Several methods can be used to assess personality. These include projective tests, behavioural measures and self-report questionnaires.
The measures of personality in organisational behaiviour are explained below: -
The Projective Tests
In these tests, individuals are shown a picture, abstract image, or photo and are asked to describe what they see or to tell a story about what they see. The rationale behind projective tests is that each individual responds to the stimulus in a way that reflects his or her unique personality. The Rorschach inkblot test, Thematic Apperception test (TAT), sentence completion method are projective tests commonly used to assess personality. Research evidence concerning the validity of projective techniques as a whole is very disappointing. Projective tests continue to suffer from a lack of objectivity in scoring and an absence of adequate norms. Never the less, in clinical practice, projective tests continue to be popular and valued diagnostic tool.
There are behavioural measures of personality as well. Using an observational technique known as behavioural assessment, psychologist can count and record the frequency of particular behaviours. For example, we might assess a person's sociability; by counting the number of times he or she approaches strangers at a party. The behaviour is scored in some manner to produce an index of personality.
Although much can be learned from observation, it has the following shortcomings -
The most common method of assessing personality is the self-report questionnaire. Individuals respond to a series of questions, usually in an agree/ disagree or true/false format. The widely recognized self-report questionnaire are -
Based on the answers individuals give to the test, they are classified as -
There are four basic preferences in type theory and two possible choices for each of the four preferences. The combination of these preferences makes up an individual's psychological type.
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