Page 108 - Start Up_V. 2

FINANCIAL IQ

LIAR LIAR

Personality Testing Across Cultures

(Part 1)

ersonality testing dates as far back as 460 BC • EYSENCK Personality Inventory measures personality
when Hippocrates suggested the existence of on two independent dimensions; extroversion versus
the human persona based on temperaments. The introversion and neuroticism versus stability. This test
development of a standardized and scientifically generates 3 scores scaling an individual’s extraversion
Pvalidated assessment is not a small journey. Since (E-Score), neuroticism (N-Score) and a lie score which
the 1800s, the likes of Dr. Sigmund Freud have graced the indicates an individual’s attempt to manipulate the test in
Science of Personality with their theories. In 1879, the father of order to be socially desirable.
psychology, Wilhelm Wundt distinguished between the human • The Birkman Method by Roger Birkman measures
body and human personality of mind. Let us fast forward to personality, social perception and occupational interests in
the 1900s where the mostly previously dismissed Science of order to establish what drives a person in an occupational
Personality was becoming dominant in the work place. and social setting. This assessment is useful in career
exploration and sales and negotiation skills enhancement.
Personality assessments can be utilized by organisations
in recruitment and selection processes to establish which These tests can be utilized for individual development,
candidates have the most potential for success in that employee development, team development, productivity and to
organisation or role. This is done in order to create a synergy increase team effectiveness.
between employee and employer, by matching work culture
and personality. So now that we are familiar with a few personality tests
and their history, purpose and the impact they have on
The following have been identified as some of the best organisational development from recruitment level, one can ask
personality tests to date: the question of their applicability within the African setting.
• The DISC Personality Profile (1940) by Walter Clarke
measures dominance, influence, steadiness and As the vast majority have been created based on research
conscientiousness. outside the African continent, how valid are they for the typical
• 16 Personality Factors (1949) by Cattell, Tatsuoka and African context where command of the English language is
Eber was originally based on measuring 4000 personality poor?
traits, got narrowed to 171 and finally16 traits. This test
measures emotional stability, rule consciousness, self- How far have developers gone into customizing assessments
reliance, openness to change, sensitivity and so on. to cater for different cultures and contexts?
• HEXACO model (2000) measures six major personality
dimensions; Honesty-Humility, emotionality, extraversion, Does one become a liar because they do not understand
agreeableness, conscientiousness, and openness to what a question means contextually and therefore adjust their
experience. answer to the socially desirable standard?
• Myer Briggs Type Indicator (1940s) developed by
Katherine Cook Briggs and daughter Isabel Briggs Myers, Is there research and development of assessments that bridge
was influenced by Carl Jung’s theory that humans language gaps for the sake of validity and accuracy?
experience the world using 4 psychological functions;
sensation, feeling, intuition and thinking; this assessment Or is it fair to say that what is applicable around the world is
measures which function an individual is more inclined applicable to the African context?
to in information processing and places people into
16 personalities with their individual strengths and More specifically, we standardize as the ideal African setting
weaknesses. This test has been one of the most influential context within the diverse multitude of people on our
tests on modern day personality tests. continent?

105 The Africa We Want