Analysis of Personality and Intelligence Theories Essay

This essay provides a comprehensive exploration of personality and intelligence theories. It begins by defining personality and intelligence, then delves into various personality theories such as psychoanalytic, behaviorism, humanistic, trait, social cognitive, five-factor model, cognitive-behavioral, and organic/hereditary theories, highlighting their strengths and weaknesses and their impact on recruitment criteria in companies like Enchanted Ruby Resorts. The essay further discusses intelligence theories, including psychometric, multiple intelligences, triarchic, and emotional intelligence concepts, also outlining their strengths and weaknesses. It recommends specific personality and intelligence scales and provides evidence-based rationale for their selection, ultimately concluding on the importance of understanding these theories for personal and professional development. Desklib offers this and many more solved assignments for students.

Personality and Intelligence
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Table of Contents
Introduction.................................................................................................................................................3
Theories of Personality................................................................................................................................3
Concepts of Intelligence..............................................................................................................................6
Psychometric Tests......................................................................................................................................9
Dependability........................................................................................................................................10
Authenticity...........................................................................................................................................11
Recommendation of a specific personality and an intelligence scale.........................................................12
Conclusion.................................................................................................................................................14
Reference List...........................................................................................................................................15
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Introduction
Personality may be defined as the distinct designs of trait-based imaginations, emotions, and
attitudes that demonstrate persons and differentiate them from the rest. It acts for the
comparatively reliable and enduring characteristics and inherent qualities that configure an
employee's attitude over different circumstances and conditions (Bergner, 2020). Proof that
sustains the characteristic-based aspect of individuality, which proposes that individuality can be
explained in matters of a group of comparatively consistent and determinable characteristics.
Individual attributes are enduring designs of ideas, feelings, and attitudes that are regularly over
time and circumstances. The Big Five Individuality framework which will be discussed in the
later part of the essay, is one of the most familiar models that apprehends five wide aspects of
individuality.
Intelligence refers to the capability of learning, reasoning, and adapting efficiently to the
surrounding. It includes the ability of complex thinking, rational speculation, and acquiring
knowledge from previous encounters (Breakspear, 2013). Whatsoever, contemporary proof
sustains a multispectral review of brilliance. Numerous concepts, such as the WAIS will be
explained later. This study identifies the significance of different elements of brilliance like
spiritual brilliance, which is composed of the capability of realising, maintaining, and utilising
feelings efficiently in individual employees. It also discusses various concepts regarding the
personality and intelligence of individuals and recommends a specific personality and an
intelligence test as well as provides evidence-based rationale to justify those tests.
Theories of Personality
The objective of personality theories is to realise and demonstrate the motifs of imaginations,
emotions, and attitudes that turn employees into distinctive. They have developed exponentially,
with both contemporary and historical concepts providing our realisation of personality (Engler,
2013). Here are a brief demonstration of some key concepts,
1. Psychoanalytic Theory: The theory was developed by Sigmund Freud. It proposed that
personality is developed through unaware procedures and early encounters. Freud
suggested three elements that construct an individual's mentality such as the id (primaeval
wishes), ego (middleman between the id and real life), and superego (incarnated ethical
measures).
Strengths
 Identifies the part of unaware procedures in developing personality.
 Underlines the necessity of early boyhood encounters.
Weaknesses
 It is deprived of empirical proof and depends significantly on personalised decoding.
 Overprioritising on sexuality unaware disputes.
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2. Behaviourism: This theory was introduced by John B. Watson and B.F. Skinner. It
stated that an individual's personality is basically developed by environmental forces
through habituation and augmentation (Boyle et al., 2018).
Strengths
 Prioritises noticeable attitude, turning it into determinable and palpable.
 Concentrates on circumstantial motivations and learning procedures.
Weaknesses
 Avoids inner psychological procedures and personal dissimilarities.
 It makes human attitudes too simple by forsaking cognitive and spiritual forces.
3. Humanistic Theory: This theory was established by Carl Rogers and Abraham Maslow.
Humanistic theories highlighted the embodied decency and perspective for individual
development in employees (Engler, 2013). Rogers' human-centred concept emphasised
the significance of self-implementation and the necessity for positive honour and affinity
when the hierarchy of necessities by Maslow highlighted the advancement towards self-
contentment.
Strengths
 Promotes self-discovery, individual advancement, and self-implementation.
 Identifies the significance of instinctive encounters and personal viewpoints.
Weaknesses
 It is deprived of scientific diligence and depends significantly on instinctive decoding.
 Meagre concentration on the effect of social and cultural forces.
4. Trait Theories: These theories were developed by Gordon Allport and Raymond Cattell.
Trait theories suggest that personality is composed of persisting and firm attributes
(Cervone & Pervin, 2022). Allport recognised fundamental, medial, and peripheral while
Cattel constructed the 16PF (16 personality forces) framework to demonstrate personal
dissimilarities.
Strengths
o Collaborates cognitive, behavioural, and circumstantial forces.
o Emphasises the part of vicarious learning and self-potency.
Weaknesses
o Doesn't completely elucidate the embedded reasons or advancement of attributes.
o Depends significantly on self-record standards, which can be subject to partiality.
5. Social Cognitive Concept: This concept was developed by Albert Bandura. It highlights
the correlative communication between the individual, the circumstance, and the attitude.
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It proposes that personal traits are moulded by cognitive procedures like vicarious
learning, personal efficiency credences, and individual objectives (Schultz, 2016).
Strengths
 Highlights the corresponding communication between people and their circumstances.
 Embodies intellectual procedures, which enhances the realisation of attitude.
 Delivers pragmatic involvements for changing attitudes through personal efficiency
credences.
Weaknesses
 Provides less concentration on individual attributes and more on particular attitudes.
 It may not totally consider hereditary and organic effects on personal attributes.
 The complication of the framework turns it stimulating to scrutinise inclusively.
6. Five-factor framework: This framework was constructed by Costa and McCrae which is
one of the most popular frameworks of modern days. It recognises five extensive aspects
of individuality such as frankness, scrupulousness, gregariousness, compliances, and
perturbation (Schultz, 2016). These attributes are regarded to apprehend the basic aspects
of individual personality.
Strengths
 Sustained by immense factual analysis and multi-cultural proof.
 Delivers a complete and sturdy model for realising individuality.
 It permits purposeful differentiation and analysis of individual attributes.
Weaknesses
 It does not demonstrate the embedded methods that measure the five forces.
 It may not completely apprehend the complexities and distinctiveness of personal traits.
 It is deprived of a transparent description of how the forces communicate with one
another.
7. Cognitive-Behavioural concepts: These concepts were developed by Aaron Beck and
Albert Ellis. They investigate the interaction among imaginations, feelings, and attitudes.
They suggest that a person's imaginations and decoding of programs motivate their
feelings and attitudes, and altering dysfunctional notions can direct to positive alterations
of attitudes (Cervone & Pervin, 2022).
Strengths
 It provides a transparent realisation of the connection between notions, feelings, and
attitudes.
 It explains the realistic use of treatment and attitude change involvement.
 It also concentrates on particular difficulties and delivers applicable approaches.
Weaknesses
 It may fail to notice unaware and spiritual dimensions of individuality.
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 It does not consider personal dissimilarities in cognitive procedures and adjusting
manners.
 It may be uneventful and sensitive for both employees and consumers.
8. Organic and hereditary theories: These concepts highlight the part of hereditary and
anatomic forces for instance neurotransmitter programming and structure of the brain.
Strengths
 Identifies the part of heredity and zoology in constructing personal attributes.
 It delivers a base for realising the organic foundation of personal dissimilarities.
 It also sustains the collaboration of neuroscience and human psychology.
Weakness
 It makes personality too simple by decreasing it to hereditary and physical influences.
It is quite significant to consider that these concepts portray an extensive review and several
theories and points of view which contribute to the realisation of individuality. Contemporary
concepts always construct upon and collaborate components from historical concepts, attempting
to safeguard a complete model for learning and demonstrating personality.
Personality theories have a deep impact on determining criteria for recruiting employees in
Enchanted Ruby Resorts. By utilising the psychoanalytic theory, the firm can evaluate
candidates' history and previous encounters to realise probable impacts on the construction of
their personality. Companies may concentrate on noticeable attitudes and performance to
evaluate applicants' compatibility for particular jobs while recruiting staff (Cervone & Pervin,
2022). During the process, firms may look for applicants who describe self-consciousness,
influence individual growth, and adjust to the firm's norms and values. Firms can account for
applicants' encounters, social engagement, and denoted flexibility to evaluate their possible
match inside the working atmosphere. Corporations may account for the FFM attributes
(frankness, scrupulousness, gregariousness, compliance, and perturbation) to assess applicants'
suitability for particular jobs and corporate cultures. For instance, a followership position might
require a greater degree of gregariousness and scrupulousness. While hiring new staff,
companies might evaluate applicants' analytical abilities, the capability of managing stress, and
their desire to show accommodative thinking and attitude in adverse conditions (Engler, 2013).
Organic and hereditary concepts may not straightly notify hiring requirements, they emphasise
the probable part of hereditary and physical forces in individuality. Firms may account for the
insinuations of these forces for particular jobs that require specific attributes i.e. creativeness,
and flexibility. Therefore, all of these concepts are necessary for understanding and recognising
the personal attributes of staff while recruiting.
Concepts of Intelligence
Intelligence theories may be defined by different models and frameworks that try to demonstrate
and realise the brilliance of individuals. These concepts provide various dimensions on the
definition of intelligence, the way it is measured, and the forces that instigate its advancement
(Gardner, 2011). Some of the popular intelligence theories are provided below,
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Psychometric Theories: Psychometric theories consider intelligence as a determinable attribute
that can be assessed by utilising systemised examinations. The most popular psychometric
concept is the "g-factor" theory introduced by Charles Spearman, which proposes that human
brilliance is made up of a normal intellectual ingredient that instigates employee performance in
different jobs that require intelligence (Brody, 2015). As per the theory, individuals who shine in
one intellectual job are inclined to do well in different cognitive jobs, pointing to an embedded
usual intellect that motivates the overall programming of intelligence.
Strengths
 Systemised brilliance examinations deliver a dependable and goal determination of
intellectual capabilities.
 Psychometric evaluations permit for simple differentiation and categorising of personnel
on the basis of their brilliance.
 These examinations have been broadly utilised in hiring staff as a predeterminant of
labour productivity.
Weaknesses
 Psychometric assessments have been censured for their differentiation in cultures, as they
may not appropriately evaluate the brilliance of staff from various cultural circumstances.
 These exams always compute a limited scale of intellectual capabilities and may not
completely apprehend other significant perspectives of brilliance such as creativity or
spiritual intelligence (Brody, 2015).
 Exclusively depending on psychometric assessments of brilliance may fail to notice other
significant attributes, traits, and encounters which leave a deep impact on labour
productivity.
Numerous Intelligences Concept: This concept was constructed by Howard Gardner which
confronts the idea of a combined intelligences and postulates human brilliance encompasses a
scale of unconventional brilliances (Kaufman et al., 2013). In the beginning, Gardner recognised
seven intellects such as linguistic, rational, audial, dimensional, physical, relational, and cerebral.
Afterwards, he proposed the presence of extra intelligences i.e. realistic and extant.
Strengths
 It admits the various scale of human capabilities and intelligence.
 It promotes a wider aspect of brilliance above classic academic determinants.
 It permits personal strengths to be identified and valued.
Weaknesses
 It is deprived of factual proof and transparent conditions for recognising and determining
every brilliance.
 It's quite problematic to compute and evaluate every brilliance impartially.
 It confronts the classical concept of brilliance and may encounter hindrances in some
intellectual and proficient settings.
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Triarchic Concept of Intelligence: Introduced by Robert Sternberg, this concept delivers
brilliance as a triarchic stratification, encompassing three elements: problem-solving and
analytical capabilities, creative brilliance, and pragmatic brilliance.
Strengths
 It delivers a complete model that collaborates intellectual capabilities and practical
implementation.
 It highlights the significance of adjustability and pragmatic analytical attributes.
 It identifies the part of creativeness in brilliance.
Weaknesses
 There are difficulties in calculating and evaluating artistic and realistic dimensions of
brilliance.
 Detractors feud that the concept may not produce an appropriate definition or functioning
of brilliance.
 Scanty guidelines on the manner in which the concept is applied realistically while
recruiting staff members.
Emotional Brilliance Concept: The concept was established by Peter Salovey and John D.
Mayer and publicised by Daniel Goleman. Emotional brilliance can be defined by the capability
of perceiving, realising, managing, and utilising feelings efficiently in individuals and groups of
people (Sternberg, 2012). It includes attributes like self-consciousness, affinity, and social
attributes.
Strengths
 It identifies the importance of spiritual attributes in communicating with people and
acquiring profit.
 It delivers a model for realising and advancing social and spiritual capabilities.
 It offers pragmatic implications for followership, group work, and customer reviews.
Weaknesses
 It is deprived of concord on the appropriate description and determination of spiritual
brilliance.
 Adversities in evaluating spiritual brilliance impartially while hiring staff.
 There is potential for differentiations and perspicacity in assessing spiritual brilliance.
These concepts of intelligence can notify staff hiring criteria in various manners. Systemised
brilliance exams can be utilised as an element of hiring conditions to evaluate normal intellectual
capabilities related to the work. Identifying and cherishing various flashes of brilliance can
infuse hiring methods that concentrate on particular capabilities needed for specific jobs. For
example, spatial brilliance may be useful for designers. Hiring criteria can embody evaluations
of analytical attributes, creativeness, and pragmatic brilliance, regarding the particular
requirements of the task (Schneider & Flanagan, 2015). During recruitment, organisations may
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utilise evaluations of spiritual capabilities related to parts demanding people skills, followership
or customer involvement.
Whatsoever, it is necessary to take the limitations of these concepts into account while
implementing them in the hiring process. Concepts may not apprehend the whole of human
brilliance, and evaluations should be utilised in combination with other forces, for instance,
experience and qualities.
Psychometric Tests
A psychometric test is referred to a systemised evaluation instrument configured to determine
different dimensions of a person's mental attributes, capabilities, or skills. These exams are
usually utilised in institutional, medical, and corporate systems to assess intellectual capabilities,
individual characteristics, and different cognitive forces (Cripps, 2017). Psychometric tests focus
on delivering dependable and legitimate estimations, making sure of regularity and preciseness
in evaluating employees. Psychometric tests may be categorised into various kinds on the basis
of their motives. A few of the popular psychometric tests are mentioned below,
Cognitive tests: These examinations determine intellectual capabilities like rational
considerations, analytical skills, communication skills, and circumstantial consciousness. For
example, the Stanford-Binet scales of Intelligence and the Wechsler Scales of intelligence.
Individuality tests: These exams evaluate individual attributes, traits, and tastes. They deliver
useful knowledge regarding a person's attitudes, relational skills, and spiritual patterns
(Weissenborn, 2013). For instance, the Big Five Inventory and the Minnesota Multiphasic
Individuality Inventory.
Competency tests: Competency tests determine particular capabilities or attributes related to a
specific field or job sector. They assist in evaluating a person's possibility of being succeeded in
particular jobs (Saha, 2020). Examples may involve the Watson-Glaser critical thinking
appraisal.
Accomplishment tests: These exams evaluate a person's wisdom and proficiency in particular
fields or educational topics. For instance, GRE, IELTS etc.
Psychometric exams are enforced and scored utilising systemised methods to make sure of
regularity and uprightness. They always are composed of multiple-option queries or activities
that require the personnel to reply in a particular way. The results of the test are commonly
differentiated to cultures or reference teams to deliver a realisation of a person's position
differentiating with different people who have attended the exam.
Strengths of psychometric tests
Systemisation and Impartiality: Psychometric exams stick to strong administration and scoring
processes, making sure of regularity. They produce systemised results that permit differentiating
and interpreting objectives.
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Dependability: Psychometric exams encounter conscientious testifying to ensure great degrees
of dependability, which indicates the regularity of results over a period and over various exam
regulations. Dependability tests provide continuous outputs, turning them into reliable for
predicting or evaluating.
Authenticity: These tests are orchestrated to determine what they assert to estimate. Authencity
indicates the preciseness and significance of test results in connection to the establishment being
estimated (Saha, 2020). Sturdy authenticity proof sustains the decoding and utilisation of test
results for creating speculation or forecasts.
Effectiveness: Psychometric exams are always effective and time-efficient techniques of
evaluation. They are able to measure a broad scale of skills or capabilities in a comparatively
short time, turning them into reality for large-scale evaluations.
Weaknesses of psychometric tests
Cultural differentiation: Few psychometric tests can involve products that are differentiated
toward specific cultural or social-economic classes, which can direct to partial discomfort or
prejudice. Cultural differentiation can leave impacts on the authenticity and objectivity of test
results, specifically for persons from divergent surroundings (Cripps, 2017).
Narrow chances: Psychometric exams are more likely to concentrate on certain dimensions of
brilliance, individuality, or competencies. They may not apprehend the complete scale of a
person's capabilities, qualities, or gifts, as they always determine a small set of establishments.
Contingent Forces: Test outputs may be motivated by different contingent forces, like exam
uneasiness, exam administering skills, or being aware of the exam format. These forces may not
be straightly linked to the establishment being estimated but can affect test results, possibly
sacrificing the authenticity of the outputs.
Probable standardising: Few psychometric exams may heedfully fortify stereotypes through
the context of the examination or the deciphering of the outputs. This can be involved for
impartiality and can preserve dissimilarity.
Insufficient adjustment: Specific psychometric exams configured in one norm or culture can
not be sufficiently adjusted for utilising different cultural aspects. The deprivation of proper
adjustment can impact the dependability and authenticity of the test results.
Dependability
Dependability denotes the regularity of test results over various authorities, and critics. It refers
to the length to which an exam provides regular and reliable outputs (Rangnani et al., 2018).
Some common types of dependability measures are,
Test-retest dependability: This evaluates the regularity of results while a similar exam is
administered to a similar class of people on two different programs. A great test-retest
dependability figure points out that the test produces regular outputs gradually.
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Parallel versions of dependability: This determines the regularity of results when separate but
corresponding forms of an exam are administered to a similar class of people. It makes sure that
the separate versions of the exam are similarly dependable.
Inner regularity dependability: This assesses the regularity of results over products inside only
one test. Common standards of inner regularity involve Cronbach's alpha (Demasi, 2013).
Greater inner regularity denotes that the products inside the test are estimating a similar
elemental establishment.
Authenticity
Authenticity denotes the length to which an exam computes what it asserts to compute and the
preciseness of the speculations or decodings on the basis of the test results. It delivers proof that
the test is consequential and pertinent for its desired motive (McHenry, 2017). Different kinds of
authenticity proofs are,
Content authenticity: This testifies the length to which the exam items act for the total scale of
content being estimated. It includes proficient judgement and makes sure that the test sufficiently
engulfs the pertinent content area.
Authenticity in relation to criteria: This evaluates the length to which the test results are linked
to a surrounding criterion or output which is pertinent to the content being estimated. It involves
two subsections, such as simultaneous authenticity, and prognostic authenticity.
Construct authenticity: This assesses the length to which the test determines the desired
conceptual content. It includes scrutinising the relations between the test results and other
determinants or variables that are conceptually linked to the content.
Face authenticity: This denotes the intuitive discernment that the test emerges to estimate the
desired content. It does not produce firm factual proof but can motivate the palatability and
influence of exam controllers.
Administering psychometric exams can produce different adversities and increase significant
contemplations (Newell & Shackelton, 2013). Some familiar issues and adversities that emerge
while administering psychometric tests:
The objectivity of the tests and differentiation: Psychometric exams should be impartial and
not discriminating, delivering a similar chance for every people not considering their history,
culture, or individual traits. It is significant to make sure that exams are free from differentiations
that could create setbacks for specific classes or persons.
Cultural responsiveness: Cultural dissimilarities can affect the authenticity and objectivity of
psychometric exams. It is significant to contemplate cultural values, habits, and semantic
varieties to neglect cultural differentiation in testing context, authorisation, and decoding.
Approach and assistance: Some persons may encounter adversities approaching and fulfilling
psychometric exams because of forces like physical disadvantages, communication barriers, or
restrictions in using technology (Newell & Shackelton, 2013). Delivering proper assistance such
as substitute versions, is essential to make sure that transparency and impartiality.
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Psychometric exams have a crucial role in recruiting staff for Enchanted Ruby Resorts which
aims to improve their recruitment procedure. Psychometric exams can be utilised as screening
material to effectively assess a gigantic pool of candidates (Demasi, 2013). These are also useful
in evaluating shortlisted candidates and then selecting the ones that possess the necessary
attributes. The utilisation of psychometric exams in the hiring procedure can assist in
inaugurating impartiality and systemisation, decreasing differentiation and making sure of
sufficient adjustment of the tests. These tests also offer precious knowledge regarding workers'
strengths and weaknesses, and advancing fields over the hiring procedure.
Recommendation of a specific personality and an intelligence scale
One particular scale that Enchanted Ruby Resorts (ERR) can account for utilising in the hiring
procedure is the "Big Five" individuality characteristics evaluation. This evaluation determines a
person's degrees of five broad individuality aspects such as frankness to encounter,
scrupulousness, gregariousness, compliance, and spiritual regularity (Kim et al., 2019). The Big
Five framework is broadly utilised and sustained by substantial analysis, turning it into a
dependable, and authentic instrument for evaluating individuality in the working environment.
The rationale for selecting the Big Five individuality evaluation
Substantial analysis foundation: This framework is sustained by an extensive body of analysis
comprising many ages. Several analyses have regularly discovered correlations between the Big
Five characteristics and significant working environment consequences like labour productivity,
job contentment, and followership efficiency (Zhao & Seibert, 2016). This foundation of study
delivers firm proof for the prognostic authenticity of the mentioned characteristics in contexts
linked to jobs.
Organisational match: The Big Five characteristics are regarded pertinent for a broad scale of
job parts and company surroundings. A study has stated that specific characteristics, like
scrupulousness and spiritual consistency, are specifically precious for maintaining labour
productivity as well as the success of the company (Kievit et al., 2012). By evaluating these
attributes, firms can recognise applicants who adjust to the required characteristics and cultural
norms of the company.
Systemisation and resemblance: The big five individuality evaluation is systemised and
delivers a stratified model for assessing applicants. The utilisation of a properly built and broadly
identified framework permits consequential resemblances over applicants and helps make crucial
decisions while hiring employees for ERR.
In the matter of an intelligence test, an option that Enchanted Ruby Resorts (ERR) can take into
consideration is the Wechsler Adult Intelligence Scale. This scale is configured to determine
intellectual capabilities and delivers a comprehensive measurement together with different sub-
test results (Schmank et al., 2019). It evaluates oral apprehension, rational speculation, and
functioning speed. The Wechsler Adult Intelligence Scale (WAIS) is broadly known and
possesses substantial analysis sustaining its dependability and authenticity. It can deliver
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precious insights about an applicant's capabilities, analytical attributes, and cognitive possibilities
that can be pertinent to specific job responsibilities.
Providing a proof-based rationale for selecting the WAIS in hiring staff for ERR
Established psychometric resources: This test has been substantially justified and possesses
great dependency and authenticity. It has defined superior test-retest dependability, inner
regularity, and content authenticity.
Large-scale evaluation of intellectual capabilities: This intelligence scale evaluates numerous
areas of intellectual capabilities, involving oral apprehension, and intuitive speculation. This
apprehensive evaluation delivers knowledge into various aspects of brilliance pertinent to labour
productivity and analytical attributes.
By incorporating the Big Five individuality framework and the WAIS in the hiring procedure of
ERR, the firm can be facilitated from the sturdy analysis basis and well-developed psychometric
resources of these evaluations, directing to appropriate decision-making and enhanced
impartiality in assessing applicants' individuality characteristics and intellectual capabilities
(Furnham & Christoforou, 2017).
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Conclusion
It is quite significant to consider that the selection of individuality and cognitive tests are needed
to be set on the basis of the particular requirements and job conditions. Moreover, proper
guidelines and obedience to ethical regulations should be followed during the implementation of
psychometric evaluations in the hiring procedure (Murtza et al., 2021). This study provides an
overview of personality and intelligence and discusses several concepts regarding personality
and intelligence. It provides a comprehensive review of various psychometric tests, their
strengths and weaknesses. It also suggests a personality and intelligence scale that ERR can
utilise in their recruitment process as they aim to enhance the quality of their employee
performance. To increase employees’ productivity, ERR should incorporate the Big Five
Personality model that evaluates five personal traits such as frankness, scrupulousness,
gregariousness, compliance, and perturbation (Jafri et al., 2016). They should also inherit the
Wechsler Adult Intelligence Scale (WAIS) which determines the intellectual capabilities of
employees and delivers a comprehensive measurement during the recruitment process.
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