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The Myers-Briggs Type Indicator Test Report (Assessment)


Introduction

The Myers-Briggs Type Indicator (MBTI) test refers to a psychology-based appraisal tool used to evaluate the degree to which people perceive the world. It comprises four psychological functions by which people perceive the world. These functions include sensation, thinking, feeling, and intuition. In the test, these functions are assigned different percentages that are used to determine the type of MBTI of the individual taking the test.

Results

After taking the test, the following results were obtained. My MBTI type was introverted intuitive feeling judging (INFJ). The various percentages obtained in each function were as follows: introversion (11%), intuition (25%), feeling (12%), and judging (11%). These results imply that my preference for introversion is slight, and my preference for intuition is moderate. Moreover, my preference for feeling overthinking is temperate while my preference for judging over perceiving is trivial.

Discussion

There are several reasons why my MBTI type would contribute to being a successful project manager. First, complex character and exceptional talent are characteristics of people who fall under the INFJ type (Butt, 2010). People in this group are idealists and doers because their preference for judgment enables them to be doers and dreamers. These are good traits in a manager because organizational success is based on the fulfilment of dreams through persistent action (Armstrong and Stephens, 2005). A blend of vision and practicality enables people in the INFJ group to take responsibility for their actions and decisions. Successful managers are responsible and visionary.

Secondly, people belonging to INFJ type (INFJs) take an interest in the welfare of others and work towards maintaining good relationships (Butt, 2010). One of the requirements for success in management is developing and maintaining good relationships with employees. This is easy for INFJs because they are concerned about the welfare of other people.

Thirdly, INFJs are introverts even though they sometimes exhibit extrovert behaviours (Butt, 2010). Managers encounter many challenges and difficulties that cause stress. It is necessary for them to withdraw from other people in order to avoid emotional overload due to high-stress levels. In addition, withdrawal enables them to gain new insights into matters that affect their roles as managers. A successful manager is able to withdraw from other people in order to find solutions to problems and to gain new insights (Armstrong and Stephens, 2005).

Thirdly, INFJs are charismatic and highly motivational (Butt, 2010). Their moderate preference for intuition enables them to understand ideas and concepts and implement them creatively within an organization. One of the roles of a manager is to motivate employees in order to improve performance and productivity (Armstrong and Stephens, 2005). Successful managers possess traits synonymous with NFJs. In addition, successful managers synthesize and implement ideas in creative ways.

Fourthly, extraverted sensing enables NFJs to have clarity of vision when developing and implementing strategies (Butt, 2010). On the other hand, introverted thinking enables them to engage their brains fully without interruption. Managers need to think creatively in order to develop new ways of doing things (Armstrong and Stephens, 2005). Finally, NFJs have clarity of perception. They possess the ability to grasp the motives behind certain behaviours or reactions. This invaluable trait enables managers to understand and interpret the behaviours of employees.

Conclusion

My MBTI type (INFJ) would contribute to being a successful manager because of the traits that INFJs possess. These include clarity of perception and vision, charisma, compassion, empathy. In addition, they are motivational, a trait that is vital in managers because motivation is a condiment of high productivity and performance. INFJs possess traits that are synonymous with successful managers.

References

Armstrong, M., and Stephens, T. (2005). Management and Leadership. New York: Kogan Page Publishers.

Butt, J. (2010). . Web.

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"The Myers-Briggs Type Indicator Test." IvyPanda, 12 Jan. 2021, ivypanda.com/essays/the-myers-briggs-type-indicator-test/.

1. IvyPanda. "The Myers-Briggs Type Indicator Test." January 12, 2021. https://ivypanda.com/essays/the-myers-briggs-type-indicator-test/.


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IvyPanda. "The Myers-Briggs Type Indicator Test." January 12, 2021. https://ivypanda.com/essays/the-myers-briggs-type-indicator-test/.

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IvyPanda. 2021. "The Myers-Briggs Type Indicator Test." January 12, 2021. https://ivypanda.com/essays/the-myers-briggs-type-indicator-test/.

References

IvyPanda. (2021) 'The Myers-Briggs Type Indicator Test'. 12 January.

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