The Myers-Briggs Essay Example for Free

The Myers-Briggs Essay The Myers-Briggs type indicator is a widely used to help individuals gain insight into there personality type and communication patterns. This tool will help the career counselor as well as the client have a better understanding on how the client judges and perceives the world. The type indicator is a beneficial tool for gaining insight into future career endeavors. The Myers-Briggs Type Indicator was developed by Isabel Myers and Katherine Briggs in order to have a better understanding of differences and similarities in human personalities. The instrument is based on the psychological theory of Carl Jung, who strongly suggested in the 1920s that personality traits are inherited or innate. Myers and Briggs used Jungs theory to develop a list of four ranges of personality traits. They refined their definitions over and over again during the 1940s and 1950s by administering thousands of assessments (Gordon Martin, 2004). The MBTI identifies preferences rather than competencies it is designed to help you understand your unique personality and the way you relate to others around you. Backed by thousands of research studies, the MBTI assessment is both reliable and valid in assessing personality traits. The eight characteristics that are defined in the MBTI are not traits that vary in quantity; they are dichotomous constructs that describe equally legitimate but opposite ways in which we use our minds (Briggs-Myers, McCauley, Quenk, Hammer, 2003). The MBTI describes a dynamic personality system such that the 16 types are greater than the sum of their parts. This instrument is the most widely used personal instrument in the world-2 million administrations are given each year (Martin, 1997). Today their personality assessment instrument is more widely used by educators in the US than any other. It is not like other psychological tests in that it does not uncover illness or psychosis (Briggs-Myers, McCauley, Quenk, Hammer, 2003). It was designed to help normal people understand normal human behavior. Therefore, it could be used as an assessment instrument to help individuals select careers that suite their type preferences. There are eight types arranged in four continuums or scales. Everyone uses each of the types but there is an innate preference for one. The different types explain how individuals communicate and see the world. The MBTI uses these four separate dichotomies; two of these S-N and T-F, describe functions and reflect basic preferences for use of perceptions and judgment, the other two E-I and J-P, reflect attitudes or orientations. Together these functions and orientations influence how a person perceives a situation and decides on a course of action. The scales are explained below: Extravert-Introvert: In the extraverted attitude the energy flow is outward, and the preferred focus is on people and things, whereas in the introverted attitude the energy flow is inward, and the preferred focus is on inner thoughts and ideas. Extraverts (E) are energized by interaction with others such as they love to talk, participate, organize, and party. Extroverts like action. Es are pulled into life’s social interaction and may find it difficult to due things such as; settle down, read, or concentrate on written work. It is suggested that extravert due not to enjoy listening and would prefer to talk to work out their ideas. They would find tasks such as reading, research, or writing challenging because they are solitary endeavors (Briggs-Myers, McCauley, Quenk, Hammer, 2003).. Introverts (I) are energized by the inner world of reflection though thought and contemplation. They need space and time alone. Introverts like activities such as; reading, lectures, written, or oral work. They usually have a longer attention span and prefer to think things through before acting (Briggs-Myers, McCauley, Quenk, Hammer, 2003). . Sensing-Intuitive (S-N) Sensing and Intuition are the perceiving functions. They indicate how a person prefers to receive data from the environment around him. These are the non-rational functions, as a person does not necessarily have control over receiving data, but only how to process it once they have it. Sensing prefers to receive data primarily from the five senses (sight, hearing, taste, smell, touch), and intuition prefers to receive data from the unconscious, or seeing relationships via insights. Often it is called sixth sense or gut feel†. This scale suggests how you take in information and reported to have the biggest impact on how we learn (Briggs-Myers, McCauley, Quenk, Hammer, 2003). Sensing (S) people depend heavily on their five senses to ingest information. They base knowledge on concrete facts, organization, and structure. They tend to be good at memorization, usually realistic, and relatively conventional. Ss are focused and oriented on the present, the concrete, and the here and now. Sensing people have a tendency to like outlines, clear guidelines, and specifics. They have difficulty relying on theories. Intuitive (N) individuals see the world through intuition. They learn by hunches, look at the big picture verse small details. They want to know the theory before deciding that facts are important. They have a tendency to be creative, innovative, and work with bursts of energy. Intuitive people ask why before anything else (Briggs-Myers, McCauley, Quenk, Hammer, 2003). Thinking-Feeling: Thinking and Feeling are the rational functions. They are used to make rational decisions concerning the data they received from their perceiving functions. Thinking is characterized as preferring to be logical and analytical and thinking in terms of true or false. Thinking decisions tend to be based on more objective criteria and facts. Feeling, which refers to subjective criteria and values, strives for harmonious relationships and considers the implications for people. Feeling decisions tend to be based on what seems more good or less bad according to values. This range tells how people make decisions (Briggs-Myers, McCauley, Quenk, Hammer, 2003). . Thinking (T) people make decisions based of logic, analysis, and reason. They follow their head rather than heart, they tend to value truth. At times thinkers can appear blunt and uncaring about the feelings of others. Ts usually have strongly held principles, value fairness over everything, and need purpose in their life. People who must make decisions that negatively effect many individual lives (surgeons and corporation presidents) are often thinking types. Feeling (F) individuals follow their heart rather than their head. They decide on the basis of their feelings, personal likes and dislikes. They tend to want others to like them therefore they find it difficult to say no or disagree with others. Fs need and value kindness. Feeling type’s value harmony and are distressed by interpersonal friction. Feeling types are often found in social work, elementary school teaching, and other helping professions. They will feel rewarded when they can help others (Briggs-Myers, McCauley, Quenk, Hammer, 2003). Judging-Perceiving: This range suggests the type of life style and work habits we prefer. It shows how people relate to the world around them. The J person tends to prefer to create and live in an ordered environment. Words like structured and controlled come to mind. Js tend to plan their work and work their plan. They often come across as decisive. The P individual tends to prefer a flexible, wait-and-see environment. Words like spontaneous and adaptable and open-minded best describe him or her. Judging (J) types try to order and control their world. They are decisive, may be closed-minded, and are usually well organized. The meet deadlines, like planning, and prefer to work on only one thing at a time (Briggs-Myers, McCauley, Quenk, Hammer, 2003). Perceiving (P) types are spontaneous and do not enjoy to be boxed in by deadlines or plans. They want to gather more information before making a decision. They tend to multitask or have a variety of activities in their lives. Ps are flexible and often good in emergencies when plans are disrupted. Their biggest problem tends to be procrastination. They may make a calendar of things to do, but will probably lose it (Briggs-Myers, McCauley, Quenk, Hammer, 2003). Jung originally developed his theory of types as part of his counseling with his clients. Distinguishing type can shed light on issues of self-esteem, relationship difficulties, life development and transitions, as well as decision making. As Jung suggests human behavior is actually quite orderly and consistent, due to the basic differences in the way individuals prefer to use their judgment and perception. Perception involves all the ways of becoming aware of things, people, happenings, and ideas (Briggs-Myers, McCauley, Quenk, Hammer, 2003). Judgments involve all the ways of coming to conclusions about what has been perceived. Every individual could be described as unique. Each of us is a product of heredity and environment and, as a result, is different from everyone else. The idea behind uniqueness, however, gives no practical help in understanding the people whom we must educate, counsel, work with, or interact with in our personal lives. The assumption of similarity, therefore can promote misinterpretations and misunderstandings of humans because peoples minds operate differently. People’s perceptions and judgments are all choices, in accordance with principles of human development (Gordon Martin, 2004). According to Jung’s theory the instrument can be beneficial in organizational development as well as career development. Through the instrument individuals can gain self understanding which leads to self awareness (Briggs-Myers, McCauley, Quenk, Hammer, 2003). When individuals have self awareness they gain knowledge on personal preferences and dislikes. MBTI suggests that when people understand how they communicate with others there can be a wealth of positive outcomes such as; increased appreciation for colleges, improvement in communication, a better understanding of how to deal with conflict, enhancement in problem solving, and better decision making (Gordon Martin, 2004). Dr. Charles Martin suggests that research clearly has shown that people are attracted to careers choices that will allow them to make use of their natural type preferences. He also suggests that through all the four letters of the final personality types can affect the kind of career that interests you (Martin, 1997). A person’s combination of the two middle letters has particular importance on the career choice you pick. That is the combination of perception (sensing or intuition) and judgment (thinking and feeling) seems to have the most influence on which kinds of careers will attract you (Martin, 1997). The individual’s type can provide the career counselor with useful information as well as the client on a variety of issues related to career choice. Based on I verse E, this will determine a persons need for social interaction, J verse P can interpret how organized an individual needs to be verse how flexible they can be (Gordon Martin, 2004). Obviously there is more to an individual them there type so it is also necessary for the individual to make decisions for a career choice. Under the assumption a career counselor would have knowledge and be educated on the Myers Briggs assessment this specific tool could be beneficial for job placement of career choice. If people gain insight in to what motivates them, possibly they could choose a career that would satisfy that need.