The Myers-Briggs Type Indicator - Coursework Example

Running Head: ASSESSMENT IN CAREER COUNCELING SETTING Assessment in Career Counseling Setting The Myers-Briggs Type Indicator (MBTI) and Big Five Factor assessments Abstract “Career counseling is defined as an ongoing, face-to-face interaction between counselor and client, with career- or work related issues as the primary focus.” (Walsh & Osipow, 1995, p.219)Globalization has made the working environment more competitive and most often the relationship between employee and employer is on temporary basis. In order to sustain in this uncertain job market, job seekers have to have complete hold on self in addition to up to date knowledge, education, skills and training. Employers prefer enlightened people with active planning and understanding abilities. The Myers-Briggs Type Indicator (MBTI) and Big Five Factor assessments are the most commonly used tools in career counseling nowadays. Assessment in Career Counseling setting MBTI is a psychometric questionnaire which is formulated to measure psychological preferences of people about how they perceive the world and make decisions accordingly. On the other hand, The Big Five model or Five Factor Model (BFM) is the analysis of personality through five dimensions of personality traits, i.e., Extraversion, Agreeableness, Conscientiousness, Neuroticism and openness to experience. A Swiss psychiatrist Carl G Jung researched extensively in order to explore the psychological preferences of humans in making decisions and performing task which depicts their specific traits, for example; study habits and way of relaxation. Jung experiments influenced his students, Isabel Briggs and Katherine Briggs who took Myer’s theory into application which emerged into Type Indicator (MBTI[R]).It is more of a self report questionnaire which is devised to make Myer’s theory more understandable and adaptable in order to make clear psychological identification of normal people and guide them in making good decisions according to their strengths and potential. It is applied in the stress management, organizational development, learning and communication style and team building as well (Bryan & Ashley, 2004). Big Five is quite easy and short personality assessment; it is good for the assessment of non-managerial staff but not appropriate for managerial or executive level roles as they involve complex capabilities and working attitudes which are more than just personality. Dr. Robert Hogan (As cited in Matthias, 2009) narrates that the four MBTI scales are sorted in 16 Types which are attributed to preferences, values and cognitive styles Information about the specific Type is used for career guidance and organizational activities. Personality psychologists consider MBTI crucial and opt for this assessment. Practically five factor model found to be easier than 16 MBTI types. For example, introspection is important while considering self-awareness thus leadership development is quality of introversion in MBTI. Research in Five Factor reveals that introspection deals with the ‘openness to new ideas’ which is similar to intuition in MBTI. Psychological types in Myers’ clarification and development of part of Jung’s theory of personality. Myers suggested 16 ‘kinds of people’, describing all 16 primarily in terms of strengths and potential strengths. The central concept is preference, which means ‘feeling most comfortable and natural with’. The theory assumes that each of us prefers some ways of behaving to others and that there are four main choices in this respect, these are between Extraversion and Introversion, sensing and intuition, thinking and feeling, judging and perceiving. MBTI results indicate a provisional type composed of from each of these pair of preferences, e.g. ISFJ, ENFJ. There are 16 such combinations or psychological types. (Bayne, 1997) MBTI is considered to have extraordinary attributes. Due to its comparatively friendly nature, it is used from career counseling, marketing, group dynamics, personal development, leadership enhancement to marriage and life counseling. Type theory has aims of doing it with self, other and self-development, it helps people in identifying the ways of being most effective and it points to what is suitable for them so that they can focus on them. It also encourages people to concentrate on their key developmental points throughout their lives. The results of MBTI in addition to the interpretations and analysis help people in understanding and concentrating on their type. (Bayne, 1997) Data analysis of MBIT[R] explores that the assessment process brings out varying types of personalities with different strengths and weaknesses. If we consider energetic behavior and how one gets vim, consider extroverts as they are lively and outgoing consequently having larger group of friends and network of people which help them getting more employment opportunities. They express themselves freely, thus they can verbalize and convey their strengths and ambitions in an influential manner. But, at the same time, they can be over communicative or over confident which may affect the overall image. On the other hand, introverts may have a very small group and network of friends providing them lesser chance to get job leads and resources to get opportunities. They concentrate on written documentation and take much time to think about things. They lack energy and assertiveness which hinders them to take action instead of thinking (Hirsh, 1991). In information gather and attentive domain, those of us who focus more on their senses are more accurate and represent the facts. They are realistic and adopt systematic approach for job hunt. Inversely, they tend to get confused or blank when it comes to take a challenge or to answer open ended questions during assessments. On the other hand, people with intuitive mind find out opportunity in somewhat strange opportunities as their instinctive approach always guide them. Intuitive type people have problem in considering the details and they tend to delay action to another day in future (Hirsh, 1991). The information from the MBTI[R] research data that recent graduates use to improve their career opportunities can also be used by persons who experience job displacement or by anyone who might be interested in a career change. Career, employment, and rehabilitation counselors; college and university placement offices; and others providing career guidance and advice will be able to provide additional empowerment to their clients by using the MBTI[R] Knowledge obtained from MBTI[R] research provides a type of empowerment in that individual can (a) achieve insight into their sources of energy, information gathering, decision making ,and personal lifestyle or orientation;(b)strengthen interpersonal relationship based on an objective view of individual’s underlying rationales for their reaction to highly charged emotional issues;(c)gain opportunity to consider different ways of meeting objectives; and(d) fine encouragement toward more constructive and complementary use of their preferences and differences.(Bryan & Ashley, 2004) MBTI[R] provides a fair chance to approve and identify an individual’s characteristics and preferences. It not only assists job seekers in identifying their opportunities but also employers to hunt for the right person for the right job. It is an empowering tool which enables people in making right choices and offers them to choose the right direction for optimum development and progress.MBTI[R] gives the confidence to people as they know what they actually prefer as compared to their opposite. It provides a chance to use personal abilities in a positive and constructive way by reducing conflicts and guilt of not being like anyone else around. Big Five factors are divided in sub-traits on which overall score depends. ‘Agreeable’ in the factors is associated with some behavioral dimensions as well, i.e. friendly, diplomatic, and tolerant. Applied research on Type was first introduced in career counseling when school, colleges and organizations use MBTI in career interest inventories. It is considered as a framework of understanding self in work perspective where one identifies the gifts and interests of his respective Type. It also analyzes work setting and environment which is suitable for a person and identifies work strategies in order to modify work environment for making it progressive (Suzuki, Ponterotto & Meller, 2008).As client know about the job specifications and preferences and their own type, it is much easier and defined to make a calculated and informed decision. MaCaulley and Martin (as cited in Bryan & Ashley, 2004) suggests taking care for analyzing and interpreting MBTI[R] for career counseling in order to select the best type by utilizing power of MBTI[R] and understanding its limitations. Clients should be aware that their type not only has impact on career choice but also the way they learn and relate. It is not advisable to use it to chuck out career choice; rather it is considered a resourceful tool to differentiate individuals in their respective fields.Kummerow (as cited in Suzuki, Ponterotto & Meller, 2008) argues that the Type can predict about the kind of work environment that is most suitable to support people and brings out the best in them. She suggests that the similar occupation doesn’t develop a certain personality rather the choice let them stay in a profession I order to use their personal interests, for example, you can’t be an ISTJ because of your twenty years work as an accountant, instead you are an accountant because it appeals to ISTJs(p.415). Furthermore, Kummerrow (as cited in Suzuki, Ponterotto & Meller, 2008) narrates that many clients seek career counseling to find the “one specific job” that is “right’ for them. This approach, however, is limiting because job selection involves much more than Type. Other factors include family circumstances; geographical location; job market conditions; education; skills; cultural, ethic, and gender identification; and personal interests and values(p.415). Suzuki, Ponterotto & Meller (2008) suggest MBTI provides five tools for career counseling and assessment; it provides the understanding about one’s gifts and direction for development, tables provide clear match and mismatch choices between interest and career, decision making model identifies strengths and points out weaknesses, type differences are used to plan career by counselors. According to Macdaid, McCaulley, and Kainz (as cited in Suzuki, Ponterotto & Meller, 2008), “The Atlas of Type tables shoes type distributions for more than two hundred occupations and is a basic resource for career counselors”(p.415). Five Factor model has recently received wide attention as a comprehensive model of personality traits. The claim that these five factors represent basic dimensions of personality is based on four lines of reasoning and evidence: (a) longitudinal and cross-observer studies demonstrate that all five factors are enduring dispositions that are manifest in patterns of behavior (b) traits related to each of the factors are found in variety of personality systems and in natural language of trait description;(c)the factors are found in different age, sex, race, and language groups, although they may be somewhat differently expressed in different cultures; and (d) evidence of heritability suggests that all have some biological basis(Cooper & Pervin, 1998). According to Srivastava (2009) every factor in this model consists of some detailed and specific traits. The analysis of traits is derived from statistical analysis which done by the descriptions provided by people. There is probabilistic tendency in traits correlation and there is a chance of exceptions as it works on quite broad spectrum. For example, talkativeness and assertiveness are linked with Extraversion but it is not necessarily the case as we can observe silent but assertive people. Consequently, Big Five model is not enough as compared to MBTI which works well in exclusion, we have to make facet level distinction by using longer inventories, for example, NEO PI-R or big five inventory with specific dimensions. Personality is diverse in Psychology, many important details of personality is not included in Big Five thus, making it partially comprehensive, for example; motivation, self-concept, attitudes and emotions. References Bayne, R. (1997). The Myers-Briggs Type Indicator: A critical review and practical guide. London: Stanley Thomes Ltd. Bryan, R. K., & Ashley, D. K. (2004). Using the Myers-Briggs Type Indicator[R] in career counseling, Journal of Employment Counseling, Retrieved July 27, 2009, from http://goliath.ecnext.com/coms2/gi_0199-4608391/Using-the-Myers-Briggs-Type.html Hirsh, S. K. (1991). Using the Myers-Briggs Type Indicator in organizations (2nd ed.). Palo Alto, CA: Consulting Psychologists Press. Suzuki, A.L., Ponterotto, G.J., &Meller, J.P. (2008).Hand Book of Multicultural Assessment: Clinical, Psychological, and Educational Applications (5th ed.).San Francisco, CA: John Wiley & Sons, Inc. Cooper, L.C., & Pervin, A.L. (Eds.). (1998).Personality: Critical concepts in Psychology, Lonson: Routledge. Matthias (2009, May 31) MBTI versus Strength-Based Leadership. Message posted to http://strengthsblogger.blogspot.com/2009/05/mbti-versus-strengths-based-leadership.html Srivastava, S. (2009). Measuring the Big Five Personality Factors. Retrieved [July 29, 2009] from http://www.uoregon.edu/~sanjay/bigfive.html. Read More