Personality AssessmentsPersonality Assessments
Discussion 1: Personality Assessments
Personality assessments are widely used in the workplace for purposes of personal growth, career guidance, and personnel selection. Analyze the use of personality assessments in the workplace and discuss the types of concerns practitioners have about their use. In what types of circumstances would you recommend that an organization administer a personality assessment such as the MBTI assessment? In what types of circumstances would you not recommend the use of a personality assessment? Explain your answer, referencing course readings and other academic sources. Must be 300 words or more.
Discussion 2: Tests of Knowledge and Skill
Organizations have been using assessments of knowledge and skill for many years to determine potential aptitude or qualifications for a specific pursuit. For example, aptitude tests have some established predictability in terms of who might be successful in a given job or career. Tests of knowledge may be useful in determining who is eligible to practice in a certain vocational capacity, such as a CPA or a licensed engineer. Referencing Russell’s (2010) discussion, analyze the use of assessments of knowledge and skill to determine declarative knowledge, procedural knowledge and skill, and motivation. Under what circumstances do you believe such assessments are appropriate? Under what circumstances do you believe such assessments are inappropriate? Explain your answer, referencing course readings and other academic sources. Must be 300 words or more.
Recommended Resources (you may use a minimum of 2 references from below)
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Kilmann Diagnostics. (n.d.). Welcome to Kilmann Diagnostics. Retrieved from http://www.kilmanndiagnostics.com/ (Links to an external site.). Discusses the use of the Thomas Kilmann Conflict Mode Instrument, a widely used assessment of conflict resolution strategies. The TKI measures five approaches to addressing conflict situations.
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