On another note, with different content, you also may wish to check out my book, 30+ Brain-Exercising Creativity Coach Businesses to Open: How to Use Writing, Music, Drama & Art Therapy Techniques for Healing, by Anne Hart (Dec 25, 2006). At this date the book is listed at the publisher's site and at Amazon.com.
Or see my book, 101+ Practical Ways to Raise Funds: A Step-by-Step Guide with Answers, by Anne Hart (Dec 11, 2007). At this date, the book is listed at the publisher's site and at Amazon.com.
You also may wish to check out my book, Social Smarts Strategies That Earn Free Book Publicity: Don't Pay to Market Your Writing, by Anne Hart (Mar 28, 2006). At this date, it's listed at the publisher's site and at Amazon.com.
Why do some corporations administer various types of tests and who uses them? What if you don't fit into the group? What if you pose the least financial risk to an employer?
Many personality assessments seem to be based on specific traits. Your boss wants to define and measure your character, identity, and independence on a scale. Corporations, schools, and the government not only want to measure how intelligent you are. They now want to know what types of intelligence you use in different workplace roles. Do you prepare for a long career of many decades based on what the market wants at the moment or what you'd like in the long run based on what has the healthiest outcome for you (and the happiest)?
How do you score on social smarts or emotional intelligence? In 1995, Daniel Goleman wrote a book titled Emotional Intelligence: Why It Can Matter More than IQ. Then, in 2006, Karl Albrecht wrote a book titled Social Intelligence: The New Science of Success. Some corporations give emotional quotient assessments in addition to intelligence tests and personality tests to measure how you experience what Goleman calls your "social radar."
EQ—that is, emotional quotient—tests your emotional maturity. Some tests measure whether you can postpone gratification. Other EQ tests how you treat people and how well you connect in business to the team, or to co-workers and management. Emotionally, are you executive material, or more suited to be an entrepreneur?
Corporate assessments often measure how you use social intelligence to connect to people. Emotional intelligence tests reveal how you use empathy (that is, people smarts) as a catalyst to bring together unrelated details, corporations, institutions, agencies, and individuals in specific job roles to solve a problem at work (or in life).
Social intelligence measures how you observe, simplify, and offer commitment. EQ also is defined by some as charisma and by others as empathy. Actually, it's emotional maturity. What all these personality assessments have in common is that they might be
used by a corporation to determine whether or not you fit into the group. The wheel must run smoothly, supported by the spokes, so the company can move forward. Employees don't come from the same cookie-cutter mold.
If you fit in the group, you're more likely to fit on the team, even though the team is made up of different personality styles that somehow connect. In a world made of different cookie-cutters, you still have to fit into the group. The person who best connects to the group fits into an already-cut jigsaw puzzle slot (the corporation). Jigsaw puzzle pieces are made up of different shapes, but they still fit into a mold, an already-cut-out place that matches the shape of each piece. That's how you fit into the group: by connecting. Social smarts assessments measure and evaluate you on how you connect to others.
Fitting Into the Team
The more extreme the transitional age (the age when younger members are identified and groomed to replace senior employees), the more passionately corporations seek to define identity from their teams. The corporations' goal is simple: they intend to maintain the health of their executives and keep insurance costs down, the risk low, and the bottom-line profit up.
Whatever happens in the home reverberates at work. Corporate testing maintains that correct personality and identity they want in an executive, which are both genetic and cultural in nature. Extroversion and introversion are biological and can be tested by measuring how much saliva is excreted under stress. Introverts feel higher stress when working rapidly in a group under the pressure of decreasing time constraints. They will secrete more saliva than extroverts doing the same tasks in the same time allowed. When it comes to sports celebrities, it's not trait assessments that are given. Instead, tests of cognitive ability are administered on the belief that if a test- taking tutor can improve your score on an intelligence test, then, as your thought processes advance, so will your athletic reaction.
Why Corporations Give the Wonderlic Test to Job Applicants
The Wonderlic Personnel Test is a 12-minute test of problem-solving skills, or cognitive ability, given widely to job applicants. Ac- cording to a June 30, 2005, press release for the revised Wonderlic Personnel Test (WPT-R), titled "Final Field-Testing for Wonderlic's WPT-R," the test has been taken by more than 125 million job applicants since its release in 1937.
The Wonderlic Personnel Test (WPT) has been used in employee selection by more than 10,000 organizations. Popularly known for its use in the National Football League (NFL) draft, the WPT is a mainstay at organizations in virtually all industries, many of whom participated in the 2005 field study.
Executives usually are not given job skills tests that measure knowledge of computer operation, programming, data entry, or keyboarding speeds. Those are given to entry-level workers along with math and reading comprehension tests, or to people who program computers and work with databases or medical records administration, according to the June 30, 2005, Wonderlic press release.
According to a 2006 sports piece by staff writer Pat Sangimini, posted on the Website for KMBCTV, Kansas City titled "Leaf's Fallen—But Can He Get Back Up?" National Football League (NFL) teams gave the Wonderlic intelligence test to players. Sangimino's article notes, "The Wonderlic test has become a staple of the combine." (The article actually spells Wonderlic as "Wunderlick.") According to the article, ironically, the Wonderlic test measures reading skills. Fifty questions have to be answered in 12 minutes.
Why does the National Football League rely so much on the Wonderlic test—a test of intelligence? If the Wonderlic test is being used "to screen which football players to draft, trade and sign," then those who manage football players often hire test coaches to "tutor" the football players in how to best ace an intelligence test such as the Wonderlic.
Sangimino's piece details how one agent (Leigh Steinberg) "hired a test-taking coach" for a client (Akili Smith) two years before the football draft. The article gives the before and after scores, names a few players, and also reports that the client doubled his score from his previous Wonderlic score.
Why are NFL teams spending more money on intelligence testing? If higher Wonderlic scores appear to improve chances for a football player to get more money or negotiate a contract, then intelligence tests are about being chosen for a bigger piece of the pie. Testing then becomes associated with increasing com- missions for the players if they score high. What's really behind the battle for higher Wonderlic intelligence scores for the football players is the connection between improving athletic reaction time by getting tutoring in how to take an intelligence test.
Certain fast-thinking positions, such as quarterbacks, offensive linemen, and linebackers, can benefit by working to increase their scores on intelligence tests. The test coaches teach the football players how to take the test by having the players practice how to better understand the questions. It boils down to better getting tutored in reading comprehension. The results of the Wonderlic test be- come so important that the score could determine whether the player is or isn't drafted into the NFL.
Why should intelligence in reading or solving math problems be associated with reaction time in athletics? It works: The better you are on an intelligence test, the better your reaction time might be. Does this also hold true for reaction
time while driving or responding quickly to crises events?
On the Wonderlic test, scoring runs from 1 to 50. According to Wonderlic, Inc., the average score for college students is around 25. Among the corporate and intelligence testing coaches who "tutor" sports contenders, it also has been said that anyone scoring on the Wonderlic test greater than 30 is considered sharp.
The Wonderlic test frequently is given to job applicants seeking administrative assistant work. Two decades ago, numerous temporary service agencies used to tell secretarial applicants they needed to have at least a score of 22 to be referred for temporary employment in general clerical work. Other job skills tests such as typing speed also were given to new job applicants.
Interestingly, the NFL quarterbacks are most likely to score above 30—after they've been coached in numerous cases. Wonderlic scores of NFL football play- ers often are reported online on football fan Websites, as well as mentioned in sports articles on ESPN.com and USAToday.com.
Online, the discussion groups often repeat that the Wonderlic scores of certain football players currently run from 6 to 50. The players with a score of 6 are still playing football. So why is it so important if job selection doesn't always depend on your scores? In the corporate world, getting hired may depend upon whether your score on the Wonderlic meets the minimum requirements to be hired for general office work.
Corporate and intelligence testing coaches are being hired by some of the agents of football players and other sports professionals. What's not reported online are various celebrities' personality profiling "scores," or results of tests for anger management or disruptive behavior. When there are no wrong or right answers on personality assessments as there are on intelligence tests, there is little media interest in the personality preferences of sports figures or other celebrities.
Read Reviews Online of Commercially-Available Tests and Built-In Validity Checks
Be aware of the validity checks built into the instrument. Validity checks look for consistency in your answers. The validity checks work by comparing the con- sistency of your responses against what would be found with many other similar profiles, responses, or answers.
How can you tell whether that corporate assessment you'll be taking is flawed or dependable? Has your boss or your HR department director read all those online reviews of the assessments given to the staff? Because you're going to be taking these tests, it's a good idea to read reviews online of corporate assessments and other mental measurements.
Assessment reviews have their own Website. The Buros Institute of Mental Measurements, University of Nebraska-Lincoln, provides "candidly critical" reviews of commercially available tests. As such, the Buros Institute of Mental Measurements offers a service to individuals seeking to find out about the development, standardization, reliability, and validity of many testing instruments currently in use by various organizations. You also can read online about its services, history, and purpose. It's comforting to know the test you're taking doesn't have glaring flaws.
"The Buros Center for Testing has two divisions, one that focuses on commercially-available tests (BIMM) and one that focuses on non-commercially avail- able tests (BIACO)," says Chad Buckendahl, director of the Buros Institute for Assessment Consultation and Outreach, University of Nebraska-Lincoln, (according to the 2007 book, Employment Personality Tests Decoded.) According to the Buros Website: "Buros does not develop or recommend tests, but operates in similar fashion to Consumer Reports as an independent source for users or potential users of tests and testing programs. We evaluate these tests against the Standards for Educational and Psychological Testing (American Educational Research Association, American Psychological Association, and National Council on Measurement in Education, 1999)." These are the guidelines that the professional testing community uses to develop and evaluate the validity of their programs.
"With respect to corporate tests, I am assuming that you are talking about instruments that are used as part of the employment or promotion process," Chad Buckendahl explains. "These types of tests will sometimes be cognitive (e.g., intelligence), affective (e.g., personality), or a combination of these." Organizations will use these differently depending on their specific use. "The important thing for a testing organization would be to collect and document validity evidence that supports the use of the scores for the intended purposes."
Thinking From the Past
"As a general recommendation (not a Buros recommendation, a 'Chad' recommendation) for preparing for these types of tests, it is important to know how the instruments were developed. If the instrument was developed on successful people in the respective company, then doing your homework and finding out what makes them successful would be one strategy," Chad Buckendahl says. "However, in terms of actually taking these tests, it is important to answer the affective questions very honestly (not trying to guess the 'right' answer) because
there may be validity checks built into the instrument to determine whether the candidate is consistent with his or her responses versus what one might expect with similar responses or profiles." There are many of these instruments and uses out there.
Sometimes flawed assessments are administered. Think along the 1960s style of psychotherapist Rollo May, when there were no computers and instant communication. If you continuously seek identity, you may end up asking whether you have any significance at work. But reasoning four decades later in this digital age, even if you know who you are, do you wonder why insight about you is so
important to the corporation's databases?
Will your organization eventually sell those databases to marketing firms? Will an employee take home a laptop and perchance lose your "private" personality profile? Rollo May might have asked you, "How many more years can you stand your own powerlessness at work?" And today, the studies of workers on their jobs who complain they feel sick from the pollution in the office building air may really feel sick from powerless, stress, and lack of control over job issues.
Measuring Control and Calmness at Work
Employers expect rationality and analysis not panic on the job with the ability to compare and measure results and/or solve problems. People who can take charge and handle solutions step-by-step, making it easier for others to follow the guidelines are preferred over those who "freak out" or are frozen in fear when what's required is analysis and satisfactory results, that means solving the problem.
Calmness on the job is healthy. According to the March 23, 2006, BBC News, a British study and survey of 4,000 civil servants in London office buildings by Dr. Mai Stafford and colleagues at the Epidemiology and Public Health department of University College, London Medical School, noted that workers reporting that they didn't have support from co-workers and control over the environment by being able to open windows or turn down heating felt the worst. The more control people had over their jobs, the healthier they stated themselves to be. The study found that "sick building syndrome" had less to do with an unhealthy workplace environment and more to do with job stress. You may wish to see the article, "Sick building link to job stress."
Even though work environments such as air pollution in offices and factories, overheating, or cold exist and are very important to employee health, some 14 percent of men and 19 percent of women in the survey reported five or more symptoms associated with the "sick building" syndrome. The quality of the buildings studied appeared too good to have had such bad effects on health. Stressful social and psychological issues made an impact on the workers' health. The more control you have over the social and environmen- tal factors of your job, the healthier you feel.
That's why if you're designing tests, surveys, questionnaires, or other assessments, you might want to contact clients looking to study how much control workers have over the details of their daily work life. There's opportunity in the marketplace to design all types of assessments at varying levels and to advise individuals or businesses on how to take these types of tests.
Do the corporate test instruments tell you how to change your attitude or your job description?" Do you find that even as an executive you have little or no significance at work because you are not allowed to influence others? Rollo May might have surmised that the next step could be apathy, but today your organization solves problems and achieves results through corporate assessments, team-building, and leadership training.
What Results Employers Want to See on a Personality Test
Science often frequently changes, and personality questionnaires and assessments may change or vary in their weight in the workplace or may be looked at differently by different people and businesses. When employers consider your confidential personality test result, they are looking for your ability to connect with others and communicate clearly. Being misunderstood is one of the main reasons for conflict in the workplace.
Certain types of job descriptions don't want a creative, artistic, bubbly personality in jobs that require adaptability to routine, accuracy, and speed. Other job descriptions want creativity within a set of company rules coupled with the ability to persuade, sell, motivate, inspire, and train co-workers, and attract customers while focusing on amplifying the company's image, purpose and growth goals.
Connecting with co-workers and managers is the secondary reason you're hired or promoted. The hidden primary reason you're hired or promoted is a financial one: You pose the least financial risk, whether it be in insurance, accommodation, or simply taking a chance on your potential based on credentials, experience, and certification.
Anne Hart's 100-Question Personality Feature Assessment For Entertainment Purposes Only. Have Fun and Be Inspired
The purpose of this assessment is to determine whether a person is organized (neat, planning, methodical) or spontaneous (explorative, inquisitive, surprising, versatile); outgoing (extroverted) or a loner (introverted); change-oriented and visionary, or traditional and following successful historically famous people as role models.
The goal of this and other assessments is to show you your preferences on paper. That way, you can use your results to be only one of many guides you use to match yourself with an employer or corporation that is not totally opposite to your own personality styles. Personalities have many categories. This assessment is only one way of describing personality features. There are hundreds of ways of describing personality concepts. So, as a disclaimer, take it as entertainment to ponder if you're in a corporate setting, and don't take anything you see in any corporate-type personality test seriously, because you don't know which tests have been validated scientifically.
Many assessments are for team-building purposes. Others are for pointing a path where you can focus on improving any blind spots of overlooked information. The purpose of any test is self-insight. With the hundreds of tests floating around, trust only those that have been scientifically validated. (You'll find validated reviews of tests in your public or university library.) The rest, take for fun when not working too hard.
What a variety of tests can do is motivate you to be creative and design your own tests customizing them individually for your specific job applications. You would answer true or false to these questions. This questionnaire gives you a handle on what you prefer. It's about knowing yourself in the way of determining what is most comfortable for you, what feels right, what works best, and what fits most easily...your likes and dislikes, your sense of the harmonious and dissonant in your lifestyle.
The box on the left is true, and the box on the right is false. Check the box that most applies to your preference/choice.
❑ ❑ 1. Effortlessly, I tell nearly any stranger I meet about what hurts
❑ ❑ 2. At a party, I don't hesitate to tell anyone how I feel about the
❑ ❑ 3. I keep my bureau drawers, closets, files, or pantry neat and
❑ ❑ 4. I don't feel other people are wasting my time when they talk to
❑ ❑ 5. I model my experiences after similar experiences of successful
❑❑ 6. I prefer flexible time because I enjoy time I spend alone.
❑ ❑ 7. When people treat me as a second-class citizen, I couldn't care
❑ ❑ 8. I work fine when my desk, office, or room is messy.
❑ ❑ 9. Financially, I enjoy beating the competition. (rational)
❑ ❑ 10. When I finish one project, I want to forget it and start new
❑ ❑ 11. At meetings, I'm energized by small talk with fascinating
❑ ❑ 12. When the boss says I did something wrong, I want to quit.
❑❑ 13. Every problem I solve is done systematically according to rules.
❑ ❑ 14. I trust my doctor and dentist with my life.(grounded)
❑ ❑ 15. If a subject isn't hands-on useful, it wastes my time. (grounded)
❑ ❑ 16. I have never lied to anyone. (traditional)
❑ ❑ 17. I listen to the radio, movies, or TV so I won't have to talk to
❑ ❑ 18. I don't remember having felt stressed out with nervous
❑ ❑ 19. I don't care that I make plenty of mistakes in my work. (verve)
❑ ❑ 20. If I can't be the leader, I won't join the group. (rational)
❑ ❑ 21. Life is boring when I can't apply or sell my original ideas.
❑ ❑ 22. I must frequently perform or express myself in front of an
❑ ❑ 23. The slightest trivia turns me loose in a rage of frustration.
❑ ❑ 24. Whatever I am thinking at the moment, I have to speak out
❑ ❑ 25. Every morning I go through the exact same motions of habit.
❑ ❑ 26. I can't beat people off with a stick; they cling to me for my
❑ ❑ 27. "What are the rules?" is the first question I ask about any new
job task. (traditional)
❑ ❑ 28. I run home if at a party cameras or attention focuses on me in
any way. (loner)
❑ ❑ 29. Under stress, others go to pieces, but I calmly nurture them to
❑ ❑ 30. My house or desk is sloppy, and I don't care. (verve)
❑ ❑ 31. In a long line at the post office or market, I feel angry or
❑ ❑ 32. I don't have any friends because they all betrayed my trust.
❑ ❑ 33. I enjoy back-engineering or construction. (rational)
❑ ❑ 34. The larger the audience the more I want to stand up and deliver.
❑ ❑ 35. I can never sleep at night after talking a lot to people. (loner)
❑ ❑ 36. If I can't keep my promise, I'll find someone else to take my
❑ ❑ 37. I'm so empathetic to people I'd walk a mile in their shoes.
❑ ❑ 38. When I read Sense and Sensibility, it resembles the story of my
❑ ❑ 39. One friend or spouse is enough company to nearly exhaust me.
❑ ❑ 40. I'm always punctual for job interviews, travel, and parties.
❑ ❑ 41. I say "Fiddle Dee-Dee" and carry on in spite of war.
❑❑ 42. Laws, just as inventions, must be crushed before they can be
❑❑ 43. I manipulate people into doing whatever I want by sugar-coating
❑❑ 44. I'm a "loose cannon" and can't connect at work because I'm
❑❑ 45. Surprise me anytime by visiting, as I get bored when I have to
❑❑ 46. When an important test of my performance arrives, I run for the
❑❑ 47. Anything I start I will turn in early, completed, and better than
the rest. (decisive)
❑❑ 48. Confide in me because I'll go to jail before I'll reveal sources
❑❑ 49. My nurturing flesh walks miles in your moccasins before judging
❑❑ 50. I'm so practical that my "ship" is the tightest in the "shipping"
❑❑ 51. I feel healthiest alone in my room reading about other peoples'
❑❑ 52. I'm so laid-back and mellow because life lightens up when I'm
❑❑ 53. I get too anxious when I plan ahead. So I need to surprise
❑❑ 54. I force people to give me what I need to keep me calm by
playing sick. (investigative)
❑❑ 55. If I can't find trendier ways of solving problems, I hire those
who will. (investigative)
❑❑ 56. If I'm alone too much, I get depressed until I call someone or
❑❑ 57. I like loud music, racing, contests, and aggressive games or
❑❑ 58. Don't surprise me with financial burdens or unexpected chores.
❑❑ 59. Everyone leaves me their dirty plates to scrape, and I'm
❑❑ 60. My antennae go up as a red flag when I sense I'm in danger.
❑ ❑ 61. I don't care about other people's personal values. (verve)
❑ ❑ 62. Heaven help you if you bust in on me when I'm thinking or
❑ ❑ 63. I love to prioritize and multitask. (decisive)
❑ ❑ 64. Everybody makes mistakes just as I do, and I couldn't care less.
❑ ❑ 65. When I'm having fun doing work or play that I enjoy, time flies.
❑ ❑ 66. I won't study a subject or play a game if I can't be number one
at it. (rational)
❑ ❑ 67. I'm investigative, theoretical, futuristic and creative but not
❑ ❑ 68. Only my spouse/partner can make me mad enough to hit him or
❑ ❑ 69. I avoid most situations where I could lose my balance or get
❑ ❑ 70. I work only when inspired and then only in spurts right at
❑ ❑ 71. With my long-suffering tolerance, I would make a great tutor.
❑ ❑ 72. I've never sassed anyone, used sarcasm, or talked back harshly.
❑ ❑ 73. I walk in the middle of the road in my values and hindsight.
❑ ❑ 74. Absolute silence is necessary before I can solve problems at
❑ ❑ 75. I manipulate rude people by enforcing consequences to their
❑ ❑ 76. Each day is the first day of the rest of my joy and healing
❑ ❑ 77. I want people to argue with me so I can expose their flawed
❑ ❑ 78. I believe exploration and nosiness killed the cat.
❑ ❑ 79. I don't think much. It's more important to express good vibes.
❑ ❑ 80. Someone is judging my flaws, culpability, and improbity.
❑ ❑ 81. If I can't answer everything correctly as number one, I've failed.
❑ ❑ 82. I'd rather retire than have someone criticize my work or chores.
❑ ❑ 83. I hate theories because every book written was done by humans.
❑ ❑ 84. I don't have any friends other than my spouse. (loner)
❑ ❑ 85. In an emergency, I'm the first person to help the victim hands-on.
❑ ❑ 86. I can't remember where I left my vital documents, keys, or glasses.
❑ ❑ 87. I must have the last word because I'm always right.
❑ ❑ 88. I earn money from the prolific number of fresh ideas I generate.
❑ ❑ 89. Achievements have toughened me. (grounded)
❑ ❑ 90. I'm not sensitive to sentimental people. (grounded)
❑ ❑ 91. I focus on what's in front of my plate and not the future.
❑ ❑ 92. I'm empathetic and sensitive to those who confide in me.
❑ ❑ 93. If my best friend said her mom shoplifts, I'd tell my mom.
❑ ❑ 94. I can't keep a secret from the water cooler gossip. (outgoing)
❑ ❑ 95. I'd do anything to get attention. (enthusiastic)
❑ ❑ 96. I'm under-appreciated, underpaid, and invisible at work and at
❑ ❑ 97. I want to fit in with a group and not be noticed in a crowd.
❑ ❑ 98. I work with and discuss or think about only what I know.
❑ ❑ 99. Winning is everything, even at the expense of the loser.
❑ ❑ 100. I love to take on other people's problems even if it makes me
Scoring the Personality Feature Assessment
Calculate the total "True" answers and the total "False" answers. If the sum of the "True" answers is a higher number than the sum of the "False" answers, then you know what personality style you have.
The higher score number can be either "True" or "False." The question is not whether some- thing is true or false, but what represents your own behavior and choice or preference in personality behavior.
That's the way some types of psychological questionnaires work. It's the same on a test of emotional maturity as it is on a test of preferences and choices; it's an inventory. There are no wrong answers and no right answers. The score tells you what you prefer because that is what feels most comfortable for you and is your choice.
Number of True
Number of False
The more similar answers you score on any one of the 10 categories, the more a particular concept dominates one or more of your personality features. The concept refers to the description of a personality trait.
Do you have more "True" answers or more "False" answers? Compare both sides. Use your score as a guidepost to explore further and check out other types of personality assessments in your library reviews of tests. The idea is to be true to yourself and learn more about what has the healthiest, happiest, and best-fitting results for you.
Remember that test answers can change depending upon your mood and attitude. So you may wish to look at many types of personality questionnaires and preference or traits and choices assessments before you decide what the 'real' you is under differing circumstances. The result is to find what works best: What's the right fit for you as an individual in society, the workplace, and in lifestyle? Most of all, what choice has the healthiest result for you?