In today’s competitive marketplace, companies are looking for every advantage to be the most efficient with the highest customer satisfaction. In order for corporations to achieve this goal, the individual teams and employees must be highly successful. To form highly functioning teams it is important for each team member to understand the goal of the team, how they meet this goal and how the team members interact. To understand how an individual behaves different personality assessments were developed. The purpose of this paper is to evaluate what the Myers-Briggs Type Indicator and the Big Five model personality assessements, why companies use these trait identifiers, and how using these indicators can improve teams and employee happiness.
What are Personality Assessments
Personality affects how and why employees act the way they do, with this information it is important to know an employee’s personality traits and what these traits can indicate. Both the Myers-Briggs Type Indicator® (MBTI®) and the Big Five model for personality assessment are popular based on the relative ease of use and time required to perform. The Myers-Briggs Type Indicator was first published in 1962 (MBTI Basics, n.d.). Since the first use of this indicator employers have utilized the information obtained to determine a personality type. This personality type can help explain and predict how a person responds to interactions and circumstances with others (Robbins & Coulter, 2009).
The 16 possible personality types described by the Myers-Briggs Indicator are formed from four dimensions: social interaction, preference for gathering data, preference for decision making, and style of decision making. Each of these dimensions offer two person...
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The purpose of this analysis is to identify my personality type, temperament, and how it relates to my behavior and success in the workplace. The first phase of this paper is to identify my four letter personality type using the Jung Typology Test which is based on Carl Jung’s and Isabel Briggs Myers personality type theory (Jung Typology Test, 2016). I will also discuss where I fall within Keirsey’s Temperaments; this personality typing combines two of the four sets of preferences in to four distinct temperament categories (Personalitypage, 2015a). Keirsey identified four basic temperaments known as Guardian, Rational, Artisan, and Idealist (Keirsey, n.d.). I will explain each of the four letters of my type and provide specific examples of how they relate to me in both a professional and personal level. In the final phase I will discuss my personality strengths and weaknesses and how I can use the assessment for overall personal growth.
People on this planet have distinct personalities that differentiate them from everyone else. Personality refers to the “structures and propensities inside people that explain their characteristics patterns of thought, emotion, and behavior” (Colquitt, Lepine, and Wesson 278). Personality has the ability to shape the way people perceive who we are, telling them how we behave in a social environment. Being that there are more than 1,000 adjectives used to describe the types of personalities, the Big Five Taxonomy is used to summarize all those adjectives. In this paper, I intend to discuss the Big Five Taxonomy Dimensions in the workplace.
Through the completion of the Myer-Briggs Personality and Jung Typology Test my personality traits were defined. With the defined personality that was developed, I am able to clearly depict my strengths and weaknesses. By detailing each individual aspect of my personality, I was able to further develop an understanding of my personality and how it is influenced and its influences on others. In order to be an effective employee, co-worker, and manager, I need to be able to asses my personality and how it influences my work environment. Furthermore, in order to continue to succeed, I must be able to adapt my personality to the work environment and understand that my personality many not always relate to others. Through deciphering each aspect
The bases of this paper will be based on the results that I had obtained when I took the Myers-Briggs personality test. The results that I had obtained was that I was determined to be an ENFJ. I will go into depth about letter and how each represents that a specific aspect of my personality. The results that I had received were not what I had expected, but the more I read about the trait the more I realized how it suited me. I will also talk about the information that I had found useful from the book, Type Talk at Work: How the 16 Personalities Types Determine Your Success on the Job by Otto Kroeger, which gave me insight on how to interact with other personality types especially in the work environment. The information that I absorbed from the personality test and from the book will go into use in my personal and work life so that both environments will be cohesive and peaceful.
After the participant has taken the Myers-Briggs Type Indicator (MBTI), the participants are given their results (scores). The results are in form of a bar graph, as well as numbers of how they performed in form of a scale. At times, there are some cases of confusion which may result due to the confusion of the numbers leading to some similarity in the trait theory. During the preparation, another important element which should be considered is privacy. The results of a personality indicator should be limited only to the
Personality is defined as a combination of characteristics or qualities that make up an individual’s character. There are tests that can help one decode their personality and understand their quality of what it means to be a person. The Myers-Brigg Type Indicator and the Big Five or Five Factor Model ate such tools. The Myers-Brigg Type Indicator is a psychological self-assessment which provides some insight to the takers personality. Although it can be a tool used for career planning and leadership development, the Myers-Brigg Type Indicator is better classified as a personality test that depending on the results of the assessment can help one with their decision making skills, build stronger relationships, and
The Myers and Briggs Analysis is a series of questions that when answered are examined and grouped together in order to determine the personalities of those taking this test. This particular test can result in sixteen different outcomes or types of personalities, which is determined by four different categories that judge if you are introverted or extroverted, use your senses or your intuition, your choice to think or use your feelings, and finally if you are judgmental or perceptive. These series of questions are designed to judge our personalities and help us to determine which career pathways we will be most suited for based on our personality traits and abilities to work well with others, which is important for our future decisions.
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An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
Personality traits can be manifested as strengths or weaknesses depending on the situation, and personality tests can help individuals maximize strengths and minimize weaknesses within the organizational structure. Organizational behavior is critical to organizational effectiveness, and these tests can also point individuals toward certain careers or organizations that are good fits. Pearson Education’s MyManagementLab (2016) contains a series of personality tests and the following discussion analyzes the results of these tests as they apply to my personality and my career. The writing contains illustrations of my personality traits in action. The text also highlights areas of improvement that will enable me to be a better employee, co-worker,
One of the most prominent trends in organization today is the use of team to accomplish the work, which have assigned to an individual. Every team is made up of specific individuals and they are specialized in certain area of interest. If one of the specifications is missing It can be reflected on their performance. It indicates that, every individual is important for the organization. An individual’s performance within an organization and its relationship with its subordinates and coworkers is highly influenced by the Big Five personality traits. My Big five test results depicted that I am traditional/conventional individual with significantly high percentile of conscientiousness and agreeableness. I also have lower neuroticism and slightly
Organizations have evolved into a team structure. So, the ability to collaborate with others and make effective decisions to meet business objectives is paramount. Thus, personality has a significant impact on whether business objectives are met. Hence, understanding the personalities of potential and existing employees is important. Thus, while a discussion on personality theory can be broad an overview of how personal and self-assessment tests are used to measure personality and gain self awareness was examined.