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Essays about the myers-briggs type indicator
Essays about the myers-briggs type indicator
Essays about the myers-briggs type indicator pros and cons
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In today’s competitive marketplace, companies are looking for every advantage to be the most efficient with the highest customer satisfaction. In order for corporations to achieve this goal, the individual teams and employees must be highly successful. To form highly functioning teams it is important for each team member to understand the goal of the team, how they meet this goal and how the team members interact. To understand how an individual behaves different personality assessments were developed. The purpose of this paper is to evaluate what the Myers-Briggs Type Indicator and the Big Five model personality assessements, why companies use these trait identifiers, and how using these indicators can improve teams and employee happiness.
What are Personality Assessments
Personality affects how and why employees act the way they do, with this information it is important to know an employee’s personality traits and what these traits can indicate. Both the Myers-Briggs Type Indicator® (MBTI®) and the Big Five model for personality assessment are popular based on the relative ease of use and time required to perform. The Myers-Briggs Type Indicator was first published in 1962 (MBTI Basics, n.d.). Since the first use of this indicator employers have utilized the information obtained to determine a personality type. This personality type can help explain and predict how a person responds to interactions and circumstances with others (Robbins & Coulter, 2009).
The 16 possible personality types described by the Myers-Briggs Indicator are formed from four dimensions: social interaction, preference for gathering data, preference for decision making, and style of decision making. Each of these dimensions offer two person...
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...A. & Langone, C. (n.d.). Jimmy Carter: Discovering the soul of a leader through an investigation of personality traits. Retrieved from http://www.leadershipeducators.org/Resources/Documents/Conferences/Memphis/manglelangone.pdf
Moffa, M. (n.d.) A critique of the Myers Briggs Type Indicator (MBTI)—Part I: One expert’s review. Retrieved from http://www.recruiter.com/recruiting-news/critique-of-the-myers-briggs-type-indicator-critique/
Robbins, S.P. & Coulter, M. (2009) Management (10th ed.). Upper Saddle River, NJ: Pearson Prentice Hall
The JHM Consultancy. 2006. Introducing the Myers Briggs Type Indicator (MBTI). Retrieved from http://evaapp.typepad.com/iabcuk/files/introducting_the_mbti.pdf
Watson, C.A. (2008). The relationship and differences between MBTI type, team skills and perceived team success in virtual and traditional teams. Ann Arbor, MI: ProQuest LLC
The 'Pittenger'. Cautionary comments regarding the Myers-Briggs Type Indicator. Consulting Psychology Journal: Practice and Research, 57(3), 210-221. University of Minnesota. (2016).
Have you ever wondered why you react to situations in the manner to you do? Whether you are calm and collect, or rigid and boisterous, the way you react to life is linked to your personality. Many different models exist to determine your personality type using answers from a series of questions or selecting between two opposing options. The most popularly used assessment is the Myers-Briggs Indicator Type test, which is based off the foundation of C. G. Jung’s work on personality types. The typology in the Myers-Briggs Indicator Type test yields results that determine if the person is introverted (I) or extraverted (E), sensing (S) or intuitive (N), thinking (T) or feeling (F), and judging (J) or perceiving (P). Each of these types corresponds
People on this planet have distinct personalities that differentiate them from everyone else. Personality refers to the “structures and propensities inside people that explain their characteristics patterns of thought, emotion, and behavior” (Colquitt, Lepine, and Wesson 278). Personality has the ability to shape the way people perceive who we are, telling them how we behave in a social environment. Being that there are more than 1,000 adjectives used to describe the types of personalities, the Big Five Taxonomy is used to summarize all those adjectives. In this paper, I intend to discuss the Big Five Taxonomy Dimensions in the workplace.
The Myers and Briggs Analysis is a series of questions that when answered are examined and grouped together in order to determine the personalities of those taking this test. This particular test can result in sixteen different outcomes or types of personalities, which is determined by four different categories that judge if you are introverted or extroverted, use your senses or your intuition, your choice to think or use your feelings, and finally if you are judgmental or perceptive. These series of questions are designed to judge our personalities and help us to determine which career pathways we will be most suited for based on our personality traits and abilities to work well with others, which is important for our future decisions.
The bases of this paper will be based on the results that I had obtained when I took the Myers-Briggs personality test. The results that I had obtained was that I was determined to be an ENFJ. I will go into depth about letter and how each represents that a specific aspect of my personality. The results that I had received were not what I had expected, but the more I read about the trait the more I realized how it suited me. I will also talk about the information that I had found useful from the book, Type Talk at Work: How the 16 Personalities Types Determine Your Success on the Job by Otto Kroeger, which gave me insight on how to interact with other personality types especially in the work environment. The information that I absorbed from the personality test and from the book will go into use in my personal and work life so that both environments will be cohesive and peaceful.
Robbins, S.P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
...Myers, Isabel Briggs., and Mary H. McCaulley. Myers-Briggs (MBTI) Manual: A Guide to the Development and Use of the Myers-Briggs Type Indicator. Palo Alto, CA: Consulting Psychologists, 1998. Print.
Personality is defined as a combination of characteristics or qualities that make up an individual’s character. There are tests that can help one decode their personality and understand their quality of what it means to be a person. The Myers-Brigg Type Indicator and the Big Five or Five Factor Model ate such tools. The Myers-Brigg Type Indicator is a psychological self-assessment which provides some insight to the takers personality. Although it can be a tool used for career planning and leadership development, the Myers-Brigg Type Indicator is better classified as a personality test that depending on the results of the assessment can help one with their decision making skills, build stronger relationships, and
Robbins, S. P., & Coulter. M. (2014). Management (12th ed.). Retrieved from: Colorado Technical University eBook Collection database.
Robbins, S. P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson
This paper researches the typical traits of the INTJ personality type according to the Myers–Briggs Type Indicator. Additionally, I will be discussing the opposite personality of INTJ, type ESFP. I will detail two past experiences where my INTJ personality posed problems. This paper will also explore strategies that may benefit the INTJ personality type, myself included.
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
Robbins, S., Decenzo, D., & Coulter, M. (2013). Fundamentals of management. Upper Saddle River, NJ: Pearson Education, Inc.
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
One of the most prominent trends in organization today is the use of team to accomplish the work, which have assigned to an individual. Every team is made up of specific individuals and they are specialized in certain area of interest. If one of the specifications is missing It can be reflected on their performance. It indicates that, every individual is important for the organization. An individual’s performance within an organization and its relationship with its subordinates and coworkers is highly influenced by the Big Five personality traits. My Big five test results depicted that I am traditional/conventional individual with significantly high percentile of conscientiousness and agreeableness. I also have lower neuroticism and slightly