ORGANISATIONAL THEORY

Organisational Theory



Personality Tests

The use of personality tests in the workplace has been the subject of much debate among researchers and practitioners. Years 60 and 70 are marked by a lack of consensus among psychologists on the proof of the existence of links between personal dispositions and behaviors. On the other hand, while the socio-political movement created by the rights of the person who favors equal opportunity for all in employment has slowed somewhat studies in this field. Each company requires employees to ensure a pre-selection process for each employee. A pre-selection process is a way for businesses to take appropriate measures to secure their business and profits. If an employee enters the business shall comply with all elements of pre-employment screening process and background check, and then the employer can start using it, with a certain tranquility. Since the mid-1980s, it seems that this malaise is blurred and we are seeing a turnaround. The usefulness of theories of personality to understand performance at work is enlivened by the appearance of personality inventories in the workplace. For example, include the Psychological Type Indicator Myers-Briggs Personality Inventory and NEO PI-R, Costa & McRae, which are highly recommended as tools for understanding individual behavior in organizations. It seeks to understand how individuals think, feel, act and react when placed in similar situations (Houston, S.R. and Solomon, D, 1978 153).

Personality has often been associated with social skills and this concept was difficult to describe by researchers. Moreover, several models have been proposed to describe the personality and this difficulty is reflected in the various measurement tools that exist on the market and are available to specialists in human resources management. While personality tests are not necessarily a requirement or gold standard in the selection process of an employee if the employer can provide valuable information about the candidate. Over 40% of all Fortune 100 companies are doing as personality tests as a standard requirement in pre-selection process, and definitely these reviews are valuable sources of information for the company. Personality tests will give the company information on the candidate's history of honesty, substance abuse, ethics, and reliability (Nettle, Daniel 2009 1978).

Personality tests, the company will give a brief summary of information about who is the candidate, and thus, provide a description of whether the person is a good prospect for the company. Many evaluations of personality tests are in the format of Meyers-Briggs or DISC format. The Meyers-Briggs is probably the most common, it determines personality traits like introversion or extroversion, flexibility and ingenuity. DISC proof creates a comprehensive profile of the candidate, analyzing the basic quadrants of his personality, dominance, compliance, influence, and stability (Berens et al. 2002, 19-78).

Personality traits are dimensions of personality that are used to describe a person and predict behavior without help understand the dynamics. It was also a first problem that arose in the personality theorists, that of determining which were the traits that may explain the success in a given ...