...productive. Because of today’s demanding business environment companies are under more pressure and a strategic advantage could be in building an effective workforce through a variety of psychometric testing (Suman, 2009). One such psychometric test is the Myers-Briggs Type Indicator which is widely used in organisations today as a tool. This literature review aims to briefly describe the background history of Myers-Briggs Type Indicator and to understand the theory of the test. It also aims to identify and investigate research done on Myers-Briggs Type Indicator. One objective is to analyse research on its reliability and validity and also to understand the application of Myers-Briggs Type Indicator (MBTI) in different appropriate work and organisational settings e.g. team work. History MBTI is based on the writings of Carl Jung, a Swiss who worked with Freud before parting from him and developing his own theory. Jung was influenced by Freud but suggested that it was something wider than purely sexual or aggressive drives that motivated behaviour. He also shifted focus from Freud’s childhood centred personality development theory to a belief that personality development continues throughout life (Maltby, Day and Macaskill, 2010). When Jung analysed a patient’s case history through two different perspectives, Freudian and Alderian, and getting two valid but very different views of the patient Jung thought that there must be two different types of personality, one focusing on the...
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...prepared by Abhishek Shah Roll No. 2 Under Guidance of Dr. Hardik Shah 2 Contents 1. MBTI Basics 1.1. Short Guide to Development and Use of MBTI 1.2. Applications of MBTI for Everyday life: 2. Literature & Findings of MBTI A. Achieving Optimum Communication and Group performance B. Understanding your client C. Creating a new culture D. Emotional Marketing E. Reflective thinking for decision making F. Decision Making G. Forward Thinking H. Split Personality I. Selecting Majors J. Influence on Interviewer reactions K. Leadership traits in Project Management 3. Learning and Implications 3.1. Learning 3.2. Application Based on Past Experience 3.3. Theoretical & Practical Implication Sources and References 3 “Whatever the circumstances of your life, the understanding of type can make your perceptions clearer, your judgments sounder, and your life closer to your heart’s desire.” --ISABEL BRIGGS MYERS [1] MBTI Basics: 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. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment. [1.1.] A Short Guide to the Development and Use of MBTI: Below is a short guide to identify your type; ask yourself Favorite World: Do you prefer...
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...psychologists, including Abraham Maslow, Carl Rogers, Albert Ellis, Karen Horney, Timothy Leary, David McClelland, Harry Stack Sullivan, as well as management scholars, such as Fredrick Hertzberg, Douglas McGregor, and Ralph Stodgill. It is designed to provide individuals with an opportunity to identify specific strengths in their thinking and behavior, as well as any “stumbling blocks” that may be standing in their way. As such, the LSI is used to initiate positive changes in how people approach their work and interact with others— changes that can increase both their personal and professional effectiveness. In contrast, the Myers-Briggs Type Indicator® (MBTI®) measures preferences rather than thinking styles. More specifically, it is a system for classifying the ways in which people become aware of, perceive, and judge events. The MBTI is an application of Carl Jung’s theory of psychological types. It is designed to help individuals become acquainted with their own preferences as well as the preferences of others based on the four...
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...MBTI Personality Test Dear Future Chief Resident: The following test is designed to measure your MBTI Personality type. We will be discussing the theory behind this test, and the results it demonstrates, during the session on “Leadership and Personality Types” during the second day of the conference. The session will be much more valuable to you if you have completed this test PRIOR to the session. Completing the test should only take 15 minutes or so. You can complete it on paper, or can use a web based version located at http://DOMWebserver.Hitchcock.org/mbti/. The web based version has several benefits: 1) You do not have to score your results, as the web page does so for you, 2) You will receive a detailed type report immediately after completing the web based survey, and 3) I will be able to present your group’s specific data at the session. Several hints about how to best complete this survey: There are no right answers to any of these questions. Answer the questions quickly, do not over-analyze them. Some seem worded poorly. Go with what feels best. Answer the questions as “the way you are”, not “the way you’d like to be seen by others” Do not look at the scoring sheet until you have completed all the questions. Thanks for your time, and I look forward to reviewing this at the session! Sincerely, Harley Friedman, MD Program Director, Internal Medicine Dartmouth Hitchcock Medical Center MBTI Personality Type Test 1. At a party do you: a. Interact with many, including...
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...The results from the four psychology surveys seem to describe me relatively accurately. The one that piqued my interest the most was the Myers-Briggs test, commonly known as MBTI. The first time I took this test (early high school), I was extremely surprised to learn that there were others with my thinking and behavioral preferences, as I had never identified another INTP in the wild. The scores that I got that time were peculiar, as I scored 100% on all Introversion, iNtuitive, Thinking, and Perceiving scales. This did not occur when I took the survey for this class. In contrast, this time I scored 84% on Introversion, 78% on iNtuitive, 94% on Thinking, and 31% on Perceiving. Throughout the years, I have become much more balanced and have...
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...applicable to person’s everyday life. The MBTI is a psychometric instrument designed to sort people into groups of personality types. Jungian theory posits that there are different functions and attitudes of consciousness. Perception is the means by which one becomes aware of people, things, events, and concepts; judgment is the means of coming to conclusions about how to handle the information thus gathered (C.J. Jung’s Theory of Types, 2012). Applications have been made across a broad spectrum of human experience, including in areas such as counseling and psychotherapy; education, learning styles, and cognitive styles; career counseling; management and leadership in business organizations and the military services; and health-related issues. A. The MBTI has a unique and interesting history. Unlike most personality inventories, it was initially designed to facilitate research interests, and only later adapted for general use. 1. “The MBTI is a self-report questionnaire that assesses type preferences on Extraversion-Introversion (E-I), Sensation-Intuition (S-N), Thinking-Feeling (T-F), and also on Judgment-Perception (J-P)” (C.J. Jung’s Theory of Types, 2012). 2. “MBTI types are described using four letters indicating preferences on each scale. This results in sixteen types” (C.J. Jung’s Theory of Types, 2012). B. With administration to more than two million people annually in the United States alone, the MBTI has become the most widely used and reliable...
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...Case Questions 1- What kind of information is conveyed by the technology at the disposal of TV channel like MTV? Television became an important part of our life, so much that it is difficult to say whether it is a luxury or necessity. In present scenario, seems quite correct when he states that ‘Family is the most important influence in a child's life, but television is not far behind’. Television, with its capabilities of video, audio and motion, is a strong, modern mass medium of transferring information to mass audience in current age. It is like a Trojan Horse with lots of surprises. Similarly Lecate (1997) points out “Television can offer the best and worst of things. When received by the maximum number, television is a formidable tool in the transmission of knowledge and is therefore of public benefit”. In less than a decade – from the mid-1980s to the mid-1990s – the numbers of television channels, television sets in households and hours spent watching television have more than doubled. Satellite television reaches all continents, trans-national satellite channels offer many times the previous numbers of channels, and numerous niche channels that target narrow segments of the population have been introduced–not least channels that target young viewers. Among several uses, educational use of television is a prominent one. The public broadcasters of many countries routinely provide locally-relevant and explicitly educational television, often to support subjects...
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...Intuitor, Thinker, Feeler, Senser: Which One Are You Talking To? The same message hits different people in different ways. But if you understand personality styles, you can tailor messages to fit. You’re excited and can’t wait to tell your team the good news: Your department has been asked to put together an ambitious product development plan. It’s a great opportunity to showcase the diverse talents of your team and increase your unit’s visibility in the company. So you gather everyone together and deliver the news. But your announcement falls flat. A few people seem engaged, but the enthusiasm you expected just isn’t there. What’s going on? Paradoxically, the problem may lie in one of your team’s strengths—its diversity. The team members all heard the same words, but they didn’t all hear the same message. The good news is that it’s fairly easy to get over such a communication disconnect. The key lies in understanding personality styles and honing your communications accordingly. The psychologist Carl Jung observed that people have certain psychological habits and preferences that influence how they process information, make decisions, and communicate with one another. By understanding different personality styles, you can tailor your own communication style to suit those of the people around you. Result: You convey your message in a way that will be most easily understood by listeners—and cut down on the risk of miscommunication. “Those people who read the style of the individuals...
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...1. Determine the leadership style that Peter Vyas exhibited as he considered the group’s proposal and provide examples of his behavior. Of the four leadership styles, participative, consultative, delegative, and directive, discussed in Lewis’ book Project Leadership, Peter Vyas exhibited a participative leadership style. The manner and approach Peter Vyas used when providing direction, implementing plans, and motivating his team exhibited traits of a participative leader. This particular style of leadership involves the inclusion of one or more employees in the decision making process when determining what to do and how to do it. One example of Vyas participative leadership style was him listening to his team and backing their recommendation to develop a “small-scale oxidation system that enabled waste-water disinfection in small batches” (Custom Book, 2011, p. 6). Once Vyas decided to go forth with the project, he convinced other business units to assist by allowing members of their departments to become team members. Throughout this case were examples of Vyas participative leadership as demonstrated in statements like “The team decided to refocus a second-generation product on specialized applications in Western countries where funding was more available. “. . . The team decided to recommend a retail price of $2,000 ($1,000 wholesale price) for a residential irrigation mini-oxidation system (RIMOS) capable of supporting a 10,000 square-foot lawn” (Custom Book, 2011...
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...The more I would continue to navigate in different websites, I was more certain that my type of style is Assertive style. (MBTI, Myers-Briggs Type Indicator) Lists the three types of style Aggressive, Passive, and Assertive style. Not only does it give the reader the definition on the styles moreover of the beliefs, type of communication, characteristics, behavior, nonverbal cues, verbal cues, confrontation and problem solving, feelings and lastly the effects. What did I learn from taking this assessment? Well for one, is maintaining integrity towards myself and others. By keeping our promises, we would be reflecting the character of a person with strong moral principles while keeping the trust of those within our life. I've always been the...
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...15-17 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .page 17-20 References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . page 21-23 Abstract The purpose of this literature review is to determine if the Myers-Briggs Types Indicator possesses the necessary validity and reliability to be considered an appropriate tool for use in industrial/organizational settings. Some research has disputed the accuracy of its psychometric properties, including Furnham (1990) who asserts that the MBTI is too vulnerable to individuals who falsify their answers. Another critic is Pittenger (2005), who believes that the inventory’s lack of continuous scales for personality classification render it unreliable and invalid. Finally, Michael (2003) asserts that not only is the MBTI lacking in psychometric properties, he also states that it does not serve a valuable role in matching suitable job candidates with positions. He suggests that the situation rather than one’s personality...
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...The Myers-Briggs Type Indicator® (MBTI) is a psychometric test used to measure psychological preferences in how a person makes decisions and perceives their surrounding environment. A mother-daughter pair, Katherine Briggs and Isabel Myers developed the test based on the typological theories of Carl Gustav Jung. After more than fifty-years of research and development, the MBTI has become the most widely used and respected personality tool. Eighty-nine companies out of the US Fortune 100 make use of it for recruitment and selection, or to help employees gain a better understanding of themselves and their colleagues (Psychometric Success, 2013). The primary theory behind the MBTI is that each person's personality fits into only one of sixteen types. These categories are based on four features of personality, each consisting of two opposite preferences called dichotomies. The MBTI combines an individual’s preferences from each dichotomous pair, denoted by a letter, to yield one of the personality types. Each type is equally valuable and according to the theory, everyone has an innate preference that determines how he or she will behave in all situations (Myers-Briggs, 2013). The four dimensions are: Extroversion (E) vs Introversion (I). This dimension reflects the perceptual orientation of the individual. Extroverts are said to react to immediate and objective conditions in the environment. Introverts, however, look inward to their internal and subjective reactions...
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...However as I went through the article, there was few problems and I strongly agree to some of them. Especially, I also think feeling type has to divided into different categories because people with different perspectives and experiences can observe the meaning of "feeling" in different ways. When I look at the word "feeling", I think of love or family but people who just experienced bad events and took MBTI, they could think of anger or depression. In the article, it says that the author had two different MBTI results. My RSM100 professor said the similar thing in his lecture. He said that he took MBTI twice and the results were different. And he pointed out the same point that it does not mean that you have Schizophrenic but it is one of the weakness of MBTI. I think it is good that I learned this point twice in my life already and will not panic when I get two different results on MBTI in future. I think defining or judging one with this MBTI result does not make sense. In fact, I think determining what kind of the person is should not be influenced by one's MBTI result at all. However, It says that 89 of the 100 Fortune companies uses it. I want to learn more about where and why they use...
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...Personality Inventory an INTJ Consideration Alyssa Bergermann Eastern Michigan University Personality Inventory an INTJ Consideration Personality tests, a long studied branch of psychology; within this long period of focus psychologists have labeled few tests as reliable staples that individuals unfamiliar with psychological backgrounds can easily interpret. The MBTI, Myers Briggs Type Indicator test’s purpose is to take the designated personality types conceived by C.G. Jung and shift them into more understandable concepts relatable to an individual’s life (Myers & Briggs Organization, 2014). Focusing on an INTJ test result, we will compare the examinee’s personality traits to those described by her MBTI result. Evaluation of these results will confirm whether she feels the test was accurate or if she disagrees with some aspects of the test. We will also assess for areas where the examinee may feel she has learned something new about herself from the provided INTJ test score. Scoring for the MBTI involves consideration of how the examinee responds to the provided questions. These questions are reported in an analytical fashion that allows results to focus on specific personality criteria (Myers & Briggs Organization, 2014). Our results included the letters INTJ, these letters stand for the personality designations of the examinee. Considering that these results pertain to the following personality breakdown, introvert (22%), intuitive (28%), thinking (19%),...
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...Identifying Strengths and Weaknesses Organizational Leadership March 11, 2013 Identifying Strengths and Weaknesses The ability to identify strengths and weaknesses in potential candidates as well as existing employees is a vital business practice and leadership skill for building high performing teams and successful companies. Organizations use a number of methods to classify potential candidate but the most common method is the Myers-Briggs Type Indicator (MBTI). The MBTI is a questionnaire test that provides situations and scores on how the individual thinks or acts to those situations. Classifications of the MBTI is extrovert or introvert, sensing or intuitive, thinking or feeling, and judging or perceiving. These classification result in 16 personality types and forces testers into one type with no in between for flexibility (Ribbons & Judge, 2013). Results from MBTI is good for self-awareness and career development only. Leaders who use MBTI testing in the first step of employee development usually approach the personality types to find areas of opportunities instead of focusing on the strengths of his or her employees. For cultivate high performing employees, leaders should build on the employee strengths and manage around his or her weaknesses (Robin, 2008). A happy and confident employee will grow in skills and dedications. Their engagement will be more proactive leading to positive and timely results the will further increase the professional maturation of...
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