Cattell's 16 Factor Personality Test - Coursework Example

Applying Cattell’s 16 factor personality test 2-2 Lady GaGa has applied for a position as a lighthouse keeper. Applying Cattell's 16 Personality Factor model, please provide a personality profile of the candidate for consideration by the selection panel. The profile should highlight the candidate's strengths and weaknesses relative to the requirements of the position.  (Information about the candidate and position and the characteristics of a successful lighthouse keeper can be found on the Internet.)  Introduction The Cattell 16PF (16 Personality Factor) model is one of the most most-widely used system for defining personality traits and personality orders of different types of people. This 16PF system is widely implemented and understood by the masses, though other similar systems exist, the 16PF model is preferred over all other systems. Each personality has uniqueness in itself and this model makes it easier to implement and analyze the different personality structures. Personality testing within organizations There are many explainable reasons for starting the search on different personality dimensions. Human resource practitioners need to learn and develop their personality assessing skills to be able to construction approach towards accurate validity when hiring officials. Personality has a great role in predicting performance as a whole, when it comes to work organizations or corporate field, measuring personality facets plays a major role in predicting and determining work behavior and desired outcomes from employees (Arora, 2005) Before early 19th century, personality testing did not come up as an important issue. Focus while hiring candidates was on qualification and skills, however from the field of medicine and psychology a new wave began to surge over the industrial world. The need and importance for hiring candidates based on there personality also became important. Personality indicated such behaviors which were essential to judge in workplaces. It threw light on aptitude, attitude, behavior and intellectual ability of the candidate (Arora, 2005). There are many studies conducted that portray the fact that the 16PF is rated among the top 5 normal range of instruments that are mostly used for conducting the research (Butcher and Rouse, 1996) In many studies it has been found that bad personality tests have led to better recruitment choices, in simpler words the wrong person was hired due to wrong hiring evaluation of the candidate. This is because the test developed or used was inaccurate or simply because the candidates did not respond honestly. Not only does this waste time of the organization itself in terms of finding another suitable candidate, but also increases the hiring expenses of the firm. A major positive aspect of personality testing within organizations is that it provides quantitative data which can be measured. This data can be compared against a scale or benchmark, and can be used to compare various results of various candidates. This objectivity has led to it being more accurate and reliable. Personality testing gives an overall view of a peons mental ability and behavioral patterns rather than specifically looking for a behavior related to one activity, this generalization allows the tester to assume that positive behavior if present, will definitely seep into other actions and activities performed. In other words the candidate will have a positive attitude to work overall, if his test scores show positivity (Piotrowski and Zalewski, 1993). Importance of Raymond cattells 16f model. Developed by Raymond cattell was this personality theory that states there are 16 major dimensions of personality. His theory was derived from lexical hypothesis, meaning that the 16 dimensions of an individual’s personality can be explained or denoted by words from any language system (Watkins et al.,1995). Previous studies based on lexical hypothesis show words as many as 20,000 that can be linked to identifying different dimensions of personality. However further research and studies based on personality dissecting and interpreting have been narrowed down to as well as 16 as in the theory developed by Cattell. this theory is famous due to the important technique of classification, taxonomy that has evolved . This has been the basis of further personality dimension theories developed such as the big 5 model (Paunonen and Ashton, 2001). Cattell and his other researchers discovered the primary traits that help in defining the personality traits on the individual basis, and the traits discovered proved to be quite powerful in understanding the complex behavior patterns (Ashton, 1998) The 16pf instrument compromises of questions that have various degrees in answering them. These degrees show a more accurate response to the question. Raymond Cattell developed the theory of 16 dimension of personality. These can be stated in simple words as adjectives. Cattell began his search and reduced the dimensions from 4500 down to 16.this is also known as an exhaustive approach. many of these dimensions show high intercorellations. These 16 dimensions are: (Cattell, 2007) 1. Warmth (reserved, impersonal, distant vs. outgoing, attentive to others, warm) 2. Reasoning (concrete, lower mental capacity, vs. abstract, more intelligent, bright) 3. Emotional stability (reactive emotionally, changeable, vs. emotionally stable, adaptive, mature) 4. Dominance (deferential, cooperative, avoids conflict vs. dominance, assertive, aggressive) 5. Liveliness (serious, restrained, prudent vs. lively, animated, enthusiastic) 6. rule-consciousness (expedient, non conforming, disregards rules vs. rule conscious, dutiful, moralistic) 7. Social boldness (shy, threat sensitive, timid vs. socially bold, outgoing, thick skinned) 8. Sensitivity (utilitarian, objective, unsentimental vs sensitive, sentimental, intuitive) 9. Vigilance (trusting, trusting, accepting vs vigilance, suspicious, skeptical) 10. Abstractdness (grounded, practical, steady vs. abstracted, absorbed in ideas, absent minded) 11. Privateness (forthright, naïve, open vs. private, discreet, worldly) 12. Apprehension (self-assured, unworried, secure vs. apprehensive, worried, guilt prone) 13. Openess to change (traditional, conservative vs. open to change, experimental, free thinking) 14. Self reliance (group oriented, afflictive, joiner vs. self reliant, resourceful, solitary) 15. Perfectionism (tolerates disorder, flexible, careless vs. perfectionism, organized, compulsive) 16. Tension (relaxed, torpid, patient vs. tense, high energy, impatient) Oblique rotation is a technique that was mastered by Raymond Cattell. Besides these factors, in modern time the aspect of intellectual ability has also suggested as to be a part of the personality, however in cattells design, there is no factor of intelligence. This is essential as it provides a route to assessing abilities of individuals regarding work. However it is clear that cattells 16 dimension theory can sufficiently map a person’s behavior in terms of psychological aspects (Judge et al., 2002). The Cattell 16 personality factor model is one of the most popular systems used for defining and analyzing personalities in organizations. It usefulness is understood and accepted at a universal level. Understanding and evaluating personality using this model is relatively easy as compared to other models, this is because the dimensions are derived from the language systems of ordinary people, and that mapping personality trait to the model is simpler with no restrictions. The application of 16pf is mainly used to diagnose personalities on a psychoanalytic level. This assessment helps determine a person’s personality, its strengths and weaknesses on a broader level. It gives a definite and quick view of personality in a short span of time. This method is used by hiring firms and other organizations when selecting appropriate candidates for a job position (Mershon and Gorsuch, 1988). Job Description Before we can go about selecting appropriate candidates for an opening position, it is essential for nay department to first describe what the job description is. A job description is essential as it explains the post, the responsibilities, the functions and activities that are to be performed by the job holder. It also has certain points such as salary mentioned, the ranking the organizational hierarchy, the accountability, the coordination and work span amongst managers etc. a job description gives a brief idea about what the job entails and what is basically expected out of that job (Roberts et al., 2005). This step is necessary as without knowing what we need, we cannot ascertain what can be best for the organization. Job description for a lighthouse keeper Lighthouse keeper is a person who is working at a light house part time or fulltime. A lighthouse keeper basically stays at the lighthouse to keep a watch out the lighthouse itself and all sea vessels (Noble 1997, p. 10). The basic duties of a lighthouse keeper are: (Noble, 1997) 1. Monitoring the weather A lighthouse keeper must be able to monitor the weather and keep updates with the weather stations. This is highly important as it has to warn all ships and sailors in the coast of any weather or storm. 2. Lighthouse maintenance Another major function of the lighthouse keeper is to keep the lights of the lighthouse running. Although technology has evolved which enable automated lights effectively running, a light housekeeper must keep an eye for any electric failure. 3 recording data A lighthouse keeper must know how to keep logs and maintain logs. He or she should know how to record data entries and weather entries. 4. Technical maintenance A lighthouse keeper must know how to fix minor technical difficulties and problems such as fixing lights and fuses. 5. Machinery and equipment A lighthouse keeper must also know how to use specific weather instruments and machinery. 6. Facility The keeper must keep a good watch on the grounds and premises of the facility. 7. Tourists Normally lighthouses have some fascinating history attached to it. These are a major attractor to the tourists. Therefore guests and tourists are likely to pay visits to the lighthouse. It is absolutely necessary that a light housekeeper knows how to welcome guests and should know the history of the lighthouse so that this can be told to the tourists and guests. 8. Behaviour As being a lighthouse keeper, the element of patience and tolerance should be present in the candidate’s personality. This important because as being a lighthouse keeper, a lot of time is spent in isolation away from the city and crowd. The candidate must also be alert at all times and should know how to react constructively in times of crisis rather than going into a state of panic. This is because a lighthouse keeper is eventually responsible for keeping the ships and sailors away from coastal reefs and rocks. Candidate’s data The candidate applying for the job of a lighthouse keeper is lady Gaga. Lady Gaga is one of the most popular singer that has emerged in the music industry. Her stardom and charisma has led to growth of fans worldwide. Not only has she made a mark with her singing, but she has also attracted fans with her crazy dark personality. The Lady Gaga Official UK Website (2010) takes a look at her personality traits, lady Gaga has a passion for singing since her childhood. It comes to her naturally and can be considered as a natural talent. Lady gaga has earned her right in the music industry by working her way to the top from scratch. She was not born in a popular family; neither did she have the financial support to boost her singing career. She worked her way up, by working hard and by proving to everyone that nothing to her can be impossible. The Lady Gaga Official UK Website (2010) poses Lady gaga a music composer, singer played at every gig and rock event in town to pay off her dues, this shows the trait of self reliance in her. Meaning she did not depend on her family for her passion. Another major trait that can be seen from her personality profile is that she has an aggressive nature, and she is very bold with her appearance.But on the same hand lady gaga has a soft inner self which is hardly revealed, and which is kept away from the public eye. Her success is considered as being at the top, and nothing can get in the way if one is self determined and self motivated. And she truly believes in what she wants and will go all the way to achieve her goals. Lady Gaga as a lighthouse keeper The Lady Gaga Official UK Website (2010) has details of Lady Gaga’s personality. Taking each factor of the model into account, we can get a very accurate and brief view into lady Gaga’s personality and whether it will suitable for the position of the lighthouse keeper. 1. warmth(reserved,impersonal,distant vs. outgoing, attentive to others, warm) Lady Gaga is more into gothic apparel and music. Her themes show her sense of being over the edge and very harsh in public. Her looks too give a sense of a rugged personality. On the warmth factor lady gaga is outgoing rather than as being reserved when it comes to career, however her personal life may show warmth. But then again the post of a lighthouse keeper is a job not a personal issue. 2. reasoning(concrete ,lower mental capacity , vs. abstract, more intelligent, bright ) A women has worked her way to fame is definitely gifted with mental capacity and ability. It takes a smart person to become successful at the age of 23. However the post of the lighthouse keeper requires intellectual ability when it comes to usage of the weather equipment and facility. 3. emotional stability(reactive emotionally, changeable, vs. emotionally stable, adaptive, mature) Emotional stability is not something that lady gaga would fall low on the scale of. Her fierce nature shows she is extremely emotionally stable with a high sense of how to keep her inner self away from the public eye. When relating this with the job of a lighthouse keeper, emotional stability is important as isolation and staying away from the crowd can have affects on an individual’s nerves and emotions. 4. 4.dominance(deferential, cooperative, avoids conflict vs. dominance, assertive, aggressive) Lady gaga has shown clear dominance in her music videos and also in her career. This would take her high on the degree for dominance. Aggression is also a major part of her personality. However aggressiveness does not necessarily have to lead to conflict. This sense is important in a person as he/she when encountering a panic situation will or can take control and guide the way. 5. liveliness(serious, restrained, prudent vs. lively, animated, enthusiastic) Liveliness refers to how lively or how reserved a person is. On this scale lady gaga is lively without a doubt. Her enthusiasm and thrusting nature is very prominent. 6. rule-consciousness(expedient, non conforming, disregards rules vs. rule conscious, dutiful, moralistic) Consciousness refers to the level of obedience an individual holds. In organizations it is absolutely necessary for every individual to follow the rules and regulations set down by the authority. Lady Gaga’s nature is somewhat far away from this aspect. Paving her own way and making her own rules have played a great role in her singing career. 7. social boldness(shy, threat sensitive, timid vs. socially bold, outgoing, thick skinned) This factor represents how bold a person is and how socially demanding he/she is. Lady Gaga is very bold, in fact her presentation to the public, and her appearance all year round is portraying her boldness and confidence. 8. sensitivity(utilitarian, objective, unsentimental vs. sensitive, sentimental, intuitive) Lady gaga is not openly sentimental; however sentimentality is a part of every individual’s nature. The point is how low or how high u fall on this degree. Over sentimentality shows an individuals weakness towards controlling there inner feelings and emotions. 9. vigilance(trusting, trusting, accepting vs. vigilance, suspicious, skeptical) On this factor lady gaga is trusting and accepting to a little degree. Past relationships show the individuals capacity to accurately judge a person, if this judgment is clear enough future ability to trust the right person becomes more polished and perfected. 10. abstractedness(grounded, practical, steady vs. abstracted, absorbed in ideas, absent minded) Absent mindedness does not lead to heights in career. From lady gagas background, this is clear her mind set out the right paths which she succeeded and followed on a practical level. 11. .privateness(forthright, naïve, open vs. private, discreet, worldly) Lady gaga will definitely score moderately on this scale, she cannot be considered naïve in any way, but to an extent she open when it comes to work, and she is discreet when it comes to personal life. Maintain a right balance. 12. 12.apprehension(self-assured, unworried, secure vs. apprehensive, worried, guilt prone) Self assurity is the key towards self motivation and eventually towards success. Lady gaga is apprehensive but also secure. 13. .openness to change(traditional, conservative vs. open to change, experimental, free thinking Her view and appearance do not reflect conservatism or tradition. She has brought the wave of change and very experimental. 14. .self reliance(group oriented, afflictive, joiner vs. self reliant, resourceful, solitary) Paying your own dues from a very early age shows the sense of responsibility and self reliance in an individual. Being connected to a group or getting help from others is resourceful, but incase of lady gaga , she made it to the top on her own terms being completely self reliant on her capabilities. 15. .perfectionism(tolerates disorder, flexible, careless vs. perfectionism, organized, compulsive) Perfectionism has various forms, but conquering and polishing ones own abilities is the key to perfection. Not necessarily will organized behavior lead to perfection, some talents are based on the ability to tolerate disorder. 16. tension(relaxed, torpid, patient vs. tense, high energy, impatient) Lady gaga is highly energetic but not impatient. Her enthusiasm is high on the scale. Strengths and weaknesses From a personality factor analysis, we can determine the strengths and weaknesses of the candidate. The major personality y traits that can be concluded from such a tests are extraversion/introversion, anxiety, tough mindedness, independence and self control. However the questions in a cattells 16f questionnaire have a scale that has a high degree on one side and low on the other, individuals place the answer in terms of degree (Cattell, 2007). Strengths and weaknesses can be observed by the results. From lady gagas personality profile, it can be easily concluded that she is extrovert and very socially bold. Tough mindedness is also in her nature as a hardworking teen hood molds the mind accordingly. Independence and self control are also her strengths. However weaknesses such as aggressiveness, emotionally numb, and being highly energetic at all times can be found in her. These point out the fact that career wise success is a must, as hard work never goes waste, but if personal life issues are not properly controlled or chandelled they eventually begin to affect the mental and emotional state of the mind. Conclusion By analyzing the 16PF personality model, we can see that it can be implemented on any type of personality. Lady Gaga personality was also implemented with the Cattell’s 16PF model and we can see where we ended up with the results. This model is a comprehensive model and helps to deduce the basic elements of structure of any personality. This model has proved to be very useful as said by various individuals and researchers. References 1. Arora, S. (2005) ‘Personality profiles of university sports players’, Social Science International, 21(2): 115–20. 2. Ashton, M.C. (1998) ‘Personality and job performance: The importance of narrow traits’, Journal of Organizational Behavior, 19: 289–303. 3. Butcher, J.N. and Rouse, S.V. (1996) ‘Personality: Individual differences and clinical assessment’, Annual Review of Psychology, 47: 87–111. 4. Cattell, H.E.P. (2007) Exploring your 16PF Profile, Oxford: Oxford Psychologist Press. 5. Judge, T.A., Bono, J.E., Erez, A., Locke, E.A. and Thoresen, C.J. (2002) ‘The scientific merit of valid measures of general concepts: Personality research and core self-evaluations’, in J.M. Brett and F. Drasgow (eds), The Psychology of Work: Theoretically Based Empirical Research. Mahwah, NJ: Erlbaum, pp. 55–77. 6. Mershon, B. and Gorsuch, R.L. (1988) ‘Number of factors in the personality sphere: Does increase in factors increase predictability of real-life criteria?’, Journal of Personality and Social Psychology, 55(4): 675–80. 7. Paunonen, S.V. and Ashton, M.S. (2001) ‘Big Five factors and facets and the prediction of behavior’, Journal of Personality and Social Psychology, 81(3): 524–39. 8. Piotrowski, C. and Zalewski, C. 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