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Perception and Personality


Perception is the process of establishing, classifying, and interpretation of sensory info to represent and comprehend the provided environment or data. Perception is based on impulses that are triggered by chemical or physical activation of the sensory system and they pass through the neurological system.

Factors influencing perception may be mainly classified into three major categories: Characteristics of the Perceiver; Personal characteristics greatly influence how someone perceives and interprets ideas. The said personal characteristics include past experiences and beliefs, self-concept and motives, cultural upbringing and expectations. Moreover, elements of the perceived or the individual under observation traits such as similarity of individuals, objects and events are often listed together, an individuals’ occupation and status, and the manner of communication, have a significant influence on one’s perception. Lastly, the characteristics of a situation have a considerable impact on an individual’s perception in the instance of organizational setting, environment and location of events and individuals.


According to research, attribution theory refers to how social perceivers utilize and interpret data to draw conclusions for occurrences. There are three distinct determinants of attribution. First, consensus refers to the degree to which, under comparable situations, other individuals behave in the same manner. Also, distinctiveness is another determinant of attribution, which refers to how an individual under the same situation behaves the same. Consistency is the final determinant of perception, and it relates to the extent to which the individual acts in a specified way anytime the situation arises.

Myers Briggs Type Indicator questionnaire, initiated as the MBTI is a self-reporting tool, used for identification of various psychological characteristics and influences how individuals make choices and how they see the environment. MBTI was created to assess people’s placement in the sixteen types of personalities based on Carl Jung’s theories.


In the organizational implications of attribution theory, it is generally essential to comprehend the roots of different human behaviours. Attribution theory explains the behaviour of individuals at work and presents perception, which may, in turn, act as a motivation to both the employer and the employees.

Personality entails to an individual’s varied emotions, thoughts, and actions at their most fundamental level. Personality is alleged to develop from deep within an individual and to be constant the whole life of an individual.

One of the most common personality measurement methods are generalized into objective and projective techniques. Objective methods include The Revised Neo Pi, The Thematic Apperception Test, Minnesota Multiphasic Personality Inventory, MBTI , Eysenck Personality Questionnaire, the 16 PF (personality factor), and Rorschach Tests. Projective tests include the Rorschach Inkblot Test and Thematic Apperception Test. Generally, the MBTI is the most common personality testing method.


An individual’s personality is influenced by certain factors and individual traits, including culture, genetics and hereditary characteristics, people’s nature, and family background. The Big Five Personality Model’s key traits comprises of extraversion, openness, conscientiousness, neuroticism and agreeableness. The openness entails insight and imagination, and it leads to a broad spectrum of interests and generally being exploratory and creative in decision making. The conscientiousness trait embraces goal-directed behaviours, reasonable impulse control, and increased levels of thoughtfulness. Next, neuroticism is an emotional and physical response to perceived daily threats and stress. Additionally, agreeableness brings prosocial behaviours, signs of trust and affection, altruism etc. To conclude, extraversion portrays an increased emotional expressiveness, loquaciousness, and assertiveness. Associated neuroticism signs include mood, anxiety, sadness, emotional imbalance etc.

In conclusion, personality and perception go hand in hand as they influence each other. An individual’s perception determines their personality and vice versa. One’s perceptions can be affected by personal experiences, self-concept, cultural upbringing, etc. Personality can be influenced by culture, family background, beliefs, upbringing, etc. Projective and subjective methods measure personality. The Myers-Briggs Type Indicator often abbreviated as the MBTI is the most common personality testing method. Lastly, attribution theory is applicable in an organizational setting in understanding behaviors.


King, S. P., & Mason, B. A. (2020). Myers‐Briggs Type Indicator. The Wiley Encyclopedia of Personality and Individual Differences: Measurement and Assessment, 315-319.

Kyllonen, P. C., & Kell, H. (2018). Ability tests measure personality, personality tests measure ability: Disentangling construct and method in evaluating the relationship between personality and ability. Journal of Intelligence, 6(3), 32.

Martinko, M. J. (2018). The nature and function of attribution theory within the organizational sciences. In Attribution Theory (pp. 7-14). Routledge.

Pitcher, G. (2015). Theory of perception. Princeton University Press.

Saucier, G., & Srivastava, S. (2015). What makes a good structural model of personality? Evaluating the big five and alternatives.


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