The Myers-Briggs Type Indicator Analysis

The need for another personality test seems small. Personality tests have been in use in American since 1943 when the Meyers Briggs was first published (OPP, 2015). The field is now very diverse. With the Meyers Briggs and Smalley’s Animal Types on one end to What Star Wars Character Are You? On the other, these tests run the gambit from serious to funny, and then on down to time wasters. To really prove your usefulness, a new test must fill a niche in the market. Something only your test can provide. However the 34 vaguely worded themes give no great bit of detail to really

the only area which I felt were not accuract to my personality were the career list it gave me. It gave me a lot of jobs that insist on mathematically reasoning, which is not a strong point of mines. Other than this I was surprised at the test’s accuracy.

I personally think that this test got some of my personality traits but not all of it was spot on. It said that I am an

The Myers-Briggs Type Indicator over the years has become an extremely popular test among the average individual and the large business corporations. It fascinately breaks down people’s personality and gives them a rough code for how their brain function and what they are more inclined to do depending on the circumstances. Despite the Myers-Briggs Type Indicator large popularity there are many stipulations and suspicions about the credibility of the test. The two major arguments that are presented in David Pittenger’s article Cautionary comments regarding the Myers-Briggs Type Indicator are large businesses using the Myers-Briggs Type Indicator test as a tool to indicate who should be hired for particular jobs and accersey of test results, especially when the individual takes the test again and

The Myers-Briggs Type Indicator was developed by Katherine Briggs and Isabel Myers-Briggs. The test was designed for individual’s ages 14 and older. It was also written on a seventh grade reading level to ensure complete test comprehension (Fleenor, 2001). Each of the 93 items on the test measure only type of personality to ensure simple and accurate scoring (Fleenor, 2001). The purpose of the MBTI is to classify individuals on each of the four levels as identified in Carl Jung’s theory, and then provide them with a description of their personality as a result of their test (Fleenor, 2001).

Each and every individual has different personalities, however these personalities can be grouped into 16 different types through Myers-Briggs Type Indicator (MBTI) (Myersbriggs.org, 2016). Being able to acknowledge what type of personality others contribute too, allows one to understand them and their strength and weakness. No type is better than another, each type faces situations in different ways, to determine ones personality type the MBTI test can be calculated to allow one to know which personality group they accompany (Myersbriggs.org, 2016). The test determines whether a person is Extrovert Vs Introvert, Sensing Vs Intuitive, Thinking, Vs Feeling, and Judging Vs Perceiving. Through this test I was placed in the ENFP group which

While, the results of the Myers and Briggs Personality Type test did not surprise me; however, I was startled as to how accurate the test described my personality.

The Myers-Briggs Type Indicator® (MBTI®) helps individuals realize their personalities hence learn their strengths and weaknesses in their field of work. The random behavior an individual conducts on daily basis is thought to be orderly and consistent and differs with personalities as people use their perception and judgment in different ways. The best way to conduct this test is through an experienced MBIT administrator, however, there are online tools than can help one achieve almost similar results. Our life experiences play an important role in this test as what we have done or have been doing is what determines the answer an individual gives.

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.

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 Myers-Briggs Type Indicator is a test to determine how people respond to the world and make decisions by asking various common questions. This test is developed by Isabelle Myers Briggs and her mother, Katharine Briggs. The questions are outlined about four functions (sensation, intuition, feeling and thinking), two attitudes (extroversion, introversion), and two lifestyle preferences (judging, perception). This test indicates different types of Cognitive Styles and gives the test takers skills from the above eight categories to give FOUR basic differences in personality traits (sensing vs. intuition, thinking vs. feeling, judging vs. perceiving, and introversion vs. extroversion). The first two, relate to how a person perceives the world, and takes

When looking at the chosen test there is desirability about it. It looks simple and colourful. The instructions and questions are clear and readable. There are also other sections on the 16 Personalities test website that talks about the theory behind the test as well as statistics about the test, which allows the test taker to gain knowledge about the purpose and understanding of the report after the test has been taken. Another type of validity is differential validity, which refers to whether a test is able to generate different characteristics for different test takers (Foxcroft & Roodt, 2013). The chosen test is a personality measure, which implies that is should be able to distinguish between the different personality types according

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.

Personality tests, and more specifically, one that follows Carl Jung's and Isabel Briggs Myers' typological approach, can be another means of exploring the possibility of gaining understanding about ourselves. In my own assessment, I discovered results that uncovered the reality that the test does have some merit for consideration and application when it concerns personality delineation.

The test is simply comprised of 96 yes or no questions. These questions are based around 4 simple ideas. The first is about extroversion versus introversion. These questions can indirectly determine how outgoing you are versus how much you like to keep to yourself. Next is sensing versus interpretation. Are you more comfortable with being taught something by someone