The Myers-Briggs type indicator is a psychological test that is based on the theories of Swiss Psychiatrist Carl Jung. The test divides people into 16 distinguishable personality types, based on high and low scores on four “scales” (Zemke, 1992). On the basis of their answers on the test, individuals are classified as extraverted or introverted, sensing or intuitive, thinking or feeling and judging or perceiving (Langton, Robbins and Judge, 2013).
The MBTI has been used by many organizations around the world to assess communication styles of their employees and potential hires. Trainers and organization development specialists frequently use the MBTI in team building and communications training (Zemke, 1992). In a report released in September 1992, the National Research Council Committee on Techniques for the Enhancement of Human Performance concluded that trainees see their MBTI results as “true” and valuable. Eighty-four percent of army officers said the MBTI confirmed what they already knew about themselves. A significant percentage believed they would find this confirming feedback valuable in their work relationships (Zemke, 1992).
The MBTI test can also be used by educational institutions such as Yorkville University to assess their students personalities and how they would approach the learning environment. Different personalities approach online learning in different ways (Russell, 2002). On an individual level, I believe that the MBTI can help an individual track their development in many different areas of their lives including work, family and other relationships.
After completing the seventy-two question quiz, my results were quite consistent with my feelings. I received the results ESFP with Extraversion being 89%, Sensing at 12%, Feeling at 38% and Perceiving at 22%. Extraversion is defined as a personality factor that describes the degree to which a person is sociable, talkative and assertive. Sensing types are practical and prefer routine and order. Feeling types rely on their personal values and emotions. Perceiving types are flexible and spontaneous (Langton et. al, 2013). I have completed previous tests through other University courses as well as through organizations and my results have always been towards extraversion. As in the above case, I was again leaned more towards extraversion than any other of the personality types.
I believe that the MBTI can sometimes be inaccurate based on an individuals mood and attitude when taking the test. In-spite of its popularity, the evidence is mixed as to whether the MBTI is a valid measure of personality – with most of the evidence suggesting that it is not (Langton et. al, 2013). The one problem with the test is that it forces a person into one type pr the other but some individuals may be both introverted and extraverted to some degree. Overall, I believe it is a good general psychological test that companies should incorporate when hiring or promoting new individuals.
Langton, N., Robbins, S. P., and Judge, T. A., (2013). Organizational Behaviour. Concepts, Controversies, Applications Sixth Canadian Edition. Pearson Canada Inc.
Russell, A. L. (2002). MBTI(R) personality preferences and diverse online learning experiences. School Libraries Worldwide, 8(1), 25. Retrieved from http://search.proquest.com/docview/ 217753532?accountid=142373
Zemke, R. (1992). Second thoughts about the MBTI. Training, 29(4), 43. Retrieved from http:// search.proquest.com/docview/203389471?accountid=142373