Personal Assesment: Decision Making Assessment (Essay Sample)

PERSONALITY ASSESSMENT
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Abstract
This paper will provide a definition and description of personal assessment, besides, the paper will provide a description of various emotional intelligent tests that include; Emotional Quotient Inventory and Mayer-Salovey-Caruso EI Test. The paper will also provide a description of one leadership assessment that include John Maxwell Leadership Assessment and finally the paper will also entail a description of one decision making assessment that include data based decision making assessment.
Personal assessment
This refers to the primary step within personal career planning process where an individual utilizes a verity of tools to gather information him or herself. Therefore, personal assessment can be undertaken by considering three main elements that include; emotional intelligent tests, leadership assessment test, and decision making assessment tests.
Emotional intelligent tests
There are various emotional intelligent tests some of which include; the emotional Quotient Inventory 2.0 and this test was developed to provide assessment on the Bar-On model of emotional social intelligence (Bar-On, 2004). This test is just a self report system that is designed to provide measurement of various constructs that are associated with Emotional Intelligence and it provide assessment based on one total score, 5 composite scores and fifteen specific subscale scores with presentation of item level results. The basic I formation required for this assessment include; the persons should be of age above 18 years, the self report and mulit-rater version should be available, the qualification should be level B. Besides, some of the composite scales and sub-scales used in this assessment include; self-perception which include self regard and actualizations and emotional self awareness. Interpersonal scales entails interpersonal relationships, empathy as well as social responsibility subscales while decision making scale entails problem solving, Reality Testing as well as Impulse Control subscales and finally self expression scale entails emotional expression, assertiveness and independence (Bar-On, 2004)..
Another method is The Mayer-Salovey-Caruso Emotional Intelligence Test is a test that is based on ability that is designed to measure the main four categories of Emotional Intelligence model. This assessment was developed from an intelligence testing tradition which was established due to the growing scientific comprehension of emotions as well as their functionality and it’s based on one main scale known as the Multi-factor emotional intelligence scale (Mayer, Salovey, Caruso, & Sitarenios, 2003). This type of assessment entails 141 elements and it takes approximately 30 to 45 minutes to complete and it avails fifteen main emotional intelligence scores and these include; EL score, 2 area score, 4 branch scores and 8 task scores. The basic information for this type of assessment include; at least 17 years and above, the clients must complete to get results in either 30 to 45 minutes with a qualification of level B.
The main test scales for this assessment include; perceiving emotions which refers to the ability to understand emotions on a personal level and other people and in other objects as well like art, music and stories. The second category is the facilitating thought and this entails the ability to generate utilize and feel emotions as significant to communicate feelings or applying the feeling in other cognitive processes. The third element is the understanding emotions that entail the ability to comprehend information on emotions in order to perceive how emotions combine as well as progress through transition of relationships and also to appreciate the meaning of such emotions (Mayer, Salovey, Caruso, & Sitarenios, 2003). The last one is managing emotions and its entails the ability to open feelings and to undertake their modulations in oneself and others so as to promote individual comprehension as well as growth.
Leadership assessment
According to Yukl (2011), the ordinary measure of the effectiveness of leaders is
The extent to which the ultimate performance of both the team and the organizational unit is facilitated and how the goals are attained. Leadership assessment entails finding out attributes that make those people in leadership to have success at every level. One of the assessment criteria that is used to establish these attributes include John Maxwell Leadership assessment which entails five levels of leadership assessment that measures 64 attributes on individuals. Some of these levels include; Position: in this level, some of the leadership attributes assessed include trustworthiness as well as commitment and they help to discover how an individual is able to execute tasks independently without close follow-up and with the highest level of integrity and also it helps to establish how dedicated an individual is upon past, existing and future projects.
The second level is permission and it entails some attributes such as relational abilities and interpersonal skills that are tested to establish the ability of the leader to deal with issues pertaining relationships within the organization and how other people can combine their skills to aid in effective productivity. The third level is the production and it entails attributes such as how to get results as an individual, organization as well as a team. In this case, this level of assessment helps the leaders to gauge their ability whether they will be in a position to provide both personal; organization and team results and this can be achieved based on how flexible and transformational the leader is to combine all the labor skills available to ensure productivity.
The fourth level of assessment is people development and it entails some attributes that focuses on reproducing and developing leadership skills in other people. This assessment mostly tests the sustainability and future of the team that is led and also the organization and this is due to the fact that leaders who are dedicated on developing his or her skills into other team members are mostly transformational leaders and what they focus on is to find future leaders within the team so that in case they are absent, the organization will still have reliable people...