Self-Assessment and the US Population Analysis
The personality assessment performed with the Myers-Briggs Type Indicator (MBTI) instrument has allowed me to identify my characteristics. Based on the outcomes, my personality type can be described as protective because my result is referred to as ISFJ-T (Introversion, Sensing, Feeling, Judging-Thinking). Neck et al. (2020) propose this scoring mechanism and note that the division into two types in each of the categories makes it possible to distinguish between the basic types of temperament, which, in turn, are the most pronounced. When evaluating my result, I can notice that I feel empathy for people, and I am always ready to help my loved ones and protect them, guided by inner convictions and feelings. While analyzing this information, one can argue that through such an assessment, one can uncover individual character traits to compile a particular personality type as objectively as possible. In addition, the proposed evaluation criteria are applicable to any person, which increases the range of application of the instrument and allows it to be used in different environments and communities. As a result, despite the limited number of assessment parameters, general ideas about each person can be obtained.
Dividing the personality assessment into 16 possible variations allows for compiling individual data for each citizen. Neck et al. (2020) provide national statistics for the United States in which they present the division of the population into relevant groups in accordance with a specific type. My result is in the group of the most common type; according to the authors, the ISFJ type occurs in 9-14% of the general American population (Neck et al., 2020, p. 53). Since my judging and thinking criteria overlap, I may note that I fall under both groups (ISFJ and ISTJ); in the latter case, the percentage of citizens with the same result is the highest in the country (11-14%) (Neck et al., 2020, p. 53). Thus, my personality type is not unique, which, however, allows me to identify my individual characteristics and evaluate the features inherent in me as a member of society.
MBTI Instrument in Collegial Relationships
Productive interaction with colleagues in the workplace requires compliance with various communication conventions and adherence to ethical standards. Long-term close collaboration brings people together, but in some situations, for instance, in culturally diverse teams, additional approaches to communication optimization are needed. As Cole and Salimath (2013) state, diversity management is a process that includes a wide range of initiatives to promote to build a positive interaction in which all parties involved feel free, open, and engaged. In this regard, knowing a coworker’s Myers-Briggs type can help one communicate and ensure effective interaction on both a professional and personal level. Given the differences between people, taking into account the characteristics of a colleague’s personality may contribute to performing immediate tasks productively and eliminating potential interpersonal conflicts that slow down the work process. Therefore, this personality assessment tool is a valuable instrument to apply in the workplace.
Knowing a coworker’s Myers-Briggs type allows one to establish a mode of interaction with him or her, which does not violate the personal beliefs of a colleague and does not create discomfort in communication. For instance, a pronounced introverted rather than extroverted personality type is a reason to exclude close relationships based on active involvement in dialogues. Similarly, a decision-making algorithm also depends on the corresponding parameter; being guided by feelings rather than rational thinking can explain the relevant working principles that a colleague adheres to, and these positions may become a background for establishing positive communication. According to Cole and Salimath (2013), any pressure based solely on the beliefs of one party is counterproductive in creating a supportive work environment. In other words, ignoring specific personal characteristics is not the right decision in building an effective workflow. As a result, a particular Myers-Briggs type is an auxiliary tool in establishing collaboration with colleagues.
In some cases, knowing about a particular type of colleague’s personality may not improve mutual communication but, conversely, slow down the joint workflow. By not wanting to interact with an employee who has distinctive behaviors, an individual can show discontent and the lack of commitment, which, as Cole and Salimath (2013) argue, are obvious factors in ineffective diversity management. In case colleagues cannot work together due to different personality types, the task of line managers is to find rational solutions to resolve potential disagreements, up to the division of coworkers into different departments. Being mentally prepared for unpleasant communication complicated by distinctive perceptions of different situations, one employee may deliberately provoke another, thereby demonstrating an unwillingness to work together. This outcome is extremely undesirable because the efficiency of the workflow is reduced, and the microclimate in the team is deteriorating.
Thus, understanding and accepting differences between personality types are prerequisites for productive and well-coordinated teamwork. Ignoring these distinctions may negatively affect organizational results, create a tense atmosphere in the team, and become an occasion for the implementation of crucial management interventions.
References
Cole, B., & Salimath, M. (2013). Diversity identity management: An organizational perspective. Journal of Business Ethics, 116(1), 151-161. Web.
Neck, C. P., Houghton, J. D., & Murray, E. L. (2020). Organizational behavior: A skill-building approach (2nd ed.). SAGE.