According staff’s duties, since they should be patient

According to American Psychological
association, personality is “Individual differences in characteristic patterns
of thinking, feeling and behaving” (APA, 2017). The importance of personality
testing in big organizations like the NHS is significant. A potential worker’s
personality can affect how this person performs within the boundaries of the
company and interacts with the colleagues. Positive personality coupled with
efficient working routines can be contagious and may enhance the determination
of the entire group, which might lead to increased productivity and achievement
(Amos and Weathington,2008). First the company must recognize their own values
and what characteristics they want their employees to possess, and once their mind
is set they have a variety of tools to assess their potential and current
employee’s personality.


Wellton NHS could assess their workforce’s
personality by categorizing their workforce into 2 different types: type A and
type B (Friedman 1996). Using this type theory might help them with the
decision on who to promote from a Ward Manager to a General manager. Type A
personalities are described as workaholics who are extremely alert (Spector and
O´Connell,1994), which might work for a general manager since now they have
more responsibility and they must devote themselves for the job. Type B´s are
normally described as easy-going people, who don’t get easily frustrated, which
might fit better the records staff’s duties, since they should be patient and the
job is more monotonous. This type theory has been criticized for excluding
female volunteers and relying in unequal sample sizes. However, the research
has had a huge effect in inspiring the field of health psychology.

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In order to do this categorizing the
management must understand the traits, which are “the main building blocks of a
personality” (King and Lawley 2016:270). Lewis Goldberg, who was the most
prominent researcher in the field of personality testing was behind the test
called The Big Five. This test identified five traits of the personality, which
are: extroversion, agreeableness, conscientiousness, neuroticism and openness
to experience (Gallego and Pardos-Prado, 2013). For the NHS, this test can
provide an insight into how their current employee or a new hire co-operates
with colleagues, deals with important decisions and how they cope with
work-related stress. Another, famous test made for mapping employee personalities
is the Myers Briggs Type Indicator(MBTI). Results from this test position the
employee to one of 16 personality types, which all have their pros and cons.
The test has received a lot of critique due to including poor validity and
having poor reliability but it is still helps the NHS management to understand
if the employee is a suitable fit for the organization.


Although personality tests bring a lot
advantages and understanding to the person’s mind, there are some disadvantages.
In NHS, the employees might answer the test questions the way they feel they
should be answered, therefore the results are flawed and are not the true
presentation of the employees’ personalities. For instance, a person who
doesn’t have empathy at all, would answer the question as if he had, because
the people working at health care services are often acquainted with kindness
and sympathy. Furthermore, if the company doesn’t have a person who is
qualified in the field of health psychology, interpreting the results could
also go terribly wrong.  Using the type
theory and trait tests helps the employee to learn about themselves and
encourage self-awareness (Human Resource Consultants, 2017). On the other
hand, there are some consequences if the test is taken too seriously;
inflexibility, intolerance and a threat to diversity. All these are cases when
the employee believes in the results so hard that he cannot act in a specific
way or he feels that’s he is not a right fit to the group and maybe at some
point starts acting like everybody else, which doesn’t work well for the
company since they need diversity for different tasks.


In conclusion personality testing for NHS
would be a helpful tool to manage the staff and for the employees to use it as
self-reflection tool to learn how to better interact with others in a work group.
Especially now when NHS merged with another trust which caused a lot of changes
and confusion, it would be helpful to get an insight how the employees think
and what could be done differently.



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