How to examine personal qualities such as responsibility, gratitude, friendliness and responsibility? These qualities are not obvious at a glance. If we want to examine these qualities of this person, we must have long-term contact and understand them through some specific details. You can borrow money, or do something together, or ask him questions to see his attitude and so on.
The general definition of disc personality test is accurate, analytical, cautious, humble, smooth, good at discovering facts, high standard, mature, patient and rigorous. Contributions to the team: anchors who are good at defining, classifying, obtaining information and testing objective reality, stable, reliable and comprehensive problem solvers who maintain high standards and responsibilities, close relationship of small groups, similar working environment, tendency under pressure of private office or working environment: pessimistic, picky, overly picky, nervous and fussy, possible defects: taking defensive measures when criticized, often falling into details, Being too enthusiastic about the environment seems a bit indifferent and alienated from the ideal environment: it requires critical thinking ability or professional field, high C emotional characteristics: fear of general description: friendly, cordial, good listener, patient, relaxed, enthusiastic, stable, team player, considerate and steady contribution to the team: reliable team player works for a certain leader or a certain reason, has patience and compassion, and has a logical thinking service orientation. Ideal environment: stable and predictable environment, slowly changing environment, long-term teamwork, less conflicts between people, tendency to be irregular, indifferent, hesitant, firm and possible defects under pressure, tendency to avoid arguments, difficulty in determining priorities, dislike inappropriate changes, emotional characteristics of high S, unemotional general description, adventure, competition, boldness, directness and decisiveness. Contribution to the team: Grassroots organizers are forward-looking and challenging, and they tend to be innovative, demanding, nervous and ambitious under pressure. Aggressive, conceited and unorthodox work, an ideal working environment full of challenges and opportunities: an innovative, future-oriented, uncontrolled, supervised and trivial environment, a forum for expressing ideas and opinions, or possible defects of * * *: excessive use of position, too high standards, lack of wit and flexibility, high speed and too many responsibilities. D's emotional characteristics: general description of anger: charming, confident, convincing, enthusiastic, inspiring and optimistic. Contribution to the team: solve problems optimistically, enthusiastically and creatively, inspire others to work hard for organizational goals, and team partners can resolve conflicts through consultation. Ideal environment: people have close ties, uncontrolled and trivial troubles, free activities, forums for spreading ideas or * * * a tendency of interconnected democratic supervisors under pressure: self-improvement, over-optimism, unrealistic words, possible defects: inattention to details, unrealistic and indiscriminate belief in the emotional characteristics of listeners in human situations: optimism, accuracy-,high compliance and low influence. Discsub features showing high obedience and low influence are found in the analysis table, which is sometimes called "caution". People with this sub-feature hate making mistakes very much-they will check their work repeatedly and correct the mistakes in others' work, whether they are asked to do so or not. This demand for certainty means that they are rarely willing to take any risks unless they have to. They are also very cautious in their communication, and rarely reveal anything about themselves except necessary information. Based on the disc theory, it is a great improvement to use the disc evaluation system to guide team building. Many users of DISC don't realize this, but think that DISC is just a recruitment evaluation. Among the theories about team role, the most typical one is Bobin's team role theory. Professor Berbin has his own uniqueness in the theoretical construction of team role, but the practicability of Berbin's team role theory is weak in distinguishing everyone's role and role guidance by using evaluation technology. Many professional MBTI certification consultants use MBTI as an auxiliary tool for team building, which is a very good application. Because the genuine MBTI questionnaire M can really assist team building, and at the same time, we use MBTI online questionnaire M to communicate with online questionnaires, which can easily carry out team building activities. Compared with Bai Bin's ten team roles and MBTI's sixteen personality types, Dierske found a new way to establish PPF team role theory based on so-called "speed", "perspective" and "concentration", thus constructing twenty-seven team role types. And based on the evaluation system of DISC, cultivate a deeper team ... >>
How to write temperament type test and professional personality test in personal career planning book? Just do the relevant tests yourself and write the results. Normal tests are charged, but now they can be found online for free.
Temperament can basically come out by doing a psychological test, simple. Occupational character can take MBTI, and there are dozens of questions in the specified time. The results are more specific, and there are suggestions for careers. Highly recommended!
What are the general requirements for the stability of the measured characteristics?
Examination questions on the theory and method of personnel quality evaluation
sequence
1
Page, face, sheet and edition
(
***
five
Page, face, sheet and edition
)
Zhejiang Province
20 12
year
four
June higher education self-study exam
Examination questions on the theory and method of personnel quality evaluation
Course code:
06090
I. Multiple choice questions
(
This topic * * *
10
Little problem, every little problem
2
Points, * * * *
20
minute
)
Of the four options listed in each question, only one meets the requirements of the topic. Please fill in its code at the end of the topic.
In brackets. Wrong selection, multiple selection or no selection will not be scored.
1.
Judging from the scope of evaluation, most of the evaluations in personnel selection and performance evaluation are
(
C
)
A.
self-assessment
B.
Expert evaluation
C.
Comprehensive evaluation method
D.
Personal evaluation
2.
Traits generally refer to the latitude and scope of personality, which is reflected in the stability of individuals.
(
D
)
A.
character trait
B.
Ability characteristics
C.
physical features
D.
behavior characteristics
How do personal characteristics affect the success of a manager? Personal characteristics are the main factors that affect the success of managers. Because the psychological characteristics of personal traits are largely human physiological structures and cannot be learned. For example, extroversion and introversion, courage and timidity, decisiveness and indecision. Usually these personality traits are the key factors to success.
If there is a questionnaire suitable for testing college students' personality traits, you can use the form master to do it
Can you know a person's personality characteristics through genetic testing? Yes, one gene has a genetic testing program for personality talents, which can measure a person's personality characteristics. Now it is very convenient to place an order through the Internet and mail your saliva samples.
How is the personality trait of scholar-type formed in vocational evaluation? The INTJ of MBTI is a scholar personality type, and the four letters INTJ stand for introversion, intuition, thinking and judgment respectively. It is summed up by psychologists according to the characteristics of human thinking and behavior patterns.