The Myers-Brig Type Indicator

The Myers-Briggs Type Indicator (MBTI) “is an introspective self-report questionnaire designed to indicate psychological preferences in how people perceive the world and make decisions” (13). It is one of several personality assessments that is popular among modern mental health experts throughout the world. Currently, it is estimated that the MBTI is “taken by more than two million people per year and is translated into 16 languages (10). “The purpose of the Myers-Briggs Type Indicator personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people 's lives” (4).

Abstract: The purpose of this paper is to explore what personality trait I am through taking a personality test. By taking this test it will allow me to analyze my strengths and weaknesses as a person and how to improve those characteristics in the workplace.

This essay aims to analyse how personality can affect the performance of teams. This essay will also explore various theories relevant to personalities and will assess how different personalities can be beneficial in increasing team performance as well as any disadvantages. This essay will also explore how personality can affect the inter-personal relationship between team members.

Predictive ability of interest entails the utilization of the personality assessment results in real life situation such as to select people that may be needed in particular activities such as employment. Dissenting argument have been advanced based on the influence of personality on job performance as employers look for specific personalities with others holding onto the study outcomes based on personality scores that attach no sense on job skills. However, every firm employs the predictive ability of personality in hiring. The predictive accuracy is only a teensy-weensy attached to personality test in hiring that is only based on the direct linkage of those test to practical job performance. Personality scores may not reveal the skills required for the job performance therefore skills becomes

For each of us, knowing our personality type and temperament allows us to leverage our strengths and to recognize areas of weakness. This can also be extended to our interactions with others, so that we attempt to recognize the personality and temperaments of those around us, i.e. Typewatching, in order to facilitate more efficient and effective communication. In so doing, we can become better employees, managers, spouses, children, and, ultimately, for the Christian, more like Christ. The Myers-Briggs Personality Test can provide a general overview of one’s personality type as a starting point to positively influence organizational behavior.

The results of personality tests have shown to be consistent in a sense that they are able to predict success in a number of roles. Moreover these tests offer employers a great deal of plasticity as they are able to focus on the areas that are most relevant to a particular matter.

According to Kluemper, Bing, and McLarty (2014), a person’s reputation is based on their past experiences. Also, managers use a person’s past performance to predict the person’s future performance. This essay provides a definition of a measure and discusses how leaders measure the personality trait of employees to explain their job performance. Also, how managers use organizational past performance to predict future performance. Also, the paper describes how leaders use employees personality trait to predict future job performance. Next, the paper explains how using G and personality for predicting performances. Last, the essay discusses how the finding from an employee’s personality trait and general knowledge is used to make hiring decisions.

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

Scroggins, Thomas, and Morris (2009) is a meta-analysis of the validity and practicality of using personality tests in employment selection. According to Scroggins, Thomas, and Morris (2009), personality tests using the Big Five can predict job performance; identify specific traits associated with a particular profession; job and training proficiency; performance motivation; career success; and organizational commitment. Additionally, personality tests combined with cognitive ability test reduce adverse impact; thereby, enhancing the validity of employment selection process (Scroggins, Thomas, & Morris, 2009). Specifically, the variety of items within the NEO PI scales allows organization to match job candidates with a particular job based on personality traits, for example, a salesman (Scroggins, Thomas, & Morris, 2009).

After reading and studying different personality types I discovered that in dissecting the characteristics that comprises people’s personality it is a complicated but necessary element to ensure success both personal and business. In using the Jung Typology Test, Type to Work literature, and Personalitypage.com getting an overall analysis of my personality produced practical and applicable result. The activities used for me to become acquainted with myself gives necessary insight to the nature of my actions and sometimes lack thereof. This assignment helps to gain greater insight into personal and organizational synopsis of a worldview. There will be an overview of Meyers-Briggs Type – INFJ; which is the acronym for Introvert, iNtuitive, Feeling,

The Worker Characteristics component provides details on the abilities, occupational interests, work values, and work styles needed for the job. Understanding the worker characteristics, helps us to understand which personality characteristics are needed to perform a job. Since personality is related to job performance, the Big Five personality assessment could enhance this section of O*Net and help clients to understand if the candidate’s personality is a match for a certain job. The Big Five personality inventory would help DM to match the client’s personality with a job that requires such

Mark Mallinger, Ph.D. and Ileana Rizescu Application: Determine how compatible you are with your primary work group.

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

Individuals bring a number of differences to work. They have a variety of personalities, which differentiate one from another. Basically, personality refers to individual differences in characteristic pattern of thinking, feeling and behaving (Pappas, 2013). Each person has a unique personality that distinguishes a person from another. Personality affects all aspects of a person’s performance, even how employee reacts toward his/her job. When people enter into organizations, their personalities can affect how they behave and perform, which will affect their performance at work. According to Rothmann & Coetzer (2003), work performance could be affected by situational and dispositional factors. Situational factor can be described as characteristics of the job and work mates, while dispositional factor is caused by employee personality characteristics. Dispositional factors itself can potentially influence employees interpretation of their employment settings, and can therefore affect employee performance and satisfaction. These people 's personality patterns can be broken into a Big Five Personality Model (also known as O.C.E.A.N.). These broad five personality types are very helpful for understanding and predicting different kinds of work related behaviors. Therefore, this essay is going to examine the importance of study personality to the study of behavior within the framework of Big Five Personality Model, and its impact on work performance, employee satisfaction, and