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Thesis statement for this reflective essay is to analyze the level of personal development and need for further improvements. Critical appraisal for the developmental needs and key potentials of the subject is going to be a main focus of this essay. Skills of leadership, teamwork and communication are going to be discussed with the help of a set of personality tests. This set mandatorily includes tests for temperament, personality insight, personal resilience, assertiveness and sound decision making. Tests like these are also important for the identification of people management tools, procedures and strategies. Emotional intelligence, values and personality of an individual can be identified with Barrett’s Value Test, Simple Personality Test and The Global Emotional Intelligence Test.

Main Body

Part One

Description about temperament test: I have applied the Myers-Briggs Type Indicator (MBTI) tool in order to analyze my level of temperament. The classical type of my personality has been identified with this test such as my power of judgment and intuition (McAdams, 1992). Besides that, deepness of feeling and intervention has been identified at the end of this temperament test.

Analysis about temperament test: My test results revealed that I have positive traits such as introversion (I), Intuition (N), Feeling (F) and Judging (J) (Singh-Manoux et al. 2020). These key qualities indicate my sense of art and creativity implying that I can work in creative sectors as part of my future employment.

I am highly intuitive and as a result, I can forecast the issues of the organization that has employed me as an employee. However, I need to be more realistic about my shortcomings and consider political consequences of the task I am doing. My possible career choices can be described as photographer, writer, psychologists and musician as per the results of this temperament test. [Referred to appendix 1]

Description about personality insight test: Big 5 tool has been used to analyze my personality insight that has enhanced my idea about my personality and behaviour (Kirtman and Fullan, 2016). Tests for personality insight are important for determining a person to be able to fit into a job role.

Analysis about personality insight test: My score of extraversion is medium and it indicates that I am comfortable to work in a team. However, I prefer a familiar team with members whom I know in personal fields as well and I think this will enable me to cultivate my thoughts. My result for agreeableness is the same as the extraversion and its analysis lead to similar results for my team work.

Score for my emotional stability is quite low indicating that I am sensitive to people and matters related to my work. I have a middle range of score for conscientiousness and it indicates that I am quite focused with tasks assigned to me (Smith et al. 2019). It can be determined that I am somewhat open to changes with my medium score for openness. [Referred to appendix 2]

Description about personal resilience test: The ability of an individual to bounce back and match up with difficulties is known as resilience. I can be termed as an efficient employee if I am able to mitigate issues regarding changes in the organization. Besides that, I have to maintain equilibrium in spite of occurrence of aversive events (Holman and Hughes, 2021).

Analysis about personal resilience test: My score for coping with changes is very high that indicates my capability of working under changing conditions. I am able to consider changes as a positive factor in the workplace that can enhance my problem solving skills. As a result of this, the score for the problem solving section of this test is high as well. However, I have to take time to think before I act as sometimes I keep rushing to solve the issues.

The other sections of this test came up with equal amounts of scores that indicate consistency in my skills that can be applied in the workplace (Syed et al. 2018). A high score of self confidence, organization, support network and working with others imply that I am able to work in a team quite confidently. [Referred to appendix 3]

Description about assertiveness test: Assertiveness is referred to as the quality of self assurance and confidence instead of taking any aggressive decision (Gavin, 2018). At the end of this test, I can definitely term myself to be comfortable to express my opinion and stick to my decisions.

Analysis about assertiveness test: This test includes analysis of three qualities of my attitude and behaviour such as assertiveness, passiveness and aggressiveness. Score for my assertiveness is high and it implies that I am quite assertive to state my feelings in a calm manner. I am sometimes passive at the times of identification of any aversive events at the workplace (Whyte et al. 2019). My emotional level is high and as a result sometimes I behave aggressively with my teammates. [Referred to appendix 4]

Description about sound decision making test: Decision making is a step where an individual reaches a point to stop considering options in terms of impacts of other actions (Curtis et al. 2015). I am able to evaluate my decision making skills after completion of this test as I have scored quite high in the same.

Analysis about sound decision making test: My score for this test is 79 and it indicates that my skill of decision making is sound. However, I have to work harder to make it more consistent that can portray my image as an efficient employee. I have to expand my resources that I take into account in order to mitigate the gaps in gathered information.

My tendency to make assumptions and blind-spots of my knowledge can be resolved by involving other people in my assignments who are knowledgeable for that topic. I have to be careful as the consequences of analysis paralysis that can lead to delay are making the final decision. Besides that, I have to clarify my final decisions to my co-workers with every small detail of factors related to the decision. [Referred to appendix 5]

Part Two

Description about Barrett’s value test: Value for personal development has to be analysed for any individual to measure success rate accurately. In order to perform this test, PVA (Personal Value Assessment) tool is applied for scrubbing out all results in detail (Cumberland et al. 2016). Accountability and assertiveness has been calculated with the help of such factors and it provides sustainability for better analysis of perceptions.

Analysis about Barrett’s value test: Results of Barrett’s value test shows that I am highly concerned with quality of the work that is a contributing factor to my success. I prefer a clear understanding of the concept before proceeding with the task. My skills are innovative as a result of my thinking process and reliance on feelings (Cumberland et al. 2016). Relationships with social and environmental factors are of utmost importance to me and I am concerned with conservation of environmental resources. Moreover, physical and mental well being is essential for me besides my principles of life. Highest scores of these tests are obtained in creativity, clarity, environmental awareness and integrity and these scores can be justified with the findings [Referred to appendix 6]

Description about simple personality test: Simple personality test is essential to understand strength and weakness of individual. Accomplishment of this test becomes beneficial for me to understand my nature and its application for future career development (Azucar et al. 2018). I have accumulated knowledge that balancing of emotions and personal life is required for developing good personality at any constraint.

Analysis about simple personality test: Result of this simple personality test can be explained in terms of three criteria or personality traits of mine. These traits are my mind, energy and nature where mind indicates my ability to interact with the environment. Moreover, my direction of mental energy can be determined with energy traits and decision making processes and balance of emotions are defined with nature.

The results of simple personality tests show that I am 88% extraverted and 88% prospecting that reflect my mind. Moreover my observation power is 88% and it indicates that I have a high level of energy. As a result of high energy level, my nature is highly turbulent as I have a score of 88%. However, I rely on the process of feeling before making any decisions for my further steps and as a consequence; my score is 88% [Referred to appendix 7]

Description about the global emotional intelligence test: Emotional intelligence is an important fact to develop better understanding about cognitive decision making skills for an individual. I have performed this test to understand whether I am emotionally intelligent or not. Self-awareness detection is a sole scheme evaluated from this score and I am able to upgrade my knowledge about personal resilience. In addition, perspectives of self-management are evaluated in perfect order after accomplishment of this test with practical evidence (Anglim and Grant, 2016). My score for personal management is high to show the importance of such traits in emotional stability of mind.

Analysis about global emotional intelligence test: Result of emotional intelligence test shows that I am highly capable of managing self personality in the workplace as I have scored 7 which are high. On the contrary, I have scored 4 for self-awareness, and scores for social-awareness and relationship management are 8 and 6 respectively. These scores are showing that I am not aware of myself to a satisfactory level however; my relationships with social and environmental factors are remarkable (Cumberland et al. 2016). Therefore, it can be commented that my capabilities of managing relationships have to be increased besides self awareness [Referred to appendix 8]


It can be concluded from this essay that I have a high capability of intuition that is helpful for forecasting issues in an organization. Besides that, assertive tests show that I am capable of taking decisions and expressing my opinions in a calm manner. My ability to make decisions is sound implying that I will be able to take decisions for an organization even in a changing situation. However, I have to be consistent with the process that can be facilitated with expansion of resources and involvement of knowledgeable people in my work. Tests for personal resilience show that I am enabled with high skills of problem solving and self confidence. This also indicates that I am open to changes and I can efficiently work under pressure of changing conditions in the organization.


Anglim, J. and Grant, S., 2016. Predicting psychological and subjective well-being from personality: Incremental prediction from 30 facets over the Big 5. Journal of Happiness studies17(1), pp.59-80.

Azucar, D., Marengo, D. and Settanni, M., 2018. Predicting the Big 5 personality traits from digital footprints on social media: A meta-analysis. Personality and individual differences124, pp.150-159.

Cumberland, D.M., Herd, A., Alagaraja, M. and Kerrick, S.A., 2016. Assessment and development of global leadership competencies in the workplace: A review of literature. Advances in Developing Human Resources18(3), pp.301-317.

Curtis, R.G., Windsor, T.D. and Soubelet, A., 2015. The relationship between Big-5 personality traits and cognitive ability in older adults–a review. Aging, Neuropsychology, and Cognition22(1), pp.42-71.

Gavin, C.S., 2018. The impact of leadership development using coaching. Journal of Practical Consulting6(1), pp.137-147.

Holman, D.J. and Hughes, D.J., 2021. Transactions between Big‐5 personality traits and job characteristics across 20 years. Journal of Occupational and Organizational Psychology.

Kirtman, L. and Fullan, M., 2016. Key competencies for whole-system change. Bloomington, IN.

McAdams, D.P., 1992. The five‐factor model in personality: A critical appraisal. Journal of personality60(2), pp.329-361.

Singh-Manoux, A., Yerramalla, M.S., Sabia, S., Kivimäki, M., Fayosse, A., Dugravot, A. and Dumurgier, J., 2020. Association of big-5 personality traits with cognitive impairment and dementia: a longitudinal study. J Epidemiol Community Health74(10), pp.799-805.

Smith, M.M., Sherry, S.B., Vidovic, V., Saklofske, D.H., Stoeber, J. and Benoit, A., 2019. Perfectionism and the five-factor model of personality: A meta-analytic review. Personality and Social Psychology Review23(4), pp.367-390.

Syed, A.R., Rehman, K.U. and Kitchlew, N., 2018. Impact of Perceived Leadership Style on Employees’ Work Stress: Moderating and Mediating Role Big 5 Personality Traits. Paradigms12(1), pp.6-15.

Whyte, S., Brooks, R.C., Chan, H.F. and Torgler, B., 2019. Do certain personality traits provide a mating market competitive advantage? Sex, offspring & the big 5. Personality and Individual Differences139, pp.158-169.

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