Business
Myers-Briggs
Myers-Briggs is a personality assessment tool based on Carl Jung's theory of psychological types. It categorizes individuals into 16 personality types, each characterized by preferences in four key areas: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. In a business setting, understanding employees' Myers-Briggs types can help improve communication, teamwork, and conflict resolution.
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10 Key excerpts on "Myers-Briggs"
eBook - ePub- Phillip C. Wankat, Frank S. Oreovicz, Phillip C. Wankat, Frank S. Oreovicz(Authors)
- 2015(Publication Date)
- Purdue University Press(Publisher)
Myers-Briggs Type Indicator® (MBTI®) assessment is the best-known and most trusted personality assessment tool available today. As many as 1.5 million assessments are administered annually to individuals, including to employees of many Fortune 500 companies” CCP (2009). A collaborating statement from a more unbiased source but with reservations was reported by Lok (2012): “‘The Myers-Briggs assessment is probably the personality test most widely used by scientists and the general public,’ says John Lounsbury, a psychologist at the University of Tennessee in Knoxville who has conducted personality tests on Oak Ridge scientists. He and other academic psychologists say that Myers-Briggs is overly simplistic and misses out a few key traits, and that better tests exist. However, it remains popular because it is easy to understand, many people have been trained to administer it and there is a large body of interpretive books, websites and other materials that further boost awareness of the test.” Despite the concerns of psychologists, many people have found the MBTI to be useful for understanding and improving human interactions.The MBTI does not merely classify people. Type does not refer to something that is fixed, permanent. Each type has its own ways of reacting to situations, but no one is true to type all the time. As McCaulley et al. (1983) point out, good type development often involves responding in ways that one does not spontaneously prefer. “The word type as used here refers to a dynamic system with interacting parts and forces. The characteristics and attitudes that result from the interactions of these forces do differ, but the basic components are the same in every human being” (p. 397).13.1. SUMMARY AND OBJECTIVES
No longer available |Learn moreUnderstanding and supporting behaviour through emotional intelligence
A critical guide for secondary teachers
- Victor Allen(Author)
- 2014(Publication Date)
- Critical Publishing(Publisher)
Whatever the circumstances of your life, the understanding of type can make your perception clearer, your judgment sounder, and your life closer to your heart’s desire. Briggs Myers, 1995 We will take a brief look at the MBTI® in more detail to help you develop your understanding about types of personality and how they exhibit themselves within your classroom. This will help you when it comes to dealing with behavioural issues, but also when a student strug-gles over a specific thing you are trying to teach; the reason they are struggling might not be because the task is hard but because their mind doesn’t think in a certain way. It will also help you get a clearer picture of what your preferred working environment (classroom) looks like. MBTI® MBTI® aims to make the theory of Carl Jung’s psychological types ( 1923 ) understandable and useful for those people interested in understanding others better. It aims to show that the supposed random variations in people’s behaviour are in fact quite orderly and consist-ent. It illuminates how people make themselves aware of things, how they interpret others’ actions, how they process information and how they come to conclusions. It can be assumed that if a person differs from another in interpretation then they also will differ in their inter-ests, values and perhaps even their skills. Building on this interpretation and the basic pref -erences implicated in Jung’s theory, Isabel Briggs Myers and her mother Katharine Briggs developed the MBTI®, which has established itself worldwide as a valid and reliable instru -ment through the many hundreds of studies that have been carried out on it since its first publication in 1962. The reason it is a useful tool within school is that it doesn’t measure traits, ability or character but does highlight the differences between people, and it’s that understanding of differences that needs to be taken into account whenever people have to work closely with each other.
- Debra Osborn, Vernon Zunker(Authors)
- 2015(Publication Date)
- Cengage Learning EMEA(Publisher)
Myers-Briggs Type Indicator® (MBTI®) Instrument The Myers-Briggs Type Indicator (MBTI) is a very popular personality inventory. Many people can state their MBTI type as easily as an astrological sign. center! A variety of reports are available for the MBTI, including one that pairs the MBTI with the Strong Interest Inventory, and a Career Report. A career counselor should be cautious against relying on the MBTI to provide potential occupations, as there have been repeated warnings by reviewers about the lack of empirical support to do so (Healy, 2001; Mastrangelo, 2009). In addition, while some researchers (Buboltz, Johnson, Nichols, Miller, & Thomas 2000) found that MBTI types were correlated with the Personal Style scales of the Strong Interest Inventory, other researchers (Pulver & Kelly, 2008) found that while the Strong Interest Inventory was statistically significant in predicting academic major, the MBTI did not add significantly to that prediction. La as a tool to predict what type of job processing client preferences about work as well as relationships with others at work. Case of a Confused Adult Concerning a Future Work Role having diffi my Chuck reported for his first counseling session. After appropriate introductions and small talk, the counselor began: COUNSELOR: Chuck, I noticed on your request form that you want to discuss your future. Could you be more specific? CHUCK: Huh well yes like to do. COUNSELOR: CHUCK: Yes es others. As the conversation continued, Chuck stated that he had had numerous jobs but soon became bored with them and either was fired or quit. He made reference to a lack of interest in work. CHUCK: erstand myself and how and why I think the way I do. I seem to be out of sync with other people. er in the conversation made the following comment: COUNSELOR: Chuck, earlier you mentioned identifying interests would you like to take an interest inventory? CHUCK: like maybe my personality.
- Jimmy Petruzzi(Author)
- 2017(Publication Date)
- M-Y Books(Publisher)
- Your achievements
- Your plans
- At a party, you prefer to spend your time with
- A single person
- As many as you can
- In other people’s opinion, you are
- Very fussy
- Not too fussy
- What appeals to you more?
- Humanities
- Sciences
- When meeting a new person, you
- start the conversation
- wait for that person to start conversing
- While working, you feel you are more productive when you
- Work alone
- Work with a group
- In group discussions or meetings, you tend to
- Speak up more frequently
- Hold back
- You think you are
- Easily approachable
- Reserved than others
- Do you
- Remember common concepts easily without retaining particular details
- Remember all details clearly
- What interests you more?
- Reality
- Possibility
- You tend to
- Make decisions swiftly
- Be indecisive
- When performing your daily tasks, you prefer
- Doing things as they come up
- Having a proper system of getting your tasks done
- Are you usually
Myers-Briggs Type Indicator (MBTI)- Well-informed about the events in the lives of your family and friends
- Unaware about important events or miss out on them
MBTI is one of the most popular and widely used models for personality testing. It has been developed to measure how a person prefers to make significant decisions and perceive their surrounding environment. The test was initially designed in the 1940s by Isabel Briggs Myers and her mother, Katherine Cook Briggs. It is based on the Psychological Types Theory of Carl Jung. The mother and daughter attempted to develop the theories of Carl Jung into a functional methodology to understand and assess personalities. This test was further refined in the 1960s.This test consists of several mandatory questions. Each question has two choices. Candidates are required to choose one of the two choices. These choices can either be brief statements or word pairs that aim to reflect the preferences of people.
eBook - ePubPersonality and Intelligence at Work
Exploring and Explaining Individual Differences at Work
- Adrian Furnham(Author)
- 2008(Publication Date)
- Routledge(Publisher)
More recently Moore (1987) has noted that the use of personality tests in industry is widespread, and Haley and Stumpf (1989) have pointed out, quite correctly, that the popularity of the MBTI in executive circles affords researchers tremendous opportunities for research. Moore (1987) noted that most companies use the MBTI to help managers better understand how they come across to others who may see things differently. Other applications include team building, improving customer service, smoothing out group differences, working on projects, adapting to change, analysing troubles, behaviour between employees, and between employees and their jobs, and facilitating competitive strategic thinking.In a fairly large representative study of American managers, Campbell and Van Velsor (1985) found 46% with ST preferences and 37% with NT preferences with few SF or NF types. Thus, according to Haley and Stumpf (1989): “Organisations may adopt conservative recommendations or those based on patterned data more often than people-oriented or innovative recommendations. These biases may account in part for organisational difficulties in adapting to environmental changes. Ideally, decision tasks should dictate cognitive styles managers use. Good managers should at least be able to apply and to understand conclusions drawn from different decision models and processes, or to understand when their specific skills should come into play and when they prove counter-productive. However, these ideal decision making approaches may not be possible… Only about 17% of American managers see things in personal and interpersonal dimensions: 83% tend to see things in technical and structural dimensions” (p. 493).Work psychology–MBTI links do occasionally appear in the literature. However, because the MBTI is not favoured by psychometric researchers, these studies appear on a very ad hoc basis.Criticisms of the MBTI
Over the years, there have been academic and practitioner assessments and critiques of the MBTI and the Jungian theory upon which it is based. Some of these critiques have been more disinterested and objective than others. A typical objection by practitioners is that the test measures preferences not competencies. Thus, one can have a competent or incompetent ENTJ. Many object that “labelling is disabling” and that “pigeonholing” inhibits rather than facilitates career development. Others point out the poor test– retest reliability with fewer than a quarter of individuals being assigned the same categorisation when tested a second time.
eBook - ePubIntentional Leadership
12 Lenses for Focusing Strengths, Managing Weaknesses, and Achieving Your Purpose
- Jane A. G. Kise(Author)
- 2014(Publication Date)
- Allworth(Publisher)
nothing about deviant behavior; I think Ludlum meant to refer to the Minnesota Multiphasic Personality Inventory (MMPI), which was designed to measure psychopathies. Other misunderstandings are also rampant: “It labels people,” “It says you can only be one way or another,” “It's a horoscope,” and so on. While shallow or unethical use of type can lead to problems, my reason for centering my work on personality type is straightforward: I've never worked with a dysfunctional team where the core of the issues couldn't be approached via type; always, the framework played an essential role in helping the leader develop a successful course of action. Sometimes leaders overlooked an essential element of leadership that was opposite a key strength of people of their type. Other leaders misinterpreted the normal differences explained by type as deficits in their employees.Type theory is backed up by decades of research and successful application. Further, Jung's model of eight mental functions, which are the basis for the sixteen personality types identified through the MBTI, is now validated by neuroscience.Instruments such as the MBTI, Majors PTI, JTI, Insights, Golden Personality Type Profiler, and others, to say nothing of countless nonvalidated quizzes on the Internet, are useful in helping you self-select the type preferences that describe you best, but the real power comes through experiences that help you note patterns in normal, recognizable differences in people—differences that can keep leaders and team members from understanding and benefiting from each other's strengths. Type instruments are doorways, not answers. The benefits of using the concepts of type come from deep application.Organizations that embed the framework of type in their culture have a robust schema for: • Working through conflict • Untangling problems and finding solutions • Coaching and mentoring • Supporting employee needs during change • Sifting through what to keep, how to innovate, when to search more deeply, and when to simply take action Type DefinedSo what exactly is personality type? It is a framework for understanding differences in how people take in information (how we perceive) and make decisions (how we come to judgments). It isn't a labeling system but rather a dynamic system of psychological energy and processes.Type theory doesn't predict what people will do. Instead, it describes what they prefer to do. Consider for a moment all the physical preferences we have. For example, sign your name on the line below.Most people say that doing so is easy, quick, and natural. They don't have to think about it. Now sign below with your other hand.
eBook - ePub10 Career Essentials
Excel at Your Career by Using Your Personality Type
- Donna Dunning(Author)
- 2010(Publication Date)
- Nicholas Brealey Publishing(Publisher)
The Association for Psychological Type International (APTi) can refer you to a specialist in your area who can administer and interpret the MBTI® personality assessment. The URL for the APTi website is www.aptinternational.org. You can also take the official MBTI ® personality assessment online at www.mbticomplete.com. This online version of the personality assessment guides you through an interpretation process to validate your personality preferences. In personality type theory, the characteristic ways in which you prefer to function and orient yourself to the world are grouped into four pairs. You will naturally prefer one element of each pair to the other. By choosing one preference from each pair, you can discover a four-letter personality type, one of sixteen possible personality types. Read through the preference pairs on the following pages to identify your personality type preferences, and check the box that best applies to you. Extraversion and Introversion.................................................... Extraversion and Introversion are alternative ways of orienting yourself to the world
eBook - PDFThe Counsellor's Guide to Personality
Understanding Preferences, Motives and Life Stories
- Rowan Bayne(Author)
- 2017(Publication Date)
- Red Globe Press(Publisher)
There haven’t been any formal studies of the validity of the stick figures or of these ways of using them. Consider using a questionnaire The strongest argument against using questionnaire measures of the prefer-ences is that sometimes the answers are taken too seriously, as telling us definitively who we are. In addition, the questionnaire for which there is most evidence, the Myers-Briggs Type Indicator (MBTI), requires specialist training, including an exam, before it can legally be used. The publishers of the MBTI are very protective of it, and in particular keen to prevent misuse. There are many questionnaire measures of personality – Big Five, psychological type and other theories – on the Internet, including the MBTI itself at www.aptinternational.org. This website includes a clarify-ing/verifying procedure. Many of the other type questionnaires on the Internet are free but of unknown quality – no details are available of their development or of research on their validity. The best free questionnaire measure of the preferences is the Keirsey Temperament Sorter II, at www.keirsey.com. Again, the results are useful clues, but probably not as accurate as the MBTI itself. On average, as mentioned earlier, the MBTI is about 75% accurate in the sense that this proportion of people agree with their scores on all four preferences after formal verification (Myers et al., 1998: 116). Ninety per cent agree with three of their preferences. I think 75% and 90% are remarkably high figures given the difficulties of measuring personality. There are a number of very brief questionnaires for measuring the Big Five. Contrary to the dominant view in psychometrics for many years that long questionnaires were essential for consistent measurement, recent research has found that questionnaires with only two or three items per characteristic work quite well. An example is in Nettle (2007: 271), which has 12 items to measure the Big Five.
eBook - PDFThe Intuitive Buddhist
Psychological Type as a new hermeneutic of Buddhist diversity in the West
- Phra Nicholas Thanissaro(Author)
- 2020(Publication Date)
- Peter Lang Group(Publisher)
The problem of failing to live ‘true-to-type’ is that it can be an inefficient use of mental energy and as Jung would explain it, is stunting or destructive to one’s individuation 3 ( Jung, 1971, 448). Jungian Psychological Type can thus be characterized as emancipatory rather than threatening, since it helps people reclaim their true identity. Profiling populations Sometimes the mistake is made of equating Psychological Type theory exclusively with one of the better-known tools designed for assessing 2 Jungian term for an adapted or socially imposed personality worn over and masking a person’s true personality, like a mask. 3 Loosely defined as the process of spiritual maturation, but more tightly defined in Jungian psychology as differentiation of the four functions or a shift in mental per- spective from ego to self. 26 The Intuitive Buddhist Psychological Type, especially the Myers-Briggs Type Indicator (MBTI) (Kendall and McHenry, 1998; Myers et al., 2009). There are in fact a number of additional instruments designed to assess Jung’s original notion of Psychological Type, notably the Keirsey Temperament Sorter (KTS) (Keirsey, 1998; Keirsey and Bates, 1978) and the Francis Psychological Type Scales (FPTS) (Francis, 2005). Although the MBTI is a refined and sensitive instrument for use in one-on-one situations, it is cumbersome in many research contexts since it takes too long to complete, is inappropriate for postal surveys and remains expensive to purchase (Francis, 2009b, 131). By contrast, researchers such as Voas and Watt (2014, 66) have re- commended the FPTS for use in profiling large populations, justifying its choice for the study on which this book is based. Introducing Psychological Type theory The first two-thirds of Jung’s original book Psychological Types ( Jung, 1971) is devoted to justifying the Introversion and Extraversion constructs in human personality.
No longer available |Learn more- (Author)
- 2014(Publication Date)
- The English Press(Publisher)
________________________ WORLD TECHNOLOGIES ________________________ Chapter-3 Personality Type Personality type refers to the psychological classification of different types of individuals. Personality types are sometimes distinguished from personality traits, with the latter embodying a smaller grouping of behavioral tendencies. Types are sometimes said to involve qualitative differences between people, whereas traits might be construed as quantitative differences. According to type theories, for example, introverts and extraverts are two fundamentally different categories of people. According to trait theories, introversion and extraversion are part of a continuous dimension, with many people in the middle. Types vs. traits The term type has not been used consistently in psychology and has become the source of some confusion. Furthermore, because personality test scores usually fall on a bell curve rather than in distinct categories, personality type theories have received considerable criticism among psychometric researchers. One study that directly compared a type instrument (the MBTI) to a trait instrument (the NEO PI) found that the trait measure was a better predictor of personality disorders. Because of these problems, personality type theories have fallen out of favor in psychology. Most researchers now believe that it is impossible to explain the diversity of human personality with a small number of discrete types. They recommend trait models instead, such as the five factor model. Type theories • An early form of personality type theory was the Four Temperaments system of Galen, based on the four humours model of Hippocrates; an extended Five Temperaments system based on the classical theory was published in 1958. • One example of personality types is Type A and Type B personality theory. According to this theory, impatient, achievement-oriented people are classified as Type A, whereas easy-going, relaxed individuals are designated as Type B.
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