Discussion responses

Guided Response: Review several of your colleagues’ posts and respond to at least two of your peers by 11:59 p.m. on Day 7 of the week. You are encouraged to post your required replies earlier in the week to promote more meaningful interactive discourse in this discussion.

• Was your colleague’s researched article appropriate for the personality measure being considered?
• Assess the personality instrument(s) suggested by your colleague.
• Would these measures provide reliable, valid, and culturally conscious results for the given scenario?
• Based on your colleague’s evaluation of the assessment, do you agree with his or her recommended best- and worst-fit work situations?
• Regardless of whether you agree or disagree, describe the rationale for your stance. Please use the research to support your assertions.
• What other measure(s) would you suggest your colleague use in this situation?

Student 1:Nancy

Career Counselor-Based Personality Assessment Scenario

“In the study of personality, the number of ‘basic dimensions’ uncovered depends on how general or specific are the dimensions sought” (Cloninger, 2013, Part 3).

As a career counselor in a university, facilitating the evaluation of a student based on a five-factor personality assessment, career goals questionnaire, school and work history, and an interview with the student to make recommendations on his potential career paths is vital to gaining one’s personality appraisal.

Before taking the personality assessment, the career goals questionnaire, the school and work history, and the interview with John should be done to get to know him and his background; Thus, being able to utilize not just the NEO-R Personality Assessment but others as well.

The personality assessment instrument, the NEO-R Personality Assessment, also known as (NEO-PI-R), consists of 240 statements using the Likert-type scale (Samuel et al., 2010), based on the Big Five Factor Assessment indicating John’s personal style on each of the five global trait dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism/Emotional Stability which identifies his strengths and weaknesses. Samuel et al., (2010) posited that “there is a long history within a psychological assessment of providing normed scores based on demographic variables such as gender and age” (p. 2). However, research has focused on unisex norms due to discrimination and biases using gender-norms. To test this debate, Samuel et al., (2010) conducted a study using the NEO PI-R comparing gender-norms to unisex norms, and they hypothesized that the gender-norms would show greater validity than unisex-normed scores. The results indicated that “although for specific variables the gender-normed scores might potentially provide superior predictions, the current study indicates that one’s absolute level on a personality trait, rather than standing relative to others of the same gender provides the most valid assessment” (p. 9). However, the proposal is to utilize raw or unisex normed scores when using the NEO PI-R personality assessment. By incorporating the unisex normed scores, the evaluation will provide a more reliable, valid, and cultural consideration.

Because John is a freshman in college, he should not base his future on just this one assessment. It is my suggestion that John takes this assessment at the end of his second year or before he starts registration for fall classes beginning his third year to determine if his personal style has changed or not. Thus, giving him a more valid and reliable outcome towards his future career path. Furthermore, Rammstedt, Kemper, and Borg (2013) stated that depending on John’s educational background might determine his responses to personality assessments. “…judgments by less educated individuals should be more affected by systematic response biases such as acquiescence” (p. 71). In other words, individuals might tend to agree with questions regardless of the item itself.

Three additional best-fit work positions for John based on the evaluation of the personality assessment’s accuracy is in the fields of real estate, insurance, and landscaping.

One added worst-fit career situation for John based on the appraisal of the personality assessment’s precision is any work-from-home job.

Some potential ethical issues which might arise from the use of John’s personality assessment is; obtaining informed consent and maintaining confidentiality, avoid harm to the individual, the knowledge, and expertise of the professional giving the test and accurately interpreting the test. 2.04 Bases for Scientific and Professional Judgments, 3.04 Avoiding Harm, 4.01 Maintaining Confidentiality, 8.02 Informed Consent to Research, and 9.06 Interpreting Assessment Results (American Psychological Association, 2010).

Along with the Big Five Model, the Proactive Personality Assessment could be used, utilizing 10-items and scoring using the 5-point Likert-type scale. Rodrigues and Rebelo (2013) claimed that it “…is a relevant valid predictor of overall performance in our sample of software engineers” (p. 26). However, future research is needed because only one field was used which “…limits the generalization of these conclusions to other occupations and organizational settings” (p. 26). By overlapping the two tests, there may be significant results to warrant more research. Yu, Wei, and Yanfei (2017) posited that “stress is an individual’s physiological and emotional state of anxiety or frustration that greatly influences his or her behavior” (p. 441). For example, Donald Trump was bankrupt in the early 1990’s and today is the President of the United States. This kind of personality trait is called proactive personality. College students, like John, have stress factors such as challenges and hindrance thus manipulates one’s educational attainment. “Students’ proactive personality may influence how they make sense of, and cope with, stress in their study and career” (Yu, Wei, & Yanfei, 2017, p. 442) allowing academic counselors, recruiters, and human resource managers to utilize this information to assist in finding the best-fit work position.

Another valuable instrument that could be added to create a complete assessment for John would be to add the Allport-Vernon-Lindzey Study of Values (SOV). The updated version was done in 1951 (SOV-O) and again in 1995 (SOV-U) (Kopelman, Rovenpor, & Guan, 2003). This personality measurement studies one’s values because “…among the most important characteristics that distinguish people from one another are their values-that is, those things toward which they strive” (Cloninger, 2013, Sec. 7.4). This self-disclose tool includes 60 questions and is an ideal instrument in helping students describes their values and offering insight into an occupation. Allport believed that “…we know a person best if we know what kind of a future he [or she] is bringing about-and his [/her] molding of the future rests primarily on his [/her] personal values” (Kopelman, Rovenpor, & Guan, 2003, p. 204).

While John is focusing on his education and working part-time, the recommendation would be to center on his weaknesses that were discovered from the NEO-R Personality Assessment; such as (Conscientiousness)- striving to follow the rules and regulations, and dealing with organizational chaos. (Extraversion)-try completing projects that are started, especially independent tasks. (Agreeableness)-work towards making difficult decisions, and focus on facts and objectives when making these decisions. (Neuroticism)-work on less internalizing, and be more receptive of others, and (Openness)-stay busy when bored with normal operations, and sometimes traditional ways of doing things work and repetition makes for better production.

References

American Psychological Association. (2010). Ethical principles of psychologists and code of conduct: Including 2010 amendments. Retrieved from http://www.apa.org/ethics/code/index.aspx

Cloninger, S. (2013). Theories of personality: Understanding persons. Upper Saddle River, NJ: Pearson.

Kopelman, R.E., Rovenpor, J.L., & Guan, M. (2003). The study of values: Construction of the fourth edition. Journal of Vocational Behavior, 62(1), 203-220. Retrieved from https://www.researchgate.net/publication/222789764…

Rammstedt, B., Kemper, C. J., & Borg, I. (2013). Correcting big five personality measurements for acquiescence: An 18-country cross-cultural study. European Journal of Personality, 27(1), 71-81. doi:10.1002/per.1894

Rodrigues, N., & Rebelo, T. (2013). Incremental validity of proactive personality over the Big Five for predicting job performance of software engineers in an innovative context. Revista De Psicologia Del Trabajo Y De Las Organizaciones, 29(1), 21-27. doi:10.5093/tr2013a4

Samuel, D. B., Ansell, E. B., Hopwood, C. J., Morey, L. C., Markowitz, J. C., Skodol, A. E., & Grilo, C. M. (2010). The impact of NEO PI-R gender-norms on the assessment of personality disorder profiles. Psychological Assessment, 22(3), 539–545. http://doi.org/10.1037/a0019580

Yu, Z., Wei, H., & Yanfei, W. (2017). Challenge-hindrance stress and academic achievement: proactive personality as moderator. Social Behavior & Personality: An International Journal, 45(3), 441-452. doi:10.2224/sbp.5855

Student 2:Nita

As a career counselor it is important to evaluation student to make sure they chose the right career path base on their skill, knowledge, abilities, and preferences. And today we will be looking at John Assessment his assessment will be constructed based on his stated interests, educational background and focus, and abilities. The following assessments were used in the overall assessment. NEO-R Personality Assessment • Career Goals Questionnaire • School and work history • Interview.

Here is the breakdown of john’s personal style based on the Big Five Assessment taken as part of the career profile. Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism/Emotional Stability. (The first one is openness the question was the idea of lifelong learning appeals to me and the answer was strongly agreed.) by me reading his answer made me realize that john is going be always updated on the latest information in any field he goes into. (And the second question is I find it fun to learn and develop new hobbies. And the answer is agreed.) I think john realize that you need to have a balance in your life. It can’t be all work and no play you must find the time to relax in between your career and life. (And the third question is I have difficultly understanding abstract ideas. And the answer disagrees.) that he understands hard situation and able to make difficult discussion.

Strengths

You enjoy new learning and are open to new experiences.

John love learning new way to increase his knowledge in his career, knowing the latest information making the situation better given your client updated information on issue will help you in your career.

You are creative and prefer to be in an environment that fosters ideas and innovation.

By having a hobby going on vacation, you are given your brain time to renew it self and energized with new idea for your career, marking out sometime for yourself is a good thing for your career. You are coming back refresh and read work.

Weaknesses

You can become bored easily in situations that are too rigid and routine

By having the same routine over again you will get a little boring, you need to do thing that would living things up find other ways to solve issue or make discussion.

Your preferences do not lend themselves toward repetition and traditional ways of doing things.

by not following the guild line of your career it might lead you somewhere were you didn’t want to go and sometime its good to learn the traditional way in achieving you career.

Personal values, subjective experiences, individual beliefs, and our understanding of reality are inevitably interwoven (Mahoney & Granvold, 2005). Reflexivity, intended as a deliberate attempt to increase awareness of the resulting personal biases (Sch€on, 1983), has been applied in various domains of clinical psychology, from research to psychotherapy and psychological assessment. The initial taxonomy-building efforts regarding personality traits are evidenced in the research undertaken by Allport and Odbert (1936). They identified about 4,500 dictionary words that describe personality traits (Ryckman 2000). Cattell (1943) reduced this set of traits to 35 variable categories and later (Cattell 1945) to 12 factors. Norman (1967) identified five basic factors. Goldberg (1981, 1990) found and labeled the big five factors: surgency, agreeableness, conscientiousness, emotional stability, and intellect. The big five factors (relabeled so that the first letters of the five factors are OCEAN, see Costa and McCrae 1985) can be described as follows ( John 1990, in Carducci 1998, p. 239): so with john he prefer to work around people and client he love to work in a group he likes having a stable workplace. With the best-fits Customer service, Sales • Management • Health care professions working directly with clients and therapist. And the Worst-fit Work Situations are Accounting • Truck driver • Computer programmer • Engineer and mechanic by his assessment it can help john into guild him in his career chose, but we have to remember that john is just beginning his college experience so his career chose couldn’t change this is just an insigne on what you need to prepare for once you make your choice.

References

Aschieri, F. (2016). Shame as a Cultural Artifact: A Call for Self-Awareness and Reflexivity in Personality Assessment. Journal Of Personality Assessment, 98(6), 567-575. doi:10.1080/00223891.2016.1146289

Antoncic, B., Bratkovic Kregar, T., Singh, G., & DeNoble, A. F. (2015). The Big Five Personality-Entrepreneurship Relationship: Evidence from Slovenia. Journal Of Small Business Management, 53(3), 819-841. doi:10.1111/jsbm.12089