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Sample Essay on Personality Test deciding Career: Reliable or Unreliable

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Sample Essay on Personality Test deciding Career: Reliable or Unreliable

Introduction

An individual faces a number of choices every day throughout his life and it is up to him to decide the fate by picking up an option from different choices. Of all the decisions taken, the career choice is definitely and unquestionably the most important one. Too many choices are seen as a good thing but when it comes to picking up a career it can be an issue. As has been highlighted by Zacher (2014) in their works, it has been identified that the career is dependent on the adaptability of the people and their abilities to manage the various emotions that trespass while managing their work. While identifying the abilities of an individual during career prospects and decision in the relevant aspect, it has been observed that personalities play a definitive role,yet the dilemma about whether these personality tests are reliable or it is just a fad needs to be distinguished. The aim of this essay is to identify the validity of personality tests and their significance in career choices of the people. The essay would look into the points that prove that personality tests are reliable while contemplating with the ones suggesting the opposite.

Academic Background: Important Role in Making a Career Choice

The ultimate test of one’s abilities to perform a task and manage things is not the personality but the waythings are carried forward by him based on the academic background. It has been argued by Lounsbury, Sundstorm, Gibson, Loveland and Drost (2016) that irrespective of the personality of individuals, the task assigned to them are performed in sync with the requirements and the occupational identity of the managers. Based on the research conducted by Lounsbury et al. (2016) it is believed that humans could plan their careers according to the temperament. However, several other people claim that the character as a primary consideration is not reliable when individual chooses a career. The main reason behind this belief is that people should consider how to let their studies play a role in work. To back this, it can be observed that there are a number of students who graduate from various universities every year. As has been highlighted by Yang and Chau (2016) there were about one million graduate students which covered postgraduate and undergraduate in the whole UK last year.

These students spent a large amount of money and time to get professional skills. For instance, the obtainment of bachelor’s degree needs three years on a usual basis, particularly in the UK. As reported by Walker (2015) in the period, per undergraduate costs comes to about an average amount of 35,967 pounds. In this case, if people give up their subjects’ advantages which are hard-earned to judge which department they want to enter into from the aspect of personality. It could also be seen as a waste of resources. In addition to the investment made, individuals will have relevant educational background which is required of some occupations.

It means people should not decide what they want to be and what kind of work they want to do on the basis of the character of preferences merely. For example, astronomer is known as the job which needs certain scientific skills. Consequently, a prerequisite of people who want to become an astronomer is to make sure that they have the right qualifications. Astronomy is mainly about the physics of the universe and astronomer chiefly focuses on researching stars and galaxies. Therefore, those researchers are required to handle well in the area of physics, mathematics and chemistry. Thus, as has been suggested by van Vianen, Klehe, Koen and Dries (2012) people need to identify the academic qualifications and their background when deciding the jobs, they will have in future. A further point is that the difference of gender is an assignable factor for choosing work. According to a survey conducted in the year 2012,women who worked in the field of engineering and information technology were limited to 6.5% and 13.7% respectively. On the contrary, it was found that there were about 83.3% and 82.1% of librarians and therapists where were female (Holt, 2012). It is known that engineers need people have better abstract logic thinking, while therapists require practitioner who are more patient than average person to treat patients. Thus, there is no doubt that educational background and gender preference are significant when people make a plan for their pursuit.

Personality, Interests and Career Choices

To ensure a fulfilling and happy career it is believed that the interest of an individual matters more than the qualifications. Through the reports published by Walker (2015) it has been identified that thepersonality test is useful in determining the fitness of an individual for a specific type of job. It is due to this that personality tests have become a huge business with a turnover of around $500 million per year which is on the verge of explosion.Furthermore, it has been reported by Spillane (2012) that there are more than 92% of employers who consider psychometric testing as an important tool, which helps them to categorise the considerable applicants from the non-deserving ones. One of the most popular tools that has been used for indicating the most promising candidates for a particular position is MBTI i.e. Myers-Briggs Type Indicator. Myers (2016) suggests that it is not a personality test but an indicator that helps individuals in developing an understanding about the type of personality they have. Even while making career choices, there is an increasing attention being given to the personality traits, which forman important factor in the modern times. Moreover, there have been several studies that have shown that character and occupation have direct relationship. In the works of Tolentino, Garcia, Lu, Restubog, Bordia and Plewa (2014) it has been suggested that there exists a direct relationship between proactive personality, goal orientation and career optimism. This signifies the fact that personality traits are relevant in context of career selection and one should discover the interests and aim for future growth in the area of interest.

The work done without any interest is like a burden and one loses his/her focus, determination and interest in going about with the same tasks throughout the lifetime. Thus, it can be said that the match between personality and career cannot be restrained and one should do what one feels passionate about. As has been highlighted by Vianen et al. (2012) that there exists a relationship between psychometric properties and the ability to perform a task out of the personality traits and regulatory focus. In the light of this it can be highlighted that the personality of an individual is influential and affects the career choices made by people. It is also helpful in estimating the probability of an individual to be successful in an occupation or that in a job. It is as a result of thinking that several organisations include personalitytest as an important measure while recruiting employees and integrate MBTI for a full-fledged understanding of various aspects. Through the development of an understanding about the nature of things that satisfy & dissatisfy or disappoint an individual in their career, it gets easy to integrate measures so that the associated problems can be resolved (Booth, Murray, Overduin, Matthews and Furnham (2015). This can further be strengthened when the individuals are able to relate to the career choices made by them and they enjoy their jobs. Thus, it can be concluded that it is in the interest of an individual and not the academic qualifications that a successful and fulfilling career can be ascertained.

HR Department, Recruitments and Integration of MBIT

The integration of personality traits and assimilation of like and dislikes of an applicant has taken an important place in the process of recruitment and HR departments. Sensation, intuition, feeling and thinking are identified as the parameters that dominate an individual’s thought process and thus need to be worked upon for effective results. Fabio and Saklofske (2014) have suggested that it is important to compare ability and self-report the traits like emotional intelligence, fluid intelligence and the personality traits while taking a career decision. MBIT assessment is a successful discoverythrough which the personality of an individual and the suggested career options can be ascertained. With the help of this test one can gain insights about their own nature and behaviour while understanding the interaction patterns and also the ways to improvise on their skills. Moreover, through the application of this assessment it is possible to assess the communication abilities for team development along with conflict and stress management possibilities of an individual. As has been highlighted by Spillane (2012) through the application of MBIT assessment by HR department it would be possible to avail for career transition and planning, which in turn is helpful in guiding individuals on career choice and development. It is further possible to identify that the largest mean differences exist in the personality facets including impulsiveness, vulnerability, activity and dutifulness.

Additionally, it has been identified that these traits dominate only when the people are allowed to take up the profession of their own choice and are not forced into doing anything. It has further been suggested by Zacher (2014) that it is career adaptability that predicts subjective career success along with the personality traits and the self-evaluations taken in consideration till the core. Through the inclusion and integration of measures that successfully identify the personality traits leading to better development of an individual by moving forward with right career choices, the productivity stays high with positive results all the time. It is essential to work on the personality while selecting applicants as personality traits are not subject to change and they lack the facility of adaptation. Therefore, it is easy to conclude that the personality traits, their integration and the use of MBIT assessment for recruitment process by the HR department can be significant in identifying right applicants. Also, it can be stated that the personality of an individual has an important role in selecting a career that can be fulfilling as well as keep the individual happy and content.

Conclusion

Through this essay it can be concluded that personalities do play a definitive role in making career choices and there is a significant effect of the interest of an individual in particular task. The development of the idea that an individual should look for the role that is relevant to his academic skills is a theory of past. It is believed that doing something about which one is not passionate enough spoils the task and also makes one lose his focus. Instead, as has been found, doing things one is passionate about is more productive and yields better quality results. In order to identify the type of personality and also characteristics if an individual, it is recommended that MBTI assessment is utilised by the HR department. Through the integration of this assessment it gets easy to identify the traits of an individual with respect to a particular requirement of an organisation inclusive of leadership skills and team development expertise. The essay helps in developing an understanding about the ways jobs, careers and new tasks can be made more palatable by the organisation. Furthermore, the essay also helps in highlighting the fact that through the identification of dissatisfying and disappointing scenarios, organisations can aim at improving the conditions and resolving the relevant issues.


 

References

Booth, T., Murray, A., Overduin, M., Matthews, M. and Furnham, A. (2015). Distinguishing CEOs from Top Level Management: A Profile Analysis of Individual Differences, Career Paths and Demographics. J Bus Psychol, 31(2), pp.205-216.

Di Fabio, A. and Saklofske, D. (2014). Comparing ability and self-report trait emotional intelligence, fluid intelligence, and personality traits in career decision. Personality and Individual Differences, 64, pp.174-178.

Holt, G. (2012). Women hold fewer than third of top jobs – BBC research – BBC News. [online] BBC News. Available at: http://www.bbc.co.uk/news/uk-18187449 [Accessed 5 Aug. 2016].

Lees, J. (2014). Personality test: what job would make you happiest?. [online] the Guardian. Available at: https://www.theguardian.com/lifeandstyle/2014/nov/11/-sp-questionnaire-what-job-would-make-you-happiest [Accessed 5 Aug. 2016].

Lounsbury, J., Sundstrom, E., Gibson, L., Loveland, J. and Drost, A. (2016). Core personality traits of managers. Journal of Managerial Psychology, 31(2), pp.434-450.

Myers, I. (2016). The Myers & Briggs Foundation – MBTI® Basics. [online] Myersbriggs.org. Available at: http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/ [Accessed 5 Aug. 2016].

Spillane, R. (2012). Why workplaces must resist the cult of personality testing. [online] The Conversation. Available at: http://theconversation.com/why-workplaces-must-resist-the-cult-of-personality-testing-5540 [Accessed 5 Aug. 2016].

Tolentino, L., Garcia, P., Lu, V., Restubog, S., Bordia, P. and Plewa, C. (2014). Career adaptation: The relation of adaptability to goal orientation, proactive personality, and career optimism. Journal of Vocational Behavior, 84(1), pp.39-48.

van Vianen, A., Klehe, U., Koen, J. and Dries, N. (2012). Career adapt-abilities scale — Netherlands form: Psychometric properties and relationships to ability, personality, and regulatory focus.Journal of Vocational Behavior, 80(3), pp.716-724.

Walker, P. (2015). England has highest university tuition fees in industrialised world, survey finds. [online] the Guardian. Available at: https://www.theguardian.com/education/2015/nov/24/uk-has-highest-undergraduate-tuition-fees-in-industrialised-world-survey-finds [Accessed 5 Aug. 2016].

Yang, F. and Chau, R. (2016). Proactive personality and career success. Journal of Managerial Psychology, 31(2), pp.467-482.

Zacher, H. (2014). Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. Journal of Vocational Behavior, 84(1), pp.21-30.

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