大部分职场冲突与性格无关_BEC初级作文

大部分职场冲突与性格无关

Finally, if you or others feel you must use personality testing as part of conflict resolution, consider using non-categorical, well-validated personality assessments such as the Hogan Personality Inventory or the IPIP-NEO Assessment of the “Big Five” Personality dimensions (which can be taken for free here). These tests, which have ample peer-reviewed, psychometric evidence to support their reliability and validity, better explain variance in behavior than do categorical assessments like the Myers-Briggs, and therefore can better explain why conflicts may have unfolded the way they have. And unlike the Myers-Briggs which provides an “I’m OK, you’re OK”-type report, the Hogan Personality Inventory and the NEO are likely to identify some hard-hitting development themes for almost anyone brave enough to take them, for example telling you that you are set in your ways, likely to anger easily, and take criticism too personally. While often hard to take, this is precisely the kind of feedback that can help build self-awareness and mutual awareness among two or more people engaged in a conflict.

最后，如果你或别人认为必须使用人格测试作为解决冲突的一部分，考虑使用非分类的，效果明显的人格测试方法，比如霍根人格清单或IPIP-NEO 五大人格特点评估方法。这些测试具有经过同行评议，心理测量的丰富的证据来支持他们的有效性和可靠性，更好地解释了行为差异，因此能更好地解释为什么冲突以他自有的方式展开。不像梅里斯布里格斯只提供“我好，你也好”形式的报告，霍根个性清单和NEO更倾向于辨别一些更有力的发展主题，使几乎所有人足够勇敢去尝试，比如告诉你你以自己的方式设定，很容易生气，批评更个人化。通常很难达到，这类反馈有助于在冲突中建立自我意识和共同意识。

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