The backfire effect is when a fact is disconfirmed based on scientific evidence, resulting in someone having a stronger belief that the fact is correct, by using counter arguments to avoid being wrong (Lewandowsky,119). Confirmation bias can be defined as prejudice towards a subject or matter due to preexisting beliefs. As a result, the backfire effect is conceptually related to confirmation bias because both the backfire effect and confirmation bias are limiting themselves to the acquisition of new information or knowledge to a certain extent. In the article by Lewandowsky, the idea of politics is briefly brought up. The backfire effect is extremely prominent in the world of politics. For example, in a casual political debate amongst friends or family the more the debaters try to reason their beliefs the less likely who they are debating against will …show more content…
Consequently, the backfire effect is applicable in this situation. Three psychological mechanisms which give reasons why backfire effects can occur are: the familiarity, overkill, and worldview backfire effect. Given the wide use of the test today, the meaningfulness of the test results are reinforced, supporting the familiarity backfire effect. One's personality cannot be put into a general category because everyone is unique and trying to understand one's personality abstractly is hard than concrete categories, demonstrating the overkill backfire effect. Lastly, the test is believed to be the way to tell which 'type' of personality one has, the perspective that of the tests reliability is strengthened, displaying the worldview backfire effect. The test is favorable as it only indicates one's positive traits (thinker, performer, and nurturer), conveying ambiguous confidence, subsequently fitting several personalities
According to previous research, one consequence of faking a personality test is the effect it may have on the validity (as cited in (McFarland, & Ryan, 2000). In addition, another consequence of faking is that it has an effect on the mean scores (as cited in Society for Industrial and Organizational Psychology, 2015). I consider faking on personality tests to be a serious problem for the reasons previously stated. If the validity and mean scores are impacted by faking, this could impact the organizations ability to select the correct candidate for the
Although placed in the offense section of the book, the technique labeled “set a backfire” (Thank You For Arguing, page 102) seems to contain a defense mechanism. Instead of waiting for the full fury of someone you may have wronged by making a mistake, setting up a backfire for yourself gives yourself a chance at extinguishing a part of the flame through generating sympathy. The tool requires that the persuader live up to their mistake, provide examples of how he or she attempted to rectify the mistake, and show how disappointed you are in yourself for making the mistake in the first
European Journal of Personality, 17(1), 327-346. Camara, W., Nathan, J., & Puente, A. (2000). The 'Secondary' of the 'Secondary'. Psychological test usage: Implications for professional psychology. Professional Psychology: Research and Practice, 31(2), 141-154.
Have you ever wondered why you react to situations in the manner to you do? Whether you are calm and collect, or rigid and boisterous, the way you react to life is linked to your personality. Many different models exist to determine your personality type using answers from a series of questions or selecting between two opposing options. The most popularly used assessment is the Myers-Briggs Indicator Type test, which is based off the foundation of C. G. Jung’s work on personality types. The typology in the Myers-Briggs Indicator Type test yields results that determine if the person is introverted (I) or extraverted (E), sensing (S) or intuitive (N), thinking (T) or feeling (F), and judging (J) or perceiving (P). Each of these types corresponds
In the recent years of the 21st century, the human race has come upon a golden age of communication, where we have seen the rise of the internet’s power to inform and fuel massive movements. While this is true, on the other side of the monitor, Humanity struggles to overcome its base instincts. “The Backfire Effect”, written by David McRaney, is a reflection of people’s current state on their own thoughts in comparison to other opinions. This titular mechanism, as described by the author, negates this ease of access to vital information (possibly an idea or fact contradictory to our own views) due to our mind protecting core beliefs. As we can see, this is stifling to the goal of a world where technology and reason is king, a world we all
The history of personality testing dates back to ancient times. Humans have tried to explain behavior by grouping personality into specific types (Ashton & Lee, 2013). Personality evaluations have been developed to describe aspects that are stable all through a persons life span (Ashton & Lee, 2013). They show an individual's natural way of behaving, thinking and feeling.
Their perception can be calculated and later classified in attempts to help the patient. Unlike other types of testing, personality testing does not measure personality in quantity. While people often say that one person has more personality than another person, this statement does not translate in the world of psychology. Personality tests, such as the MMPI-2 and the Rorschach Inkblot Test, seek to define how individuals relate to the world, others, and themselves (Argosy, 2014). One measures the basics while the other hones in on the intricacies of the mind and the pictures that they paint. There is no one right or wrong way to evaluate personality but is can be observed and measured, analyzed and broken down for research. Personality tests are often quite helpful because they expose, not just the things that we want to hide, but things that we may not have even known about
Its purpose is to give the participant a 4-letter formula which describes strength preferences of the participant’s personality type. The formula comes from four different sections; Extraversion or Introversion, Sensing or iNtuition, Thinking or Feeling, and Judging or Perceiving. Based on the 4-letter formula, one will also receive a two-letter Temperament, which offers a good prediction of one’s behavior (Kroeger, Thuesen, & Rutledge, 2002).
After taking this personality test I could not decide if I felt that my results were accurate about me or not. The personality test resulted in describing me as an extravert, intuitive, feeling, and judging (Humanmetrics,
Additionally, differences in personality greatly influence the working culture, dynamics, and effectiveness of a HSO. Some organizations utilize personality tests to look at a worker’s potential strengths. One example is the Myer’s Briggs Type Indicator that can identify how the worker perceives the world. However, perhaps it is the approach taken towards differences in personality that needs to be examined. Gardner concludes, that people tend to impose that their way is right verses understanding the differences between
In the vast and detailed world of psychology, there are a variety of different tests you can participate in. For example, you can participate in aptitude, verbal or numerical reasoning, and psychometric tests. These tests assess on a variety of different situations such as: behaviors, abilities and intelligence. Personality tests, a common and favored test, measure things such as: behavioral style, opinions, motivators, personal values and career interests. Most often, people complain or disagree with the score of some areas on their personality test; however, there are no right or wrong answers. After completing this personality test and reviewing the results, I found that the overall scoring accurately described me in most areas. The Big Five Personality test scores in five different areas involving openness, conscientiousness, extraversion, agreeableness and neuroticism.
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
For psychologists, one of the more popular theories espoused is the trait approach to personality, or “the idea that people have consistent personality characteristics that can be measured and studied” (Kalat, 2002, 512). However there are several problems that arise. First, there are significant cross-cultural differences, so one set of personality traits for one culture may differ considerably for another. The next problem would concern the creation of a test that could accurately measure these traits. While psychologists have for the most part addressed these issues, I will focus on the latter of the two. There has been a number of multiple personality tests put to use such as the Minnesota Multiphasic Personality Inventory (MMPI), the Thematic Apperception Test (TAT), the Rorschach Inkblots and others. In our class we were instructed to take the 16 PF personality test in which we would judge for ourselves how accurate the test was based on our own personal experiences. In judging the usefulness of this test we took into consideration its reliability and validity. For a test to be reliable it must be able to accurately reflect consistent results for various people that can be agreed upon by researchers and therapists alike. Reliability in turn relates to validity. To be valid a test must be dependable producing data that can be used to detect a mental illness or otherwise certain personality dimensions within psychologically healthy individuals. Furthermore personality tests must be standardized, having data capable of being “interpreted in a prescribed fashion” (Kalat, 2002, 528). These standards are based on a comparison of a large number of people who have taken the test, one group with a particular disorder and another group who consist of the normal range. These allow researchers to identify people who score within a certain range to be more typical of a particular disorder. While the 16 PF personality test meets these criteria, whether or not the test is accurate remains to be explored. Within the next couple of pages I will describe the results of the test and discuss whether or not the data is an accurate reflection of my own personality.
It is often asserted that the MBTI test has tended to mistakenly assumes personality. Pittenger (1993) claims that the MBTI test try to impose human personality’s complexities into an artificial and limiting classification scheme. As a result, the thinking of the unique qualities and potential of each person is weakened by the focus on the "typing" of people. In my experience, it was not easy to identify myself particularly
Morasco, B. J., Gfeller, J. D., & Elder, K. A. (2007). The Utility of the NEO–PI–R Validity Scales to Detect Response Distortion: A Comparison With the MMPI–2. Journal of Personality Assessment, 88(3), 227-281. doi:10.1080/00223890701293924