Myers-Briggs Type Indicator Analysis

During the month of January, the Mktg 3100 class that I took part in, was given a Myers-Briggs characterization form to fill out. Because the Myers-Briggs results place me into two categories, I shall discuss this response to both ISFJ and ISFP character trait types. This paper will discuss my viewpoints, others viewpoints, and the characteristics on how it might affect the decisions I make with my activities, social, vocational life. The results of this examination were two because of how closely related my answers were to both types. Though this is a good ball-park estimate on what kinds of traits I may have, it is not perfect.

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).

The validity of a test if very important, because it can make or break a test. The purpose of a test is to measure something specific. If the test has low validity it is not measuring what it supposed to measure. The Holland codes validity is measured through the different personality types. The test has shown to accurately predict a possible career choice for each participants (O’Connell 1971).

The Myers-Briggs Type Indicator showed reliability by using the test-retest method. This method showed a reliability ranging from .57 - .81. This test was tested for validity as well. It was tested against many other similar types of assessments to prove validity. All of the scores correlated to prove validity.

I chose the Myers-Briggs Type Indicator topic for my paper because I find it interesting. I have taken the actual Myers-Briggs Test through the career-counseling center on campus, and it gave me a bit of direction in my life. However, I thought it would be more useful to discover the background on it and see how it functions within business. I think using an inventory can tell people a great deal about themselves. Similar to the collection of inventories we have taken in class, they give invaluable insight to the way one works, thinks, and acts. This has basis in my area of study, psychology. I think knowing they way one thinks and communicates can help people reach and expand

Dan Shen, a professor at Beijing University, provides an insightful critical analysis of the test. He states that “through the interaction of various details in the text, the implied author suggests

In this section of my leadership development plan, I am asked to examine my personality using the Myers-Briggs Type Indicator, which was developed as a job placement tool during the 1930s and 1940s by Katherine Briggs and her daughter, Isabel Briggs-Myers, using the theories of personality presented by Carl Jung a decade earlier (Quenk, 2009). According to the theory, each person tends to fall on one of four sides of opposing scales. The scales are Introversion (I)/Extraversion (E), Sensing (S)/Intuition (N), Thinking (T)/Feeling (F), and Judging (J)/ Perceiving (P). Therefore, it is possible to establish sixteen total permutations of four-letter combinations. After taking the assessment, my personality resulted in the permutation INTP. In this paper, I will write about each of the individual personality components of INTP and discuss the ramifications of each.

Throughout the semester, I have come to learn many individual qualities about myself. However, they were qualities I had secretly already known. Obviously, anybody you meet is going to be confident about how self-aware they may be about themselves, but, only when you sit down and confront your personality you can discover who you really are. In terms of my self-awareness, I am clearly aware of who I am, yet I can be unaware of my tendencies. As a person, I can often loose track of the things I repeatedly say and do. I can further describe this as going somewhere so many times you lose track how you’re getting there. Like the trip from my house to the University of Regina for my 4:00 P.M. Organizational Behaviour Class. I am clearly

I would recommend the Myers-Briggs Type Indicator (MBTI) test to employers. The reasoning behind this is that this test has easily understood questions, it does not take long to complete, and the outcomes are very helpful. Knowing whether someone is an introvert or an extrovert, sensing or intuitive, and whether they think or feel can really help in the workplace. For example, Introverts are not going to work well with extroverts. This test is a better choice over the others because it does not require a trained individual, only a computer with internet. Also, the test is just yes or no answers, in some of the other test, a psychoanalyst has to show cards with images and how the person describes the images is supposed to relate to their personality.

Therefore, before writing and speaking to a particular audience in the organization or other social and political field that people usually work closely. We have to understand the audiences as individuals, for instances, the Myers-Briggs Type Indicator, emphasizes two significant dichotomies to identify ways that people differ. The extraverted types of people are energized by interreacting with other people. On the other hands, the introverted kinds of people focus their attention and get their energy from within. I believe that these two personality traits are essential to the terminate the individual audiences’ preferences, needs, and wants. The organizational culture plays a critical factor in the success of the organization because is the

The author of this article explains how his wife forced him to take Myers-Brigs type test. As he answered each question with his wife, he notice that there are questions he would answer that his wife thought was incorrect. He explains his thoughts and experiences while taking the self-assessment test. He disagrees on how the test labels people in organization based on their personality. He explains that curiosity a great way in understanding people. “True understanding comes from not knowing. Real connection comes from not knowing. Brilliant innovation and problem solving comes from not knowing” (Bregman, 2015, par.5). He explains labeling something will diminish the way we get to know a person.

The Myers-Briggs type indicator is a test that is designed to look for a psychological preference on how are seen in the world and how they make a decision. In essence allows on to see what kind of leader they are. The MBTI was created by Katharine Briggs and Isabel Myers. The way the test works is are you have answered the questions you will receive a 4 letter personality type. This will then correspond with a full breakdown of your personality type. Providing a very useful information. I conducted a version of this test online, in which my results came up to be an INTP. INTP stands for Introverts, intuitive, thinking, and perceiving.

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 testing and assessment refers to investigate into the features of a person’s aspects of character and psychosomatic make up. This is majorly done in organizations for numerous reasons. As recorded in Frank (2004), the initial making of personality assessment was to aid in easing the process of selecting workers for the army. Since this initial invention, much development has been experienced in personality assessment. This is apparent through the existence of timely mechanisms that have been simply invented to help in individuality assessment. The major tests that are in use up to this century are the five factor models, the MMPI and the MBTI by Meyers that uses Briggs indicators (Harwood, Beutler & Groth-Marnat, 2011).

We’ve all had some experience with personality testing in one way or another. Since the beginning of the twentieth century personality testing and psychological assessments have been a staple in the recruitment and selection processes in all manner of position. Be it high level executives down to janitors, no candidate is immune to what has become a trusted and normal practice in recruiting. There is currently a long-standing debate among HR professionals and sociologists alike regarding the effectiveness and relevance of testing and its application in making hiring decisions. In order to understand the effectiveness or lack thereof in regards to personality testing one must take a holistic approach and understand the