Carl jung and persona carl term paper

Jung, Personality Tests, Individuality Test, Personality Theory

Excerpt from Term Paper:

One of the most common uses of employment checks is in the part of employment. Various employers work with personality tests as a means to assess potential job candidates for their suitability, honesty, and loyalty to a upcoming employer. Specific experience and interpretation may skew answers in including manner concerning render these kinds of tests unreliable. For instance, a person who is naturally unassertive might view the actions of an assertive person as hostile, hostile, or perhaps angry. Also, an aggressive person may possibly see the actions of an unassertive person because weakness.

Recently, it was described that hardly ever do persons fall without spilling into one particular personality sort of another. However, Jung’s nature have discovered their way into a number of assessments and tools that are used in numerous situations. Many employers have started to use individuality tests, depending on Jung’s ideas to decide if a candidate is correct for a task. This concept will be based upon the tips that the personality traits in Jung’s categories get people to more or less suitable for certain types of careers. One can observe how this might be useful in evaluating whether a certain personality type will be happy for the long-term in a certain position. Personality tests have now become an integral part of the interview process.

The real issue surrounding these types of tests is how much to rely on them in the preemployment screening process process. Usage of personality testing as part of the pre-screening process have come under scrutiny recently. It has been stated that the testing are distressing and business employers feel that potential employees are more willing to admit faults than they would maintain a face-to-face interview (Kanchier, 2007). For these reasons and others, individuality tests dropped out of favor for a long time out of fear of legal cases. However , they have recently bee reconsidered are and not learning to be a routine area of the interview procedure. The reason for this kind of resurgence inside their use is that they can provide data that would not really be very likely to surface within an interview scenario. Employers view the personality tests as an extension of the interview (Kanchier, 2007). The amount of fat that the employer places around the test varies from employer to employer.

One of the most recent developments in the field is definitely the development of analysis centers in which assessors need to observe several potential candidates for their suitability for a particular job. It absolutely was found the fact that quality in the assessment reduced if the assessor had to notice multiple organizations at the same time (Melchers, Kleinman, Prinz, 2010). The potency of group evaluation centers has been recently inhibited. When one particular considers the usage of Jung’s types and the issues with definition of groups, it could be argued that employment screeners count on personality tests too much at first of candidate assessment. The requirement to “process” an increased number of individuals creates the opportunity of tester bias.

The father of personality testing used to screen today’s potential employees had its origins in Carl Jung’s hypotheses on persona categories. As we have seen in this examination of just how Jung’s theories developed into modern personality assessments it was identified that personality tests tend not to always offer an accurate evaluation of the individual’s personality or perhaps suitability pertaining to the job. The personality tests provides the potential employer with an objective methods to assess an upcoming job candidate. These are a fantastic tool the moment used with the traditional job interview. Advancements in personality tests have got resolved most of the problems associated with previous versions, such as the capability to detect fakers and scoring that does not enable assessor opinion. Jung’s original work made the modern persona test possible. This was Jung’s key contribution to this world of human resources. The personality test can be not an exceptional addition to the arsenal utilized by human resource professionals to assess potential candidates.

Referrals

Diamond, S i9000. (1999) “Jung’s Angry Guru, ” simply by Stephen A. Diamond, formerly published inside the San Francisco Jung Institute Collection Journal, 17 (4).

Forer, B. Ur. (1949). The fallacy of private validation: a classroom demo of gullibility. Journal of Abnormal Mindset, 44, 118-121. Retrieved October 12, 2010 from http://www.all-about-psychology.com/support-files/the-fallacy-of-personal-validation-a-classroom-demonstration-of-gullibility.pdf

Jung, C. G. (1971). Psychological types (Collected functions of C. G. Jung, volume six, Chapter X)

Kancher, C. (2007). Personality Test Last Favor. Washington dc Job Record. September 3, 2007. Gathered October doze, 2010 by http://www.jobjournal.com/article_printer.asp?artid=2134

Melchers, K., Kleinmann, M. Prinz, M. (2010). Do Assessors Have A lot of on their Plates? The Effects of Concurrently Rating Multiple Assessment Center Prospects on Score Quality, International Journal of Selection and Assessment. 18 (3): 329-341.

Robie, C., Curtin, P, Foster, C. et ‘s. (2000). The effect of instruction on the energy of response latencies in detecting fakers on persona measure. Canadian Journal of Behavioral Scientific research.

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