Book Review: Personality Plus by Florence Littauer
Florence Littauer careful considers the four basic personality types: Melancholy, Phlegmatic, Sanguine,
and Choleric. A series of tests gives you an idea of your personality type based on the 4 types. Reading the book teaches about how you can relate these 4 types to your own self. Florence
Littauer's work provides insight into your personality and the various traits dictating over your emotions, work performance, and how you relate to others. The knowledge of your own personality is brings understanding to those around you. Insights and understanding through reading Personality Plus can help change your life for the
better by helping improve your strengths and correct your weaknesses.
How High is Your XQ?
Employers are using employee assessments to aid in their hiring decisions. The rational being employee turnover rates are high, and employers need better productivity. Using Big Data combined with Analytics for selecting hires, correlations using assessments are being used to review performance.
If you haven’t hear of DISC yet it is a behavior assessment. The test evaluates each candidate by considering 4 traits which are dominance , influence , steadiness , and compliance.
Dominance People who score high in the intensity of the "D" styles factor are very active in dealing with problems and challenges, while low "D" scores are people who want to do more research before committing to a decision. High "D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.
Influence People with high "I" scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with low "I" scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
Employers are using employee assessments to aid in their hiring decisions. The rational being employee turnover rates are high, and employers need better productivity. Using Big Data combined with Analytics for selecting hires, correlations using assessments are being used to review performance.
If you haven’t hear of DISC yet it is a behavior assessment. The test evaluates each candidate by considering 4 traits which are dominance , influence , steadiness , and compliance.
Dominance People who score high in the intensity of the "D" styles factor are very active in dealing with problems and challenges, while low "D" scores are people who want to do more research before committing to a decision. High "D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.
Influence People with high "I" scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with low "I" scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
Steadiness People with high
"S" styles scores want a steady pace, security, and do not like
sudden change. High "S" individuals are calm, relaxed, patient,
possessive, predictable, deliberate, stable, consistent, and tend to be
unemotional and poker faced. Low "S" intensity scores are those who
like change and variety. People with low "S" scores are described as
restless, demonstrative, impatient, eager, or even impulsive
Compliance People with high "C" styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High "C" people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful. Those with low "C" scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.
Compliance People with high "C" styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High "C" people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful. Those with low "C" scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.
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