Measures of Personality

Abstract

Psychological and Personality Assessments are used by many small employers, even Fortune 500 companies. These companies have instilled these tests in their company policies with all new hires. These assessments are used to help all human resources personnel in the decision of hiring or promoting employees. Employers feel that by using and implementing these assessments they help with building good employee teams and to allow different types of personalities to work together no matter what his or her position level many be with the company. There are also many employers that feel that by using these assessments a more positive employee or new hire will be ignored because of the results of these tests.

In today’s world many employers have elected to implement as part of their company’s policy the use of Psychological or Personality Assessment tests. It is my assessment that these tests should not discriminate against new hires or promotional employees. The tests are used among small business companies all the way to Fortune 500 companies. All upper management and human resources personnel feel that these tests are important in helping them make what they consider to be the right decision with the prospective employee.

There are many Psychological and Personality Assessments used in today’s society. The most common used today is the Myers-Briggs and the Keirsey Temperament Sorter. The tests are different but employers use them for the same reasons. They help in the decision-making of hiring the right employee.

The Myer-Briggs Assessment was developed by two ladies named Isabel Briggs Myers and her mother Katherine Cook Briggs. Isabel Myers developed the indicator that would help people to understand the differences of such values. This assessment has been the most widely used in today’s world of employment. The factors that help in using these test many be for the following reasons: career development, organizational development, team...