The Personality Theory is one ofthe two main types of participation theories that can be used by managers tofacilitate a groups’ effort to achieve its goals (Engleberg & Wynn, 2003,p. 49). The Myers-Briggs Type Indicator is a personality measurement tooldeveloped by a mother-daughter team, Isabel Briggs Meyers and her motherKatharine Cook Briggs, to help clarify the work begun by Carl G. Jung in theearly 1920s concerning personality types (The Myers-Briggs Foundation, n.d.a.

).The personality theory initially developed and publicized by Jung in his bookPsychological Types introduced the theory that each person has a psychologicaltype, but the academic language of the book was too difficult for people toread and comprehend for actual use (The Myers-Briggs Foundation, n.d.a.).Isabel Briggs Myers and KatharineCook Briggs, melded their own observations with those of Jung tocomprehensively identify and present personality types, and developed aquestionnaire, the Myers-Briggs Type Indicator, with which management and theuser can identify personality types (The Myers-Briggs Foundation, n.

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d.b.).Myers-Briggs and Briggs hypothesize that people have a tendency to lean towardsone end of the spectrum of each of the four categories by measuring the way inwhich individuals perceive, or gain awareness of the world around them, and theway they judge those perceptions (Engleberg & Wynn 2003, p. 54). The MBTIattempts to “enable individuals to grow through an understanding andappreciation of individual differences in healthy personalities and to enhanceharmony and productivity in diverse groups” (The Myers-Briggs Foundation,n.d.

b.).The MBTI assesses four categoriesof thought dichotomies, which influence the way people make judgments andperceive the world around them (Engleberg & Wynn 2003, p. 54).

Each traithas an opposite and, if used complimentarily and contrastingly, serves tostrengthen the skills of the individual and the overall effectiveness of thegroup. The traits as categorized by the MBTI are (a) extrovert or introvert,(b) sensor or intuitive, (c) thinker or feeler, and (d) judger or perceiver (ascited by Engleberg & Wynn 2003, p. 54).Additionally, the MBTI could beused to develop those employees in consideration for other positions to includethose positions in which he or she may have influence over others and in otheraspects of the employees’ life. Personalities can be developed and improvedwithout eradicating individual personalization or ownership. In many cases, howan individual behaves or performs at work differs vastly from the behaviorsexhibited at home, school or from the workplace. As an example, an extrovert inthe workplace may only exhibit those behaviors because of the sense of comfortthrough familiarity and experience, but in an environment in which that sameperson is unknown or inexperienced, he or she becomes an introvert, like forinstance a new student in college which can be used as an example of anInstitutional Learning Outcome as well. This is an importance aspect toconsider when introducing new employees to a team.

In conclusion the perfect employeewould be one who could in any situation manipulate his or her personality toreflect all traits as recognized by the MBTI. While the perfect employee maystill be in the making, it may be possible to develop all employees through theeducation of the existence of all traits as well as tolerance for thosedifferent from his or her own. There is not one set method for developing teamsas personalities and situations will dictate modifications, but many theoriesexist from which a manager or leader can develop his or her own team buildingprocesses. The success of the process will be evident in the productivity ofeach team member and the overall achievements of the team. The challenges formanagement are infinitely present in a fluid, multi-cultural, and diverseworkforce. Among the many tools within a leaders or managers toolbox are the techniquesand methods which serve to assist in determining the personalities of eachindividual and with whom that person will better perform, all in an effort tomake each individual an effective team member. This is what I strive to improvein my building of a successful workplace as an employee that works withdifferent personalities on the daily basis. I would also like to improve theworker’s placement environment as well, if employees are placed in anenvironment where they are able to succeed would make great strides not onlyfor the individual but the workplace as well.

  ReferencesEngleberg, I. N., & Wynn, D. R.

(2003). Workingin groups: Communication principles and            strategies(3rd ed.). Boston, MA: Houghton Mifflin.The Myers-Briggs Foundation. (n.d.a.

). C.G.

Jung’sTheory. Retrieved May 9, 2017,fromhttp://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/c-g-jungs-theory.aspThe Myers-Briggs Foundation.

(n.d.b.

). IsabelBriggs Meyers and her mother, Katherine CookBriggs. Retrieved May 9, 2017, fromhttp://www.myersbriggs.org/my-mbti-personalitytype/mbti-basics/c-g-jungs-theory.asp