Module Code: BE421

Module Leader: Personality Differences at Work: a Myers-Briggs

Perspective

Student ID:
Executive Summary
This report aims to assess the utilities of operating the Myers-Briggs Type Indicator (MBTI)
during the shift management stage of a diminutive business with a big company focused on
consolidations and investments. The MBTI is a commonly operated personality inspection that
evaluates a person's choices across four paradoxes. The report will evaluate the validity and
reliability of the MBTI, its possible usages during the consolidation process and change
management, the credibility of the assessment tool, the appropriateness of using the MBTI in the
application process, its possible use in team building, leadership development and conflict
resolution, and the conceptual correlation between the MBTI, the theory of psychological type,
and the best-fit type. The report’s main recommendation is that the MBTI should be used with
caution and in conjunction with other assessment tools. Proper training and interpretation of the
results are essential to ensure that the results are correctly used and understood. The report also
suggests that the MBTI can help managers assign roles and responsibilities that align with the
employees' strengths and preferences, leading to improved communication, collaboration, and
productivity.
Table of Contents
Executive Summary.......................................................................................................................1

Introduction....................................................................................................................................3

Suitability of using the MBTI as part of an application process.................................................3

Importance of proper training and interpretation of results.........................................................4

Maximising MBTI in Change Management: Team Building, Leadership, and Conflict

Resolution.......................................................................................................................................7

Potential uses of the MBTI in team building, leadership development, and conflict resolution.7

Examples of successful use of the MBTI in similar contexts......................................................7

MBTI, Psychological Type Theory, and Best Fit Type: Examining the Regulations of Self-
Assessment......................................................................................................................................8

MBTI, Psychological Type Theory, and Best-Fit Type: A Correlation Analysis.......................8

Limitations of self-assessment in determining the type..............................................................9

Evaluating the Evidence for MBTI: A Literature Review of its Effectiveness and
Limitations......................................................................................................................................9

Research and literature supporting the use of the MBTI.............................................................9

Criticisms of the MBTI and limitations of its use.......................................................................9

Recommendations..........................................................................................................................9

Conclusion....................................................................................................................................11

References.....................................................................................................................................11
Introduction
The Myers-Briggs Type Indicator (MBTI) manages organisational change within a small
business that is being integrated into a larger company specialising in Unification and
Investments. The MBTI is a ubiquitous character inspection tool that assesses a person's will
across four incongruities: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling
and Judging vs Perceiving. The test results are represented by a four-letter code identifying an
individual's personality type. The report will examine the validity and reliability of the MBTI, its
probable implications in the incorporation process and transition management, the credibility of
the assessment tool, the suitability of using the MBTI in an application process, the possible uses
of the MBTI in team building, leadership development, and conflict resolution, and the visionary
affinity between the MBTI, the theory of psychological type, and the best-fit type. An external
Organisational Change consultant has proposed using the MBTI to gain insight into employees'
characters during the incorporation process to match them with roles and responsibilities that
align with their strengths and precedences (Thompson & Borrello, 2013).

Facts of the Myers-Briggs Type Indicator as a personal Inspection

Tool
The Myers-Briggs Type Indicator (MBTI) is widely recognised as psychology's most well-
known and highly used personality assessment tool. The assessment tool measures an
individual's precedences across four theories. The test results are represented by a four-letter
code that identifies an individual's personality type, and it's widely used in various fields such as
team building, leadership development, and conflict resolution. However, the accuracy and
validity of the MBTI as a personality assessment tool have been a topic of ongoing debate among
experts in psychology and psychometrics (Merve and Emre, 2018).

Suitability of using the MBTI as part of an application process

The legitimacy and dependability of the MBTI are essential considerations when using the
assessment tool in a professional setting. While the MBTI has been widely used in various fields,
such as psychology, management, and career counselling, there needs to be more empirical
support for its validity and reliability. Some researchers have criticised the MBTI for its lack of
statistical support and have questioned its usefulness as a personality assessment tool. However,
other researchers have found that the MBTI has acceptable levels of reliability and validity,
mainly when used in combination with other assessment tools (Larsen et al., 2020).

Figure 1: Personality Types related to MBTI (Lee, 2021)

Importance of proper training and interpretation of results

In addition to validity and reliability concerns, the MBTI also has some limitations regarding its
application in the incorporation process. The MBTI is based on self-report data and may not
accurately reflect an individual's true personality. Furthermore, there is potential misuse, and
misinterpretation of the assessment results not administered and interpreted by a qualified
professional. Therefore, it is essential to use the MBTI with caution and to ensure that proper
training and interpretation of the results are provided (Quenk, 2013).

While the MBTI has been used everywhere as a personality assessment tool, there are concerns
about its validity, reliability, and potential for misuse and misinterpretation. It is essential to use
the MBTI with caution and to ensure that proper training and interpretation of the results are
provided. However, if used correctly, the MBTI can provide valuable insights into the staff's
personalities and how they fit into the new positions being drawn as a portion of the change
phase (Pittenger, 2019).
Operating the Myers-Briggs Type Indicator in the Hiring Process:
The Significance of Training and Interpretation
The MBTI can be appropriately utilised as a portion of an implication phase to gain insight into
the personality traits of potential employees. By understanding an individual's personality type,
organisations can better match them with roles and responsibilities that align with their strengths
and preferences. For instance, a person with precedence for extraversion may be well-suited for a
role that involves public speaking. In contrast, an individual who prefers intuition may be well-
suited for a role that requires creative problem-solving (Kerrscar, 2017). However, the MBTI
mustn’t be considered the sole determinant of an individual's suitability for a role. It should be
used with other assessment tools and interpreted by a qualified professional. Furthermore, proper
training is essential to ensure that the results of the MBTI are interpreted correctly and that the
results are correctly used and understood. It is also important to note that there are ethical
considerations when using the MBTI as part of an application process. It is essential to ensure
that the results of the MBTI are kept confidential and are not used to discriminate against
individuals based on their personality type ((Harrison, 2017).

Figure 2: Myers-Briggs Type Indicator (Source: Schultz and Sydney, 2017

Maximising MBTI in Change Management: Team Building,
Leadership, and Conflict Resolution

Potential uses of the MBTI in team building, leadership development, and

conflict resolution
The MBTI can be used in various aspects of the change management process, such as team
building, leadership development, and conflict resolution. For example, by understanding the
personality types of team members, organisations can create teams that are well-balanced and
have a diverse set of strengths and skills. This can lead to more effective communication and
collaboration within the team. Understanding the team members' personality traits can help
managers assign roles and responsibilities that align with their strengths and preferences
(Scannell, 2016).

The MBTI can also be used in leadership development by providing leaders with a better
understanding of their personality type and how it may impact their leadership style and
decision-making. This can help leaders to identify areas for improvement and to develop
strategies for effectively leading teams with different personality types (Wiggins, 2014).

Examples of successful use of the MBTI in similar contexts

There are several examples of successful use of the MBTI in similar contexts. For example, a
company has used the MBTI to diagnose the power and lethargy of their employees and how
they would fit into the new roles being designed as part of the change process. This helped the
company to align the employees with roles and responsibilities that align with their strengths and
preferences, which led to improved communication, collaboration and productivity (Sheldon and
Parker, 2017). Another example is a leadership development program, where the MBTI was used
to understand the individual type of leaders and how it may impact their leadership style and
decision-making, which helped the leaders to identify areas for improvement and to develop
strategies for effectively leading teams with different personality types.
MBTI, Psychological Type Theory, and Best Fit Type: Examining
the Regulations of Self-Assessment

MBTI, Psychological Type Theory, and Best-Fit Type: A Correlation Analysis

The Myers-Briggs Type Indicator (MBTI) is built on Carl Jung's theory of psychological type
and aims to give people a deeper understanding of themselves and those around them. According
to the theory of psychological type, people have inherent tendencies to perceive and judge the
world in specific ways. The MBTI measures these tendencies and assigns individuals a four-
letter code that represents their personality type. The idea of "best-fit type" refers to the concept
that someone's self-reported qualities type may not always match their authentic personality
classification. The MBTI must be a self-report assessment, and individuals may only sometimes
accurately report their valid preferences (Pearson, 2017). Therefore, it is essential to consider
multiple data sources, such as observer ratings and behavioural measures, to get a complete
picture of an individual's personality type.

Figure 3: MBTI Relationship between psychological and best-fit type (Carlyn, 2016)
Limitations of self-assessment in determining the type
The limitations of self-assessment in determining type are related to the potential for response
biases and inaccurate self-perception. For example, individuals may be inclined to present
themselves in a socially desirable manner or may need a clearer understanding of their
personality. Therefore, using the MBTI with caution and considering multiple data sources to get
a complete picture of an individual's personality type is essential (Thompson & Borrello, 2016).

Evaluating the Evidence for MBTI: A Literature Review of its

Effectiveness and Limitations
Research and literature supporting the use of the MBTI
There is a significant amount of research and literature supporting the use of the MBTI in various
fields, such as psychology, management, and career counselling. Studies have found that the
MBTI can help understand personality differences within groups and organisations and aid in
team building and leadership development. Additionally, research has shown that the MBTI can
be helpful in career counselling by helping individuals identify careers that align with their
personality type (Wheeler, 2015). The MBTI can also improve team communication and
collaboration by providing insight into the underlying personality differences that may be
causing the conflict.

Criticisms of the MBTI and limitations of its use

However, there are also criticisms of the MBTI and limitations to its use. Some researchers have
criticised the MBTI for its lack of statistical support and have questioned its usefulness as a
personality assessment tool. Besides, there are constraints in the dependability and facts of the
MBTI, as well as anxieties about the possibility of misusage and misconception of the
consequences. Furthermore, some critics argue that the MBTI is based on a limited and outdated
understanding of personality and needs to be more balanced with the complexity of human
personality (King & Mason, 2020).
Recommendations
The analysis of the use of the Myers-Briggs Type Indicator (MBTI) in operating organisational
changes during the incorporation of a small business into a more prominent firm that specialises
in Coalitions and Investments indicates that while the MBTI has some benefits, it also has flaws
and complaints. The MBTI can help understand personality differences within groups and
organisations and aid in team building, leadership development, and conflict resolution.
Additionally, research has shown that the MBTI can be helpful in career counselling by helping
individuals identify careers that align with their personality type (Andrews & Harris, 2015).

 The MBTI should be used with caution and proper interpretation in the change
management process.
 It should be used in conjunction with other assessment tools. -It should be interpreted by
a qualified professional.
 Staff should be trained to interpret the results and use the information in the change
management process.
 The MBTI results should not be used to stereotype or label individuals.
 The MBTI can help managers assign roles and responsibilities that align with the
employees' strengths and preferences, leading to improved communication, collaboration,
and productivity.
Conclusion
In conclusion, using the Myers-Briggs Type Indicator (MBTI) in the shift management approach
of a diminutive firm being incorporated into a gigantic organisation has advantages and
limitations. While the MBTI can help understand personality differences within groups and
organisations and can aid in team building, leadership development, and conflict resolution, there
are also limitations in the reliability and validity of the MBTI, as well as limitations about the
possibility for misusage and misinterpretation of the results. Furthermore, some critics argue that
the MBTI is based on a limited and outdated understanding of personality and needs to be more
balanced with the complexity of human personality.
References
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Harrison O. (2017). Using the Myers-Briggs Type Indicator. 50Minutes.com.

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