Test for Critique Frank Parsons opened the world’s first career guidance center in Boston in 1908, he began by asking prospective clients “116 rigorous questions about their ambitions, strengths, and weaknesses” ( Myer 25 ). But then he did something more unusual: He measured their skulls. Parsons was a committed believer in phrenology. If you had a large forehead, he might recommend you become a lawyer or engineer. But if your skull was more developed behind the ears, you were of the “animal type”(Myer 45) and best suited to manual work. Career advice has, thankfully, come a long way since then. But now, instead of measuring the outside of people’s heads, it has become common to measure the inside using psychometric tests. Personality …show more content…
I will examine two important pieces of evidence. First, we can determine if the four dimensions described in the MBTI theory really exist. This is accomplished by using a statistical procedure known as "factor analysis (Quenk 34).” Secondly, we can determine whether knowing a person’s MBTI type really allows us to predict how that person will perform under different circumstances. The importance of this question of validity is obvious. It must be shown that there is a consistent and meaningful relation between MBTI results and success in career …show more content…
If we are in a state of confusion, they can be a great emotional comfort . They also raise interesting hypotheses that aid self-reflection: Until I took the MBTI, I had certainly never considered that IT could offer me a bright future.MBTI is not a magic pill that offers a secret path to a dream job. Wise career counsellors should treat such tests with caution, using them as only one of many ways of exploring who you are (Kroeger 99) . Some even take the sensible step of avoiding them altogether, recognizing that human personality does not neatly fall into 16 or any other definitive number of categories: We are far more complex creatures than psychometric tests can ever
When I took the MBTI, some of the things I knew about myself were reinforced, and I also learned some new things about myself and my personality. The four letter code that I received was ISTJ, representing introversion, sensing, thinking, and judging. I expected each of these preferences, and when I read the definition of each, it further strengthened my understanding of what my personality really means in “technical terms.” My four letter code came with titles such as the Duty Fulfiller, the Responsible Realist and the Inspector, names I also agree that pertain to myself. Some of the attributes of an ISTJ personality type include serious and quiet, dependable, well-organized, hard-working, goal-striving, determined, logic-based, orderly, and traditional. If I were asked to describe myself, I would more than likely use nearly all of these terms to do so, which goes to show how accurate this test was, for me at least. But, I also can pick out some challenges that may arise because of the personality type that I am. One example relates to being an introvert, who prefer to focus on one thing at a time.
The MBTI assessments relate to Jung's theory of personality development because the purpose of the Myers-Briggs Type Indicator is to make the theory of psychological types described by C. G. Jung, (1921/1971)”Understandable and useful in people's lives. The core of the theory is that much apparently random disparity in behavior is actually quite orderly and dependable, being due to basic differences in the way individuals prefer to use their perception and judgment.” (CAPT, 2014) This information will enable me to be successful as a counselor because I can incorporate the MBTI assessment as a part of my observations from a client to better understand my clients. I feel the test is accurate enough and can lead me to many answers based on my client’s results.
Earth is populated by billions of people – one person different from the next. While physical traits like fingerprints and DNA give people their individual identity, there is more to identity than physical traits. The experience of tragedy and joy also plays a critical role in giving people their individual identity. Personality is the other factor that separates one person from others, and the personality of an individual depends heavily on his or her beliefs, culture, and the environment in which he or she is raised. There are several different types of personality tests that one can take to identify certain traits of his or her identity, and one of them is the Myers Briggs Type Indicator (MBTI). According to MBTI and my life experience, as an ISTP I possess an inquisitive mind, an adventuresome spirit, and a desire to be active.
The following information can be found in the “Results and discussion” section: “The analyses reported above show that MBTI items fail to form the factors hypothesized by the test’s authors” (Saggino, Cooper, & Kline, 2001). The information I found in this study complimented the conclusion of the other article I reviewed. They both concluded that the Myers-Briggs Type Indicator had many faults and was not reliable nor valid as far as solid science is concerned.
The Myers-Briggs Type Indicator Test, otherwise known as the MBTI test, is a questionnaire intended to measure and evaluates the psychological preferences of individuals in relation to their perception of the world, and generally their decision making ability. This was developed and got form typological theories that were deduced by Cal Gustav Jung. He categorized them into four psychological functions, which each unique individual uses to experience the world. They include feeling, sensation, intuition and thinking (Myers I. B., 1987).
...Myers, Isabel Briggs., and Mary H. McCaulley. Myers-Briggs (MBTI) Manual: A Guide to the Development and Use of the Myers-Briggs Type Indicator. Palo Alto, CA: Consulting Psychologists, 1998. Print.
The single most helpful and insightful exercise we have done throughout this course has been the Myers Briggs Personality Type Indicator (MBTI). MBTI has helped me better understand who I am as a person and what strengths and weaknesses I have based on my results. It is crucial
Judge, T. A., Higgins, C.A., Thoresen, C.J., & Barrick, M. R.(1999). The big five personality traits, general metal ability and career success across the life span. Personnel Psychology, 52, 621-652.
...Five Personality, and the Prediction of Advanced Academic and Workplace Performance. Journal of Personality and Social Psychology, 93(2), 298-319. doi: 10.1037/0022-3514.93.2.298
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
The tests help to speed up the process of hiring new staff in businesses. My thoughts prior attempting psychometric tests have changed; I now think they are key when hiring new employees, as having the best employees will lead to a successful business. Having attempted the tests, I now know what I need to improve on to ensure I have the best chances of employability. There are a number of resource available which I can use to improve my test performance and by practising I will know exactly what to expect when applying for placements and graduate jobs in the near
Documented career counseling dates back to the mid 1800s with forward thinkers such as Nelson Sizer, ...
Personality tests tell a person a lot about why a person is who they have become. I believe that these test if taken truthfully can identify deficiencies that individuals can work on to benefit not only themselves but others in the organizations that they work in. Some models state that it is in human nature and chemicals that decided how a person acts but I believe it is based on life experiences and a personality can change as long as a person knows the deficiencies and works to change them.
According to Holland (1985), the choice of a career is an extension of one’s personality into the world of work. Individuals choose careers that satisfy their preferred personal orientations. Holland developed six modal personal styles and six matching work envi¬ronments: realistic, investigative, artistic, social, enter¬prising, and conventional. A person is attracted to the particular role demand of an occupational environ-ment that meets his or her needs. For example, some¬one who is socially oriented would seek out a work environment that provides interactions with others, such as nursing in a hospital setting. Holland and his colleagues have developed a number of instruments (e.g., the Self-Directed Search) designed to assist in identifying individual personality traits and matching those traits to occupational groups. Holland’s theory assesses each individual in terms of two or three most prominent personality types and matching each type with the environmental aspects of potential careers. It is predicted that the better the match, the better the congruence, satisfaction, and persistence (Holland, 1985). Holland also elaborated five secondary assumptions which he calls key concepts that describe the theory. These assumptions
According to the study of this course, I have learned many useful management skills and I feel like these skills will be applied to my future career development. When working on the self- assessment tests, I found myself fall into the category of the ISTJ personality types, which as illustrated by Myers Briggs, is the type of personality that is conscientious, considerate, and helpful. Personality traits such as honest, dutiful, practical and responsible are my strengths; personality traits such as stubborn, insensitive and poor communication skill are my weaknesses. Related to the knowledge I have learned in the course I believe both strengths and weakness will have influence to my future career development. In this reflection paper, I will demonstrate the strengths and weaknesses that may place the most influence on my way of success.