The Myers-Briggs Framework
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6 سال پیش
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The Myers-Briggs framework is also
The Myers-Briggs framework is also a popular framework that some people use to characterize personality. Many people know of this framework through a widely-used questionnaire called the Myers-Briggs Type Indicator, or MBTI. More than 2 million people worldwide take the self-assessment inventory every year.
The MBTI was first developed by Isabel Briggs Myers (1897–1979) and her mother, Katharine Cook Briggs, to help people understand themselves and each other so that they could find work that matches their personality. They put Jung’s concepts into everyday language. Isabel Myers’s 1980 book Gifts Differing, and her philosophy of celebrating individual differences, encouraged the workplace diversity movement.
The possible combinations of these preferences result in sixteen personality types, which are identified by the four letters that represent one’ s tendencies on the four scales. Although the framework and Myers-Briggs instrument were not developed or intended to be used to identify personality profiles and label people, too often this is what is done with the results. This is problematic as it can lead to discrimination and poor career counseling.
Employers should not hire, fire, or assign employees by personality type, because the MBTI is not even reliable at identifying a person’s type. When retested, even after intervals as short as five weeks, as many as 50 percent of people are classified into a different type. There is little support for the claim that the MBTI can justify job discrimination or be a reliable aid to someone seeking career guidance.
The MBTI has become so popular that it is likely that you will encounter it during your career. It can be a fun team-building tool for illustrating some of the ways that people differ, but it should not be used in making organizational decisions including hiring and promotions.
The MBTI was first developed by Isabel Briggs Myers (1897–1979) and her mother, Katharine Cook Briggs, to help people understand themselves and each other so that they could find work that matches their personality. They put Jung’s concepts into everyday language. Isabel Myers’s 1980 book Gifts Differing, and her philosophy of celebrating individual differences, encouraged the workplace diversity movement.
The possible combinations of these preferences result in sixteen personality types, which are identified by the four letters that represent one’ s tendencies on the four scales. Although the framework and Myers-Briggs instrument were not developed or intended to be used to identify personality profiles and label people, too often this is what is done with the results. This is problematic as it can lead to discrimination and poor career counseling.
Employers should not hire, fire, or assign employees by personality type, because the MBTI is not even reliable at identifying a person’s type. When retested, even after intervals as short as five weeks, as many as 50 percent of people are classified into a different type. There is little support for the claim that the MBTI can justify job discrimination or be a reliable aid to someone seeking career guidance.
The MBTI has become so popular that it is likely that you will encounter it during your career. It can be a fun team-building tool for illustrating some of the ways that people differ, but it should not be used in making organizational decisions including hiring and promotions.
6 سال پیش
در تاریخ 1397/08/06 منتشر شده
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