The Myers-Briggs personality test identifies a variety of employee characteristics and concentrates on personal traits that are essential to the success of the business. The exam is a psychological assessment based on agreeableness, conscientiousness, openness, extraversion, and neuroticism. This selection tool is significant since it provides a profile of each person as well as a summary of their personal information and employment history.
The Myers-Briggs Type Indicator (MBTI) is a personality type assessment tool based on Carl Jung's theories. During the Second World War, Isabel Myers created the MBTI to help improve interactions between nurses and other healthcare professionals (Allen, 1994).
She based this questionnaire on Jung's "individual preference"
hypothesis, which contends that underlying individual differences in mental and
emotional functioning are to blame for seemingly random diversity in human
behavior. These variations, according to Myers, are simply various ways that
people want to employ their thoughts (Myers, 2016).
The numerous qualities useful in the job category are described in the
profiles. The profile descriptions also aid in identifying candidates with
superior qualifications and skills for further job openings (Edwards et al.,
2003).
People are categorized as extraverted or introverted, picking up or intuitive, thinking or feeling and evaluating or perceiving on the basis of the responses of them for the test (Langton, Robbins and Judge, 2013).
The test divide people into 16 personality types which are
distinguished, based on the scale or score it has provided (Zemke, 1992).
Figure :02 A chart with descriptions of each Myers–Briggs personality type
(Source : Beech, J. (2014)
In conclusion, businesses would greatly benefit from this because they would be able to research the social network profiles of their candidates before selecting the right workers.
The text's "Myers-Briggs Type Indicator" is simply the initial
stage of creating a personality type model. The Personality Cafe forum served as
the project's sole social media outlet. One of the most crucial considerations
when joining a team is a technical role, whether it be to create new software,
play sports, or fight crime (Abidin, 2020).
People's soft skills, including mentality and personality, as well as their living environment, must also be taken into account.
References
Abidin, N. H. Z., Akmal, M., Mohd, N., Nincarean, D., Yusoff, N.,Karimah, H., & H, A. (2020). Improving Intelligent Personality Predic-tion using Myers-Briggs Type Indicator and Random Forest Classifier.International Journal of Advanced Computer Science and Applications.
Allen J. (1994) Using the Myers Briggs Type Indicator--part of the solution.
Beech, J. (2014). A chart with descriptions of each Myers–Briggs personality type and the four dichotomies central to the theory
Edwards, J. E., Scott, J. C., & Raju, N. S. (2003). The human resources program-evaluation handbook. Thousand Oaks, CA: Sage Publications.
Langton, N., Robbins, S. P., and Judge, T.A., (2013). Organizational
Behaviour. Concepts, Controversies, Applications. 6th Canadian Edition
Myers S. (2016) Myers-Briggs typology and Jungian individuation.
Tieger, P. D., Barron, B., & Tieger, K. (2021). Do What You
Are: Discover the Perfect Career for You Through the Secrets of Personality Type
(Revised ed.). Little, Brown Spark.
Zemke, R. (1992). Second thoughts about the MBTI
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