Personality Assessment Increased usage: SHRM survey % Fortune 100 Companies % Outside U.S % to 80%  Interaction of personality characteristics and the situation Strong vs. weak situations Impact of reward systems Which personality characteristics are important for a given situation

Personality Inventories Self-reports -- (e.g., Minnesota Multiphasic Personality Inventory ( MMPI ), California Psychological Inventory ( CPI), Myers-Briggs Type Indicator ( MBTI), Hogan Personality Inventory ( HPI), NEO PI-R NEO ( assesses the 5-Factor model consisting of: Neuroticism, Extraversion, Openness, Agreeableness Conscientiousness ) MMPI CPI MBTI HPINEO (e.g., Thematic Apperception Test ( TAT ), Rorschach Inkblot Test (RIT), Miner Sentence Completion Scale) TATRIT Projective Techniques --

Extraversion --- Outgoing, sociable Neuroticism (Emotional Stability): Depressed, anxious, worrisome, etc. Agreeableness: Flexible, forgiving Conscientiousness: Careful, thorough, persevering Openness to Experience: Curious, imaginative Five Factors  Overall, conscientiousness and extraversion are best predictors of managerial performance across jobs  Personality measures add to prediction above and beyond other commonly used measure such as cognitive ability

When you go somewhere for a day, would you rather: a)plan what you will do and when, or b)just go In a large group, do you more often: a)introduce yourself, or b)get introduced Is it harder for you to adapt to: a) routine, or b)constant change Do you think it is a worse fault to be a) unsympathetic b)unreasonable Sample Myers-Briggs Items Literal ______________________ Figurative Forgive _____________________ Tolerate Impulse _____________________ Decision

Where you focus your attention EI Focus attention on the outside world – people and things Focus attention on the inner world – ideas and impressions S N The way you take in information Take in information through the senses; focus on the present Get information from patterns, see the big picture and focus on future possibilities The way you make decisions TF Make decisions using logic, objective analysis Make decisions on values and subjective person-focused factors How you deal with the outside world J P Planned, organized approach Flexible, spontaneous approach

Holly (7) Very Clear Clear Moderate Slight Slight Moderate Clear Very Clear Steve (10) Bill (5) Thinking --- Feeling F Frank (1) Betty (19) T Paul (2) Sally (2) Thinking Looks at the logical consequences of actions; Examines pros and cons of approaches objectively; Energized by critique and analysis; Focuses on tasks Desires to find a standard to apply in all situations; reasonable and fair Feeling Focuses on how others may be affected by decisions by mentally placing themselves into situations; Guided by personal values; Energized by appreciating and supporting others; Focuses on interactions Strives for harmony and positive interactions

JP Very Clear Clear Moderate Slight Slight Moderate Clear Very Clear Holly (25) Steve (6) Paul (28) Bill (18) Sally (1) Frank (20) Judging --- Perceiving Betty (20) Judging Planned, ordered, and structured in approach; Systematic and methodical; Prefers to have things settled, closure; Likes to make plans and schedules; Energized by getting things done and settled; Prefers to avoid last-minute stress Perceiving Spontaneous and adaptable in orientation; prefers flexibility in work Leaves things open as long a s possible; Open to last minute options and changes; Energized by resourcefulness and adapting present demands Focuses on enjoying the process

Sensing --- Intuition Very Clear Clear Moderate Slight Slight Moderate Clear Very Clear SN Holly (24) Steve (11) Paul (16) Bill (21) Sally (9) Frank (26) Betty (24) Sensing Prefers real, tangible information; Notices specifics and focus on practical realities; Factual Develops understanding through practical applications Focus on immediate issues Intuition Takes in information by focusing on the big picture; Attends to relationships and connections between facts; provides connections and meanings Imaginative and verbally creative; follows inspiration Moves quickly to conclusions and follows hunches; Prefers clarification of ideas before use Focuses on possibilities

Extraversion --- Introversion EI Very Clear Clear Moderate Slight Slight Moderate Clear Very Clear Extraversion Focus on the external environment; direct energy outward; Prefer communicating by talking and working out ideas by talking them through; Learns best through discussions; Sociable and expressive; Takes initiative in work and relationships Introversion Focus on ideas and experience; direct energy inward; Prefers to communicate through writing and work out ideas through reflection; Learns best by thinking and contemplation; Private and self-contained; Takes initiative when situation is important to them Enjoys working alone without interruptions Holly (6) Steve (5) Paul (6) Bill (18) Sally (15) Frank (2) Betty (26)

Hogan Personality Inventory [206 items] Designed to predict occupational success Based on the 5-factor model Developed and normed on 500,000 on working adults Validated in over 200 organizations 4th grade reading level No adverse impact Primary Scales --- Adjustment (confidence, self-esteem, composure under stressful situations) Ambition (competitive, possessing initiative, potential for leadership) Sociability (extraverted, friendly, enjoys social interactions) Likeability (warm, charming, capable of maintaining relationships) Prudence (responsible, possessing self-control, conscientious) Intellectance (imaginative, curious, creative) School Success (achievement orientation, keeps current of business and technical developments)

I would rather be famous than almost anything. I never judge other people’s actions. I often read the business news. It is so important to have lots of friends. I believe you can never be too careful. I like many different kinds of people. I like puzzles and mental games. I dislike going to parties where I don’t know the other people. I am pretty strict about right and wrong. Sample Items form the Hogan Personality Inventory (Motives, Values, Preferences)

Hogan Personality Inventory (cont.) Occupational Scales --- Service Orientation (attentive, pleasant, courteous to others such as customers and clients) Stress Tolerance (ability to handle stress) Reliability (integrity, good organizational citizen) Clerical Potential (able to follow directions, attentive to detail, clear communicator) Sales Potential (energetic, ability to interact socially, able to deal with client issues/problems) Managerial Potential (leadership ability, good at organizing, capability to make decisions)

I like parties and socials. (Sociability) When I work on a committee I like to take charge of things. (Ambition) I often lose my temper. (Likeability; R) Sometimes I rather enjoy going against the rules and doing things I'm not supposed to. (Prudence; R) I am embarrassed with people I do not know well. (Adjustment; R) I read at least ten books a year. (Intellectance) I always see to it that my work is carefully planned and organized. (Ego- control) Sample California Psychological Inventory Sample Items

If I am promoted ________ Wearing a necktie _______ Yacht racing _______ Dictating lectures _______ Presenting a report at a staff meeting _______ Miner Sentence Completion Scale [Assesses “Motivation to Manage”] Sample Items Seven Subscales: Authority Figures Competitive Games Competitive Situations Masculine Roles Imposing Wishes Standing Out From the Group Routine Administration Significant correlations between MSCS and managerial progress (e.g., promotion, pay rate) MSCS scores are not related to scores on measures of intelligence

TAT pictures that depict a variety of social and interpersonal situations. Participants are requested to write or tell a story about each picture to the examiner (e.g., what happened, what Ten pictures are gender-specific; the others can be used with either sex. Use: To uncover internal conflicts, dominant drives, interests, and motives. Specific motives include the need for achievement, need for power, the need for intimacy, and problem-solving abilities. Thematic Apperception Test

Rorschach Inkblot Test Ten cards which bilateral and symmetrical inkblots Scoring --- Location: the part of the blot used (e.g., use of the whole blot, common or unusual detail) Determinants: form, color, shading, and movement) Content (human figures, animal figures, anatomical diagrams, inanimate objects

Legality of the MMPI Karraker v. Rent-A-Center, Inc. 411 F, 3rd 831 (7th Cir. 2005) The Seventh Circuit reversed the district court and ruled that the MMPI fit the definition of a “medical examination.” A medical exam is a “procedure or test that seeks information about an individual’s physical or mental impairments or health.” So, the court had to decide if the MMPI was designed to reveal an impairment of physical or mental health. They held that the test was so designed to do so. In other words, it excluded employees from being promoted who had disorders, even though a psychologist was not used to interpret the test results. In this regard, given that the test was originally designed to measure mental disorders may violate the ADA.

ADA Medical examinations & inquiries about disabilities  An employer may not ask or require a job applicant to take a medical examination before making a job offer An employer may condition a job offer on the satisfactory result of a post- offer medical examination or medical inquiry if this is required of all entering employees in the same job category If an individual is not hired because a post-offer medical examination or inquiry reveals a disability, the reason(s) for not hiring must be job-related and consistent with business necessity. The employer also must show that no reasonable accommodation was available that would enable the individual to perform the essential job functions, or that accommodation would impose an undue hardship