APTITUDE TESTS

I. Overview of aptitude test

Aptitude Test is of the two tests conducted by the employers to evaluate a potential candidate
for the job. The other test is personality test, as some may call. A personality test is a test to evaluate a
candidate’s specific characteristics and traits while an aptitude test evaluates a candidate’s potential
capabilities to perform the job.

A typical aptitude test is used to evaluate one’s potential knowledge and skills that have been
gained throughout his life in relation to the following areas:

• Verbal reasoning.

• Numerical reasoning.

• Spatial reasoning.

As a candidate’s ability to learn new skills and knowledge in relation to certain job duties is
very important to the employers (for training and re-training purposes), aptitude test is designed
appropriately to reflect the candidate’s abilities to perform the job duties he is going to take over.

In addition, such an aptitude test is also for purpose of identifying the candidate’s potential talents
which may give him a better performance at the workplace, on basis of which, the employer may
make decision about compensation and training policy to help the potential candidate feel more
fulfilled and devoted to the job in the future (In case he/she is to be employed).

Main Areas of Nursing Aptitude Tests

Most of the nursing jobs screen you through nursing aptitude tests. The psychologists build
them around the following main areas:

Applied Sciences

1- Physics

The multiple choice questionnaire tries to measure your comprehensions for

mechanics, measurements, laws of thermodynamics, acceleration, momentum etc.

2- Organic and Inorganic Chemistry

You have to take care of the patients with certain medicines and chemicals. You are
expected to know basics of solvents, electrons, titration, periodic table etc.
Daly Life Science

You need to learn basics of TCA cycle, ATP, cardiac control, human nervous system,
endocrine glands, ECG basics, cardiovascular system, lungs and respiratory effects, thyroid
hormones, etc. You are expected to hear and use these basic things about the human medical
science for your life long nursing career.

Vocabulary Skills

The nursing career requires you to have correct knowledge of different words.
Sometimes, your wrong perception of words can put lives of the patients in severe danger.
That’s why vocabulary skills are tested with nursing aptitude test.

Mathematics Skills

Though the nursing aptitude tests include only a portion of math to test your
mathematical reasoning but it is still a important to know about real numbers, fractions,
trigonometry, area calculations, logarithmic scale etc.

Reading Comprehension

In your nursing career you will have often to read the instructions issued by the
doctors during their visits. When you fail to comprehend the simple instructions, you can’t
help the patients in any way. So your reading comprehension is also tested before you qualify
for entry level nursing jobs.

Analytical Reasoning

Your analytical reasoning capability helps you to take quick decisions in emergencies and daily life
nursing services. Most of the nursing aptitude tests include this portion understand you before you are
selected for a nursing career

UTILITY OF APTITUDE TESTS

1. Aptitude tests are the back-bone of the guidance services.

2. The results of these tests enable us to locate with a reasonable degree of certainty, the
field of activity in which an individual would be most likely to be successful.
3. These tests are found to be very useful for vocational and educational selection,
4. They help in the systemic selection of suitable candidates for the various educational and
professional courses as well as for specialized job.
5. Aptitude tests are thus properly anticipate the future potentials of individual
6. Tests help us in selecting individuals who are likely to benefit most from the pre-
professional training or experiences.
Tests can help to a great extent, in avoiding considerable waste of human as well as material
resources by placement of individuals in places and lines of in which they are most likely to
be productive.

II. Aptitude test tips

1. Preparation for an Aptitude Test

In order to give a good performance at an aptitude test, one should consider his abilities in
basic math and arithmetic. In addition, practicing such a kind of test is very useful to get you used to
the techniques. SHL Direct is a useful source of such sample tests for you to practice.

Another way is to call directly the employers or visit their website for such sample tests that are
designed specifically for the job you are applying for. However, these are not always available.

2. During the Test:

• pay attention to and understand well the instruction of the employers

• answer briefly and in quick manner

• quick answer is important; so, don’t stay at an question for too long

Also, be noted that it is not a big deal if you cannot answer a question because this test is only a part
in a whole lot bigger recruitment process. So, do not be so stressful if you fail to answer one.

III. Types of aptitude test questions

1. Aptitude test questions

2. Career aptitude test

3. Online aptitude test

4. Sales Aptitude Test

5. Example aptitude test

6. Sample aptitude test

7. Attitude test

8. Free online aptitude test

9. Free aptitude test

10. Job aptitude test

11. Verbal ability test

12. General aptitude test

APTITUDE TEST.

1. Select the word that is different from the meaning

a) Bad b) evil c) Wicked d)Good e) Naughty

2. If you have 10 rupees and you give 3 to your mother how much money is remaining?
a) 1 rupee b) 2 Rupee c)4 rupees d) 5 rupees e) 7 rupees

3. On a quiz, Robin got 26 out of 40 questions correct. What percent of robins answers
were wrong answers?
a) 14 % b) 28 % c) 35 % d) 48 % e) 65 %

4. Select the word with correct spelling

a) Nucleous b) nuceleous c) nucleus

5. Select the word with correct spelling

a) Hemorrhage b) hemorhage c) hemmorhage

6. On the pH scale the very mild acetic acid would have the pH of
a) 1 & 2 b) 2 & 3 c) 3 & 4 d) 4 & 5

7. Since pure water is neutral it would have the pH of

a) 2 b) 5 c) 7 d) 9 e) 12

8. The smallest portion of an element that retains all of the properties of the elements is
the
a) cell b) kaolin c) liter d) oclet e) atom

9. Lactic Acid is found in

a) Borax b) detergents c) vinegar d) milk

10. An African-American scientist who was both a noted botanist and chemist was
a) Carver b) Abbott c) Lamarck d) Archimedes e) Bell
 PERSONALITY TESTS

I. INTRODUCTION
Personality has a significant role to play in deciding whether you have the
enthusiasm and motivation that the employer is looking for. It also determines how well you
are going to fit in to the organization, in terms of your personality, attitude and general work
style. In most working situations it’s the personalities of the people involved that affect the
day-to-day success of the organization. If a manager can’t motivate their staff or the team
doesn't work well together, then quality of service and productivity will suffer.
II. MEANING
The word personality is derived from Greek word “Persona”, which meant for the
mask used by actors in Greek drama. Personality is the total quality of an individual’s
behavior as it shown in his habits of thinking, in his attitude, interests, his manner of acting
and his personal philosophy of life.
It is the totality of his being. It is more than the sum total of an individual traits and
characteristics. It is expressed through his behavior.
DEFINITION
1. Personality may be defined as “the most characteristic integration of an individual’s
structure, modes of behavior, interests, attitudes, capacities, abilities and aptitudes.
- Munn N. L.
2. “Personality is the dynamic organization within the individual of those psychosocial
systems that determine his unique adjustment to his environment”.
- Gordon Allport (1937).
3. “Personality consists of the distinctive patterns of behavior (including thought and
emotions) that characterize each individual’s adaptation to situations of his or her
life”.
- Walter Mischel (1976)
III. TYPES OF PERSONALITY
The personality can be classified through type approach and trait approach.
By type approach
a. Types based on temperament
 Hippocrates (about 400 BC) the father of medicine, classified people in to four types
as per temperament depending in which one of one’s bodily humors or fluids they
believe to predominate.
 Sanguine – Cheerful, vigorous, confident and optimistic (Blood).
 Phlegmatic – Calm, slow moving, unexcitable, unemotional (Mucus).
 Choleric – Irritable, hot tempered (Yellow bile).
 Melancholic – Depressed, morose (Black bile).
b. Types based on body build
Kretschmer (1925) divided people into 3 types according to the body built.
 Asthenic: introvert, tall, thin, sensitive.
 Athletic: active, aggressive, well developed muscular body.
 Pyknic: extrovert, round and fat.
William Sheldon (1954) divided people into three types according to body build.
 Endomorph: Plumb, soft, fat and round-sociable even tempered and relaxed like
(Santa Claus)
 Mesomorph: Heavy set and muscular- physically active and noisy.
 Ectomorph: Tall, thin, and flat-chest – self-conscious, shy, fond of solitude and
reserved.
By psychological types
On the basis of sociability Dr. Karl G. Jung classified people in to two main groups. Such as
a. Introverts Introverts are those who are interested in themselves, their own feelings,
emotions and reactions. They are busy in their own thoughts and are self-centered. They
are reserved and like to work alone. They are very sensitive and are unable to adjust
easily to social situations. They are inclined to worry and easily get to social situations.
They are inclined to worry and easily get embarrassed. Poets, philosophers, scientists
and artist belong to this group.
b. Extroverts
Extroverts are people who take more interest in others and like to move with people and
are skilled in etiquette. They are friendly and sociable and not easily upset by difficulties.
They are dominated by emotions, whereby they take decisions quickly and act on them
without delay. They are realistic and face the problems of life objectively. There are few
people who are pure extroverts or introverts. Majority of the people are ambiverts having the
qualities of extroverts and introverts in different proportions.
IV. PERSONALITY TRAITS
In trying to understand these behavior patterns, psychologists attempt to identify and
measure individual personality characteristics, often called personality traits.
In 1990, the psychologists Costa & McCrae published details of a '5 trait' model. This
has received significant support from other research and is now widely accepted among
psychologists. These 5 aspects of personality are referred to as the 5-factors or sometimes just
‘the Big 5’.
These 5 traits/factors (OCEAN) are:
 Openness to Experience - Tendency to be speculative and imaginative.
People who score high on this factor are neophile and curious and sometimes unrealistic.
People who score low on this factor are down-to-earth and practical and sometimes
obstructive of change.

 Conscientiousness - How “structured” one is.

People who score high on this factor are usually productive and disciplined and “single
tasking”. People who score low on this factor are often less structured, less productive, but
can be more flexible, inventive, and capable of multitasking.
 Extraversion - How “energetic” one is.
People, who score high on this factor like to work in cooperation with others, are talkative,
enthusiastic and seek excitement. People who score low on this factor prefer to work alone,
and can be perceived as cold, difficult to understand, even a bit eccentric.
 Agreeableness - One’s level of orientation towards other people.
Those who score high on this factor are usually co-operative, can be submissive, and are
concerned with the well-being of others. People who score low on this factor may be
challenging, competitive, sometimes even argumentative.
 Neuroticism - Tendency to worry.
People who score low on this factor are usually calm, relaxed and rational. They may
sometimes be perceived as lazy and incapable of taking things seriously. People who score
high on this factor are alert, anxious, sometimes worried.
All 5 personality traits exist on a continuum rather than as attributes that a person does or
does not have. Each of these 5 traits is made up 6 facets, which can be measured
independently.

Sl. No Personality Factor Facets

Friendliness, Gregariousness, Assertiveness, Activity Level
1. Extraversion
Excitement-Seeking, Cheerfulness

2. Agreeableness Trust, Morality, Altruism, Cooperation, Modesty, Sympathy

Self-Efficacy,Orderliness,Dutifulness,Achievement-
3. Conscientiousness
Striving,Self-Discipline,Cautiousness
Anxiety, Anger, Depression, Self-Consciousness,
4. Neuroticism
Immoderation, Vulnerability
Openness to Imagination, Artistic Interests, Emotionality,
5.
experience Adventurousness, Intellect,Liberalism
 
When thinking about personality traits it is important to ignore the positive or negative
associations that these words have in everyday language. For example, Agreeableness is
obviously advantageous for achieving and maintaining popularity. Agreeable people are
better liked than disagreeable people. On the other hand, agreeableness is not useful in
situations that require tough or totally objective decisions. Disagreeable people can make
excellent scientists, critics, or soldiers.

V. ASSESSMENT OF PERSONALITY
1. TECHNIQUES OF PERSONALITY ASSESSMENT
Personality testing is done for various reasons. A clinical psychologist often uses
personality tests to evaluate psychological disorders. Personality tests do not have “right” and
“wrong” answers. Instead they seek answers that will reveal people’s characteristic
tendencies or behavior.
The techniques of personality assessment can be divided into five categories:
1. Where one can see how the individual behaves in actual life situations:
 Observations technique
 Situation technique
2. Where one can find out what an individual says about himself:
 Autobiography
 Questionnaire/personality inventory
 Interview
3. Techniques by which one can find out what others say about the individual whose
personality is under assessment. Case history taking, i.e. extracting information
 Biography
 Rating scales
 Sociometry.
4. Techniques by which one can find how an individual reacts to an imaginative
situation involving fantasy. For example, projective methods.
5. Techniques by which one can indirectly determine some personality variables in
terms of psychological responses by measuring instruments.
2. METHODS OF PERSONALITY ASSESSMENT
The following are some of the tests used for evaluation and measurement of personality traits:
A. PENCIL AND PAPER TESTS
 The most convenient kind of measures to use for almost any psychological
purpose is a pencil and paper test in the form of questionnaire or inventory. Such tests
can be given cheaply and quickly to large groups of people, and consequently
psychologists have constructed a wide variety of them.
The following are the types of personality tests.

i. INTERVIEWS
Interview is the most popular method of observation. Appearance, bearing and
speech can be noticed. Questions can be asked about attitudes and interests.
Interviews are used to evaluate a person’s personality for the purpose of employment
and for education as well as for identifying personality trait. An interview may be
informal or unstructured. It can be formal or structured, where specific topics are
selected by the interviews before and the flow of conversation is controlled.
Body language may of the client be able to be observed during an interview.
The body language may be posture, movement of the hands, facial expression or
voice. However interviews take place under stress and great skill is needed to put
the interviewee at ease.

ii. QUESTIONNAIRES
This is the most common written method of measuring personality. A
personality interview is a questionnaire in which the person reports his or her feeling
in certain situations. They are very easily checked and scored. More often the answers
are scored by machines which eliminate the prejudice of the taster, making the test
more objective.

iii. MINESOTA MULTIPLE PERSONALITY INVENTORY (MMPI)

The Minnesota Multiphasic Personality Inventory (MMPI) is one of the most
frequently used personality tests in mental health. The test is used by trained
professionals to assist in identifying personality structure and psychopathology.
 History
The MMPI was developed in the 1930s at Minnesota University as a serious and
comprehensive personality test that can be used to detect psychiatric problems. This test asks
for answers of “True”, “False” or “cannot say” to 567 statements about different personality
traits such as attitudes, emotional reactions, physical and psychological symptoms and past
experiences. The answers are quantitatively measured and personality assessment is done
based on the norm scores.
It was revised in 1989 as MMPI-2 and a version for adolescents developed (MMPI-A). There
is also an abbreviated version (MMPI-3).
Dr HN Murthy of NIMHANS, Bangalore has reduced it to 100 items called multiphase
questionnaire (MQ). Personality questionnaires are used in psychology for counseling and
research. They are used for selection for employment or promotion.
 10 Scales of the MMPI
The MMPI has 10 clinical scales that are used to indicate different psychotic
conditions. Despite the names given to each scale, they are not a pure measure since
many conditions have overlapping symptoms. Because of this, most psychologists
simply refer to each scale by number.
 Scale 1 – Hypochondriasis: This scale was designed to asses a neurotic concern over
bodily functioning. The 32-items on this scale concern somatic symptoms and physical
well being. The scale was originally developed to identify patients displaying the
symptoms of hypochondria.
 Scale 2 – Depression: This scale was originally designed to identify depression,
characterized by poor morale, lack of hope in the future, and a general dissatisfaction with
one's own life situation. Very high scores may indicate depression, while moderate scores
tend to reveal a general dissatisfaction with one’s life.
 Scale 3 – Hysteria: The third scale was originally designed to identify those who display
hysteria in stressful situations. Those who are well educated and of a high social class
tend to score higher on this scale. Women also tend to score higher than men on this
scale.
 Scale 4 - Psychopathic Deviate: Originally developed to identify psychopathic patients,
this scale measures social deviation, lack of acceptance of authority, and amorality. This
scale can be thought of as a measure of disobedience. High scorers tend to be more
rebellious, while low scorers are more accepting of authority. Despite the name of this
scale, high scorers are usually diagnosed with a personality disorder rather than a
psychotic disorder.
 Scale 5 – Masculinity/Femininity: This scale was designed by the original author’s to
identify homosexual tendencies, but was found to be largely ineffective. High scores on
this scale are related to factors such as intelligence, socioeconomic status, and education.
Women tend to score low on this scale.
 Scale 6 – Paranoia: This scale was originally developed to identify patients with
paranoid symptoms such as suspiciousness, feelings of persecution, grandiose self-
concepts, excessive sensitivity, and rigid attitudes. Those who score high on this scale
tend to have paranoid symptoms.
 Scale 7 – Psychasthenia: This diagnostic label is no longer used today and the symptoms
described on this scale are more reflective of obsessive-compulsive disorder. This scale
was originally used to measure excessive doubts, compulsions, obsessions, and
unreasonable fears.
 Scale 8 – Schizophrenia: This scale was originally developed to identify schizophrenic
patients and reflects a wide variety of areas including bizarre thought processes and
peculiar perceptions, social alienation, poor familial relationships, difficulties in
concentration and impulse control, lack of deep interests, disturbing questions of self-
worth and self-identity, and sexual difficulties. This scale is considered difficult to
interpret.
 Scale 9 – Hypomania: This scale was developed to identify characteristics of hypomania
such as elevated mood, accelerated speech and motor activity, irritability, flight of ideas,
and brief periods of depression.
 Scale 0 – Social Introversion: This scale was developed later than the other nine scales
as is designed to assess a person’s tendency to withdraw from social contacts and
responsibilities.

B. PROJECTIVE TESTS
Projective tests focus upon what is inside a person rather than what can be seen in a
person’s behavior. These tests try to find out more about a person’s feelings, unconscious
desires and inner thoughts.
Another projective test is the Thematic Apperception Test developed by Henry
Murray of Harward University in 1943. The Rorschach test uses ten per different kinds of ink
blot which must be described by the person taking the test. The TAT uses twenty
sketches about which the person is asked to make up a story.
These tests make use of people’s tendencies to make up stories about things they see.
When shown an inkbiot, for example, people see butterflies, dancing girls, pictures of
skeletons, or many other images. When a vague picture is shown despicting two people, a
storey can be made about their relationship to each other, pictures reveal something about
their own personality; they project unto the picture feelings and thoughts to their own.
 Projective tests based on the phenomenon of projection
 RIBT-Rorschach’s Ink blot Test
 TAT-Thematic Apperception Test developed by Henry Murray
 CAT-Children’s Apperception Test developed by Leopard Bellarck consisting of then
cards
 Word Association Test
 Sentence Completion Test
i. RORSCHACH’S INK BLOT TEST:
The Rorschach ink blot test was the first projective test and is still widely
used. It was developed by the Swiss psychologist Hermann Rorschach in 1920.
Here the responses differ from person to person based on the individual’s
personal experiences. For example, teen aged college students saw ink blot no 1 as

 A bat
 Two ladies standing back to back
 Face of an owl
 a patch of cloud
 Rorschach responses can / reveal the following information
- Degree of intellectual control of the subject on his actions
- Emotional aspects
- Mental approach to give problems
- Creative and imaginative capacities
- Security and anxiety
- Personality growth and development
- Phobias, sex disturbances and sever psychological disorders can be detected
which serve as guide for treatment program.
ii. THEMATIC APPERCEPTION TEST
TAT consists of sets of pictures; one set is used with both men and women, and a
second set only for men, and a third set for women. The pictures are shown in a definite
sequence and the subject is asked to make up a story based on what he sees in these
pictures. It is believed that he would project his own experience, biographical data, and
major conflicts, interests and problems in to his description of pictures: Findings of
TAT are compared with case history. TAT is more structured unlike the ink blot test
which however is more popular. TAT is also less standardized.
 Procedure
The TAT is popularly known as the picture interpretation technique because it
uses a standard series of provocative yet ambiguous pictures about which the subject
must tell a story. The subject is asked to tell as dramatic a story as they can for each
picture presented, including:
 What has led up to the event shown
 What is happening at the moment
 What the characters are feeling and thinking, and
 What the outcome of the story was.
If these elements are omitted, particularly for children or individuals of
limited cognitive abilities, the evaluator may ask the subject about them directly.
There are 31 cards in the standard form of the TAT. Some of the cards show
male figures, some female, some both male and female figures, some of ambiguous
gender, some adults, some children, and some show no human figures at all. One is
completely blank. Although the cards were originally designed to be matched to the
subject in terms of age and gender, any card may be used with any subject. Most
 practitioners choose a set of approximately ten cards, either using cards that they feel
are generally useful, or that they believe will encourage the subject's expression of
emotional conflicts relevant to their specific history and situation.

 Scoring Systems
The TAT is a projective test in that, like the Rorschach test, its assessment of
the subject is based on what he or she projects onto the ambiguous images.
Therefore, to complete the assessment each story created by a subject must be
carefully analyzed to uncover underlying needs, attitudes, and patterns of reaction.
Two common methods that are currently used in research are the:
 Defense Mechanisms Manual DMM. This assesses three defense mechanisms: denial
(least mature), projection (intermediate), and identification (most mature). A person's
thoughts/feelings are projected in stories involved.
 Social Cognition and Object Relations SCOR scale. This assesses four different
dimensions of object relations: Complexity of Representations of People, Affect-
Tone of Relationship Paradigms, and Capacity for Emotional Investment in Relationships
and Moral Standards, and Understanding of Social Causality.
 TAT throws light in the following areas
a. Family relationships
b. Motivation of the subject
c. Inner fantasies
d. Level of aspiration
e. Social relationships
f. Functioning of sex urge
g. Emotional conflicts
h. Attitude to work
i. Outlook towards future
j. Frustrations if any
 Criticisms
 TAT is criticized as false or outdated by many professional psychologists. Their
criticisms are that the TAT is unscientific because it cannot be proved to be valid
or reliable.
 Some critics of the TAT cards have observed that the characters and environments
are dated, even ‘old-fashioned,’ creating a ‘cultural or psychosocial distance’
between the patients and these stimuli that makes identifying with them less
likely.
  Also, in researching the responses of subjects given photographs versus the TAT,
researchers found that the TAT cards evoked more ‘deviant’ stories (i.e., more
negative) than photographs, leading them to conclude that the difference was due
to the differences in the characteristics of the images used as stimuli.

iii. SENTENCE COMPLETION TEST

When the subject is asked to complete the sentence without giving time to
deliberate on it, it is assumed that his unconscious process will direct his response. The
test will give an insight to his desires, hopes conflicts, frustrations, fears and annoyances.
For e.g.
i. I feel happy when …………….
ii. I tell lies only when ……………
Sentence completion tests are a class of semi-structured projective techniques.
Sentence completion tests typically provide respondents with beginnings of sentences
referred to as “stems,” and respondents then complete the sentences in ways that are
meaningful to them. The responses are believed to provide indications of attitudes,
beliefs, motivations, or other mental states.
There is debate over whether or not sentence completion tests elicit responses
from conscious thought rather than unconscious states. This debate would affect
whether sentence completion tests can be strictly categorized as projective tests.
A sentence completion test form may be relatively short, such as those used to
assess responses to advertisements, or much longer, such as those used to assess
personality.
The structures of sentence completion tests vary according to the length and
relative generality and wording of the sentence stems. Structured tests have longer
stems that lead respondents to more specific types of responses; less structured tests
provide shorter stems, which produce a wider variety of responses.
 Uses
The uses of sentence completion tests include personality analysis, clinical
applications, attitude assessment, achievement motivation, and measurement of other
constructs. They are used in several disciplines, including psychology, management,
education, and marketing.
Sentence completion measures have also been incorporated into non-
projective applications, such as intelligence tests, language comprehension, and
language and cognitive development tests
 Examples of sentence completion tests
There are many sentence completion tests available for use by researchers.
Some of the most widely used sentence completion tests include:
 Rotter Incomplete Sentence Blank
 The Rotter Sentence Completion Stems are similar to the sentence stems shown
below.
Miner Sentence Completion Test (measures managerial motivations).
 Washington University Sentence Completion Test (measures ego
development).
 Data analysis, validity and reliability
The data collected from sentence completion tests can usually be analyzed
either quantitatively or qualitatively.
Sentence completion tests usually include some formal coding procedure or
manual. The validity of each sentence completion test must be determined
independently and this depends on the instructions laid out in the scoring manual.
iv. WORD ASSOCIATION TEST
When the subject given quick response word, he is taken unaware of and his
unconscious process directs his association. Here the subject has to answer as quickly as
possible with the first word which comes to his mind when he is given a stimulus word.
Projective tests are often used in clinical practice. They are helpful in showing a
person’s inner areas of conflict, anxieties or any problems in relationships because the
person is free to describe anything.
A man who interprets a woman’s smile as a sexual come on, may be projecting his
own sexual feelings on to the woman and thus revealing a good deal about himself.
In nursing, suitable pictures can be devised to test attitudes of patients.
VI. PERSONALITY AND THE NURSE
An understanding of personality will help the nurse to predict her behavior as well as
the behavior of others. Major decisions of life depend upon this knowledge, e.g. selection of a
career, spouse, and colleagues. Her relationship with friends and relatives depend upon her
expectations of their behavior from an understanding of their personalities.
A successful nurse will have a strong and pleasing personality. Besides possessing
such professional qualities as integrity, dignity, mental abilities, poise, self confidence, and
dependability, she must have personal qualities like sympathy, understanding, friendliness,
and adaptability. Patients appreciate a nurse who brings physical comfort to them with her
skills and who understands their emotional difficulties, caused by illness. The nurse must also
have good health, fresh and neat appearance, will power, high standards of moral values,
sense of humor, teaching and managerial capabilities, self control and friendly interpersonal
relationships
VII. CONCLUSION
Personality types are a great way to understand more about yourself and how you
interact with the world. By understanding your personality through a personality test, you are
able to take a more honest look at yourself and determine if that is who you want to be.
Additionally, personality tests can help you understand those around you. By knowing the
personality type of others, either in your family, friends, or coworkers, you will be able to
interact with them better – maybe even change your communication style to match their
personality.
While the personality tests available today are varied, any of them will be able to tell
you something about yourself. Taking a personality test allows you to increase your self-
awareness. These tests, such as the Myers-Briggs and the Big Five, will also allow you to
compare your results to the results of other test takers.
Reference:

1. Basavanthppa BT, nursing education; Jaypee Brother publishers, p508-9

2. Neeraja KP, text book of nursing Education, Jaypee Brothers, Indian p438-40