Personality Profiling Essay Examples & Outline

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Personality Profiling

The big five personality traits entail the broad categorization of the personality that manifests in the human beings. The five aspects or personalities that all people may indicate include conscientiousness, openness, neuroticism, agreeableness, and extraversion. The five factors have some more correlated and specific factors that determine human behavior. The above model leads to the coverage of all the aspects of the personality traits without having to cause any overlaps (Dessler, 2000). The five factors are also manifested in different cultures.

The openness to experience refers to the ability of the person to take up new ways and approaches. The openness to experience is indicative of the level of intellectual curiosity and the inclination to novel ideas (Mathis & Jackson, 2003). The open people have a tendency of changing easily and adapting to the new environment and policies fast enough. A person that displays the conscientiousness tends to be organized and reliable since they follow a certain heuristic in their lives in terms of the modes of performing work. The people that indicate this trait tend to be more planed and organized with an aversion to the spontaneity.

Extraversion is a personality aspect that is manifested by the high tendency of the person to adopt to the group aspect (Mathis & Jackson, 2003). Therefore, people that have this character trait tend to be more sociable and produce better results when they are in company of the other people.

Agreeableness refers to the tendency of a person to be compassionate to the other people instead of being antagonistic. It manifests in the outright will to be accommodative of the other people based on a prima facie assessment. Neuroticism refers to the tendency of the people to come up with the emotional experience (Dessler, 2000). The people that have this trait tend to be more likely to show unpredictable behavior.

Myer-Briggs type indicator is a psychometric questionnaire that is designed to assess the psychological preferences and how a person will perceive the world and make decisions. The questionnaire is based on the typological theories are proposed by Carl Jung. The test is also based on four factors namely inquisition thinking, feeling and sensation. The theory states that the factors mentioned above are present in all the people and most of the people have one dominant typology, which will determine most of their actions (Mathis & Jackson, 2003). The perception differs from the five forces theory by that fact that the theory allows the assessor to provide for the overlapping of the aspects (Mathis & Jackson, 2003).

It is however challenged by the academics for its lack of methodological validity. The test does not have the same reliability with the big five personality aspects (Dessler, 2000). The people that make their decision according to sensation have to experience a situation first for them to make their decision. The people that make their decision based on intuitions do not have to be presented with a scientific basis for a decision.

They rely on their gut feeling more for the development of an opinion over a certain aspect. The people that make their decision based on the feeling have a tendency towards emotional behavior (Dessler, 2000). They are also more unstable hence less predictable. The people that make their decision based on thinking have to rely on the logic and presence of concrete evidence in the environment. Therefore, there is no place of abstracted actions. The failure of the approach manifests in the vagueness of the definitions and the high possibility of presence of overlaps in the definition and operationalization of the theories.

Another way of assessing the Disc as advanced by the psychologist William Moulton. The assessment of personality using the tool centers on the four varied behavioral traits. The traits that are covered by the assessment include dominance, inducement compliance, and submission. The tool is mainly used for the assessment of the behaviors and not personality. The tool is important since the people with the same personality may indicate different behavior in their workplaces (Mathis & Jackson, 2003). The tool has been developed to fit the needs of the users to the extent of it losing the validity. The tool ought to be applied in the explanation of why people of the same personality may behave differently at the work places.

Use of personality test is a welcome move in the modern work place. The application of the personality tests in the assessment of employees lead to the matching of jobs to the people that are bests suited to conduct it (Dessler, 2000). This means that the performance ought to be tied to the level of the personality that the person indicates.

The companies that use personality tests can understand the limits of their employees and cannot subject them to the same conditions (Dessler, 2000). Therefore, the employer can understand the behavior of the employees in order for him or her to configure the work environment. It is also effective in the assessment of the rewards and disciplinary actions that will lead to the most efficient results. The use of the personality tests has led to the creation of jobs that are suited to the personality.


Dessler, G. (2000). Human resource management. Upper Saddle River, NJ: Prentice Hall.
Mathis, R., & Jackson, J. (2003). Human resource management. Mason, Ohio: Thomson/South-western.
Mondy, R., Noe, R., & Gowan, M. (2005). Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall.