Myers Briggs personality Inventory - Essay Example

?Human Resources Table of Contents Table of Contents 2 0 Overview of Myers Briggs personality Inventory 3 2.0 Critique of Myers Briggs Personality Inventory 8 3.0 Reflection on the Implications for Understanding Ones Behaviour with Others in the Workplace 9 4.0 Conclusion 12 References 13 Bibliography 15 1.0 Overview of Myers Briggs personality Inventory The theory of ‘Personality Inventory’ was developed by a Swiss psychiatrist, Carl Jung in the 20th century with the purpose to express the preference of basic individual and describe differences and similarities between one people to another. His theory was unapproachable to the general people. Thus, a team of mother-daughter, Isabel Myers and Katherine Briggs expanded the work of Carl Jung by developing an instrument in order to help people in identifying their preferences (Prem, n.d.). The instrument is well-known and is based on human psychology. It is used as a device for understanding and discovering various normal human personalities and can be used in variety of applications for example academic counselling, conflict resolution, career development relationship counselling and leadership training. The Myers-Briggs Type Indicator (MBTI) instrument makes use of four dichotomies which differentiate one people from another and consign them as ‘type preference’. The four dichotomies are as follows: Extraversion-Introversion: This indicates whether people have a preference over acquiring personal energy from the external world of actions and people or from internal world of thoughts as well as ideas (University of Kentucky, 2011). Extraverts get easily adjusted to external environment and prefer to involve in large groups of people. They enjoy while working in groups, learn anything by discussing with others, act in any circumstances without thinking and are expressive as well as outgoing. Introverts may act slowly over any action. They are accustomed to inner world and prefer to communicate with others through writing than talking. They enjoy while working alone and learn anything through psychological practise. For example, extravert prefers to talk to people and introvert prefers to read books (Prem, n.d.). Sensing-Intuition: This indicates the way through which people take information whether they focus on actual or real based meaning or prefer to apply or interpret the meaning to what they observe (University of Kentucky, 2011). The people who have a preference over sensing use facts and detailed information as well as give emphasis to realistic object. They take time and examine carefully before taking any conclusion. They use their five senses while observing and memorising certain things. The people, who prefer intuition, provide emphasis to hypothetical object and visualise any matter. They quickly jump into conclusion without proper judgement. They use their sixth sense while observing certain things (Prem, n.d.). For example, people who prefer sensing is down-to-earth and extremely dependent on past experiences where as people who prefer intuition are considered idealists and rely much on the future (Prem, n.d.). Thinking-Feeling: This indicates the way through which people make decision whether the people is depended on their rational thinking or influenced by their concern for themselves and others. The people who prefer thinking is analytical. Besides solving problem logically they also provide realistic solution and endeavour for right objective pattern. They use cause-and-effect analysis while taking any decision. They want that everyone should be treated equally without discrimination. The people who prefer feeling are empathetic and kind in nature. They are guided by individual value and want everyone to be treated as an individual. They try hard for harmony as well as positive relations among each individual (Prem, n.d.). For example, people who prefer feeling over thinking are usually predominant in helpful professions which include counsellors. They provide emphasis to fulfil the need of other people and may seek realistic clarity while solving the argument or dispute. Judging-Perceiving: This indicates the way through which people manage their life and contact with the outer world. It reflects the way through which the life is managed either in orderly or spontaneous manner. The people preferring judging are organised and decide anything more quickly. They strive to finish one project before starting another. They are not interested in surprises. The people preferring perceiving are unplanned and flexible in their lifestyle as well as making decisions. They take maximum time to decide anything and take pressure at the last moment. They take pleasure in surprises (Prem, n.d.). For example, people who prefer judging have everything in order and in a scheduled manner. On the contrary, people who prefer perceiving adapt to changes (Prem, n.d.). Based on these four categories of ‘type’ preference, sixteen different types of personalities have been discussed as follows: 1. ISTJ – (Introverted Sensing with Thinking): These people are reliable and often try to make modification in their mates along with other people. They make good bank examiners, accountants, auditors, tax examiners and supervisors in home, business and others. 2. ISFJ – (Introverted Sensing with Feeling): The people in this category get used to work and services. They may experience tiredness and tend to be attracted to trouble maker. They are good teachers, secretaries, librarians, nurses, housekeepers and middle managers. 3. INFJ – (Introverted Intuition with Feeling): They are serious students as well as workers who prefer to make good contribution. They build good spouses but prefer to be physically reserved which seems that they are intuitive. From this type a good practitioner, therapists and ministers can be developed. 4. INTJ – (Introverted Intuition with Thinking): They are independent people with single-minded. They are devoted to logic and ideas and are drawn towards scientific research. 5. ISTP – (Introverted Thinking with Sensing): These people are action oriented and are not scared of anything. They prefer tools, weapons, instruments and are generally technical experts. They are less interested in interactions and are hyperactive. They seem to perform badly in school. 6. ISFP – (Introverted Feeling with Sensing): They are shy and less talkative but prefer sensuous action. They are interested in painting, composing, sculpting, dancing and have a likeness for nature. They are not big on commitments. 7. INFP – (Introverted Feeling with Intuition): The people are idealistic self sacrificing, to certain extent cool or reserved. They are family and home oriented. They are generally interested in religion, psychology and architecture but are not interested in business. 8. INTP – (Introverted Thinking with Intuition): They are faithful, preoccupied and bookworms. They have high-quality at mathematics, logics and make good philosophers along with theoretical scientists rather than making sales people or writers. 9. ESTP – (Extraverted Sensing with Thinking): They are non-oriented people, who are often sophisticated and now and then brutal. They are thrilling and charming with mates but feel trouble in commitment. They make good entrepreneurs, artists and promoters. 10. ESFP – (Extraverted Sensing with Feeling): These people are extremely generous and impetuous. They are less resistant to anxiety. They build good performers, interested in public relation and love the phone. They keep away from intellectual pursuit mainly science. 11. ENFP (Extraverted Intuition with Feeling): The people in this category love surprises and novelty. They are emotional and expressive. They are good at politics, acting, advertising and sales. 12. ENTP (Extraverted Intuition with Thinking): These people are lively in nature and are not orderly. They are economically quite dangerous with mates. Their analysing skill is much higher and make good entrepreneur. 13. ESTJ – (Extraverted Thinking with Sensing): These people are responsible parents and mates as well as dedicated to the workplace. They are realistic in nature, love tradition, and are down-to-earth and orderly. 14. ESFJ (Extraverted Feeling with Sensing): These types of people prefer harmony and they have ‘strong shoulds and should-nots’. They are dependent on their parents at first and then on their spouses. They perform well in service occupation and make good personal contact. 15. ENFJ (Extraverted Feeling with Intuition): The people in this category are easy speakers and are likely to idealise their friends. These types of people can make good therapists, parents, executives, teachers and salespeople. 16. ENTJ (Extraverted Thinking with Intuition): These people have lot of expectation from spouses as well as kids. They provide preference to structured organisation and are expected to make good administrators and executives (Berger, 2005). 2.0 Critique of Myers Briggs Personality Inventory Various psychologists criticised the MBTI instrument claiming that the convincing validity data is lacking. Psychological theory of Carl Jung is not based on any scientific theory and so is the MBTI. Thereby, Jung’s theory based on introspection and anecdote is not accepted by various modern psychologists. The statistical legitimacy of the Myers-Briggs Type Indicator (MBTI) as a psychometric instrument has also been subject to criticism mainly the ‘dichotomous scoring of dimension’. A half portion of the published material on the MBTI has been generated for conferences of the Center for the Application of Psychological Type or as papers in the Journal of Psychological Type. It has been observed that it lacks in scrutiny and falls into an argument. The terminology of MBTI has also been criticised as being much indistinct and general. MBTI lacks logical possibility which may cause biasness in the analysis of results. Consequently, the consistency of the test has been interpreted as being low, with test takers who retake the test often being allocated a dissimilar type. Sceptics claim that the Myers-Briggs Type Indicator (MBTI) lacks logical meaning, which can cause biasness while interpreting the results with the terms of the MBTI. The relevance of the Myers-Briggs Type Indicator (MBTI) for career-planning has been a matter of issue, with uncertainties concerning about the relevance of the type for job performance or satisfaction and worry about the possibility of misuse of the instrument while labelling individuals (Berger, 2005). 3.0 Reflection on the Implications for Understanding Ones Behaviour with Others in the Workplace ESTP personality types direct their energy towards the external world of action. They resolve problem, take action, actualise concepts as well as ideas and brings them to the final result. This type of people provides preference to work in realistic organisational issues (Team Technology Online Business Resources, 1995). They prefer to live in present and reality. They do not provide importance to hypothetical issues and do not take into consideration without practical application. They have no patience and expect immediate result for their work or effort. They are extremely energetic and fast-paced, adapt themselves in any environment and are flexible in nature. They have no fixed plan and work in any situation. Their observation power is high, have excellent memory power, tremendous communication skill, not scared for risk and get involved in it and are showy in nature. They can analyse the problem rapidly and provide immediate solution to it (Tan, n.d.). Work Style The work style of ESTP is a potpourri of different things, which is largely driven by whatever works for that particular moment. They are extremely dynamic and productive when huge incentives are provided and the reverse case occurs when incentives disappear. They are seldom controlled by set of rules and procedures. An unstructured argument in the organisation takes place when ESTP is around. They are less likely to take charge while following other programs (Isachsen & Berens, n.d.). Under Stress Under stress ESTP personality types become extremely impulsive and inflexible. They start ignoring rules and deadlines. They get violent at the cost of career as well as relationship. They may possibly withdraw without expression of emotion. Due to continuous confinement their stress increases and tries to take revenge by mocking the value of other people. ESTPs revitalise their fading spirits and at the same time punish their intimidator (WSC Counselling Centre, 2001). Suggestion for Development The ESTP personality is dominating in nature and takes advantage of other’s weaknesses. Thus, they must not utilise the weak point of other people for their own benefit. Due to over confidence they rarely ignore major problems; thus confidence level should be kept to a certain extent less. They should not follow other’s pre planned programme and must make their own planning before action. Their fickle mindedness makes them to change the job frequently, thus they need to be consistent in the job for career development. They should not provide much focus on challenging activities and keep balance in relationship and other works (Tan, n.d.). Difference from Other Personality This type of people has an excellent observation power thus making them good at evaluating as well as assessing the motives of other people distinctly and providing instant solution to the problem. My excellent communication skills with the people make me different from other personality types of the workplace. Thus, ESTP personality person can be good salesperson. I also possess a special ability as I can react quickly and assess anything in emergency situation in the workplace or outside the workplace than my other associates. For their action orientation personality they are most suitable in police work. As I am not structured at all I would rather not prefer to work in the environment where structured models are followed. I cannot work in the place where high level theory is required without any reason and always desire for quick outcome out of my performance rather than other people. This personality type makes me different from my colleagues in the organisation. Thus, I prefer to choose a career where lot of interaction with the people are required (Tan, n.d.). 4.0 Conclusion From the observation of overall personality types, it can be concluded that there are various personality traits of an individual. Thus, people differ from one another based on their personality. These traits of personality represent the behaviour of a person in his workplace, his working style, concern about career, relationship in personal as well as professional life, quality of work in stress conditions and personal growth. The sixteen personality types as mentioned above help to find easily the personality type of a person. References Berger, V., 2005. Criticsm. Myers Briggs Psychological Test. [Online] Available at: http://www.psychologistanywhereanytime.com/tests_psychological/psychological_tests_myers_briggs.htm [Accessed March 01, 2011]. Isachsen, O. & Berens, V. L., No Date. ESTP in Professional Life. Personality Type Description. [Online] Available at: http://www.midwgroup.com/get_file.php?file=220 [Accessed March 01, 2011]. Prem, K., No Date. Development of the MBTI Instrument. Myers-Briggs Personality Type Indicator – MBTI. [Online] Available at: http://www.aiaa.org/pdf/myaiaa/workshop/mbti.pdf [Accessed March 01, 2011]. Tan, M., No Date. ESTP Traits, Strengths and Weaknesses. Profile of the ESTP (Promoter / Doer). [Online] Available at: http://idigitalcitizen.files.wordpress.com/2011/02/estp-profile-promoter-doer-pdf1.pdf [Accessed March 01, 2011]. Team Technology Online Business Resources, 1995. ESTP Personality Types. Home. [Online] Available at: http://www.teamtechnology.co.uk/myers-briggs/estp.htm [Accessed March 01, 2011]. University of Kentucky, 2011. Myers-Briggs Type Indicator (MBTI). Classes. [Online] Available at: http://www.engr.uky.edu/~lgh/classes/ee499/ee49905spring_files/Task2_s05.pdf [Accessed March 01, 2011]. WSC Counselling Centre, 2001. Things to Watch Out for. Career Planning. [Online] Available at: http://academic.wsc.edu/faculty/rovick1/activities/assessments/personality/estp/ [Accessed March 01, 2011]. Bibliography Bayne, R., 1997. The Myers-Briggs Type Indicator: A Critical Review and Practical Guide. Nelson Thornes. Rojas, M. E., 2008. Construction Productivity: A Practical Guide for Building and Electrical Contractors. J. Ross Publishing. Tosi, L. H. & Et. Al., 2000. Managing Organizational Behaviour. Wiley-Blackwell. Read More