Myers-Briggs Type

Indicator
The original versions of the MBTI were constructed by two
Americans, Katharine Cook Briggs and her daughter Isabel Briggs Myers.
The MBTI is based on the conceptual theory proposed by Swiss psychiatrist 
Carl Jung who uses four principal psychological functions—sensation,
intuition, feeling, and thinking.
Who proposed that one of these four functions is dominant for a person most
of the time. The four categories are Introversion/Extraversion,
Sensing/Intuition, Thinking/Feeling, Judging/Perceiving. Each person is said
to have one preferred quality from each category, producing 16 unique types.
Katharine Cook Briggs and her daughter Isabel Briggs Myers
16 Personality Types
• BIG FIVE PEROSONALITY
 Openness
This trait features characteristics such as imagination
and insight. People who are high in this trait also tend to
have a broad range of interests. They are curious about
the world and other people and eager to learn new things
and enjoy new experiences.
•
 Conscientiousness
Standard features of this dimension include high levels
of thoughtfulness, good impulse control, and goal-
directed behaviors. Highly conscientious people tend to
be organized and mindful of details. They plan ahead,
think about how their behavior affects others, and are
mindful of deadlines.
•
 Extraversion

Extraversion (or extroversion) is characterized by excitability, sociability,

talkativeness, assertiveness, and high amounts of emotional expressiveness.
People who are high in extraversion are outgoing and tend to gain energy in social
situations. Being around other people helps them feel energized and excited.
People who are low in extraversion or introverted tend to be more reserved and
have less energy to expend in social settings. Social events can feel draining and
introverts often require a period of solitude and quiet in order to recharge.
•
Agreeableness
This personality dimension includes attributes such as
trust, altruism, kindness, affection, and other prosocial
behaviors.1 People who are high in agreeableness tend to
be more cooperative while those low in this trait tend to
be more competitive and sometimes even manipulative.
•
Neuroticism
Neuroticism is a trait characterized by sadness,
moodiness, and emotional instability.1 Individuals who
are high in this trait tend to experience mood swings,
anxiety, irritability, and sadness. Those low in this trait
tend to be more stable and emotionally resilient
•
 •PERSON JOB FIT
•VS
•PERSON ORGANIZATION
FIT
PERSON JOB FIT
The personality–job fit theory postulates that a person's
personality traits will reveal insight as to adaptability within
an organization. The degree of confluence between a person
and the organization is expressed as their Person-Organization
fit. This is also referred to as a person–environment fit.
PERSON - ORGANIZATION FIT
Person-organization fit, or P-O fit, is essentially
compatibility between an employee and an organization –
it is about the congruence of a candidate's own beliefs and
values with the mission, values, and ethics of your
organization, which in turn should be reflected in your
company's culture.
IMPORTANTS AND IMPLICATIONS

 TO ENSURE HIGH PERFORMING EMPLOYEES IN AN

ORGANIZATION
 TO DESCRIBE HOW PEOPLE ARE LIKELY TO BEHAVE IN A
GIVEN SITUATION
 TO BUILD AND SUSTAIN SUCH RELATIONSHIPS, AND IS
THUS AN IMPORTANT ELEMENTS TO ANY ORGANIZATION.
 TO MANAGE EFFECTIVELY
 WHAT IS THE IMPLICATION IF INDIVIDUALS IN AN
ORGANIZATION HAVE DIFFERENT PERSONALITY TYPES?

INCREASES
• TEAM PRODUCTION AND EFFECIENCY

TEAMS THAT INCLUDE EMPLOYEES WITH A DIVERSE PERSONALITY

ARE BETTER EQUIPED TO ACHIEVED INCREASED PRODUCTION AND
EFFECIENCY BECAUSE THEY INCLUDE CREATIVE EMPLOYEES
,ORGANIZED EMPLOYEES ,AND EMPLOYEES THAT ARE
SOMEWHERE IN THE MIDDLE.