How is MBTI used in business

Applying type theory is relatively inexpensive way for managers to increase effectiveness by emphasizing the qualitative issues in organizations. This article, describes managerial and organizational uses of C.G. Jung's theory of psychological types, as operationalized in the Myers-Briggs Type Indicator (MBTI). The MBTI is useful not only in identifying individual preferences, but also in developing effective managerial and working terms. Knowledge of one's own type and the type of others can help managers motivate others, maximize human resources, persuade others, and gain cooperation.

A variety of tools and methods are used to help managers asses their capabilities, strengths, and limitations, and to help them increase their effectiveness. The Myers Briggs Indicator (MBTI) is one such tool. The MBTI has been used in Industry for a long time and is gaining popularity in the health care and business sector. Although it is categorized as a "psychological test", it is non-diagnostic and nonevaluative; furthermore, it is relatively easy to understand. These characteristics make it an ideal tool for use in managerial assessment and development programs.

The MBTI measures the way people use their minds-how they take in information (perception) and how they come to conclusions about that information (judgement). Because almost any human activity involves either perception or judgement in action or ideas, the potential applications of the instrument cover a broad range of human experiences and situations. In all instances, the MBTI is used to help individuals understand and accept their own strengths and limitations. Because there are no right or wrong ways to perceive and judge, only different ways, the MBTI is used to help individuals appreciate and understand the valuable similarities and differences between themselves and others. In work situations, the MBTI has been used to help individuals learn how to "talk the language" of and work with different people, to create a climate where differences are seen as valuable rather than problematic, and construct working groups with sufficient diversity to solve problems and learn from each other. 

Type Theory

Type theory refers to C.G. Jung's theory of psychological type as interpreted by Isabel Myers and Katherine Briggs and operationalized through the MBTI. Jung observed patterns in the way people prefer to perceive and make judgements, he also called these pattern "psychological types". According to Jung, all conscious mental activity involves four cognitive processes - two perception functions, sensing and intuition, and two judging functions, thinking and feeling. Everyone uses all four processes, but individuals differ in their presence for and skill in each process and function, as well as in the attitude with which they use each process. Myers and Briggs identify four dimensions of psychological type: a perception function, a judgement function, an attitude toward life, and orientation to the outer world.

See also Personality Types in Business

The four dimensions of psychological type are based on concepts of polarity and balance. All four dimensions have polar opposites: there are two opposite basic mental functions: perception and judgement; two opposite perception processes, sensing and intuition; two opposite judgement processes, thinking and feeling: two opposite attitudes towards life, extraversion and introversion; and two opposite orientation towards the outer world, perceptive and judging. Along each dimension, strength and competence are developed in one polar opposites, while the other polar opposite is less well developed. To read more about Type Theory please read ....

Uses of the MBTI in Business

An understanding of type theory and its potential for helping managers is only a preliminary step in using type theory and the MBTI in business. To be maximally effective, an organization, department, work group, and the individuals comprising each must commit themselves and others through administration, interpretation, and discussion of MBTI results. 

It is important to remember that the MBTI is not a diagnostic or evaluation tool. The results do not indicate that respondents are more or less normal, based on some standard normalcy. Rather, they indicate important patterns and preferences in the way people take in information and make decisions. 

 

Extensive work has been done on construction of the MBTI items and scales and  on the reliability and validity of the instrument. Consequently, there is an impressive amount of evidence on the MBTI's reliability and validity, which can be found in the MBTI manuals and the scientific literature on the theory of psychological type.

See also MBTI In Business 

Appropriate Use of the MBTI 

Unfortunately, when the MBTI first became popular it was frequently used inappropriately. Because of this, the Association of Psychological Type, a professional association of personas interested in psychological type theory, developed a code of ethics for practitioners of psychological type theory and for the administration and interpretation of the MBTI. Two issues are worth emphasizing. First the MBTI should be administered only by those qualified to administer it. Second, the results of the MBTI should be provided face-to-face situation where the interpreter and respondent can interact. 

There are many reasons why these guidelines are important. The beauty of type theory is that its general principles can be summarized so that people who do not have extensive or formal training in psychological theory can understand it. However, type theory is not simple; it is complex and dynamic. MBTI results are meaningless to a respondent unless an explanation of theory is provided. Anyone interpreting the MBTI needs to understand the theory in all its complexity so that the explanation can be both accurate and tailored to the individual's or group's needs, questions, and issues. In addition, the MBTI is a psychometric tool. As such accurate interpretation of results depends on an understanding of the psychometric tools in general and of the psychometric properties of the MBTI. 

Verification of the MBTI results ultimately rests with the respondent. In other words, Individual's type as determined by the MBTI should be confirmed by the individual's own sense of himself or herself. This verification, however does not come automatically. For some people, there is an instant recognition of the accurateness of the MBTI results. For others, there maybe doubts-doubts caused by confusion or lack of differentiation for preferences. Negative connotations associated with some terms- for example, the assumption introversion implies neurotic, that judgement implies judgmental, or that feeling implies over emotional- may cause some people to reject those preferences. Thus, a true interpretation of the MBTI and an understanding of type theory cannot be provided merely giving someone his or her type results(ESTJ, ENTP, etc.) or providing him or her with written material. Interpretation and verification, to be meaningful and useful, depend on a thorough understanding of type theory, knowledge of the psychometric properties of the MBTI, and interpretation-respondent interaction.

Once individuals understand and accept their own type, they begin understanding and respecting others of different types. The MBTI is best used in small groups or work teams with people who work together frequently. It opens up new avenues of communication and understanding, and not only enhances the problem-solving process, but also improves outcomes and decisions. With so much emphasis currently on productivity, cost, and quantitative issues, all of which are important, type theory and it's application provide a relatively inexpensive way of increasing effectiveness by emphasizing the qualitative issues of the organization.