A personality test is an exam like structure where people respond to structured questions or activities which may reveal their character and personality. The test relies on the belief that attitudes, beliefs, cognition, and behaviors depend on each other (Konopaske et al., 2017, p. 69). Although they are effective tools, people can fake the responses or affect them through their emotions and therefore, the test should be used alongside others.
The decision Mark makes to drop the personality test is misinformed. Mark assumes that personality tests is a stand-alone practice and fails to consider that it is prone to several effects like mood and facking. According to Konopaske et al. (2017, p. 72), attitudes and emotions affect the behavior and response of a person at a given time. Furthermore, Mary confirms to Tom that some employees got help from the test (Konopaske et al., 2017, p. 79). Mark takes the negative side of the test and decides not to use it to be safe and get reliable information. However, even the other means of assessing interviewees are prone to faking. Mark, therefore, makes a wrong decision because of failure to accept that the test is supposed to be used alongside others to compliment each other.
All tests from interviews to application letters are prone to faking. However, complimenting several of them would help to asses consistent with the information. The personality test is one of the interventions to complement. It should, therefore, be used alongside others to leap the benefit of its comprehensiveness once confirmed to be consistent.
Personality the tests are not only used during a job application, but managers coaches and other group leaders use them for different purposes to measure employees self-efficacy (Konopaske et al., 2017, p. 79). They help the leaders to make different decisions on how to engage the juniors. Such measures determine allocations which are more or less demanding and paying and therefore they are prone to facking by the junior.
People can fake the tests to show how they are mentally disabled to avoid that occurs in work stations and take other advantages like theft. The tests can show one’s mental state (Willner et al., 2016, p.5). In such situations, they want the managers to place blame on others when they make a mistake and therefore avoid penalties and losing the job. In self-reflection, personality tests can show what kind of a task a person can perform (Konopaske et al., 2017, p. 69; Willner et al., 2016, p.5). Candidates would, therefore, fake the tests to have allocations which they think are comfortable and well paying.
Personality tests may not be very reliable because they function like an exam which determines the fate of a job candidate. Candidates fake them to have favorable conditions in the job. However, managers can use other complementary tests to confirm the consistency of the data.
Managers make various decisions where allocating tasks, managing social behaviors, and conflicts are among them. Such management areas require an understanding of the employees’ behaviors and characters. Personality tests are therefore essential tools for help managers understand employees and thus make good decisions.
In one of the applications, managers can use personality tests to decide on how to support the employees. The tests can show managers whether the employees are engaged in their work or they have other issues that lower their job satisfaction (King, 2018, p.3). Through such identification, managers can decide and plan on how to intervene. The tests are also able to identify where the employees are emotionally connected with others (Konopaske et al., 2017, p. 68; King, 2018, p.3). Emotional connection of the employees improves group performance (Konopaske et al., 2017, p. 69). Managers can use such results to decide on the way to enhance employee’s emotional engagement with others or the kind of teams a member will be emotionally engaged and therefore improve production.
Personality tests are essential tools that help the managers understand each employee and therefore make decisions on how to combine them for effective production. The tests show the ability and emotional levels of each employee. Such information is what managers need to allocate them in various departments and duties.
Konopaske, R., Ivancevich, J. M., & Matteson, M. T. (2017). Organizational behavior and management (11th Ed.). New York, NY: McGraw Hill education.
Willner, K. M., Sonnenberg, S. P., Wemmer, T. H., & Kochuba, M. (2016). Workplace Personality Testing: Towards a Better Way of Determining Whether Personality Tests Are Prohibited Pre-Offer Medical Exams Under the Americans with Disabilities Act. Employee Relations Law Journal, 42(3), 4–27
King, P. (2018). Hire trustworthy employees, build great teams with personality tests. Wyoming Business Report, 19(9), 3–19.