The History and Application of Personality Testing in the Workplace

 The History and Application of Personality Testing at work Research Paper


We've almost all had some experience with individuality testing in one way or another. Since the start of the twentieth century personality tests and internal assessments have already been a staple in the recruiting and variety processes in every manner of position. Be it higher level executives down to janitors, zero candidate is usually immune about what has become a trusted and regular practice in recruiting. There is currently a long-standing argument among HUMAN RESOURCES professionals and sociologists likewise regarding the efficiency and significance of testing and its app in making selecting decisions. To be able to understand the effectiveness or lack thereof in regards to persona testing 1 must take a holistic procedure and be familiar with historic advancement and application in terms of enrolling.

Personality assessment traces their roots for the industrial innovation. Social researchers were trying to discover a strategies which to quantify worker skills to be able to streamline the hiring process and select the most qualified, and in some cases, the most predisposed candidates for many jobs. In 1913, a Harvard professor, Dr . Hugo Muntsburger desired to find a relationship between character characteristics and job success. He began by simply surveying executives as to which personality traits that they found most crucial in staff, and started developing assessment methods to determine said characteristics. Dr . Muntsburger's colleague Holly Link had taken the theory of personality assessment to the next rational step when he published ‘Employment Psychology' in 1919. The work outlines, in very clinical detail, the hyperlink between personality traits and mental testing with regards to employee assortment. Dr . Link was not, nevertheless , a hard-line advocate and even went to date to care against overvaluing psychological evaluation when making selecting decisions. Link, however , was unable to fully quantify the advantages to applying psychoanalysis as a means to support and promote recruitment and variety, merely speak about the likely correlation of some persona characteristics to job success (Cox, d. d. ).

The next step forward in character testing arrived the early 1940's with the development of the Myers-Briggs Type Indicator. The MBTI was developed simply by Katharine Prepare Briggs and Isabel Briggs Myers. This kind of mother and daughter group sought to adopt the next step in personality screening by trying to discover a quantifiable method by which to measure could be personality type (Burnett 2013). They were significantly influenced by Carl Jung's ‘Personality Types' and the belief that all persons fall into selected categories of mental function. Jung's theory was predicated after the belief that every person has a considerable personality type that is based upon psychological tastes and how all of us perceive and react to info and scenarios. Myers and Briggs got Jung's character classifications and created a target self-assessment to ensure that individuals can determine which usually personality traits that they possessed. Briggs and Myers' research cause the development of a personality check that helps discover an individual's character type in relationship to Jung's original ideas, and is a similar personality test out that is the normal to this day (Cox, n. deb. ). All their belief is that if persons could better understand their own personalities that their self-understanding would assist in success in terms of interactions with others. Moreover, the couple had wished that the test out would support women going into the labor force to find jobs that all their personalities were most suited pertaining to.

Above the next 30 years use of quality gradually started to be more and more approved as a method by which to display screen potential individuals. Today the test is trusted in recruiting and pre-employment screenings. Companies determine which usually personality characteristics are most likely to contribute to achievement in a selected position and screen applicants...

References: Burnett, D. (March 2013). Nothing at all Personal: The questionable Myers-Briggs Test. Gathered from unscientific

Cox, A. (n. d. ). We Am Hardly ever Lonely: A brief history of staff personality screening. Retrieved from

Gauchman, D. (Nov. 2012). Office Personality Checks: Total Waste. Retrieved from waste/

McCrae, R. and Costa, G. (1989). Reinterpreting the Myers-Briggs Type Signal From the Point of view of the Five-Factor Model of Individuality. Retrieved via http://leadu- library. com/mj/2007/club/MBTI/MBTI-5factor. pdf

The Myers Briggs Foundation: Moral use. (n. d. ). Retrieved coming from frequently-asked-questions/ethical-use/

Pittenger, Deb. (1993). Calculating the MBTI…And Coming Up Brief. Retrieved from

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