As a senior human resources professional, currently working mainly in recruitment and selection in a major manufacturing company, I have been intrigued by different theories of personality and their relevance to organisations.
So many of us have had the opportunity to do a self-assessment on our Myers-Briggs (MBTI) personality types. I did mine already in 1985. Since then, I’ve always come out as an ENTJ, an Extraverted INtuitive Thinking Judging type, no matter what version or “cousin” of MBTI I used. (To get an overview of MBTI typology in work settings, the book by Otto Kroeger & al. is a popular and practical introduction.)
Many MBTI writers have noted that **TJ types or “Judging Thinkers” excel in managerial jobs. On the other hand, an ethical use of the Myers-Briggs Type Indicator does not support using the tool for selection purposes. Well, who would rely on a single personality indicator when making important selection decisions? Still, aren’t we taking great risks when choosing **FP persons or “Perceptive Feelers” to managerial positions, especially if the job requires analysis and structure?
For work organisations, it is important to know about the relationships of individual personalities to success at work. As the average education level of people is getting higher and higher, education as such is no longer the key competitive advantage. The new advantages can be found in how we behave, how we react, how flexible and versatile we can be, in other words in our personality differences. Success in organisations but also in individual careers means matching personalities to positions.
My vision is to share practitioners’ and job-changers’ views on the connections between work and personality, mainly for exchange of experience or professional opinion. Even though I love relevant research on work psychology, the emphasis would not be on research, as there are already enough forums for research articles. Neither would this site be one for “believers”, whether they be MBTI lovers or proponents of other classification tools.
I believe that there are many of us in different organisations who want to understand these things better. I would welcome proposals for links to useful web pages, short reviews of relevant books and primarily stories on what has turned out to be successful in real work-life settings and what has caused disappointments.
Anyone out there with a desire to share experiences in this thrilling area of work psychology, so relevant to personal and organisational well-being?
Wishing you welcome to comment!