An individual's personality is the basis of who they are and determines how they react and behave in different situations. Personality tests are used in workplaces to identify who to hire, promote, and even place on teams. Personality tests are effective in determining which employees will perform best in certain roles, which can relieve stress on employers. Personal tests have been proven to help improve the quality of employees in the workplace. The personality assessment method that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, 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 analyzed to determine what their results mean for current and future behavior in the workplace. Finally, this essay will look at a case study and explain why personality tests should be used in the workplace and in what other work contexts these tests can take place. In the workplace it is essential that people understand both their own personality and also how to interact with other people based on their personality. “Understanding others and how they function is a first step towards good interpersonal relationships in the work environment and therefore improving personal effectiveness” (Chauhan & Chauhan, 2006, p. 357-358). Individual personalities can vary greatly and it is very likely that different personalities will clash when working together, particularly in team situations. Different personalities within workgroups help influence team performance in two distinct ways. First, as an input factor, which… half of the paper… The Five Personalities and the Prediction of Advanced Academic and Work Performance. Journal of Personality and Social Psychology, 93(2), 298-319. doi: 10.1037/0022-3514.93.2.298Huang, J., Palmer, A., Ryan, A., & Zabel, K. (2013). Personality and adaptive performance at work: A meta-analytic investigation. Journal of Applied Psychology, 99(1), 162-179. doi: 10.1037/a0034285Mak, S., & Vearing, A. (2007). The big five factors of personality and reward-for-effort imbalance in employee depressive symptoms. Personality and individual differences, 43(7), 1744-1755. Retrieved from http://dx.doi.org.libraryproxy.griffith.edu.au/10.1016/j.paid.2007.05.011 Risavy, S., & Hausdorf, P. (2011). Personality testing in personnel selection: Negative impact and differential hiring rates. International Journal of Selection and Evaluation, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x