What are the MBTI types as elements
Myers Briggs review: what type of character are you?
It is a classic in personality diagnostics: the Myers Briggs test, also called Myers-Briggs type indicator, or MBTI for short. The psycho test developed by Katharine Briggs and Isabel Myers is ultimately a further development of Carl Gustav Jung's typology and essentially differentiates between four and eight dimensions of a personality. It is of great interest to the world of work because proponents see a connection between characterizations based on the Myers Briggs test and professional suitability for a position ...
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Origins of the Myers Briggs Test
The Myers-Briggs test in its current form is a further development. It was originally developed by Katharine Briggs and her daughter Isabel Myers - both educated women, but not psychologists - based on the typology of Carl Gustav Jung.
The starting point is the conviction that one of the following categories usually predominates in humans:
Intraversion and Extraversion (I / E)
The extrovert is more sociable and willing to act, the introvert is more focused and intense.
Intuition and Sensing (N / S)
The intuitive type relies more on gut instinct and speculation, the sensory type is more detail-oriented and realistic.
Feeling and Thinking (F / T)
A distinction is made here between how decisions are made. The feeling (F) judges subjectively and takes ideals and emotions into account, the thinker (T) meets them rationally and using logic.
Judging and Perceiving (J / P)
describes the certainty of the decisions made. The judge (J) decides quickly, sometimes before he has all the information and holds fast to it, the flexible one (P) acts more spontaneously and is ready to adapt to new information.
All of these properties can be found in humans in some form. If you take a Myers Briggs test, you will receive one afterwards four-digit letter combination as a result.
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Modifications to the Myers-Briggs test
The American psychologist David West Keirsey, in turn, deserves the credit for further developing the classifications of the 16 personality types in the Myers-Briggs test. The originally short and concise descriptions he performed in detail out.
In addition, he divided these 16 personalities into four categories or temperaments:
These include the temperaments writer (ISFP), craftsman (ISTP), entertainer (ESFP) and doer (ESTP). These people are characterized as adventurers and party people who constantly have new ideas.
Guardians include Trustee (ISTJ), Conservator (ISFJ), Seller (ESFJ), and Promoter (ESTJ). These people value rules and clear structures.
This category includes fighters (ENFP), counselors (INFJ), healers (INFP) and teachers (ENFJ). Typical here is a certain thirst for freedom and a poetic streak.
Architects (INTP), drivers (ENTJ), inventors (ENTP) and thinkers (INTJ) are classified as rationalists. Characteristic are thirst for knowledge and intellectuality.
The latter temperament, the rationalists, is by the way in the population least distributed: Only about five to ten percent of all people can be divided into this category.
The original categorizations of the Myers-Briggs test were based primarily on feelings and thoughts that are ultimately difficult to test. Keirsey's supplements, on the other hand are based on observable behavior, are therefore less speculative and therefore much more scientific.
Myers Briggs Test: By Test To Job Or Job By Test?
In this country, the Myers-Briggs test is used in recruitment procedures not yet used that often. In the USA it is mainly used in human resources. The selection of executives based on certain psychological characteristics is nothing new:
This is how the German military chose its leadership personnel as early as the twenties of the last century. American companies later discovered this principle and developed the assessment center from thisto find the right candidate for you.
The idea behind it: come straight to the management level Bad appointments cost the company dearly. In addition, it is about more than just professional qualifications: We are looking for a character who represents the same values as the company and who fits into the team.
For example, those who tend to be irritating or not making progress in their current job can do the Myers Briggs test for fun and check whether it might lead to completely different ones Job recommendations based on personality type advises.
Viewed in this way, the Myers Briggs test is also suitable for young professionalsas a guide to choose a career.
However, it should always be noted that people behave differently in different situations. The Myers Briggs test should therefore less than ultimate truth, but rather as an indicator of certain probabilities.
By the way, that's one reason why some writers use the Reject the designation "Myers-Briggs test" and instead speak of the MBTI, ie “Myers-Briggs type indicator”.
Viewed in this way, the Myers Briggs test can only be used to a limited extent the one Spit out job. Because no job profile exclusively represents one personality type. On the one hand, this has to do with the fact that different areas of activity exist. On the other hand, in companies always more flexibility required.
When it comes to teamwork in companies with a flat hierarchy, employees are expected to act depending on the situation to be able to.
Myers-Briggs test in partner choice
There are different ideas about which people are special go well with each other and which should never have crossed the path. A common one is: People of the same kind stick together.
Keirsey disagreed. With its modifications of the Myers-Briggs test he is of the opinion: Opposites attract. According to this, craftsmen and guards, rationalists and idealists would be a particularly good match.
The basis of his considerations was the fact that when relationships have failed, people look for someone to replace their old partner is similar in essential behavioral traits. So only the person is exchanged, the preference for a certain temperament remains.
The question arises here: people keep looking for each other the same type because they are fundamentally convinced of it, or is there not also the possibility that certain patterns are internalized, the effectiveness of which someone is often not aware of?
When considering why, for example, partners clearly enter into toxic relationships, the view nowadays is that they are often learned patterns acts that are persecuted because they give security.
This preference would therefore by no means correspond to preferences inherent in humans, but rather the respective socialization to do.
Criticism of the Myers-Briggs test
Although the Myers-Briggs test is gaining more and more supporters in this country, there is criticism. After all, with all the scientific paintwork, he ultimately digs deep into a box of ideas, the far into antiquity To fall back on. The theory of temperament is a model here.
Rooted in the four-element theory and humoral pathology, their followers assume that all people in four categories can be divided - they are influenced either by water, fire, air and earth or yellow / black bile, blood and mucus.
Even if the test not undisputed (because verbal self-assessments inevitably lead to inaccuracies), it is at least interesting which of the resulting personality types occur and how often in the population. So are about ...
- most Women ESFJ types (12 to 17 percent),
- while Men mostly represent ISTJ types (14 to 19 percent).
That's not uninteresting, either at the Team play in the office or in couple relationships.
If you want to take the Myers-Briggs test yourself, it's free HERE. However, in English, including evaluation and typology.
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