The Mbti Assessment

First, leaders must know their workforce 's skill set; what drives the individual and the personality traits that can promote or hinder team success. One way to gain personality information is through the use of the Myers-Briggs Type Indicator (MBTI). When the workforce takes the MBTI assessment, it can identify the types of jobs one would be satisfied in doing and the way the

Proponents of the MBTI claim it is the most widely used psychometric test in the world, with an estimated 3.5m tests administered each year in the US alone. It has been translated into two dozen languages and is used in Canada, the UK, Australia, New Zealand, Japan, Germany, Italy, Singapore, Korea and many other countries. Its popularity owes much to the fact that business communities across the globe have found it of practical value – not least because of empirical evidence correlating ‘psychological type’ (as defined by the MBTI) with occupational role. The tool is used to assist decision-making in a variety of management training and personnel areas, including recruitment and selection, career counselling, team-building, organisational change, individual and

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).

Personalities are reflections of who people truly are at their core. This past week each team member completed a DISC Platinum RuleTM Behavioral Assessment. As stated in the assigned reading, this assessment provides its users with the tools for becoming a better person, the ability to behave more maturely and productively, and to be more successful. Recognition of different personality styles are observed as each team member completes the assessment. All patterns may not work for everyone. However, these patterns are valuable to building relationships.

Type Talk begins its presentation of preference alternatives by introducing them in pairs: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. These are immediately followed by a detailed examination of the basics of Typewatching from Jungian theory. These basic functions are described as “information-gathering” and “decision-making”. If we gather information in an exact, sequential manner our preference is toward “S”ensing or if we gather in a figurative, intuitive manner our preference is to be iNtuitive. (pp. 23-25). Our decision making is either detached, analytical and objective, marking us as a “T”hinker or if done on an

I am an Extrovert, Sensing, Thinking, and Judging individual. To further describe my personality, ESTJ’s show traits of being open-minded, hard working, outspoken, and rational (ESTJ, 2017). Interestingly, the Myers Briggs test does a successful job of identifying my personality traits. Furthermore, as an ESTJ, I can be described as loyal, honest, organized and strong-willed. Yet ESTJ’s can also be described as stubborn, judgemental, and emotionally unavailable (ESTJ Strengths, 2017). Although I can fit a number of these traits like hard-working, organized and rational, in my eyes, the Myers Briggs only opens a small window of who I really am and what my personality is. In relation to the Johari Window, the MBTI only adds a small amount of information to the small window of what I actually

Professionals in the field of psychology have countless personality assessment tools at their disposal. The Myers-Briggs Type Indicator (MBTI) is one of these instruments. The characteristics, uses, and purposes of this instrument will be

Today we are discussing the Myers-Briggs Type Indicator. We will also be discussing my results. I will then cover the strengths, as well as the weaknesses of my given four letter type. I will then explain how this test would be useful for employers. I will also be explaining how this test would be useful for a clinician while trying to promote meaningful interventions in treatment.

The Myers–Briggs Type Indicator (MBTI) enables an individual to gain a deeper insight into their inherent personality traits. For some people, they have had prior knowledge or underlying assumptions about their personality, but this test provides clearer information about each of their identifiable traits. According to the MBTI in Human-metric personality test, my scores were 22% (E) extroverted thinking more than introverted, 9% (N) intuitive as oppose to sensing, 16% (T) thinking more than feeling, and 12% (J) judging as compared to perceiving. Thus, my personality type is ENFJ. The ENFJ personality group is described as a minority group that consists of natural-born leaders, and people filled with passion, and charisma for example, Barack Obama and Oprah Winfrey; they are notable members of this group, also known as the protagonists (16personalities, 2016). The protagonists apprehend pride in providing guidance for others to improve individually and to improve the community at large (16personalities, 2016). The protagonists find it naturally easy to communicate with others and excel at communicating with other people in person (16personalities, 2016).

The test critique is based on the Myers-Briggs Type Indicator. This was a mother and daughter joint effort of Katharine Cook Briggs and Isabel Briggs Myers developed the MBTI®. They have been fascinated with enduring work on Carl Jung's theories in the 1920’s regarding psychological type preferences. Carl Jung believed that theories can be applied in real life situations as well as in real world applications. During

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.

The Myers-Briggs Type Indicator (MBTI) test was developed by Katherine Briggs and her daughter Isabel Myers in the early 20th century. Their dedication to developing this test was inspired by the work of Swiss psychiatrist Carl Jung who introduced the theory of psychological types. The personality test taken, identified me as an ISTJ with the temperament of SJ. The results of this test will be explained by analyzing to some degree what makes me preferential to some type traits over others and how it has defined many of my choices and decision making. My ISTJ typology assessment will also include information based on my professional experience to support where I had been both efficient and inefficient and how it could potentially affect particular assignments or coworkers. I will also explain how MBTI influences the workplace with similarities and differences between individuals, noting that some personality types are better suited to certain careers and how workforce diversity also applies to MBTI. The parallel between the biblical covenant and organization behavior will also be explained with their likeness.

The MBTI seeks to classify people into one of two groups in four different categories. The first pairing of traits attempts to measure whether a person has more of a preference towards extraversion or introversion. The second type pairing compares sensing versus intuition. People who are more inclined toward sensing rely on their five senses and focus on basic information to assess a situation, while people who are more intuitive interpret things more loosely and rely on a gut feeling. The third duo- thinking versus feeling- shows how a person prefers to make decisions. People who are more of a “T” like to use logic and analytical skills to come to a conclusion, while people who are more of an “F” like to consider emotions, circumstances, and other people. The last pair, judging versus perceiving, is able

The Myers Briggs Type Indicator is a personality test based on the theories of Carl Jung. Jung developed the theory of psychological types where people are divided into four preferences. The groups are extroverted/introverted, sensing/intuition, thinking/feeling, and judging/perceiving. There are 16 different potential personality types with the majority of the world’s population fitting into only eight of the 16 preferences. Extroversion and introversion involves a person’s preference in dealing with the external world. Sensing and intuition deals with how a person prefers to gather information. Thinking and feeling are a preference on how to make a decision. The final pair, judging and perceiving, are a reflection of a person’s lifestyle including structure and spontaneity.

A psychiatrist and psychotherapist by the name of Carl Jung[1] said that people experience the world through four psychological functions: sensation, intuition, feeling and thinking. One function being dominant for a person’s entire life. Katherine Cook Briggs and her daughter Isabel Briggs Myers wrote a book making it easier to understand how these four functions make up one’s personality. They came up with 16 variations of the four functions which indicated two were preferred, one dominant and the other tertiary. The way they were able to analyze this information to make it more understandable was through the results of a test called The Myers-Briggs Type Indicator ( MBTI)[1].