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Personality Flashcards

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1
Q

nomothetic approach

A

= sees personality as a set of measurable traits or characteristics
and sorts people into personality types or scales

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2
Q

The ideographic approach

A

rejects the idea of personality as a set of traits as too simplistic

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3
Q

Personality seen as something more dynamic

A

based on experiences/ interactions.

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4
Q

social–radical approach

A

sees personality and its definition entirely as a product of society and its organizational and power structures.

Ie. workplace is what forms someones’ personality

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5
Q

predictive validity meaning?

A

tool does not accurately predict future outcomes/ job performance.

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6
Q

what are some factors that may affect the predictive validity of nomethetic approach?

A
  • candidates fake answers
  • bias in language tests
  • traits not necessarily independant + measurable
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7
Q

what are the 2 different personality testing of nomethetic approaches ?

A
  • classify people into different personality TYPES , embedding different personality traits.
  • start from TRAITS, positioning personality on two opposite ends of the spectrum.
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8
Q

what do trait theories see personality traits as?

A

the building blocks of a personality.

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9
Q

what did Hans Eysenck develop?

A

trait theories, in relation to Hippocrates’ 4 personality types.

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10
Q

what did he propose the personality types could be reduced to?

A

3 core dimensions:
- psychotism- how impulsive, aggressive , antisocial a person is.
- extraversion- how outgoing and social a person is.
- neuroticism - emotional instability + anxiety

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11
Q

how does Eysenck’s work contribute to trait theories?

A
  1. whilst it still categorises people into personality types , it outlines a specific set of traits in each quadrant (ie. stable, extraverted person is agreeable + outgoing)
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12
Q

how might personality testing be used in the candidate recruitement process?

A

can be used by employers to align a set of measursable traits with a desired profile type; screening out candidates who do not fit this desired profile- ie. in a job that requires networking, candidates who score highly on the intraversion scale may be eliminated.

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13
Q

what are the different types of personality tests:

A
  1. might ask candidates to plot themselves on the scale on whether they agree / disagree/ to what extent
  2. more definitive answers, removing room for subtlety in personalty assessment.
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14
Q

What personality traits are contrasted in the workplace as discussed in the document?

A

Introversion and Extraversion

Concepts developed by Carl Jung

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15
Q

How do extraverts gain energy?

A

From external interactions and social settings

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16
Q

What do introverts prefer in terms of work environment?

A

Solitude, reflection, and quiet, independent work

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17
Q

What is a common workplace bias mentioned in the document?

A

Favoring extravert traits over introvert traits

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18
Q

What are some traits associated with extraverts in the workplace?

A
  • Outgoing
  • Talkative
  • Team-oriented
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19
Q

Who argues that modern work environments create a bias against introverts?

A

Susan Cain

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20
Q

How do meetings typically favor extraverts?

A

Extraverts often dominate discussions

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21
Q

What is a noted advantage of extraverts in leadership roles?

A

They tend to be more aggressive in business activities

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22
Q

What can be a limitation of extraversion in high-conflict situations?

A

Being perceived as domineering or aggressive

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23
Q

What shift during the pandemic highlighted strengths of introverts?

A

The rise of remote work

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24
Q

True or False: Extraverts draw energy from within.

A

False

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25
True or False: Introverts can thrive in focused, independent work environments.
True
26
27
What personality type is described as warm and outgoing, thriving in social environments?
Sanguine ## Footnote Characteristics include being lively with few concerns.
28
Which personality type is characterized as cool, rational, and calm?
Phlegmatic ## Footnote This type is known for being controlled and thoughtful.
29
What is the most volatile of the four personality types, known for being impulsive and excitable?
Choleric ## Footnote This type may also be touchy and bad-tempered.
30
Which personality type is described as reserved and withdrawn, often governed by worries?
Melancholic ## Footnote This type may exhibit an anxious temperament.
31
What approach does Sir John Timpson value in recruitment, prioritizing personality over skills?
Timpson’s Approach ## Footnote Skills are prioritized only for technical roles.
32
How does Timpson’s company utilize Mr Men/Little Miss characters in their interview technique?
Matches candidates to characters ## Footnote Positive traits lead to trial shifts.
33
What is the Nomothetic View of personality?
Treats personality as measurable and stable ## Footnote Similar to physical traits.
34
What are the two theoretical approaches used in personality categorization?
Type Theories and Trait Theories ## Footnote Type Theories classify into broad types; Trait Theories plot on scales.
35
Give an example of a Type Theory used in personality classification.
Myers–Briggs or Hippocrates’ four temperaments ## Footnote Includes types like Sanguine, Phlegmatic, Choleric, Melancholic.
36
What does Eysenck’s Model combine in its personality assessment?
Introversion–extraversion and emotional stability–instability ## Footnote Produces four quadrants that reflect Hippocrates’ types.
37
How does the Myers-Briggs Temperant indicator work?
- Katherine Cook Briggs built on karl Jungs' theories, used by 2 million people in broad personality testing - intraversion vs extravertion - perception vs judgement - feeling vs thinking - categorises people into 16 broad personality types based on 4 different personality indices.
38
MBTI application:
* not recommended for the recruitement process, because it does not accurately predict job performance. * best used as a personal assessment tool - to raise self-awareness and help with team building and career planning.
39
How is the Big Five personality test different to the MBTI :
categorises people based off a set of measurable traits, rather than broad personality types.
40
What does the OCEAN acrynonym stand for
O- openness- creativity + curiosity + openness to new ideas. C- conscientiousness- self-reliability + discipline. E- extraversion- outgoing + A- agreeableness- communication , cooperation. N- neurocitism - high scores- emotional instability + moodiness.
41
how does Mcdonalds use the Big Five model in their recruitement process?
to assess traits to match candidates to suitable roles. (OCEAN traits)
42
What type of scales are typically used in personality tests for recruitment?
Likert-type scales ## Footnote Ranges from strongly agree to strongly disagree.
43
When can personality tests be used in the recruitment process?
Early to screen out candidates and later to choose between shortlisted candidates ## Footnote Assumes traits predict job performance.
44
True or False: Personality tests are only useful after candidates have been shortlisted.
False ## Footnote They can also be used early in the recruitment process.
45
46
What structure does MBTI use?
MBTI uses four personality indices: Extraversion (E) vs. Introversion (I), Sensing (S) vs. Intuition (N), Thinking (T) vs. Feeling (F), Judging (J) vs. Perceiving (P).
47
How many personality types does MBTI categorize individuals into?
A person is categorized into one of 16 personality types (e.g., ENFP, ISTJ).
48
What is the test format for MBTI?
The test format is a 93-question self-report questionnaire.
49
Is MBTI suitable for recruitment?
MBTI is not recommended for hiring decisions because it does not reliably predict job performance.
50
51
What are the five traits of personality?
1. Openness to Experience – Creativity, curiosity, and openness to new ideas. 2. Conscientiousness – Reliability, orderliness, and self-discipline. 3. Extraversion – Sociability, assertiveness, and outgoingness. 4. Agreeableness – Trustworthiness, kindness, and cooperation. 5. Neuroticism (Emotional Stability) – Low scores indicate calmness and resilience; high scores indicate anxiety and moodiness.
52
How does McDonald's Australia apply personality traits in hiring?
They use personality-based questions to assess traits like agreeableness, conscientiousness, and emotional stability, helping them match candidates to suitable roles.
53
What is the typical length of the Big Five test?
The Big Five test typically has 240 questions but can be shortened for practical use (even to 5–10 questions).
54
What is predictive validity in personality tests?
Predictive validity refers to how well test results predict future job performance.
55
What is the predictive validity range of personality tests?
Personality tests have low predictive validity, often only predicting 15–40% of future behaviour.
56
What factors can affect the accuracy of personality tests?
1. Faking responses consciously or unconsciously. 2. MBTI's lack of scientific grounding and binary, simplistic nature. 3. Results can be influenced by mood or test conditions. 4. Tests may be inconsistent; many get different results when retaking them.
57
What is the impact of agreeableness in volunteering?
Agreeableness is linked with informal helping roles.
58
How does emotional stability relate to formal roles?
Emotional stability is related to formal roles in organizations.
59
What traits are linked to effective leadership styles?
Extraversion, Agreeableness, Conscientiousness, and Openness are linked to effective leadership styles.
60
How is neuroticism associated with leadership?
Neuroticism is negatively associated with leadership.
61
What traits contribute to entrepreneurial success in Sub-Saharan Africa?
Traits such as Extraversion, Conscientiousness, and Agreeableness contribute to entrepreneurial success.
62
What is a real-life case illustrating the limitations of personality tests?
Paul Flowers excelled in psychometric tests but performed poorly in his role, highlighting that test results may not reflect real-life behaviour.
63
How can personality tests reinforce bias?
Though intended to be objective, personality tests can reinforce bias, especially against protected characteristics (e.g., race, gender, age, disability).
64
What demographic do many personality tests norms favor?
Many tests are based on norms from white, male, Christian samples, skewing outcomes.
65

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