Personality Testing and Job Satisfaction

7/31/2019 Personality Testing and Job Satisfaction

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Table Of Contents

S.NO TOPIC PAGE NO.

1.Acknowledgement 3

2. Introduction 4

3. Research methodology 11

4. Assessment 14

5. Questionnaire 15

6. Analysis 22

7. Conclusion 32

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Acknowledgement

We have taken efforts in this project. However, it would not have been possible without the

kind support and help of many individuals and organizations. I would like to extend my sincere

thanks to all of them.

I am highly indebted to Prof.Taranjeet Duggal for their guidance and constant supervision as

well as for providing necessary information regarding the project & also for their support in

completing the project.

I would like to express my gratitude towards my parents & member of Amity Business School

for their kind co-operation and encouragement which help me in completion of this project.

I would like to express my special gratitude and thanks to institute for giving me such attention

and time.

My thanks and appreciations also go to my classmates in developing the project and

people who have willingly helped me out with their abilities.

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Introduction

Personality

A brief definition would be that personality is made up of the characteristic patterns of thoughts

feelings and behaviours that make a person unique. In addition to this, personality arises from

within the individual and remains fairly consistent throughout life.

Some of the fundamental characteristics of personality include:

Consistency - There is generally a recognizable order and regularity to behaviours.

Essentially, people act in the same ways or similar ways in a variety of situations.

Psychological and physiological - Personality is a psychological construct, but research

suggests that it is also influenced by biological processes and needs.

Impact behaviours and actions - Personality does not just influence how we move and

respond in our environment; it also causes us to act in certain ways.

Multiple expressions - Personality is displayed in more than just behaviour. It can also

be seen in our thoughts, feelings, close relationships and other social interactions.

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PERSONALITY THEORIES

1. PSYCHODYNAMIC THEORY BY SIGMUND FREUD

Freud didn't exactly invent the idea of the conscious versus unconscious mind, but he

certainly was responsible for making it popular. The conscious mind is what you are aware ofat any particular moment, your present perceptions, memories, thoughts, fantasies, feelings,

what have you. Working closely with the conscious mind is what Freud called the

preconscious, what we might today call "available memory:" anything that can easily be made

conscious, the memories you are not at the moment thinking about but can readily bring to

mind. Now no-one has a problem with these two layers of mind. But Freud suggested that these

are the smallest parts!

The largest part by far is the unconscious. It includes all the things that are not easily available

to awareness, including many things that have their origins there, such as our drives or instincts,and things that are put there because we can't bear to look at them, such as the memories and

emotions associated with trauma.

According to Freud, the unconscious is the source of our motivations, whether they are simple

desires for food or sex, neurotic compulsions, or the motives of an artist or scientist. And yet,

we are often driven to deny or resist becoming conscious of these motives, and they are often

available to us only in disguised form.

The id works in keeping with the pleasure principle, which can be understood as a demand to

take care of needs immediately. Just picture the hungry infant, screaming itself blue. It doesn't"know" what it wants in any adult sense; it just knows that it wants it and it wants it now.

The ego, unlike the id, functions according to the reality principle, which says "take care of a

need as soon as an appropriate object is found." It represents reality and, to a considerable

extent, reason.

There are two aspects to the superego:

One is the conscience, which is an internalization of punishments and warnings. The

other is called the ego ideal. It derives from rewards and positive models presented to thechild. The conscience and ego ideal communicate their requirements to the ego with

feelings like pride, shame, and guilt.

The conscience includes information about things that are viewed as bad by parents and

society. These behaviors are often forbidden and lead to bad consequences, punishments

or feelings of guilt and remorse.

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2. TRAIT THEORY Raymond Cattells Sixteen Personality Factor Questionnaire

Trait theorist Raymond Cattell reduced the number of main personality traits from Allports

initial list of over 4,000 down to 171, mostly by eliminating uncommon traits and combining

common characteristics. Next, Cattell rated a large sample of individuals for these 171 different

traits. Then, using a statistical technique known as factor analysis, he identified closely related

terms and eventually reduced his list to just 16 key personality traits. According to Cattell, these

16 traits are the source of all human personality. He also developed one of the most widely used

personality assessments known as the Sixteen Personality Factor Questionnaire (16PF).

The Five-Factor Theory of Personality -

Both Cattells and Eysencks theory have been the subject of considerable research, which has

led some theorists to believe that Cattell focused on too many traits, while Eysenck focused on

too few. As a result, a new trait theory often referred to as the "Big Five" theory emerged. Thisfive-factor model of personality represents five core traits that interact to form human

personality. While researchers often disagree about the exact labels for each dimension, the

following are described most commonly:

1. Extraversion

2. Agreeableness

3. Conscientiousness

4. Neuroticism

5. Openness

3. BEHAVIOURAL THEORY BY B.F.SKINNER & ALBERT BANDURA

B. F. Skinners entire system is based on operant conditioning. The organism is in the process

of operating on the environment, which in ordinary terms means it is bouncing around its

world, doing what it does. During this operating, the organism encounters a special kind of

stimulus, called a reinforcing stimulus, or simply a reinforcer. This special stimulus has the

effect of increasing the operant -- that is, the behaviour occurring just before the reinforcer.

This is operant conditioning: the behaviour is followed by a consequence, and the nature of

the consequence modifies the organisms tendency to repeat the behaviour in the future.

SCHEDULES OF REINFORCEMENT

1. CONTINUOUS REINFORCEMENT

2. FIXED INTERVALS

3. VARIABLE INTERVALS

4. FIXED RATIO6


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5. VARIABLE RATIO

4. BIOLOGICAL THEORY -Eysencks Three Dimensions of Personality

British psychologist Hans Eysencks developed a model of personality based upon just three

universal trails:

1. Introversion/Extraversion:

Introversion involves directing attention on inner experiences, while extraversion relates to

focusing attention outward on other people and the environment. So, a person high in

introversion might be quiet and reserved, while an individual high in extraversion might be

sociable and outgoing.

2. Neuroticism/Emotional Stability:

This dimension of Eysencks trait theory is related to moodiness versus even-temperedness.

Neuroticism refers to an individuals tendency to become upset or emotional, while stability

refers to the tendency to remain emotionally constant.

3. Psychoticism:

Later, after studying individuals suffering from mental illness, Eysenck added a personality

dimension he called psychoticism to his trait theory. Individuals who are high on this traittend to have difficulty dealing with reality and may be antisocial, hostile, non-empathetic

and manipulative.

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5.HUMANISTIC THEORY - ABRAHAM MASLOW -

Maslow took this idea and created his now famous hierarchy of needs. Beyond the details of

air, water, food, and sex, he laid out five broader layers: the physiological needs, the needs for

safety and security, the needs for love and belonging, the needs for esteem, and the need to

actualize the self, in that order.

1. The physiological needs. These include the needs we have for oxygen, water, protein, salt,

sugar, calcium, and other minerals and vitamins. They also include the need to maintain a pH

balance (getting too acidic or base will kill you) and temperature (98.6 or near to it). Also, thereare the needs to be active, to rest, to sleep, to get rid of wastes and to avoid pain.

2. The safety and security needs. When the physiological needs are largely taken care of, this

second layer of needs comes into play. You will become increasingly interested in finding safe

circumstances, stability, and protection. You might develop a need for structure, for order,

some limits.

3. The love and belonging needs. When physiological needs and safety needs are, by and

large, taken care of, a third layer starts to show up. You begin to feel the need for friends, a

sweetheart, children; affectionate relationships in general, even a sense of community.

The esteem needs. Next, we begin to look for a little self-esteem. Maslow noted two

versions of esteem needs, a lower one and a higher one. The lower one is the need for the

respect of others, the need for status, fame, glory, recognition, attention, reputation,

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appreciation, dignity, even dominance. The higher form involves the need for self-

respect, including such feelings as confidence, competence, achievement, mastery,

independence, and freedom

Self Actualization need. Maslow has used a variety of terms to refer to this level: He

has called it growth motivation (in contrast to deficit motivation), being needs (orB-

needs, in contrast to D-needs), and self-actualization.

Personality testing

A personality test can provide us with a way to categorized different characteristics or traits

that we might otherwise not be aware of. Additionally, this categorization will help us learn

how others might react to something in their environment.

There are many different uses for personality tests in modern society. These tests can be used

for self-reflection and understanding, for job placement, and for learning how to better interact

with others in a team or work group.

Self Reflection:

By taking a personality test, you can often learn about yourself and encourage self awareness.

For example, if your job involves presenting speeches and mingling with large crowds ofpeople, but youve always felt a little uncomfortable performing the job functions, knowing that

you are naturally introverted can help you to better understand yourself. You will realize that

performing these social functions will drain you of your energy. By making this realization, you

will be better able to cope with your job and create happiness for yourself.

Personality tests can also provide insight into how you react to other people. For example,

certain personality types have a tendency to get along better, while other personality types oftenare prone to arguments and clashes of style and opinion.

Group Interaction:

In addition to understanding your own personality type, it is often beneficial to understand the

personalities of those around you. For example, many work teams and even sports teams, use

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personality tests to help the team members learn more about each other. Since the personality

test indicates some of your innate preferences, it can be very useful for other team members to

understand what makes you tick.

Personality tests can also be used as a tool to help dysfunctional teams learn more about each

other and begin to work through some of their differences. Each team member would take the

same personality test and then would share their results with the other members of the team.Then, as a team, they would discuss the results and how to function as a more cohesive team.

Increasing the teams awareness of the personality types of the other members can create a more

functional and cohesive team atmosphere. Once the team members realize that someone has a

different personality type that might make them more suited to one type of communication than

the other, they can adapt and work together to create the best team dynamics. Personality tests

can be a great tool to use to bring team members together and create more productive teams.

Different careers do, by and large, require different characteristics. If you work at something

that suits you then you will avoid frustration, while your continuing satisfaction and

enjoyment are more likely to be assured. It is also true that most careers can be done equally

enjoyably by people with widely varying characteristics. It is bound to be so, since no two

people are ever completely alike.

The aim of this test is to assess people in relation to some dimensions of their personality that

are useful in job selection and satisfaction what it is about the way one feels or behaves that

makes them more suited to one job and work culture than another.

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RESEARCH METHODOLOGY

DEFINITION OF RESEARCH

When you say that you are undertaking a research study to find answer to a question, you are

implying that the process;

1. Is being undertaken within a framework of a set of philosophies(approaches);

2. Uses procedures , methods and techniques that have been tested for their validity and

reliability;

3. Is designed to be unbiased and objective.

Philosophy means approaches e.g. qualitative, quantitative and the academic discipline in whichyou have been trained.

Validity means that correct procedures have been applied to find answers to a question

Reliability refers to the quality of a measurement procedure that provides repeatability and

accuracy.

Unbiased and objective means that you have taken each step in an unbiased manner and drawn

each conclusion to the best of your ability and without introducing your own vested interest.

TYPES OR RESEARCHES

Research can be classified from three perspectives:

1. Application of research study

2. Objective in undertaking the research

3. Inquiry mode employed

Application: From the point of view of application, there are two broad categories of research:

- Pure research

-.Applied research

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Pure research involves developing and testing theories and hypotheses that are intellectually

challenging to the researcher but, may or may not have practical application at the present time

or in the future. The knowledge produced through pure research is sought in order to add to the

existing model.

Applied research is done to solve specific, practical questions; for policy formulation

administration and understanding of a phenomenon. It can be exploratory, but is usually

descriptive. It is almost always done on the basis of basic research. Applied research can be

carried out by academic or industrial institutions. Often, an academic institution such as a

university will have a specific applied research program funded by an industrial partner

interested in that program.

Objectives:

From the viewpoint of objectives, a research can be classified as

- Descriptive

- Correlational

- Explanatory

- Exploratory

Descriptive research attempts to describe systematically a situation, problem, phenomenon,service or program, or provides information about say, living condition of a community, or

describes attitudes towards an issue.

Correlational research attempts to discover or establish the existence of a relationship/

interdependence between two or more aspects of a situation.

Explanatory researchattempts to clarify why and how there is a relationship between two or

more aspects of a situation or phenomenon.

Exploratory researchis undertaken to explore an area where little is known or to investigate the

possibilities of undertaking a particular research study (feasibilitystudy/ pilot study).

In practice most studies are a combination of the first three categories.

We are using descriptive approach because we are analyzing the personality of a sample

of 50 students.

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Inquiry Mode:

From the process adopted to find answer to research questions the two approaches are:

- Structured approach

- Unstructured approach

Structured approach:

The structured approach to inquiry is usually classified as quantitative research.

Here everything that forms the research process- objectives, design, sample, and the questions

that you plan to ask of respondents- is predetermined. E.g. how many people have a particular

problem? How many people hold a particular attitude?

Unstructured approach:

The unstructured approach to inquiry is usually classified as qualitative research.This approach allows flexibility in all aspects of the research process.

It is more appropriate to explore the nature of a problem, issue or phenomenon without

quantifying it. Main objective is to describe the variationin a phenomenon, situation or attitude.

E.g. description of an observed situation, the historical enumeration of events, an account of

different opinions different people have about an issue, description of working condition in a

particular industry.

So we are using unstructured Qualitative Approach.

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Assessment of scores

We have taken Sample space of50 Students to determine which trait is more dominant in a

person.

PEOPLE DIMENSIONS:

The personality test has two dimensions that describe the way you relate to people.

1) Whether you tend to beSolitary or gregarious.

2) Whether you tend to be assertive or passive.

ASSESSEMENT OF QUESTIONNAIRE

Count up your score for each row marked SO .do the same for G and other letters.

Place each total in the score chart below.

The maximum score you can have for each letter is 50.

With each pair of scores, write in letter or letters associated with the higher score.

Write the dominant letter in the place provided.

This will give you a combination of letters that would help you to assess your personality.

The scores go together in pairs as follows:

SOLITARY (SO) and GREGARIOUS (G)

ASSERTIVE (A) and PASSIVE (P)

IMAGINATIVE (I) and FACTUAL (F)

SPONTANEOUS (SP) and DELIBERATE (D)

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ILLUSTRATION:

SO=25 G=10 SO

A=18 P=40 P

I=6 F=42 F

SP=30 D=8 SP

So, SoPFSp is the personality type of an individual.

Questionnaire:

Personality Test

Instructions:

Look at each statement in turn. You have to asses yourself in relation to each statement on a

scale of1 to 10.

If you gave yourself a score of 1, this would mean that the statement does not hold true for

you at all.

A score of 10 would mean that the statement describes you perfectly. A score of 5 or 6 wouldmean that the statement is sometimes true for you, and sometimes untrue. Therefore, the

larger the score you give yourself, the more you think the statement describes you.

You have to respond to each statement.

You are not being tested, so you cannot be right or wrong. Your answers will give a picture of

how you usually are and the way you think and feel. Tick the number in each scale that is true

for you.

Questions:

1. I prefer to be left alone to get with my work.

1 2 3 4 5 6 7 8 9 10 SO

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2. I make myself known to everybody.

1 2 3 4 5 6 7 8 9 10 A

3. I always make sure I get my facts correct.

1 2 3 4 5 6 7 8 9 10 F

4. I can often speak or act without enough thoughts.

1 2 3 4 5 6 7 8 9 10 SP

5. I cannot get difficulties out of my mind.

1 2 3 4 5 6 7 8 9 10 I

6. I take proper time to prepare for things that might be difficult.

1 2 3 4 5 6 7 8 9 10 D

7. Nobody stops me from speaking if I have something to say.

1 2 3 4 5 6 7 8 9 10 A

8. I like it best when someone else takes the lead.

1 2 3 4 5 6 7 8 9 10 P

9. I do not like to do anything too different from my friends.

1 2 3 4 5 6 7 8 9 10 G

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10. I am affected by how people feel.

1 2 3 4 5 6 7 8 9 10 I

11. I make sure that what I do is done as well as it possibly can be.

1 2 3 4 5 6 7 8 9 10 D

12. I am quick to sense peoples difficulties.

1 2 3 4 5 6 7 8 9 10 I

13. I like to avoid dealing with feelings if at all possible.

1 2 3 4 5 6 7 8 9 10 F

14. I do not react hastily.

1 2 3 4 5 6 7 8 9 10 D

15. I am at my best when working alongside others.

1 2 3 4 5 6 7 8 9 10 G

16. I do not like going out very much.

1 2 3 4 5 6 7 8 9 10 P

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17. To have fun and entertainment in my leisure time is important to me.

1 2 3 4 5 6 7 8 9 10 SP

18. I pay no attention to the way others are feeling.

1 2 3 4 5 6 7 8 9 10 F

19. I get bored easily.

1 2 3 4 5 6 7 8 9 10 SP

20. I am less sensitive than other people.

1 2 3 4 5 6 7 8 9 10 F

21. It takes a lot to dent my confidence.

1 2 3 4 5 6 7 8 9 10 F

22. Always doing something new and different appeals to me.

1 2 3 4 5 6 7 8 9 10 SP

23. A favorite activity of mine I entertaining friends.

1 2 3 4 5 6 7 8 9 10 G

24. I control any feeling of annoyance.

1 2 3 4 5 6 7 8 9 10 A

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25. I always speak my mind.

1 2 3 4 5 6 7 8 9 10 A

26. I can lose sleep because I dwell upon past events.

1 2 3 4 5 6 7 8 9 10 I

27. I do not look for people to be with.

1 2 3 4 5 6 7 8 9 10 SO

28. I am a contented person.

1 2 3 4 5 6 7 8 9 10 D

29. I can easily make decisions by myself.

1 2 3 4 5 6 7 8 9 10 SO

30. I do not like to persuade people to change their minds.

1 2 3 4 5 6 7 8 9 10 P

31. I do not find it difficult to stick at one thing.

1 2 3 4 5 6 7 8 9 10 D

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32. I can change my mind at a moments notice.

1 2 3 4 5 6 7 8 9 10 SP

33. I am often the one who gets people involved when they get together.

1 2 3 4 5 6 7 8 9 10 A

34. I see no harm in passing on confidences to my friends.

1 2 3 4 5 6 7 8 9 10 G

35. People would consider me insightful.

1 2 3 4 5 6 7 8 9 10 I

36. I generally agree if someone feels very strongly about something.

1 2 3 4 5 6 7 8 9 10 p

37. I generally win arguments.

1 2 3 4 5 6 7 8 9 10 A

38. Having friends is not particularly important to me.

1 2 3 4 5 6 7 8 9 10 SO

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39. I do not like people to intrude on my space.

1 2 3 4 5 6 7 8 9 10 SO

40. I like people to call me anytime.

1 2 3 4 5 6 7 8 9 10 G

Interpretation of Scores

The personality types are defined below along with the scores obtained by the students in our

class.

G= 40 ; So=10

P=8 ; A=42

I=35 ; F=15

Sp=20 ; D=30

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ANALYSIS

SO- SOLITARY

Self reliant

Take initiatives on his or her own

May be either quite or arrogant

Works in own way

Socialize but sometimes shy

Detached

gregarious

solitary

G GREGARIOUS

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Fits in, not necessarily the leader

Seeks company

Hates to be alone

Loyal and provides support

Resolves differences and purposeful

Makes up own mind

Resourceful

Does not make small talk

Changes behavior to fit in

Inference: 80%of the students are gregarious while 20% are solitary

Passive

Assertive

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A-ASSERTIVE

Aggressive

May be dominant and stubborn

May talk loudly

Determined ,sometimes risk taking

May be seen as a show off but also gain respect

May lose sight of how people are affected

Takes responsibility

P-PASSIVE

Keeps matters to himself/ herself

Gives way rather than argue

Often good team member

Accommodating and not easily annoyed

Avoids confrontation

Tries hard to please

Cooperative, respectful and helpful

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Inference: 16% of the students are passive and 84% of the students are assertive

Imaginative

Focus

I IMAGINATIVE

Sensitive and aware of peoples feelings

Emotional and often expressive

Makes decisions with heart rather than head

Easily affected, hurt by criticism

Spend too much time on small things

Often discouraged and frustrated but also intuitive and creative

Responsive to feelings and/ or ideas

F-FACTUAL

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Usually composed and has feet on the ground

Likes orderly, structured behavior

Not easily distracted, does things in a controlled way

May miss subtle issues than bother others

Inference: 70% of the students are imaginative while 30% are focused.

Spontaneous

Delibrate

SP- SPONTANEOUS

Lively and impulsive

Likes changes and situations which are fast moving and different

Often finds it difficult to stick to one thing or to finish what he or she has started

Amusing and enthusiastic

D- DELIBERATE

Calm ,stable and dependable

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Patient in waiting for things to take their time

Composed and unflustered by events

Takes things as they come

The slow deliberate approach allows people to depend excitement can infect others

Inference: 40% of the students are spontaneous and 60% are deliberate.

Bar Graph

The scores of our sample were:

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Description Of Personality Types

The personality test provides 16 combinations based upon the 8 descriptions that are formed

from the 4 dimensions. From the 4 sets of letters we can locate a persons personality in the

personality chart given below.

If we look at the top line we can first locate if a person is imaginative or factual. Then, looking

at the bottom line of the chart we locate the second trait, if a person is deliberate or

spontaneous. Similarly the same procedure is followed for the other 2 qualities given on the left

and the right side of the chart. Using these we can determine the personality type of a person

from one of the 16 boxes.

TASK Factual Factual Imaginative Imaginative PEOPLE

Gregarious 1.

Director

2.

Opportunist

3.

Coach

4.

CrusaderAssertive

Gregarious 5.Completer 6.Associate 7.Confidant 8.Colleague Passive

Solitary 9.

Arranger

10.

Advisor

11.

Designer

12.

IdealistAssertive

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Solitary 13.Researcher

14.Implementer

15.Specialist

16.Wanderer

Passion

PEOPLE Deliberate Spontaneous Deliberate Spontaneous Task

Dominant characters from the chart were:

1. FDAG-Director

Characteristics: Factual, deliberate, assertive and gregarious

2. FSpAG-Opportunist

Characteristics: Factual, spontaneous, assertive and gregarious

3. IDAG-Coach

Characteristics: Imaginative, deliberate, assertive and gregarious

4. ISpAG-Crusader

Characteristics: independent, spontaneous, assertive and gregarious

5. FDPG-Completer

Characteristics: factual, deliberate, passive and gregarious

6. FSpPG-Associate

Characteristics: factual, spontaneous, passive and gregarious

7. IDPG- Confident

Characteristics: independent, deliberate, passive and gregarious

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8. ISpPG-Colleague

Characteristics: independent, spontaneous, passive and gregarious.

9. FDASo- Arranger

Characteristics: factual, Deliberate, Assertive and Solitary.

10. FSpASo- Adviser

Characteristics: Factual, Spontaneous, Assertive and Solitary.

11. IDASo- Designer

Characteristics: Imaginative, Deliberate, Assertive and Solitary.

12. ISpASo Idealist

Characteristics: independent, Spontaneous, Assertive and Solitary.

13. FDPSo Researcher

Characteristics: Factual, Deliberate, Passive and Solitary.

14. FSpPSo- Implementer

Characteristics: Factual, Spontaneous, Passive and Solitary.

15. IDPSo Specialist

Characteristics: independent, Deliberate, Passive and Solitary.

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16. ISpPSo Wanderer

Characteristics: Independent, Spontaneous, Passive and Solitary.

CONCLUSION

Personality is a complex subject. The aim here is to assist you to assess yourself in relation tosome dimensions of personality they are useful in planning your career what it is about the

way you feel and behave that might make you more suited to one career rather than another.

People Dimensions:

The Personality Test has two dimensions that describe the way you relate people:

1) Whether you tend to be Solitary or Gregarious

2) Whether you tend to be Assertive or Passive

Task Dimensions:

The questionnaire also has two factors that relate to the task:

1) Whether you tend to be Imaginative or Factual

2) Whether you tend to be Spontaneous or Deliberate

The Personality Test was conducted on students of MBA HR SECTION C

According to the survey made it can be inferred that :

80% of the class falls in the category of Gregarious and the rest 20% falls in the

category of Solitary.

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84% of the class falls in category of Assertive and the rest 16% fall in the category of

Passive.

70% of the class fall in the category of Imaginative and the rest 30% in the category of

Factual.

60% of the class fall in the category of Spontaneous and the rest 40% in the category

of Deliberate.

It was found that the most dominant personality type found in the class is that of a

coach-38% followed by crusader-16% and then, director-12%.

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Personality Testing and Job Satisfaction

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