Personality attributes are very significant psychological aspects, acting as the essential predictors of various outcomes in human life. Usually, most theorists focus mainly on the motivation and psychological relations with someone's ecosystem (Nielsen et al., 2017) . After sharing my personality test results, I have realized that the results through questionnaires are inaccurate due to many reasons. First, the personality test is unreliable as an individual's type changes daily. Second, the questionnaire provides false information since it is very confusing and poorly worded (Furnham et al., 2009) . Third, the questionnaire test tells you what you understand, which means you cannot learn anything you did not know about yourself. Lastly, its accuracy highly depends on how honest as well as self-reflective you are with your responses. Thus, to me, this particular personality test is inaccurate.
Furthermore, the article authors state that life events have significant impacts on the individual's personality change to the extent of having long-lasting influences on people's thoughts, feelings, and behaviors. Therefore, work-related life events like leadership would significantly lead to personality change in attributes that reflect on the behavioral and cognitive contents (Nielsen et al., 2017) . Indeed, I believe that personality can change throughout one’s lifespan. According to the research conducted in the last two decades as the cognitive as well as behavioral sciences have indicated that the dynamic insights concerning the human brain and the consequent behaviors, people have witnessed personality as marginally changeable for an extended period in one's life (Furnham et al., 2009) . Concerning the Big Five personality characteristics, conscientiousness, agreeableness, neuroticism, openness, and extraversion have contributed differently to one’s personality change in traits in the past five years. Hence, averagely, people become more conscientious, emotionally stable, and more agreeable in five years or less.
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References
Furnham, A., Monsen, J., & Ahmetoglu, G. (2009). Typical intellectual engagement, Big Five personality traits, approaches to learning, and cognitive ability predictors of academic performance. British Journal of Educational Psychology , 79 (4), 769-782. https://www.ncbi.nlm.nih.gov/pubmed/19245744
Nielsen, M. B., Glasø, L., & Einarsen, S. (2017). Exposure to workplace harassment and the Five-Factor Model of personality: A meta-analysis. Personality and individual differences , 104 , 195-206. https://www.sciencedirect.com/science/article/pii/S0191886916309126
