Video Game (Doctoral dissertation, University of North Texas).

Thomas, K.W., 2013. An Overview of the Thomas-Kilmann Conflict Mode Instrument (TKI). Kilmann Diagnostics website, https://www. kilmanndiagnostics. com/overview-thomas-kilmann-conflict-mode-instrument-tki.

Trippe, B. and Baumoel, D., 2015. Beyond the Thomas–Kilmann model: Into extreme conflict. Negotiation Journal, 31(2), pp.89-103.

Vachon, D.D., Lynam, D.R., Widiger, T.A., Miller, J.D., McCrae, R.R. and Costa, P.T., 2013. Basic traits predict the prevalence of personality disorder across the life span: The example of psychopathy. Psychological science, 24(5), pp.698-705.

Yang, C., Richard, G. and Durkin, M., 2016. The association between Myers-Briggs Type Indicator and Psychiatry as the specialty choice. International journal of medical education, 7, p.48.