An individuality test is a self-analysis method that career analysts and guidance specialists use to help individuals discover their temperament type. The tool discloses information about strengths, weaknesses, social mannerisms, inspiration, and mindsets of a person. Professionals consider the factors as a vital part of the success of career and fulfillment. Individuals can use what they discover about themselves to select an occupation. Employers run the temperament inventories on candidates during the recruitment process to find out the suitable applicant for the job. The essay gives an analysis of the Sixteen Persona Factor method (16PF) and Myers-Briggs approach (MBTI) personality inventories.
Practical Examination and Theoretical Foundation
Cattel developed the 16PF individuality test with the use of factor analytic findings to create 16 source factors. The developer believed the features were the primary facets of personality ( Prewett et al., 2013) . According to Cattel, the surface characters were the rational methods to describe the qualities of people and signified interactions between the foundation personalities. An advanced factor examination of the 16 source qualities produced two vital second-order dynamics which is anxiety and exuvia-invia. The considerations resemble the neuroticism and extraversion facets of Eysenck. On the foundation of his model, Cattel created the 16PF survey to obtain the 16 source personalities. Cattel suggests that each person has all the 16 attributes to a certain intensity, but they might be extreme in some qualities and moderate in others ( Prewett et al., 2013 . For instance, while everyone has a specific degree of inattention, some individuals have a vast imaginary inattentiveness while others have an exceptional practical abstractedness.
Delegate your assignment to our experts and they will do the rest.
The MBTI personality inventory bases on perception and judgment and the approach in which the two aspects occur in different types of individuals. The MBTI tool aims to distinguish the primary preferences of people in connection with opinions from self-analysis of simple, predictable reactions ( Kline, 2013) . Research can put and establish the outcomes of each choice into applied use in a separate mode and combination. The MBTI method encompasses four distinct indices. Each indicator suggests one of four primary preferences that guide the use of perception and judgment. The views of individuals influence what they address in a specific situation and how they make assumptions about observation ( Kline, 2013) . The indicators include extraversion or introversion, sensibility to intuitive perception, thought or felt opinion, and perception or judgment.
Reliability and Validity of Trait Inventories
The 16PF has reported a moderate to high-quality rating of reliability. On a sample of 10, 261 people, central reliability indicate a measurement of 0.76 for the key scales and an extent of 0.68 to 0.87 for all-inclusive scales (Primi et al., 2014). The evaluation consistency for two weeks displayed scores of 0.69-0.87 for all ranges and two months period indicated results from 0.56-0.79. The information is accessible in the fifth edition of 16PF practical manual by Conn and Rieke. The method is available in different languages like French, German, Italy, and Japanese and receives numerous publications and authorized recommendations. The 16PF is a primary tool in career assessment in the creation of professions that match the personal traits, which include anxiety, academic, social features, emotional and behavioral modification. Therapists sometimes employ the method in couple therapy and general individual evaluation.
MBTI reliability is useful as other personality tools. On reassessment, people deliver three to four categorical preferences the consistent 75% to 90% of the time (Fretwell et al., 2013). When an individual switches the inclination type of re-evaluation, it is often one of the dichotomous pairs where the preference precision depletes. The dependability is practical across most age groups and ethnic background. Various studies have established the rationality of the MBTI tool in three classifications. The first class is the validity of the four distinct preference scales. The second category is the rationality of the four inclination pairs as dichotomies, and the third class involves the logic of specific combinations of presences.
Applied and Multicultural Use of Personality Inventories
The 16FP has an applied and cross-cultural use in a wide range of circumstances. Multicultural personality exploration produced a significant amount of data on diverse personal patterns in various cultures ( Primi et al., 2014 . Even though researchers have not evaluated 16FP in all cultural societies, they have assessed it in about 30 counties. Some of the nations have more than one culture. Individuals from diverse ethnic background report that they understand the descriptions of personal preferences. People find value and effectiveness in using the 16FP concept in different ways, for instance, to enhance communication and interaction among individuals from different ethnic groups. The examination is essential in various industrial, research, administrative, medical, and learning environments (Kumar, 2019). In addition, psychologists use the tool to assist with information during career analysis, recruitment, promotion and occupation development of staff, arrangement of extra therapy, prognosis and medical diagnosis, to detect individualist factors that forecasts the contentment and compatibility of marriage, and provide assistance in the discovery of educational, social, behavioral changes and emotional difficulties in grownups and students ( Primi et al., 2014) . During the admiration of the test, the participant must answer 185 multiple-select questions together with 26 multiple-choice queries for the couple therapy details . The fifth version of the 16PF test takes around 30 minutes to one hour to complete.
The MBTI has practical uses in a multicultural context, diagnosis of organizational problems, stress management, communication, group work, therapy, career development, leadership, strategic judgment, and performance evaluation. Researchers grouped corporate people from diverse ethnics in Europe, Africa, North America, and Asia according to personality pairs others (Primi et al., 2014). When requested to choose an animal to symbolize their group, the professionals chose similar creatures as proper to their physical atmosphere. The SJ category selected dedicated hard-working animals, the SP group picked independent easygoing animals, the NF type chose sociable pets who participated in teamwork, and the NT class opted for the animals with proficiency and vision. Various tactics of the method transform circumstances in distinct ways. Some approaches are suitable for the predictability of the future compared to others ( Primi et al., 2014) . Specific strategies apply to previous events or the current because the tactic has minimal idea of the future. Companies can also have their type of MBTI. The tactic may be a form in which the firm conducts its works. For instance, a financial institution that has procedures run through hierarchical bottom line processes can label as ISTJ. A risk-taker firm that has flexible activities like a merchant bank can describe as ENTP (Kumar, 2019) . Each of the summaries has their fortes and faults. One can use MBTI tool in population. For instance, there is adequate information around to make contentions on the percentages of the different individualistic types in Australia. If an individual is an ESTJ, there is an expectation that about 11% of the population has the same preference and two percent for the case of an INFJ. One would expect more people to give support to the first category compared to the second type. Another expectation is that most individuals would want to resemble the first category. As a result, issues like peer pressure, self-esteem, and enthusiasm will arise.
Impact on Individuals and Groups in Improvement of Organization Performance
One effect of the 16FP model in organizational performance is the probability to assemble the results of a broad group of people to discover resemblances. Through the evaluation of questionnaire-scores of a particular set, an organization can verify if relationships exist in the standards of specific attributes (Kumar, 2019) . For instance, a company can establish if a particular set of the staff seems to be more conservative or ready for change. The determination is vital in the creation of patterns and selection of personnel. The 16PF individualistic test impacts the self-awareness of an individual. The questionnaire provides an all-inclusive comprehension of the whole temperament (Kumar, 2019) . The intuitions revealed are useful to the improvement of the execution of an individual and organization. One can know their strengths and areas that need improvement. To get the right candidates for the proper responsibilities, the firm provides training to enhance the qualities required. As a result, employees and groups produce optimum output which leads to enhanced company functionality.
The MBTI method has a positive impact on the effectiveness of a team and the advancement of organizational operation. The results reveal details about each member of the group, like whom they prefer to work within a collaborative and effective manner ( Fretwell et al., 2013) . Supervisors who intend to put teams together may use MBTI to ensure that strengths and weaknesses supplement one another and to prevent a clash of individual types. The approach plays a vital part in the motivation of employees which is critical in the performance of an organization. Experienced managers are aware that different tactics of motivation apply to diverse, unique traits ( Fretwell et al., 2013) . Supervisors can determine a suitable motivation method through the use of information about the personality type of staff. For instance, one member of a group needs rational, clear explanations for instructions, and has a perfect performance in an independent state with minimal feedback. An individual with a diverse personality type may need to hear affirmative views and approval often and engage in numerous interactions with other group colleagues.
Critical Analysis
The revolutionary contribution of 16PF test to psychology through the use of factor evaluation and computer technology has global acceptance. However, the concept has faced regular critic on the basis that even though there have been numerous efforts to imitate the model, none have achieved ( Prewett et al., 2013). One report discovered that ten aspects failed to correlate with items in the current questionnaire. Eysenck and Eysenck concluded that the 16 PF test does not assess the features that it claims to evaluate at a fundamental level. Schuerger, Zarrella, & Hotz have also challenged the consistency of the test instrument ( Prewett et al., 2013) . Cattel and his team retorted to the critique by asserting the need for replicability was because the investigators had not utilized his methodology, and were only capable in the determination of four of the key features. In addition, Cattell issued the outcomes of his factor analysis of the tool and also failed to prove the key aspects that he had populated.
The primary critique of the MBTI personality test is that it may not have full adequate reliability. When individuals take the examination more than once, the outcomes are different ( Fretwell et al., 2013) . According to the assessment of the National Academy of Sciences, the results occur 75% of the time. Another evaluation is that MBTI seems to have no match to the outcomes of the other individual tests other than in the aspects of introversion and extroversion. The difference questions the capability of the method to access the personality type of a person with accuracy. Several experts believe that MBTI is pseudoscientific, and because of its doubtful validity, it may be illegal to use the method during recruitment.
The essay sought to provide an evaluation of the MBTI and 16PF individuality tests. The 16PF develops on the factor analysis logic and is useful in a broad range of situations. If used on organizations, the approach may serve as a vital tool in the development of patterns and recruitment. The outcomes of the examination have standard reliability. One critique of the 16PF is that other researchers have tried to copy the model but obtained diverse results. The MBTI bases on the concept of perception and judgment and are beneficial in counseling, stress management, and diagnosis of organization problems. The validity is sufficient across a set of groups and has a primary impact on the success of a team. A key critique MBTI test is the lack of absolute dependability.
References
Fretwell, C. E., Lewis, C. C., & Hannay, M. (2013). Myers-Briggs type indicator, A/B personality types, and locus of control: where do they intersect?. American Journal of Management , 13 (3), 57-66.
Kline, P. (2013). Handbook of psychological testing . Routledge.
Kumar, R. (2019). The Use of Personality Testing in Personnel Selection.
Prewett, M. S., Tett, R. P., & Christiansen, N. D. (2013). A review and comparison of 12 personality inventories on key psychometric characteristics. Handbook of personality at work , 191-225.
Primi, R., Ferreira-Rodrigues, C. F., & Carvalho, L. D. F. (2014). Cattell’s Personality Factor Questionnaire (CPFQ): Development and Preliminary Study. Paidéia (Ribeirão Preto) , 24 (57), 29-37.
