The Myers-Briggs Type Indication

The Myers-Briggs type indication is a psychological test that is based upon the theories of Swiss Psychiatrist Carl Jung. The test divides people into 16 distinguishable personality types, based on high and low scores on 4 "scales" (Zemke, 1992). On the basis of their responses on the test, people are classified as extraverted or introverted, picking up or intuitive, thinking or feeling and evaluating or perceiving (Langton, Robbins and Judge, 2013).

The MBTI has actually been utilized by many companies all over the world to examine communication designs of their employees and potential hires.

Fitness instructors and organization development specialists regularly use the MBTI in team structure and communications training (Zemke, 1992). In a report released in September 1992, the National Research Council Committee on Techniques for the Enhancement of Human Efficiency concluded that students see their MBTI results as "real" and valuable. Eighty-four percent of army officers said the MBTI confirmed what they already learnt about themselves. A significant portion thought they would find this confirming feedback important in their work relationships (Zemke, 1992).

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The MBTI test can also be used by universities such as Yorkville University to evaluate their trainees characters and how they would approach the learning environment. Various characters approach online knowing in different ways (Russell, 2002). On a private level, I think that the MBTI can help an individual track their advancement in various locations 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.

REFERENCES:

1. Langton, N., Robbins, S. P., and Judge, T. A., (2013). Organizational Behaviour. Concepts, Controversies, Applications Sixth Canadian Edition. Pearson Canada Inc.
2. 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
3. Zemke, R. (1992). Second thoughts about the MBTI. Training, 29(4), 43. Retrieved from http:// search.proquest.com/docview/203389471?accountid=142373