Personality Tests In the Workplace - An Essay

When I was in 7th grade a Myers Briggs expert came to my Jr High and talked about the Color personality test. At the assembly we all took the test and our Color personality was explained. I really don't remember what color I was then, because all I was in shock that this was a thing. I was hooked.

That day was another milestone in my I/O discovery path. Since then I have loved personality tests. Even the Which Disney Character are you ones. Not so much to find out that I am most like Captain Hook, but because of the live science behind the questions.

I love personality and aptitude tests even more as they apply to the work place. How they can be used to find the best fit in a new hire, match the best manager to a team, or help us communicate with others more effectively. Check out my more scholarly discussion of personality tests in the workplace.

Psychological Testing in the Workplace

Chris Richards     

      

There is no perfect organization. There are very well developed and thought out companies out therethat in theory should work and function perfectly. Work perfectly until you place imperfect people in place. The human resource in any company is what makes the organization thrive and move forward but it is also the factor that can, if unchecked, pull the company down to the ground.

These are certainly some tough times. Many organizations large of small are going out of business or at the very least they have to reduce the amount of human assets. Many people who have been employed for years are finding themselves without work. With the amount of individuals out of grows the amount of people looking for work also grows (Spector, 2008).

For an organization that has job openings there is typically more applicants then there are positions available. This makes the hiring process today more difficult. Many reciting departments have had to develop new policies and procedures for screening and hiring new employees (Spector, 2008). Many companies have published in their job analysis and job description that a college degree, usually a bachelor’s degree, is required just to be considered.

Once a company has established the preliminary criterion for any given position they must now find the right fit. The right fit between what the job requires and what kind of person to hire. Many standard practices can be put into use to help determine the right fit such as requiring resumes, applications, and interviews (Spector, 2008). However these methods may only show one side, one dimension of an applicant. With this in mind many organizations are incorporating psychological testing into their hiring practices.

The US Army is responsible for many of the victories at home and abroad. The Army also has influenced culture outside of their war fighting efforts. Right along the Jeep the US Army is responsible for bringing the use of psychological testing in assessing the best for a job placement (Spector, 2008). After World War I, large companies started to see the benefits of psychological testing for their organization, and there is the birth of hiring using testing.

There is not one size fits all when it comes to the right psychological testing. Each test has different outcomes and purposes and each organization may just not need one or the other. Within any given organization there may be a need for several different types of tests based off of the type of work and type of worker that is needs.

To find the best test for the right position and the right person an organization will find it beneficial to perform a KSAO analysis. KSAO stands for knowledge, skills, abilities, and other and can be used to narrow down what a company has and what they need. A job positions is going to require different KSAO’s. For instance a carpenter will need to be able to know the basics of woodwork and have the ability to learn about new methods and new tools. On the other hand a computer programmer will have a different set of skills and knowledge all together (Spector, 2008).

One method that employers can use to attract the right candidate with the right qualification and skills to provide a detailed job analysis of the job they wish to fill. A job analysis is usually the end result of a job positions KSOA (Spector, 2008). Not only will this help attract the right people but also a job analysis will provide an objective basis for hiring (United States Department of Labor, 1994).

As more Americans are loosing their jobs, more are looking. The job market and strategies to get those jobs are changing to accommodate the new demand. Some employers are receiving 100 applicants to ever single job opening. Now that job seekers are looking for any type of job, employers have to keep their hiring standards high to find the right candidate and that is where psychological testing comes into play.

Psychological tests are used to help determine if a job applicant has the right KSAO’s. Within many organizations there are many tests used to determine a persons KSAO’s ranging from ability, personality, and cognitive abilities (Spector, 2008. One of the most popular subject to test is a person’s personality. In combination with an interview where a person has the opportunity to show what experiences and education they have completed a personality test can help an employer know if they will fit the culture of the company.

One of the most common personality tests within a company is the Myers-  Briggs personality test. This test can be a very intense question based review often asking how a person perceive themselves and how they feel other’s perceive them (Oswald & Hough, 2008). A company can use the results of an applicants Myer-Briggs test to see if the personality will fit within a team or companies culture and direction.

Personality tests are often a difficult tell of how well a person will perform and how their personality will actually fit. This is due to an applicant’s ability to fake answers. The test taker may attempt to guess what the test is looking for and not answer truthfully in order to seem more appealing to an employer (Krohe, 2006).

Personality is just one of the aspects organizations look for. With many positions there is a need for a person with high level of intelligence. A level of intelligence is often determined by completing an Intelligence Quotient test, or IQ test.

Since its formal introduction to the world the IQ test has been a standard for testing a person’s intelligence. The test has been used in academia and on for professional pursuits. There has been however controversy surrounding the IQ tests almost since its inception. “IQ tests are not guided by a plausible theory of how the brain actually operates and do not accurately measure more contemporary ideas of what "intelligence" actually is” (Esters & Ittenback, 1997).

There have been many minority and underprivileged students and professionals that have tested lower than others and consequently have received less scholarships or placement and job positions (Esters & Ittenback, 1997). This brings to pass the questions does a cognitive intelligence, one represented by an IQ test denote a persons whole intelligence. Many think not.

Not every job out on the market is going to benefit by an applicant completing a personality or intelligence test. There are many occupations that require a more hands on approach. In positions that require a hands on skill set such as carpentry or auto mechanic the ability test could be used. An ability or knowledge test varies from type depending on the work environment and job positions (Spector, 2008). For instance an ability test for a carpenter position could consist of supplying the applicant with some raw materials and a design and then have then construct the object. In this way the hiring agent will have a clearer idea of the applicants skill set.

As mentioned before there is no perfect company, there are no perfect employee’s there is on the best fit. It is through taking advantage of the gambit of hiring tools and practices that organizations and employees can find each other.

References

Esters, I., & Ittenbach, R. (1997). Today's IQ tests: Are they really better than their historical predecessors?. School Psychology Review, 26(2), 211. Retrieved from MasterFILE Premier database.

Krohe Jr., J. (2006). Are Workplace Tests Worth Taking?. Across the Board, 43(4), 16. Retrieved from MasterFILE Premier database.

OSWALD, F., & HOUGH, L. (2008). Personality Testing and Industrial–Organizational Psychology: A Productive Exchange and Some Future Directions. Industrial & Organizational Psychology, 1(3), 323-332. doi:10.1111/j.1754-9434.2008.00057.x.

Spector, P. (2008). Industrial and Organizational Psychology. Hoboken, NJ: John Wiley & Sons, Inc.

The Power of Quiet Voices- The Introverts Battle Cry

So about a year ago my grandpa died. And when anyone passes away there is a lot of talk and reminiscing about who they were. Its just how we do these things. My grandpa was an affluential architect so the first topic of remission was his amazing creativity in every aspect of his life. From the of course the buildings he designed to the go cart he and I then later other cousin built. 

The second comment about Grandpa was inevitably his profound silence. He was not a guy to jump in the limelight, he kept a lot of thoughts and feelings to himself, he did not volunteer a lot of life lessons like a TV grandpa did. He as a true introvert. And I loved him for it. 

In todays society there has been transition that introversion is a negative character trait. Its a social bias, we all have it introverts and extroverts alike Hastings, R. (2012).. After all extroverts are the go getters, the action people, the ones who are seen to make things happen. 

This bias has now turned into the popular team work and collaboration theories. Turning offices and classrooms into team driven organisms. Which at its foundation is an amazing platform for creativity and new ideas. However this type of environment does not respond well to everyone. And you know what, we should be ok with that (Cain, 2012).

This months Ted video is dedicated to my Grandpa and the other third to half of the population (Cain, 2012) that responds to social stimulus introvertedly. As Cain (2012) explained introversion is very different from shyness, which is a fear of social judgment. introversion is a reaction to social stimulation and is a personality trait. 





I absolutely love Cain's Three Calls to Action. They apply to all -verts alike.

1. Stop the maddens for constant group work
     There is a need more autonomy at work. There is still a huge need for working together and collaboration but teach employees that there is power in solitude.

2. Go to the wilderness, have personal revelations. Unplug (from everything) and get into our own heads

3. Whats in your suitcases. And are you sharing with the world what makes YOU you?

I also love that introverts are speaking out (as difficult as it is ) for other introverts. Giving others permission to be ok with staying silent, for craving quiet places, and dissolving the guilt of not being the one taking the helm and leading the battle cry.

The point is introverts are awesome and so vital to the way society and cultures are driven. Without the introvert there would be no Darwin, Steve Wozniak, Dr Seuss, or guys like my Grandpa. And even though he (or these other guys) didn't speak up all the time, when he did speak it was profound, its was moving, and often totally hilarious.



Reference
Hastings, R. (2012). Introverts: The Latest Diversity Frontier . Retrieved from            http://www.shrm.org/hrdisciplines/diversity/articles/pages/introvertsthelatestdiversityfrontier.aspx
Cain, S. (2012, March 2). Ted Talks [Video file]. Retrieved from TED website:  http://www.ted.com/talks/susan_cain_the_power_of_introverts

Factors of Workplace Happiness - A Brainstorm Diagram

What do cookies, buildings, and orchestras have in common? They are all over used analogies. But they are used because they work. The fact is there is no perfect recipe for the perfect work place that is happy and healthy and functioning at full steam all the time. 

A happy workplace is not unlike every relationship out there. In order for it to be successful you have to really want it and then take the action to make it happen. Its a fight that must be fought from the top suits to the guy with the broom. 

The diagram below is just a brainstorm and does not touch on every work place and every situation that may exist at your job, but its a good start.

http://prezi.com/4xcyr7xqrfnu/?utm_campaign=share&utm_medium=copy&rc=ex0share

Book Recommendation

This months recommended book is The Arbinger Group Anatomy of Peace.  I have been an Arbinger fan for going on ten years. Their first book, Self Deception, had a huge influence on my choice of education and career path.

The Anatomy of Peace is a prequel of sorts to Self Deception and follows the very entertaining narrative style self help style writing. With the lessons and principles woven into many intertwining story lines. Very helpful for people like me who need help with big words.

The book focuses on the many different types of conflict in the world, from a play ground scuffle to a full out international war. Then they make the claim that each of these types of conflict ( and everything in between) can be solved and prevented with the same method. 

The examples and stories in the book are amazing and hit one any emotional and political levels. The solutions to avoiding conflict are so practical and doable. Very different from so many books like this. When reading there were seven times when I had to pause and realize that e book was speaking to me. So cool. Since reading it the first the first time I have come back several more times to refocus my mindset and come closer to a lasting peace. 

Workplace Satisfaction- An Essay

Satisfaction in the Workplace

Chris Richards

“People often say that motivation doesn't last. Well, neither does bathing- that’s why we recommend it daily.” Zig Ziglar

Clocks large and small depend on gears and cogs to keep the time accurately. In some clocks lubrication is needed to ensure that the gears are moving smoothy. In the world of business a companies lubrication can be compared to employee moral or motivation.

Employee motivation and job satisfaction for most companies are a high priority. According to Aamodt (2009) the cost of loosing then going through the recruiting, training, and assimilating new employees far exceeds the salary of the lost employee. Therefore there is a finical concern that employers have to keep their cog or employees satisfied in their jobs.

The following essay will discuss several major psychological factors that determine job satisfaction. It will also review how motivation plays a role within these psychological factors. The essay will then review what managers can implement to improve employee satisfaction and methods by which they might measure the variables of improved satisfaction and motivation.

            Self-esteem is a basic building block to who a person is. According to Aamodt (2009) it has been found that those who have high self-esteem or those who view themselves as valuable and worth are better motivated which then leads to higher performance. One psychological theory that focuses on self-esteem and motivation is the Consistency Theory. At the heart of the consistency theory is connection between self-esteem and performance but that the individual has the desire to perform well and at higher levels (Aadmot, 2009)

            Ones personality also plays a part in their motivation and subsequent job satisfaction. 

Personality can be seen in terms of Type A and Type B. According to Glazer and Beehr (2002) Type A behavior reacts to situations in an aggressive manner, they are fast paced and achievement oriented. Conversely Type B responds with a care free and easy going approach leisurely accomplishing tasks. According to Hanif and Sarwat (2011) those with Type A personalities by nature though they can be highly motivated often experience low job satisfaction. They also found that those with Type B personality have very high job satisfaction.

            Abraham Maslow has made his mark in the world of psychology for studying human motivation (Reeve, 2009). This theory states that a person has basic needs that need to be met before higher needs can be satisfied. For instance before an employee will need to feel safe in a work environment before they will be able to appreciate and enjoy working there (Reeve, 2009). A firm understanding the basic needs of a person and how they can apply in a work environments will help managers better plan and strategize an employee’s coaching.

The hierarchy involves five main steps from the bottom up they are biological and physical needs, a person must be sheltered, fed, and well rested before they can attempt to meet higher needs. The next step is safety needs, now that a person is fed and sheltered they can tend to security and feeling protected. The next three steps are moving past physical needs and into more emotional needs. Belongingness and Love mark the next step. To move forward, Maslow, has observed that a person needs to be loved or belong to social groups. Could be family, friends, or an organization. Now that a person belongs they can now meet their esteem needs, these needs include achievement, status, or reputation. Most people rarely fulfill the highest step in the Hierarchy, Self-actualization. When a person is self- actualized they know who they are, and is firm with their current state. They are able to see the world outside of themselves (Reeve, 2009).

            A basic understanding of these psychological variables and factors which lead to employee motivation and job satisfaction is a vital tool to any supervisor or manager. Once this basic understanding is in place there are steps that can be taken as a manager to help foster an environment where motivation and job satisfaction are high.

            Managers do not always have large amounts of finical resources to reward and motivate their employees so there are many other methods that can be used to keep job satisfaction high. One method suggested by Aamodt (2009) is to introduce a system of employee recognition. A system by which supervisors monitor employee performance and behavior and then at either official or informal proceedings give recognition for positive action.           

            As stated by Drucker (1990) employees often want to be included in large scale company plans, not necessarily the planning phases but at the least be made aware of changes before they take place. They like to feel like they are included, as Druker (1990) employees do not want too many surprises when it comes to their workplace. This need for a steady work place or at the least knowing what changes are coming could be a connection to Maslow’s step of feeling physically secure.

            Situations arise in companies, where despite best intentions, employees are assigned jobs or duties that are not suited to their skill sets. These situations can lead to frustrated employees and supervisors when an employee can not accomplish tasks assigned to them, this frustration then can lead to lack of job satisfaction and according to Aamodt (2009) sometimes turn over or termination.

            Aamodt suggests that managers be constantly on the lookout for employees who are not able to accomplish job tasks but are exhibiting positive behavior in an effort to constantly matching skills with the correct jobs. This may result, for example, in an employee leaving the sales team to mange the stocking team or for them the transfer to customer service. This type of transition would then save the company money in less turn over and keep moral and job satisfaction for all in the company.

            As discussed above there are many different methods that a supervisor can use to help motivate and promote job satisfaction. However not every method is going to work with every employee or team of employee. Just as there are many different methods to promote job satisfaction there are many different instruments to measure it. 

            There are two major methods that can be used to measure employee variables surrounding job satisfaction and motivation, surveys and inventories. According to Roberts and Savage (n.d) performing job surveys can indicate what is working and what is not working. Surveys can consist of questions about the current state of job satisfaction and its efficiency. Employees can also add their own suggestions for improving job satisfaction.

            A more quantitative measure would be using different scales and inventories. These inventories vary by profession and need of the employee and often include questions that are based off of job description or assigned job related tasks (Brown and Hardison, 2006).

            Motivation and job satisfaction are a vital operation to companies large and small. The process of creating a work environment that fosters motivation and job satisfaction should be a living process. One that changes with the tides of the workforce. The steps discussed within this essay are ones that will enable supervisors understand the foundations of motivation and then build programs to help their teams drive themselves to success.

References

Aamodt, M. G. (2009). Industrial/organizational psychology, an applied approach. (6 ed.).           Wadsworth Pub Co.

Brown, M. B., Hardison, A., & Bolen, L. M. (2006). A Comparison of Two Measures of School             Psychologists' Job Satisfaction. Canadian Journal of School Psychology, 21(1/2), 47-58.

Drucker, P. (1990). Managing the non-profit organization. New York: Harper Business.

Glazer, S., and Beehr, T. A. (2002). Similarities and differences in human values between nurses   in four countries. International Joumal of Cross-Cultural Management, 2, 185-202.

Hanif, A., & Sarwat, S. (2011). Type A-B Personality And Locus Of Control: A Combined Factor          Determining Job Satisfaction. IBA Business Review, 6(2), 90-96

Reeve, J (2009). Understanding motivation and emotion (5^th ed). University of Iowa. John Wiley             & Sons, Inc

Roberts, K. H., & Savage, F. (n.d). Twenty Questions: Utilizing Job Satisfaction Measures.         California Management Review, 15(3), 82.