Christian Narine                                                                                                     October 1st, 2020

BUS311 1900                                                                                            Professor Brielle Buckler

Unit 5 – Personality Assessment – self-assessed personality traits

My personality assessment as described by the results of the 16 Personalities assessment website is Debater (ENTP-A). Not to be confused with Debater ENTP-T which seek attention and approval. ENTP-A, Assertive Debaters usually show less need for positive feedback. I agree with several attribute percentages of the assessment, found some to be accurate, for example, Debaters are known for their ready adaptability, and Assertive Debaters are somewhat more likely to say that stress helps them focus. This is apparent during deadlines at work and school where staring down a closing window to complete several tasks, I’m generally hyper focused. [The triple espressos help too].

However, there were several of the percentage attributes I found having a higher percentage measure than I expected. While I did not necessarily interpret the attribute percentage values as being a measure of strengths or weakness they each possessed areas which I thought could be improved and be more complementary.  Several of my attribute characteristics on the higher end percentages includes, Extravert, Intuitive, Thinking, Prospecting, Assertive. Some famous Debater (ENTP-A) people are Mark Twain, Sacha Baron Cohen, Sarah Silverman , Alfred “Weird Al’ Yankovic and Thomas Edison.

At Work & Personal life, these attribute characteristics can pose some challenges specifically to my approach when it comes to goals and accomplishments. My Debater personality can typically be an optimistic risk-taker with little reservations. However, sometimes my impulsiveness might lead to unplanned outcomes, resulting in adapting & course correcting over time. This is where I think my Intuitive attribute of 60% could have a more balanced percentage versus Observant currently at 40% & my Thinking attribute at 56% can have an improved balance versus Feeling currently at 44%. Several of these attributes exhibited in my personal & work life are sometimes at the detriment of some personal relationships, reflecting on these attribute percentages I genuinely empathize if my decision impacts someone’s well being.

Additionally, at Work & in my Personal life, my attribute characteristics tend to have me comfortable breaking rules I disagree with. Always looking for opportunities to develop a broad vison, build a better mouse trap, connecting disparate ideas to prove a point, looking for ways to interpret rules, not necessarily to break the rule but bend it and be ready to defend my reasoning when challenged. Mixing work and personal life, my debater characteristics can be responsible for my enjoyment of reading, acquiring knowledge, questioning the prevailing methods, reworking existing systems to push the process in a smarter new direction. “Work Smarter…Not Harder”, originated in the 1930s by Allen F. Morgenstern.

Most personality tests measure a range of attributes, some involve multiple-choice questions, true-false statements and like this one, a scale across agree or disagree. Some assessments evaluate an individual’s aptitude in a single area but at their best, these tests can help you gather information that you may not typically get in a conventional job interview. Assessments can serve as an element in the larger process of getting acquainted with individuals’ behaviors and competencies as they relate to the job opening.

A quick internet search returned hundreds of new tests available on the market, and it might be difficult to quantify each for their effectiveness. Therefore, selecting a reputable or industry standard assessments available for your respective business or tailored closely to your organizations business might be useful. My research led me to consider Title VII and pre-employment testing-Title VII of the Civil Rights Act of 1964 makes it unlawful for an employer to discriminate on the basis of race, color, religion, sex or national origin in employment decisions, including the administration of pre-employment tests. The interpretation of Title VII does not necessarily stop you from using personality tests. But it prohibits you from using tests to intentionally discriminate.

Therefore, while some organizations see value to administer personality assessment tests at early stages of the application process during the screening stage, particularly for lower-level positions. The hiring manger should be very careful not to prejudge the candidate before meeting in person, it might taint their perception. In conclusion the hiring manager should not sole rely on assessment tests to reduce a candidate to a series of attributes and scores but rather as an available supplemental tool combined with other traditional screening and interviews to get a full dimension of the candidate.

Work Cited

Stettner, Morey. Using Personality Tests as a Hiring Tool.

https://edwardlowe.org/using-personality-tests-as-a-hiring-tool/. Accessed Oct 1, 2020

NERIS Analytics Limited.16 Personalities.

https://www.16personalities.com/entp-personality. Accessed Oct 1, 2020

Core Impact Coaching.Time Management: Don’t work harder

https://www.coreimpactcoaching.com/time-management . Accessed Oct 1, 2020