Personality theory has evolved over time. In the classical Freudian perspective, human personality comes from a conflict between biological impulse and internalized social restraints. This conflict plays out in three connected structures: the ID, the ego, and the superego. The ID consists of instincts and seeks immediate gratification. The ego tries to satisfy impulses in more realistic ways and does not account for morality. The superego is the moral branch of personality. Consider the conflict between the ID, ego, and superego and how it impacts behavior and personality.
Contemporary perspectives on personality have progressed to include more than the hidden aspects of personality as suggested in the classical view. Modern-day personality theorists consider traits like the Big Five (conscientiousness, agreeableness, neuroticism, openness, and extraversion) to better gauge personality. In an attempt to fully understand personality, a series of reliable tests like the Minnesota Multiphasic Personality Inventory (MMPI) and the NEO-PI-R have been developed. While the MMPI is widely used to identify emotional disorders, the test is used for many other screening purposes, including employment screening.
Personality testing can help you learn more about yourself by highlighting subtle tendencies that you may not have noticed. In fact, an increasing number of employers use personality tests to evaluate candidates in hopes of hiring the best match. Not everyone agrees with the use of personality tests for personnel decisions, arguing that they can be inaccurate. Regardless of what side you agree with, it is clear that understanding the science of personality provides important information on behavior.
For this Discussion, you will take two personality tests and reflect on your results. Based on your experience and results, consider whether personality tests are an effective tool for hiring.
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