Personality Assessment

Personality is complex and comprises a set of emotions, attitudes, and behavioral
patterns. Personality assessment alludes to the administration of tests and scores that aim to
empirically measure personality traits and personality styles. The overall goal of assessment is to
refine clinical diagnosis and ensure that psychological interventions are done. There are many
measures of personality assessment that aim to facilitate accurate diagnosis of personality
problems. The paper analyzes a case study of individuals with borderline personality disorder
and the implications of the disorder in the life of the patient.
Demographic and Personal Information

Maria Jones is a 25-year-old girl who hails from Texas. She is single but is dating a 25-
year-old boyfriend named Roy. Her mother, Mary, is divorced and has had to raise Maria and her
three siblings, single-handedly. At a young age, Maria’s parents fought on several occasions. Her
father was a drunkard and largely irresponsible. Her father was violent and, on several occasions,
he beat up Maria’s mother while Maria and her siblings were watching. The constant fights
culminated in a divorce that was problematic for both Maria and her siblings.
Maria’s family is poor, and this meant that affording basic necessities was a problem.
However, the family was able to put her through school, and she is currently undertaking a
bachelor’s degree in education at Kansas University. She has started experiencing insomnia for
days. She also feels deeper feelings of anxiety and guilt. These feelings cannot be traced to any
event in her life. She also has a deep sense of emptiness. She is not interested in any activity both
in school and at home. She has been perfectly normal, but her symptoms started being
manifested after completing her end of semester examination. She started engaging in self-

PERSONALITY ASSESSMENT 3
destructive behavior and began cutting her hands with a razor blade. She had also attempted
suicide. She has become highly irritable and is involved in a lot of fights with her boyfriend. Her
boyfriend Roy reports that she is unable to control her anger and is experiencing periods of
intense emotional fluctuations. While she has been a hard-working student, her grades have been
deteriorating and are at risk of dropping out of school. Her mother has tried to address the
problem, but she had been mainly unsuccessful. Her mother is concerned that Maria’s problem
could end up tragically, and she may lose her daughter.

Appropriate Instrument for Personality Assessment

The McLean Screening Instrument would be the most appropriate tool that can be used to
screen the patient. The McLean Screening Instrument is used by mental health professionals in
the screening of borderline personality disorder (Zanarini et al., 2003). The instrument gives an
appropriate criterion for diagnosing borderline personality disorder. The assessment contains ten
items (Morse & Pilkonis, 2007). The items also relate to the Diagnostic Statistical Manual
(DSM-V) for screening borderline personality disorder. The last two items on the manual are the
paranoia and dissociation criterion (Morse & Pilkonis, 2007). Every item in the assessment is
either labeled a “1” if present and a “0” if it is absent. After the assessment is complete, the totals
are calculated. A total of 7 is seen to be the baseline for the diagnosis of borderline personality
disorder (Zanarini et al., 2003). A patient whose totals range from seven and above is seen to
have satisfied the criteria for the diagnosis of borderline personality disorder.
Strengths of What the Instrument can Tell us About the Client
Borderline personality is a severe mental disorder. In many instances, the disorder goes
unrecognized, and this means that it continues to cause harm to the patients. An accurate and

PERSONALITY ASSESSMENT 4
short-term screening tool is desired. The McLean Screening Instrument is appropriate owing to
its main strengths. The instrument can be filled with ease. The McLean Screening Instrument has
high diagnostic efficiency (Zanarini et al., 2003). It also has better sensitivity, and this means
that the tool can be used to respond to the immediate needs of the patients. Through the use of
the tool, it is easier to tell whether or not Maria has a borderline personality disorder (Zanarini et
al., 2003). Appropriate steps can then be undertaken to ensure that the patient’s condition is
treated (Morse & Pilkonis, 2007). While in many cases, borderline personality disorder goes
untreated, the tool works towards ensuring that the patient’s condition is highlighted.
Reasons why the McLean Screening Instrument is the Most Appropriate Instrument
The McLean Screening Instrument is based on DSM-IV personality disorders. DSM-IV
is a reliable structure for diagnosing mental disorders. The manual is based on solid research
undertaken in the field of mental health disorders (Mirkovic et al., 2020). The McLean
Screening Instrument is the best method owing to its high level of consistency and internal
validity.

Limitations of the McLean Screening Instrument

The instrument’s main limitation stems from the self-report mechanism. The instrument
mainly relies on the responses given by the patients. The result is that patients may give false
information, and this interferes with the accuracy of the information gathered. In addition, the
assessment tool could be outdated (Mirkovic et al., 2020). The DSM-IV was revised, and this
means that the manual is outdated. There is a need to review the tool for it to be in line with the
updated DSM-V. Another problem relates to the fact that Mclean screening instrument

PERSONALITY ASSESSMENT 5
should be applied together with screening interviews. The tool is not holistic, and some
information can only be gathered through the use of semi-structured interviews. Gathering all the
vital information concerning the patient can not be undertaken through the use of Mclean
screening instrument alone. Extensive interviews are required to complement the tool (Mirkovic
et al., 2020). Borderline personality disorder has symptoms that are similar to other disorders. It,
therefore, may be difficult to single out borderline personality disorder from other disorders.

Borderline Personality Disorder in the Workplace

Borderline personality disorder (BPD) is severe and is characterized by various
symptoms, including impulsivity and emotional instability. An individual with the disorder
experiences severe functional impairment (Juurlink et al. 2018). The disorder is likely to lead to
high levels of hospitalizations. An individual may miss several days at work, owing to the need
to continually seek medical treatments (Thompson, Payne, Horner, & Morey, 2012). Besides, the
disorder may result in impaired work performance. An individual with BPD may have a problem
adjusting to the work demands. Employers could have a problem dealing with a patient with
borderline personality disorder (Thompson et al., 2012). The symptoms of the disorder may
overwhelm the patient, and this could result in reduced workplace productivity. The individual
may thus have a problem fitting in an organization that has a productive workplace culture.
When an individual is criticized, they may feel abandoned and rejected (Juurlink et al. 2018).
This could trigger intense anger and emotions. Impulsive behaviors can also be reported, and this
may interfere with the conducive work environment that is designed to enhance productivity.
Individuals with the disorder can be quarrelsome. Interpersonal relationships in the
workplace that are the foundation of teamwork can adversely be affected. The individual can
create divisions in the workplace (Thompson et al., 2012). The individuals may play co-workers

PERSONALITY ASSESSMENT 6
against each other, and this may be used as a coping strategy. People with borderline personality
disorder may overload their emotions on others, and this may create unstable personal
relationships in the workplace. Working on team projects could be difficult. People with
Borderline personality disorder may feel like people are intimidating them and belittling their
efforts. Competitive behavior may be induced, and this behavior is likely to inhibit cooperation
(Juurlink et al. 2018). Individuals with borderline personality disorder may violate workplace
conduct, and this could compound the situation (Thompson et al., 2012). Many individuals with
Borderline personality disorder are demoted due to poor task performance. Individuals may be
unable to meet critical deadlines, and this could potentially result in problems.
Primary Purpose of Pre-Employment Integrity Testing

Job applicants across the world are gauged based on different tests that they are subjected
to. Integrity tests are designed to ensure that high-risk candidates are screened out. They help
eliminate incidences such as counterproductive work behavior and occupational offenses,
including theft, fraud, and bribery (Fine, 2013). Integrity tests may include direct questions that
are aimed at obtaining the attitude of the employees regarding various offenses. Individuals
whose views align with certain behaviors may end up engaging in the behaviors. In addition,
individuals who rationalize certain types of behaviors are likely to have a greater propensity to
engage in the behavior in the future (Camara & Schneider, 1994). Identifying candidates who
could engage in certain types of inappropriate behaviors save the employer from problems that
could occur later after a candidate is successfully employed. The tests help in the elimination of
candidates seen to be having low levels of integrity.
There is a strong incentive for employers to use integrity tests. Integrity tests have been
seen to be largely effective in eliminating problematic behaviors. They eliminate the proportion

PERSONALITY ASSESSMENT 7
of employees who are likely to engage in counterproductive behaviors (Fine, 2013). Although
integrity tests have been criticized, research indicates that they help employers gain suitable
employees. The latter are likely to work towards the achievement of organization goals as
opposed to engaging in unethical behaviors that adversely affect an organization (Camara &
Schneider, 1994). Integrity is a strong indicator of job performance. Integrity is associated with
conscientiousness. Individuals who possess high levels of integrity are likely to perform well
(Fine, 2013). On the other hand, employees who lack integrity are likely to report low levels of
productivity.
Differences Between Overt Integrity Tests and personality-based Integrity Tests
Overt tests are founded on opinions and admissions on counterproductive behaviors. On
the other hand, personality tests are driven towards the measurement of personal character traits
that relate to the behaviors outlined. An employee who is subjected to overt tests is asked
questions that aim to measure their attitude towards unethical behaviors such as theft. On the
other hand, personality tests detect character traits that could be directly related to unethical
behaviors.
Guidance, the Author, Provides In Regards to Fairness and Adverse Impacts of Integrity

Tests

An organization needs to effectively measure the effectiveness of the tools used.
Individuals that supply the tests have a lot of expertise in measuring the effectiveness of the tools
(Fine, 2013). It is, therefore, important for organizations to consult test suppliers and inquiries
about the appropriate ways through which these methods should be applied. An organization that
has specific objectives, including achieving a reduction of counterproductive behavior, should

PERSONALITY ASSESSMENT 8
measure the behaviors in a direct way. Contrasting the level of the reported behavior before and
after the test can be an appropriate method that can be applied. It is also important to pilot the
test in the organization (Fine, 2013). Piloting the test before it can be rolled to the entire
organization can also help an organization. Piloting the tests could prove to be beneficial,
especially for large organizations. Decision-makers can then make conclusions based on whether
not the pilot was successful (Fine, 2013). A pilot should focus on a specific department or branch
of an organization. A pilot should be championed by senior members of the management. The
senior members of the management should ensure that the test is used properly. A pilot should
take a time frame of three to six months. The test suppliers should be involved in the pilot. Test
supplies are experts, and their opinions can prove to be valuable to the organization.
Monitoring the test periodically is also important. Tracking the test once or twice a year
should be sufficient for the identification of issues such as adverse discrimination of the minority
(Fine, 2013). It is also essential to ensure that clear records of the demographics of the candidates
are available. Moreover, the percentage of the candidates hired is proportionate to the portion of
the candidates in each group. Integrity tests are generally fair and nondiscriminatory in a variety
of settings. However, it is vital to monitor the tests and evaluate them for the level of fairness
which they exhibit (Fine, 2013). The opinions of personnel regarding the fairness and usefulness
of the tests should also be weighed. Users should be updated on objectively measured results and
consider retraining where necessary.

Compare and Contrast What Makes Some Countries Successful or Unsuccessful in Terms

of Customer Service

PERSONALITY ASSESSMENT 9
The use of a six-dimensional personality test can help in the comparison of what makes
some countries successful in terms of customer service and what makes others unsuccessful
(Garvey, Momsen, & Steinberg, 2016). Customer service is founded on how an employee
respectively interacts with customers. The use of polite words, including please, and thank you
amounts to excellent customer service. Hofstede’s 6-D model helps in characterizing power and
personality (Garvey, Momsen, & Steinberg, 2016). Power distance alludes to how less powerful
individuals in society expect power to be distributed unequally. The concept can be used to
describe a country’s attitude towards customer service. The power distance in a country
describes how the state treats less powerful customers. A country like the United States has a low
power distance.
The end result is that the country is known for its high customer service. On the other
hand, countries like China that have a high-power distance have deficient levels of customer
service. Another aspect that can be used to gauge a country’s attitude towards customer service
is the masculinity index. Countries that are characterized by a low masculinity index are inclined
to cooperation, modesty, and caring for one another (Garvey, Momsen, & Steinberg, 2016). An
example of such a country is Canada. The low masculinity index makes Canada have better
customer service. Each customer is treated uniquely and respectfully in feminine countries.
China has a high masculinity index. The high masculinity index makes the country door poorly
in customer service.

The Use of the Masculinity Index in the Hiring Process

The masculinity index is crucial since it defines customer service. The index is useful to
employers who would like to evaluate a candidate’s ability to handle customers well. An
individual who has a low masculinity index can be caring (Garvey, Momsen, & Steinberg, 2016).

PERSONALITY ASSESSMENT 10
The individual can also effectively cooperate with other individuals and, in so doing, can excel in
customer service. An employer who is looking for an individual that can cater to the needs of a
customer should get an individual whose culture has a low masculinity index. Cultures that are
feminine in nature are characterized by a low masculinity index (Garvey, Momsen, & Steinberg,
2016). The individuals drawn from these societies tend to be caring and compassionate.
Companies should not hire individuals who hail from communities that have high masculinity
indices (Garvey, Momsen, & Steinberg, 2016). A customer service representative must be highly
empathetic to the needs of all consumers. To this end, it is crucial to hire an individual who will
be responsive to the needs of the consumers.

Relationship Between Power, Respect, and Personality

Power, personality, and respect are essential in predicting various life outcomes. The
aspect of personality dictates power in addition to how one treats others and relates to their
character. Some personalities dictate that one should treat others with a lot of respect. On the
other hand, some personality traits may result in one not exhibiting respect towards others
(Bennett, 1988). Power relates to the personal characteristics and privileges and how the two
apply to situations where one is handling others. The central premise is the ability to impose will.
Individuals differ in their need and desire for power (Bennett, 1988). The differences can be
traced down to differing personalities. Ultimately, these differences are manifested in individual
attitudes towards respect.

Conclusion

Overall, employers have to carry out various tests that help them narrow down to the
right candidates. The interviewing panel is presented with a difficult decision on the most

PERSONALITY ASSESSMENT 11
suitable candidate. Tests can help screen candidates and eliminate candidates that are undesirable
to any organization. The paper has comprehensively analyzed the importance of personality tests
and provided a case study highlighting the importance of personality test tools. All companies
must adopt personality and integrity tests to enhance the hiring and recruitment process. Such a
move is likely to help the company avoid unnecessary costs related to employees who lack the
necessary level of integrity. Besides, an individual’s borderline personality disorder must seek
the necessary treatment.

PERSONALITY ASSESSMENT 12

References

Bennett, J. B. (1988). Power and influence as distinct personality traits: Development and
validation of a psychometric measure. Journal of Research in Personality, 22(3), 361-
394.
Camara, W. J., & Schneider, D. L. (1994). Integrity tests: Facts and unresolved issues. American
Psychologist, 49(2), 112.
Fine, S. (2013). Practical guidelines for implementing pre-employment integrity tests. Public
Personnel Management, 42(2), 281-292. Retrieved from
http://search.ebscohost.com.libauth.purdueglobal.edu/login.aspx?direct=true&db=bth&A
N=88923808&site=eds-live
Garvey, M. J., Momsen, B., & Steinberg, H. (2016). Strategic Customer Service, Cultural
Differences, & the Big 5 in Canada, China, Switzerland, Taiwan, and the United States.
Allied Academies International Conference: Proceedings of the Academy of Strategic
Management (ASM), 15(2), 32–36. Retrieved from https://search-ebscohost-
com.libauth.purdueglobal.edu/login.aspx?direct=true&db=bth&AN=120015226&site=ed
s-live
Juurlink, T. T., Ten Have, M., Lamers, F., van Marle, H. J., Anema, J. R., de Graaf, R., &
Beekman, A. T. (2018). Borderline personality symptoms and work performance: a
population-based survey. BMC psychiatry, 18(1), 202.
Mirkovic, B., Speranza, M., Cailhol, L., Guelfi, J.-D., Perez-Diaz, F., Corcos, M., Robin, M., &
Pham-Scottez, A. (2020). Validation of the French version of the McLean screening

PERSONALITY ASSESSMENT 13
instrument for borderline personality disorder (MSI-BPD) in an adolescent sample. BMC
Psychiatry, 20(1), 1–7. https://doi-org.ezproxy.umgc.edu/10.1186/s12888-020-02643-8
Morse, J. Q., & Pilkonis, P. A. (2007). Screening for personality disorders. Journal of
Personality Disorders, 21(2), 179-198.
Thompson, R. J., Payne, S. C., Horner, M. T., & Morey, L. C. (2012). Why borderline
personality features adversely affect job performance: The role of task
strategies. Personality and Individual Differences, 52(1), 32-36.
Zanarini, M. C., Vujanovic, A. A., Parachini, E. A., Boulanger, J. L., Frankenburg, F. R., &
Hennen, J. (2003). A screening measure for BPD: The McLean screening instrument for
borderline personality disorder (MSI-BPD). Journal of personality disorders, 17(6), 568-
573.