Myers-Briggs Type Indicator Analysis

The purpose of this paper is to explain the Myers-Briggs Type Indicator (MBTI) as it is understood through the author’s study and personal test results. As the author’s focus is on an individualized test, the personality traits studied will be Introversion, iNtuition, Thinking, and Judging (INTJ). These results are evaluated individually and collectively, as together they comprise the author’s overall rational temperament, as explained by David Keirsey, and her cumulative personality as an independent thinker. The author considers her personality strengths and weaknesses in the workplace, and offers insight into the challenges faced by Christian leaders within organizational hierarchies. Finally, a brief reflection unveils the effects of

While many test versions exist, their methods and results are typically similar.
Personality Breakdown Typological theory can be used to assess personal preferences, which are grouped into four pairs: introversion versus extraversion, intuition versus sensing, feeling versus thinking, and perceiving versus judging (Kroeger, Thuesen, & Rutledge, 2002). The MBTI is used to determine which preferences are dominant and then summarize that outcome into a four-letter personality type. My four-letter type is INTJ.
Introversion
According to the Jung Typology Test (Humanmetrics, 1998-2015), I fall heavily on the introverted side of the scale. This means I recharge during alone time, and social engagements drain energy (Kroeger et al., 2002). I have often been told that I am a quiet person, but my brain is always firing a rapid internal dialogue as I think through situations, so it never feels quiet to me. My husband, a strong extraverted type, has to coax me out of the house, where I would be content to read. Our compromise is a time limit for how long we are going to be out

As an introvert, I will have to strive to fill the role of a figurehead and spokesperson, both of which require me to be the center of attention and speak publicly on behalf of my organization (Robbins & Judge, 2009). As a co-worker and employee, simply being aware of the different personality types can help in conflict resolution. As Kroeger et al. (2002) put it, “the more we know about each other’s natural styles, the more we can help each other with our natural shortcomings” (pp. 156). Creating a positive work environment supports retention and