[SELF REFLECTION MYERS-BRIGGS TYPE INDICATOR] 1

Self Reflection Myers-Briggs Type Indicator

Niesha Davis

Table of Contents
Introduction
Analysis

The Myers-Briggs Type Indicator

MBTI in Organization

Results of Learners MBTI 5

Conclusion
Reference 6

[SELF REFLECTION MYERS-BRIGGS TYPE INDICATOR]

Introduction
Identifying personality types can prove to be a useful tool in organizations because
personality is considered a determinant of preferences in decision-making (Ahmed, A.,
Hasnain, N., Venkatesan, M, 2012). By using the Myers-Briggs Type Indicator (MBTI), one can
gain a better understanding of the cognitive functions of themselves and/or others. This paper
examines a learners experience with the Myers-Briggs personality test.

Analysis
The Myers-Briggs Type Indicator
The Myers-Briggs Type Indicator is a personality test developed by Isabelle Myers
Briggs and her mother, Katharine Briggs (Atay, 2012, p. 74). The pair developed MBTI based
on Carl Jungs theory that suggested that the differences in human behavior are a result of
logical results of a few basic preferences (Atay, 2012, p. 74). The MBTI acts as a personality
inventory and helps the individual decipher the preferences that are best suited for the personality
type (Atay, 2012, p. 75).
Four Personality Traits. Jung also suggested that there were four basic differences in
personality traits: sensing vs. intuition, thinking vs. feeling and, judging vs. perceiving and

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introversion vs. extroversion(Cunningham, 2012). The first two, relate to how a person perceives
the world, and takes in experience and processes conclusions to what theyve perceived (Atay,
2012, p. 76). The last two personality differences relate to how much one focuses on their inner
and outer world experience (Atay, 2012, p. 76).
MBTI in Organizations
The MBTI is a widely used management tool in organizations. According to Washington
Post (2014) thousands of companies, colleges, universities and government agencies use the
MBTI (Para. 3) because Managers who know and understand their employees type preferences
can motivate and inspire team members and boost effectiveness when giving constructive
feedback (Love & Cunningham, 2014). The MBTI is excellent at determining whether or not a
candidate possessed the attributes required for the position.
Results of Learners MBTI
Upon completing the MBTI personality test, the learner was not surprised by their results.
The test determined that the learner was INFP (introvert, intuition, feeling, perception) type
personality.
Introvert. As an introvert, the learner had already recognized that she
traits that describe an introvert. Introverts are individuals who

possessed the

tend to focus mostly on their

inner world are considered to be introverted (Atay, 2012, p. 76).

Intuitive. Intuitive people generally function with a sense of knowing (aka
instinct) as their guide. The learner resonated with the description due to

experiences

where acting on an intuitive hunch lead to good fortune.

Feeling. The learner scored the highest percentage on the MBTI in the feeling
dimension. Feelings are what help us make decisions

[SELF REFLECTION MYERS-BRIGGS TYPE INDICATOR]

Perceiving. Kendra Cherry (2014) suggests that perception is the way we orient

ourselves to the outside world (Para. 3).

The learner felt closely aligned to all four dimensions of the results. According to the MBTI, the
learner scored high percentages in the intuitive and feelings dimensions over the opposing
dimensions (Cherry, 2014). Kendra Cherry (2014) suggest that INFP personalities are sensitive,
possess strong written communication skills and prefer to work alone and have a strong interest
in making the world a better place (Para. 5-12). This ring true to the learner who performs stand
up comedy at night in a quest to make people laugh and feel better. The learners current
interests also align with the typical interests of an INFP including writing, reading, art, and
working alone (Cherry, 2014). Learning these traits has confirmed that past jobs in office
environments were not suited for the learner and that in her search for employment, she should
steer towards creative occupations.

Conclusion
In conclusion, the Myers-Briggs Type Indicator is useful tool in organizations. By
having individuals complete a personality test and understanding their preferences, the
organizations are better equipped to identify and utilize the individuals strengths and delegate
tasks for which the individual is most likely to be successful.

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Reference
Ahmed, A., Hasnain, N. N., & Venkatesan, M. M. (2012). Decision Making in Relation to
Personality Types and Cognitive Styles of Business Students. IUP Journal Of
Management Research, 11(2), 20-29.
Atay, S. (2012). The Standardization of Myers-Briggs Type Indicator into Turkisk: An
Application on Students. Journal Of Instructional Psychology, 39(2), 74-79.
Cherry, K. (2014). About: Psychology. Retrieved 03 09, 2014, from INFP: A Profile of the
INFP: http://psychology.about.com/od/trait-theories-personality/a/infp.htm
Cunningham, L. (2012, December 14). Does it pay to . Retrieved from The Washington

Post:

On Leadership: http://www.washingtonpost.com/business/on-leadership/myersbriggs-does-it-pay-to-know-your-type/2012/12/14/eaed51ae-3fcc- 11e2-bca3aadc9b7e29c5_story.html

Love, D. L., & Cunningham, J. (2014, January 06). Revitalize Your Organization. Retrieved
from Apt International: http://aptinternational.org/blog/2014/01/06/revitalize-yourorganization-using-mbti-type/