Myers-Briggs Type Indicator Analysis
The Myers-Briggs Type Indicator (MBTI) is a self-assessment developed by Katherine Cook Briggs and her daughter Isabel Briggs Myers based on Carl Jung personality theory (Capraro & Capraro, Aug 2002). The purpose of MBTI is to measure ones personality preference as a way of determining individuals best fit for environment and career (Furnham & Stringfield, 1993). It uses a scale of four pairs of opposites: Extroverts/Introverts (EI), Sensing/Intuition (SN), Thinking/Feeling (TF), and Judging/Perceiving (JP) to describe the preferred attitudes or orientations of individuals (Michael, 2003). This assessment proposes that the four pairs of opposite produce 16 qualitative types of descriptors (McCrae & Costa, 1989). The first pair EI measures
…show more content…
However, it can also be administered to middle grade students (Capraro & Capraro, 2002). This assessment tools is a non-clinical tool often used in organizational and individual settings for the purpose of providing training and development (Michael, 2003).
There are several benefits to the MBTI self-assessment such as career planning. MBTI has been used to assist companies in helping their managers to better understand people of different perspectives which help to build teams, improve customer service, reconcile group differences, and facilitate strategic thinking (Furnham & Stringfield, 1993). And it is also good for career planning purposes.
Research has found several drawbacks to the MBTI self-assessment. Research has found that MBTI cannot be verified by other means to check data integrity; structural properties of type theory thus, remain un-validated (Gardner & Martinko, 1996). It is also reported that stats don’t line up in the dichotomous scores; empirical support is ambiguous for the ideal that type theory has four dichotomous pairs of types (Gardner & Martinko, 1996). In addition, MBTI cannot predict the success of an organization (Pittenger,
However, it can also be administered to middle grade students (Capraro & Capraro, 2002). This assessment tools is a non-clinical tool often used in organizational and individual settings for the purpose of providing training and development (Michael, 2003).
There are several benefits to the MBTI self-assessment such as career planning. MBTI has been used to assist companies in helping their managers to better understand people of different perspectives which help to build teams, improve customer service, reconcile group differences, and facilitate strategic thinking (Furnham & Stringfield, 1993). And it is also good for career planning purposes.
Research has found several drawbacks to the MBTI self-assessment. Research has found that MBTI cannot be verified by other means to check data integrity; structural properties of type theory thus, remain un-validated (Gardner & Martinko, 1996). It is also reported that stats don’t line up in the dichotomous scores; empirical support is ambiguous for the ideal that type theory has four dichotomous pairs of types (Gardner & Martinko, 1996). In addition, MBTI cannot predict the success of an organization (Pittenger,