Module Code & Name: BE421 Personality Differences at

Work: a Myers-Briggs Perspective

Module Leader:

Student ID
Executive Summary
This report aims to analyse the appropriateness of using the Myers-Briggs Type Indicator
(MBTI) in the change management process of a small firm incorporated into a larger company
specialising in Mergers and Acquisitions. The Myers-Briggs Type Indicator (MBTI) is a widely
used personality assessment tool that measures an individual's preferences on four dichotomies:
Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling and Judging vs
Perceiving. The report examines the validity and reliability of the MBTI, its potential uses in the
incorporation process and the change management process, the reliability of the assessment tool,
the suitability of using the MBTI in an application process, the potential uses of the MBTI in
team building, leadership development, and conflict resolution, and the theoretical relationship
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 and that 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

Accuracy of Myers-Briggs Type Indicator as a Personality Assessment Tool.........................4

Suitability of using the MBTI as part of an application process.................................................4

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

MBTI in the Application Process: Importance of Training and Interpretation.....................5

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

Resolution.......................................................................................................................................6

Potential uses of the MBTI in team building, leadership development, and conflict resolution.6

Examples of successful use of the MBTI in similar contexts......................................................6

Exploring the Intersection of MBTI, Psychological Type Theory, and Best Fit Type: An
Analysis of the Limitations of Self-Assessment...........................................................................7

Relationship between the MBTI, the theory of psychological type, and best-fit type................7

Limitations of self-assessment in determining the type..............................................................7

Evaluating the Evidence for MBTI: A Literature Review of its Effectiveness and
Limitations......................................................................................................................................7

Research and literature supporting the use of the MBTI.............................................................7

Criticisms of the MBTI and limitations of its use.......................................................................8

Recommendations..........................................................................................................................8

Recommendations for the appropriate use of the MBTI in the change management process.....8

Conclusion......................................................................................................................................9

References.....................................................................................................................................10
Introduction
The MBTI is a popular tool used to measure an individual's preferences across four dichotomies:
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 purpose of this report is to analyse the appropriateness of using the MBTI
in the change management process of a small firm being incorporated into a larger company
specialising in Mergers and Acquisitions. An external Organizational Change Consultant has
proposed the use of the Myers-Briggs Type Indicator (MBTI) as a means of gaining insight into
the personalities of staff during the incorporation process of a small firm into a larger company
specialising in Mergers and Acquisitions to match them with roles and responsibilities that align
with their strengths and preferences (Thompson & Borrello, 2013).
Accuracy of Myers-Briggs Type Indicator as a Personality
Assessment Tool
The MBTI is a widely used personality assessment tool that measures an individual's preferences
on four dichotomies: Extraversion vs Introversion, Sensing vs Intuition, thinking vs Feeling and
Judging Vs Perceiving. The test results in a four-letter code represent an individual's personality
type. The external Organizational Change Consultant has suggested using the MBTI in the
incorporation process of the small firm into the larger company that specialises in Mergers and
Acquisitions. The consultant believes that using the MBTI can help understand the staff's
personalities and how they fit into the new roles being designed as part of the change process
(Merve and Emre, 2018).

Suitability of using the MBTI as part of an application process

The validity and reliability 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 widely used 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 roles being designed as part of the change process
(Pittenger, 2019).

MBTI in the Application Process: Importance of Training and

Interpretation
The MBTI can be used as part of an application process 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 example, an individual with a preference 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, it is essential to note
that the MBTI should not be used as 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 identify the strengths and weaknesses 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 personality type of the 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.

Exploring the Intersection of MBTI, Psychological Type Theory,

and Best Fit Type: An Analysis of the Limitations of Self-
Assessment

Relationship between the MBTI, the theory of psychological type, and best-fit
type
The MBTI is based on Carl Jung's theory of psychological type and aims to provide individuals
with a better understanding of themselves and others. The theory of psychological type suggests
that individuals have innate preferences for specific modes of perceiving and judging the world.
The MBTI measures these preferences and assigns individuals a four-letter code representing
their personality type. The concept of "best-fit type" refers to the idea that an individual's self-
reported personality type may not always align with their actual personality type. It is important
to note that the MBTI is 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. Additionally, the MBTI is based on self-reported data, which may not accurately
reflect an individual's true 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. Additionally, there are limitations in the reliability and validity of
the MBTI, as well as concerns about the potential for misuse 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 (King &
Mason, 2020).

Recommendations
The analysis of the appropriateness of using the Myers-Briggs Type Indicator (MBTI) in the
change management process of a small firm being incorporated into a larger company
specialising in Mergers and Acquisitions indicates that while the MBTI has its benefits, it also
has limitations and criticisms. 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 should not be used as the sole decision-making tool in the incorporation
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, the use of the Myers-Briggs Type Indicator (MBTI) in the change management
process of a small firm being incorporated into a larger company has both 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 concerns about the
potential for misuse 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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Personality and Individual Differences: Measurement and Assessment, pp.315-319.
Larsen, R., Buss, D., Wismeijer, A., Song, J. and van den Berg, S. (2020). Personality
Psychology: Domains of Knowledge about Human Nature, 3e. New York: McGraw-Hill
Education.
Merve Emre (2018). The Personality Brokers. Random House Canada.
Pearson, A. (2017). Fundamentals of Myers-Briggs type personal assessment.
Quenk, N.L. (2013). Essentials of Myers-Briggs type indicator assessment. Hoboken, N.J.:
Wiley.
Scannell, M. (2016). Team Building: A Guide to Building Successful Teams. Mcgraw Hill
Professional.
Sheldon, L.M. and Parker, P.M. (2017). Leadership and team building. Daily Management, 4(2),
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Educational and Psychological Measurement, 46(3), pp.745-752.
Wheeler, P., (2015). The Myers‐Briggs type indicator and applications and research. Issues in
Management Education, 16(1), pp.125-150.
Anderson, N.L. (2012). Organisation development: the process of leading organisational
change. Los Angeles Etc.: Sage.
Kerrscar, J. (2017). The MBTI Personality Inventory: A Personality Tool for the Practitioner.
Cengage Learning.
Andrews, J., Cameron, H. and Harris, M., (2015). All change? Managers' experience of
organisational change in theory and practice. Journal of Organizational Change Management.
Pittenger, D.J., (2019). The utility of the Myers-Briggs type indicator. Review of educational
research, 63(4), pp.467-488.
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Carlyn, M. (2016). The Relationship Between Myers-Briggs Personality Characteristics and
Teaching Preferences of Prospective Teachers.

Lee, G. (2021). MBTI personality types. Management Journal, 11, pp.65–78.

doi:10.52251/kjfa.2021.11.65.