Myers Briggs
type indicator framework?
·
Generally, while we use the word personality, we will find something
like -what characterizes a person -.
·
There is more than one definition of the personality, let us mention some of this:
I.
One of these definitions, by the American
psychologists Randy Larsen and David Buss,
personality is a stable, organized collection
of psychological traits and mechanisms in the human being that influences his
or her interactions with and modifications to the psychological, social and
physical environment surrounding them.
II.
Other definition,
Personality is the sum total of ways in which
an individual react to and interact with others.
III.
While there are many different definitions of
personality, most focus on the pattern of behaviors and characteristics that
can help predict and explain a person's behavior. Explanations for personality
can focus on a variety of influences, ranging from genetic explanations for
personality traits to the role of the environment and experience in shaping an
individual's personality.
Ø HOW
to measure personality?
I.
Firstly, why we need to measure personality?
o
to explore different aspects of who you are,
and uncover layers you perhaps hadn’t recognized about yourself before. Being
truly self-aware is hard -- while they might not be always 100% accurate,
personality tests work well as a starting point for self-discovery by providing
results you might not have concluded on your own.
o
On business, Managers need to know how to
measure personality is that personality tests are useful in hiring decisions
and help managers forecast who is best for a job.
II.
How to measure personality?
o
There are hundreds of personality tests, some
label you with a general personality type, while others delve into your best
potential career paths. Some challenge you to look at ink blots, while others
ask you detailed multiple choice questions.
v Examples
for the used personality tests:
i.
Big five traits test;
·
the best accepted and most commonly used model
of personality in academic psychology. If you take a college course in
personality psychology, this is what you will learn about. The big five come
from the statistical study of responses to personality items.
·
Most personality psychologists use tests that
measure the “Big Five” personality traits—extraversion, agreeableness,
conscientiousness, emotional stability, and openness to experience. These five
traits represent five categories of individual characteristics that tend to
cluster together in people.
ii.
Free Disc personality test (DISC);
·
The DISC assessment determines where you lie on
four DISC factors: dominance, influence, steadiness, and compliance. DISC is
one of the most popular and authoritative career assessments out there, and
many companies encourage their employees to take it.
iii.
Caliper profile;
·
The Caliper Profile measures how an
individual's personality traits correlate to his or her job performance. The
test is made up of a few different types of questions. The most common type
presents you with a series of statements, and your task is to decide which
statement best aligns with your viewpoint.
iv.
The SHL Occupational Personality Questionnaire;
·
Is designed to give companies a picture of how
certain behaviors influence a candidate's work performance. The test is made up
of 104 questions that measure 32 different characteristics. Candidates are
evaluated in three main domains: “Relationship with People,” “Thinking Style
and Feelings,” and “Emotions.
v.
Test Q;
·
This test asks 38 multiple-choice questions to
analyze your skills, working style, and even your ideal employer. TestQ,
developed by top PhDs, offers your insight into your strengths and weaknesses,
and even suggests careers best suited for your personality.
vi.
Self-report surveys;
·
Done by yourself, it reflects the
self-knowledge.
vii.
Observer rating surveys;
·
Provide an independent assessment of personality.
viii.
The Myers-Briggs Type
Indicator (MBTI);
·
One of the most well-known tools for mapping
employee personalities is the Myer-Briggs Type Indicator (MBTI). According to
CPI, the test's publisher, 89 of the Fortune 100 companies use the MBTI before
hiring a new employee.
·
The Myers-Briggs Type Indicator test was
created by Isabel Briggs Myers as well as her mom, Katharine Cook Briggs.
·
The MBTI test classifies people into types based on 4
bi-polar dimensions:
Power
Extraversion-Introversion
(E-I)
Distinguishes a
preference for focusing attention on, and drawing energy from, the outer
world of people and things versus the inner world of ideas and impressions.
|
Information
Sensing-INtuition (S-N)
Distinguishes a preference for
gathering data directly through the senses as facts, details, and precedents
(Sensing) versus indirectly as relationships, patterns, and possibilities (INtuition).
|
Decision
Thinking-Feeling (T-F)
Distinguishes a preference for deciding
via objective, impersonal logic (Thinking) versus subjective, person-centered
values (Feeling).
|
Life
Judging-Perceiving (J-P)
Distinguishes an outward preference for
havig things planned and organized (Judging) versus a flexible style based
more on staying open to options than deciding (Perceiving).
|
·
The best
reason to choose the MBTI instrument to discover your personality type is that
hundreds of studies over the past 40 years have proven the instrument to be
both valid and reliable. In other words, it measures what it says it does (validity) and
produces the same results when given more than once (reliability). When you
want an accurate profile of your personality type, ask if the instrument you
plan to use has been validated.
·
The theory
of psychological type was introduced in the 1920s by Carl G. Jung. The MBTI tool was developed in the 1940s by Isabel Briggs Myers and the original research was done in the 1940s and '50s. This research is ongoing,
providing users with updated and new information about psychological type and
its applications. Millions of people worldwide have taken the Indicator each
year since its first publication in 1962.
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