What is a personality type? In psychology, “personality type refers to the psychological classification of different types of people” (Webster dictionary).
Personality types are different from personality traits, there are many different types of personalities, and when different personalities unite in the pursuit of a common goal, the traits may be congruent and balanced, or troublesome and disorganized. Understanding the different personality types can help a group or team balance its assortment of unique temperaments and talents.
The different personality types may also help explain why and how individual group members might react to specific suggestions and circumstances. When understanding ones personality type you can identify their traits, strengths and weaknesses and their professional work dynamics. You can also get an idea of how their group interaction might be measured as well as what their levels of group participation, leadership, and motivational skills in regard to the class assignments. In this paper we will look into four team members’ personality assessments that were recently taken. It is important to have different personalities when working in teams or groups.
I have received direction regarding developing a leadership approach for Team A. Interestingly enough, the team I was given, including myself, is comprised of three ENFP personalities and one ENFJ. In this memo, I will evaluate the two different personality types, evaluate the situation of the team working together and determine leadership approaches. According to the Jungian personality test the ...
According to a CPP, Inc (Consulting Psychologists Press).
Released publication in the PR Newswire, the Myers-Briggs assessments contain information working teams can use to incorporate team effectiveness and productivity. The MBTI and other similar tools can be useful in a few ways. One is it can summarize or articulate parts of your work style in a way that you had not articulated before, to help you seek an environment that suits you. It can also help the people in an organization recognize and respect the various working styles of its members.
But it doesn’t do a lot of things which might be more important. As a career planning tool, it doesn’t help you figure out what subjects you are most interested in, or what values are most important to you. As an organizational management tool, it doesn’t say what is actually going on in the group. In particular, it doesn’t help you figure out what the group’s problems are. It can point you to potential conflicts, but not actual ones.
Katherine Cook Briggs and her daughter Isabel Briggs Myers developed the Myers-Briggs test. This test was adapted from the theories of Carl Jung, the HumanMetrics as it is known, uses a linear, four factor model to characterize invariant patterns of behavior of the individual throughout his or her lifetime. By answering questions based off what one thinks, feels, or reacts, this test determines the type of person you are. The test describes what people have in mind. Carl Jung breaks these results into the following categories: extroversion, introversion/sensing, intuition/thinking, feeling/judging, and perceiving.
At the end of the test, you are given a four-letter result depending on what percentage you received in each category. David Keirsey developed the Keirsey Temperament Sorter. This test uses a system field theory model to characterize behavioral patterns. The Keirsey Temperament Sorter again uses a series of questions that one is supposed to answer instinctually. Because the theories behind these tests vary drastically, may be why some criticize personality tests as a whole. Below you will see the results of team D personalities tests, a few are the same while others are very much different.
Personality can be described as the individual’s characteristic patterns of thought emotion and behaviour together with psychological mechanisms-hidden or not behind those patterns. The influence of both genetics and heredity factors alongside upbringing, culture and experience are recognised as influencing an individual’s personality. Within the counselling arena the client’s unique personality ...
Jane’s personality assessment described her as being; Extroverted, Intuitive, Feeling and Judging (ENFJ).
Jane seems to be popular and sensitive, with outstanding people skills. She is externally focused, with real concern for how others think and feel, she usually dislike being alone. Jane see everything from the human angle, and dislike impersonal analysis. Jane is very effective at managing people issues, and leading group discussions, she is interested in serving others, and probably place the needs of others over her own needs.
Dale’s personality assessment described her as being: Introverted, Intuitive, Thinking and Judging (INTJ).
Dale is independent, original, analytical, and determined; she has an exceptional ability to turn theories into solid plans of action. Dale highly values knowledge, competence, and structure, driven to derive meaning from her visions and she is a long-range thinker. Dale has very high standards for her performance, and the performance of others, she is a natural leader, but will follow if she trusts existing leaders.
Knowing how these tests work is important but it is also important to realize the reliability and validity of these tests. Many think one may be able to cheat the test, in other words, answer the questions in a way he or she feels would produce a better-suited result, rather than the person he or she truly is. Many academic psychologists have criticized these tests stating they lack convincing validating data. Research has shown the results of these test varied depending on the experiences during the time the test was taken.
The most important issue to keep in mind with personality tests are the factors that users of such tests should consider. First, these tests are not the know all end all of who a person is. If the test indicates a person should be an educator, but the individual does not like children, or does not like sharing or teaching their knowledge to others, he or she may want to consider a career path other then teaching. Second, everybody has personality that is constantly changing and expanding as he or she is exposed to the environment. That being said, the results of these tests might change over time. In my opinion, these tests are great for amusement purposes, time killers, and insight. It is fun to answer the questions and read about the results. These tests can be insightful and full of information regarding different personality traits but it is my opinion one should not take the information too seriously.
... down the road. These leadership or personality tests are traditionally used for individuals to gauge their personality and leadership style. If you want ... do things fast and wants immediate results for his efforts. He is a determined, independent person who likes to solve problems ... listen to instructions as they’re told! That said, your time spent honing these skills will have multiplier effect on ...
In the personality assessment researched, on the surface it would appear most are similar, but further research reveals the theories behind them are quite different. Answer the questions and you may just find a little insight to your personality. The HumanMetrics describes what people have in mind, while the Keirsey Temperament Sorter describes an individual’s long-term behavioral patterns. Academic scholars say many, if not all, the personality tests lack validity therefore making them unreliable. This does not mean they are not fun. A person can use one of these tests to gain insight on his or her different personality traits, for self-discovery, or to determine a career path to suit them. As long as the person remembers to keep the results in perspective, there should be no reason he or she should not take a test to assess their personality.
In developing the Myers-Briggs Type Indicator [instrument], the aim of Isabel Briggs Myers, and her mother, Katharine Briggs, was to make the insights of type theory accessible to individuals and groups. With the onset of World War II, Katharine Cook Briggs and her daughter Isabel Myers recognized that a psychological instrument that would have the foundation and understanding of the appreciation of human differences would be invaluable. The mother and daughter combo believed that a knowledge of personality preferences would help women who were entering the industrial workforce for the first time identify the sort of war-time jobs where they would be most comfortable and effective. But later they wanted to enable all individuals, not just women to grow through an understanding and appreciation of individual differences in healthy personalities and to enhance harmony and productivity in diverse groups. Isabel Myers researched and developed the Indicator over the next forty years, until her death in 1980.
The essential feature of narcissistic personality disorder is a persuasive pattern of grandiosity-that is an inflated since of how important one is-along with a need for admiration and lack of empathy for other people. The disorder typically begins by early adulthood, although some causes may be rooted in childhood experiences. Sigmund Freud started the psychological discussion of the disorder ...
We have seen how the different personalities and traits can work together in groups to produce the best results for the team and the individuals. By having a good mixture of traits such as extroverts, introverts, sensor, intuitive, thinker, feeler, judger and perceivers within a team can provide a positive working environment as well as positive results. Organizations spend millions of dollars every year trying to locate and recruit the right type of personalities to fit their company. There is an importance for teams and organizations to understand the different types of personalities; they hope to obtain a better understanding of what exactly it is that drives and motivates members. The drive and motivational factors of one’s personality can help the bottom line in determining the success of a team or that of an organization.
About 4 Temperaments. Kiersey, David. Retrieved on October 16, 2009