The Myers-Briggs typology was the Myers-Briggs develop! in the mid-20th century by Isabel Briggs Myers and her mother! Katherine Cook Briggs. The basis for the creation of this model was the theory of psychological types by Carl Jung! who identifi! different ways of perceiving the world and making decisions.
History and basis of Myers-Briggs typology
Myers and Briggs adapt! this theory to create a tool that could help people better understand phone number list themselves and others. The result was a system that classifies people into four pairs of opposites.
1. Extraversion (E) – Introversion (I) .
Determines where a person gets energy from – from communication with others or from the inner world.
2. Sensorics (S) – Intuition (N) .
Indicates how a person perceives information – through specific facts or through 10 golden tips for turning data into strategies with social listening intuitive connections.
3. Logic (T) – Emotions (F) .
Shows how decisions are made – bas! on logic and objective data or bas! on personal values and emotions.
4. Judgment (J) – Perception (P) .
Reflects how a person organizes his life – whether he prefers structure and planning or flexibility and spontaneity.
Personality Type Assessment
The Myers-Briggs typology allows you to assess a person’s personality according to the taiwan lead four dichotomies mention! above! which makes it possible to understand their behavior! preferences! and style of interaction with others. For this purpose! there is a special test consisting of questions that the respondent answers by choosing the options that are most suitable for him.
The test results can help determine a personality type! which is designat! by four letters (e.g. ISTJ! ENFP! etc.). Each type has its own characteristics that can be useful in understanding how a person will behave in different situations.
Application of typology in HR
1. Recruitment.
One of the most common uses of typology is in recruiting. Knowing the personality types of candidates allows HR professionals to better understand how they will fit into the team and what role they can fill. For example! extroverts may be better suit! to roles that require extensive communication with clients! while introverts may be strong in tasks that require deep data analysis.
