The Strong Interest Inventory Work Style Scale And The Job Market – Part I

January 28th, 2010

The purpose of The Strong Interest Inventory (SII) Work Style Scale is to distinguish between individuals who prefer working with data, ideas, or things and individuals who prefer working with people. A score of 45 or below on the SII Work Style Scale indicates a clear interest in working with data, ideas, or things.

Three careers among those considered by the Department of Labor to be the “fasting growing” and “ most in high demand” that have the potential of providing high job satisfaction for individuals with a score of 45 or below include:

  • Computer Software Engineers, applications
  • Veterinary Technologists and Technicians
  • Medical Records and Health Information Technicians

Computer Software Engineers

Employment of computer software engineers is projected to increase by 38 percent between 2008 and 2018.

Computer Software Engineers apply principles and techniques of computer science, engineering, and mathematical analysis. They research, design, develop, and test operating systems-level software, compilers, and network distribution software.

Computer Software Engineers work in a broad range of industries including:

  • Medical
  • Military
  • Communications
  • Aerospace
  • Scientific
  • General Computing Applications.

Education and Training

Most employers prefer applicants who have at least a bachelors degree.

Computer Software Engineers who have completed:

Percent

High School or less

2.9%

Some College

15.3%

Bachelors Degree and More

81.8%

*Source: Department of Labor

The usual college major for applications software engineers is computer science or software engineering.

Income

According to National Association of Colleges and Employers starting salaries for Computer Software Engineers averaged:

  • $56,201  for graduates with a bachelors degree
  • $53,396 fro graduates with a bachelors degree in computer science

Job Title

Median Annual Income

Software publishers

$84,560

Computer systems design and related services

$78,850

Management, scientific, and technical consulting services

$78,850

Management of companies and enterprises

$78,580

Insurance carriers

$74,230

Research and development in the physical, engineering, and life sciences

$97,220

Scientific research and development services

$97,180

Computer and peripheral equipment manufacturing

$93,240

Computer systems design and related services

$84,660

Data processing, hosting, and related services

$78,270

*Source: Department of Labor, 2006.

Veterinary Technologists and Technicians

During economic recession employment is relatively stable for veterinary technologists and technicians. Employment of veterinary technologists and technicians is expected to grow 36 percent between 2008 and 2018.

Veterinary Technologists and Technicians conduct clinical work under the supervision of a licensed veterinarian. They carry out many of the same duties for a veterinarian that a nurse would for a physician, including routine laboratory and clinical procedures.

Work setting for Veterinary Technologists and Technicians include:

  • Private Clinics
  • Animal Hospitals
  • Research Facilities

Education and Training

Typically entry-level veterinary technicians have a 2-year associate degree from an American Veterinary Medical Association (AVMA) accredited community college program in veterinary technology in which courses are taught in clinical and laboratory settings using live animals. A 4-year degree is generally needed to become a Veterinary Technologists.

While every state has their own regulations for veterinary technicians and technologists all states require a credentialing exam.

Individuals interested in careers as veterinary technologists and technicians should try to take as many high school science, biology, and math classes as possible.

Veterinary Technologists and Technicians who have completed:

Percent

High School or less 30.2%
Some College 53.1%
Bachelors Degree and More 16.7%

*Source: Department of Labor

Income

During economic recession employment is relatively stable for veterinary technologists and technicians

The annual median hourly wage of veterinary technologists and technicians reported in 2008 was $28,900.

Percentile wage estimates

Percentile

10%

25%

50%
(Median)

75%

90%

Hourly Wage

$9.50

$11.34

$13.89

$16.81

$19.95

Annual Wage (2)

$19,770

$23,580

$28,900

$34,960

$41,490

*Source: Department of Labor

States with the highest concentration of Veterinary Technologists and Technicians include: Vermont, Colorado, New Hampshire, Rhode Island, and Arizona.

State

Employment

Hourly mean wage

Annual mean wage

Percent of State employment

Vermont

380

$14.41

$29,980

0.126%

Colorado

2,550

$14.13

$29,390

0.111%

New Hampshire

630

$14.07

$29,270

0.099%

Rhode Island

460

$16.13

$33,550

0.096%

Arizona

2,420

$13.31

$27,680

0.092%

States paying the highest wage to Veterinary Technologists and Technicians include: New York, Illinois, California, Connecticut, and District of Columbia.

State

Employment

Hourly mean wage

Annual mean wage

Percent of State employment

New York

3,610

$16.92

$35,200

0.042%

Illinois

2,910

$16.88

$35,120

0.049%

California

8,950

$16.81

$34,970

0.059%

Connecticut

1,230

$16.76

$34,860

0.072%

District of Columbia

30

$16.69

$34,720

0.005%

Source: Department of Labor, 2008

Medical Records and Health Information Technicians

Medical Records and Health Information Technicians manage patient record databases and perform quality assurance on their records. They make certain that all the necessary information is in the computer database, and verify that all recorded information  is correct and complete.

While technicians’ duties vary from facility to facility they must pay close attention to detail and accuracy is essential .

Roughly two out of five Medical Records and Health Information Technicians jobs are in hospitals.  Other employ opportunities include:

  • Physician offices,
  • Nursing care facilities,
  • Outpatient care centers,
  • Home health care services.
  • Insurance firms
  • Public health departments

Education and Training

Typically entry-level medical records and health information technicians have an associate degree from a community or junior college. Many employers give preference to technicians who have become Registered Health Information Technicians (RHIT). Advancement in the field is generally achieved by specialization or promotion to a management position.

Computer Software Engineers who have completed: Percent
High School or less 2.9%
Some College 15.3%
Bachelors Degree and More 81.8%
*Source: Department of Labor

Income

The increasing use of electronic health records (EHR) will continue to broaden

Median annual earnings for medical records and health information technicians is  $28,030. The middle 50 percent earned between $22,420 and $35,990. The lowest 10 percent earned less than $19,060, and the highest 10 percent earned more than $45,260.

Job Title

Median Annual Income

General medical and surgical hospitals

$29,400

Nursing care facilities

$ 28,410

Outpatient care centers

$ 26,680

Offices of physicians

$24,170

Bill and Account Collectors

$30,630

*Source: Department of Labor, 2006

Myers-Briggs Personality Type Theory and Team Development

May 13th, 2008

There are two principal assumptions fundamental to the use of the Myers-Briggs type theory and the MBTI with regard to team development. The first assumption is knowledge of individual differences will help teams identify the unique abilities each team member is capable of contributing towards the goal of task accomplishment. The second assumption is knowledge of individual differences when attributed to personality type can help reduce conflict by redirecting potential sources of misunderstanding.

It is commonly accepted that improvements in conflict resolution contributes greatly to the improvement of the team process as a whole. Through knowledge of type preferences a conflict can be diagnosed and attributed to naturally occurring type differences. Within the context of type Jung / Myers-Briggs theory blaming and other negative elements of conflict can be managed.

Each of the sixteen types exhibit unique characteristics and tendencies when functioning as a team member in a work environment. The following is a cursory summation of some of these characteristics and tendencies.

ENFJ: Focus on interpersonal relationships; their innate tendencies to be diplomatic and persuasive enable them to be natural team builders.

ISTJ: Bring clarity and structure to team goals and objectives by concentrating on precise facts, they take nothing for grant it.

ISTP: Resourceful self-starters skilled at accomplishing difficult task in an efficient timely manner and excel in a team environment that promotes autonomy and individuality.

ENTJ: Are unafraid to take calculated risks, make unpopular decisions when necessary, and display an extraordinary talent for rising to the demands of the most impossible situations.

INFP: Possess boundless idealism. They are skilled listeners apt at facilitating and motivating other team members, when they choose to do so.

ISFJ: Unselfishly and willing take on work of any type or magnitude in order to benefit the team effort. They are the ultimate team player.

ENTP: Skilled negotiators that have a natural gift for getting others excited about ideas. They are very apt at mobilizing other team members and getting projects underway.

ESTJ: Belonging, tradition and camaraderie are important. They have a keen sense of Organization and are proficient at focusing on team goals. They are very dependable and through.

ESFJ: Highly committed and loyal to the pursuit of team goals and expect the same from others.

INTP: Have an ability to analyze complex problems and find unorthodox solutions. They enjoy working in a team atmosphere that is flexible and unstructured.

ESFP: Keenly aware of what is going on “behind the scene”, thrive on social interaction, strive to make-work fun and tend to enjoy working in a team-structured environment.

ESTP: Excel at troubleshooting and negotiating and lend a common sense approach to focusing on team goals and objectives.

ISFP: Demonstrate personal loyalty to the team and its’ members. They promote a team environment, which is egalitarian, cooperative, and allow others to lead whenever possible. They do not particularly desire to lead.

INFJ: Seek ways for the individual to fit into the organization and are gifted at motivating team members to want to work together.

INTJ: Natural decision-makers who enjoy coming to new understandings. They enjoy working in a team environment, which allows them to generate ideas that challenge and change the status quo.

ENFP : Gifted oral communicators, they promote new ideas, possibilities, and are catalysts in the implementation of change.

While enlightening, it is unrealistic to expect the administration of the MBTI accompanied by a one-time session to fully impact team members and improve performance. In order for the MBTI to achieve acceptance and fully impact performance it is necessary to integrate the MBTI and the theory it is based upon into the culture of the organization in which it is being used.

The Strong Interest Inventory General Occupational Themes

May 9th, 2008

The Strong Interest Inventory is an assessment used to help people make educational and occupational choices .The inventory is a carefully constructed questionnaire that inquires about a respondent’s level of interest in a wide range of familiar items (i.e. words or short phrases describing occupations, occupational activities, hobbies, leisure activities, school subjects, and types of people). For each of the 317 items, the respondent is ask to indicate his / her preferences among three response categories on an answer sheet. The answers are then analyzed by computer to derive scores on measures of interest type, called scales. The results are then printed on a report called a profile, which presents the scale scores in an organized format and offers interpretive information. 

The assessment was introduced in 1927 by E.K. Strong, a researcher at Stanford University. Since that time the Strong Interest Inventory has been revised and improved, including the addition of Holland’s RIASEC theory, which added general occupational themes to improve the quality of the instrument. Because the instrument is constantly updated, the scores received by an individual today compare that person’s interests with those of people who have responded to the inventory recently and who may be in occupations that did not exist in Dr. Strong’s day.

 

The current Strong Interest Inventory offers several advantages over other methods of data gathering. The first section of the profile reports results on six General Occupational Themes:  

 

CONVENTIONAL: Indicates an interest in problem solving through organizing. Individuals that show high scores in this occupational theme enjoy activities that permit organization of information in a clear, orderly fashion.

 

    REALISTIC: Indicates an interest in solving problems by hands-on activity. Individuals that show high scores in this occupational theme enjoy working with machines, tools, objects, and animals.

 

  INVESTIGATIVE: Indicates an interest in abstract problem solving. Individuals that show high scores in this occupational theme tend to be methodical, original, and logical.   

 

 ENTERPRISING: Indicates interests in solving problems by persuading. Individuals that show high scores in this occupational theme Seek to use  words, and feelings in dealing with people to motivate, persuade, manage, and sell things or promote ideas.

 

SOCIAL: Indicates interests in solving problems by helping. Individuals that show high scores in this occupational theme enjoy working with people to inform, enlighten, or cure.

 

ARTISTIC: Indicates interests in solving problems through creativity and innovation. Individuals that show high scores in this occupational theme enjoy being original, independent, self-expressive, innovative and unstructured.

Children and Young Adult Personality Type Characteristics

May 7th, 2008

Psychological type recognition during a child’s developmental years provides an enormous benefit to the child.  As with adults, children and young adults of the same personality type consistently display similar actions and behaviors, share a common value system , and are motivated  in the same way. The following is an brief overview of characteristics and behaviors typically found in each of the 16 Jung / Myers-Briggs personality types during childhood and as young adults:

ISTJ – Introverted /Sensing/ Thinking / Judging: Thrive in an environment that is orderly and structured. They enjoy having a schedule to follow and will often take on extra personal responsible. They are quiet and reflective; rely upon tangible facts; are logical, analytical and organized. Their preferred learning environment is task oriented and they need precise and accurate instructions at home and in the classroom.

ENFJ – Extraverted / iNtuitive / Feeling / Judging: Have a strong desire to please others and thrive on positive reinforcement. They become very upset by conflict and disharmony. They are talkative, exuberant, and warm. Enjoy social interaction; have a breadth of interest and grasp of possibilities. They learn best at home and in the classroom in situations that are structured, but flexible enough to allow them to talk and interact with their peers.

ISTP - Introverted / Sensing / Thinking / Perceiving: Love hands-on activities, are action oriented and flexible. They are highly interested in and observant of how things work and often. They often take apart toys in an effort to observe and understand “what makes them tick”. They have little interest in theory; like to solve problems systemically and thrive in learning situations that allow them to learn alone, at their own rate, in their own time frame.

ISFJ – Introverted / Sensing / Feeling / Judging: Are diligent and conscientious; have a deep concern for other’s feelings and work at trying to please parents, teachers, and other authority figures. They learn best in an environment in which they know precisely what is expected of them. Security and routine are very important to ISFJs. This means, knowing exactly who is going to be there when they get home from school.

ENTP – Extraverted/ iNtuitive / Thinking / Perceiving: Challenge established truths and norms are very outgoing and lively. They like to develop unusual ways of doing traditional childhood things, which often means outwitting parents and other social authority. Tell and ENTP child some behavior is inappropriate and he or she becomes even more committed to that behavior. They like a learning environment, which allows them to compete and match wits with others. They are skilled negotiators with a natural gift for getting others excited about their ideas.

ESFJ - Extraverted/ Sensing / Feeling / Judging: Thrive in an environment, which providesconsistency, and personal attention, rules and authority are important to them. .Acceptance of others is also very important to them and they strive to please their parentsand others. They begin to accept responsibility at an early age; are warm, outgoing, andmake friends easily. For them to do their best in the classroom a positive teacher studentrelationship is essential. It is vital for them to like the person who teaches them,and disharmony.

ESTJ – Extraverted/ Sensing/ Thinking /Judging : Like results-oriented activities and clearly hey are logical, pragmatic, and organized; communicate freely;have a strong sense of reality; and are more tasks driven than relationship oriented.Belonging, tradition, and camaraderie are very important to them. They have littlepatience for the abstract, theory, and inefficiency. They like schedules and want to knowspecifically what is required of them. They learn best in very structured environments inwhich objectives are clearly stated.

INFP - Introverted/ iNntuitive/ Feeling/ : Have a depth of concentration, are quiet and reflective; they decide early on what is important to them. They are intrigued by possibilities, the abstract and theory. They create their own fantasy world and live very much within the world they create. They are self-reliant and prefer to have a very small circle of close friends. They abhor making mistakes and try to avoid letting others know when they do so. They thrive in situations in which they receive appreciation for their unique approach. The ideal learning environment for them is flexible and rewards imagination and creativity.

INTP – Introverted/ iNtuitive/ Thinking/ Perceiving : Are inwardly focused, tend to enjoy their own thoughts more than the company of others; and need large amounts of time alone. They are very skeptical and analytical and trust reason above all else. They connect unrelated thoughts and seek objective solutions to enigmatic problems. They also tend to enjoy activities that may be atypical of children their age. They regard their parents, teachers, and other adults as their equal and feel free to challenge them when ever they perceive their thinking to be illogical. Competence in a teacher is important to them.

ESFP - Extraverted/ Sensing/ Feeling / Perceiving : Are very action oriented, they have a basic need to feel an impulse and immediately act upon that impulse. Talkative, gregarious, and sociable they desire harmony and understanding and like to make others happy. They learn best by doing and become easily bored with things that do not involve interaction and a hands-on approach. They dislike theory and the abstract; they respond best to direction when it is concrete, simple, and accurate. It is very important for them to get to know and be liked by their teachers.

ESTP – Extraverted/ Sensing/Thinking/Perceiving : Are highly energetic. They possess a unique concept of time, which revolves totally around the present. Talkative and proactive in establishing relationships they view school as an important social event rather than an academic experience. They become restless when required to set for any length of time; and are often misunderstood and mis -diagnosis as hyperactive. They learn best in an environment, which provides hands-on activities and where they see and immediate tangible application for subject matter.

ISFP - Introverted/ Sensing / Feeling / Perceiving : Are sometimes overlooked because they shun the spotlight. They are often drawn to people and animals that need special care. Quiet and introspective they desire a harmonious environment and one on one communication. They dislike structure and institutional settings that rob them of their spontaneity. When the material is theoretical or abstract and the atmosphere is ridged they often resist the educational process. They learn best in a relaxed and flexible setting.

INFJ - Introverted/ iNtuitive/Feeling/ Judging : Are most comfortable in a predicable orderly environment. Their general demeanor is quiet and soft-spoken; they are introspective and imaginative; and have a tendency to create and live in a world of their own. When they are drawn into the outside world it is to become involved with and help others. They develop strong ideals at an early age and learn best when information is present as a vehicle by which to further those ideals.

INTJ - Introverted/ iNtuitive / Thinking / Judging :Are independent and individualistic. They focus their energy inward and need time alone for quite contemplation. Their inward focus most often revolves around thoughts of the way the world is or ought to be; they are highly imaginative and like to daydream. They are driven to establish their own rules and standards and can be quite stubborn when parents and other authority figures relay information to then that contradicts their own beliefs. They are diligent in their pursuit of new ideas and thoughts and learn best when allowed to design their own approach.

ENFP - Extraverted/ iNtuitive/ Thinking / Perceiving : Are vivacious, innovative, imaginative and curious. Energetic and sociable, they seek and provide affirmation and place a high value on harmony. They have the unique ability to extemporaneously express plausible and compelling reasons for their own ideas. They thrive in a learning environment in which the teacher takes personal interest in them; where they can interact with their peers, ask questions and develop new ideas.

ENTJ: Extraverted/ iNtuitive/ Thinking / Judging : Tend to take charge of themselves and others. They seek power and control and want to have an impact. They want to change things to fit their concept of how things should be. Conflict may develop when parents and other authority figures exercise too much control and deprive them of their need to control themselves. They enjoy a learning environment that allows them to critique, debate and view problems from all sides.

The Murphy-Meisgeier Type Indicator for Children® (MMTIC®) online assessment makes is it possible to identify the personality types of children grades 2 through high school.

The Murphy-Meisgeier Type Indicator for Children® / MBTI for Children

May 6th, 2008

The concept that each of us is born with a specific set of preferences is central to Carl Jung’s theory of psychological type. While these preferences are innate it is during the elementary school years that a child first begins to cultivate these preferences and develop his / her own unique style of taking in and processing information. Knowledge of a child’s unique personality type provides an understanding of how the child: Absorbs information /  Prioritizes information / and Makes decisions about information. Type recognition during a child’s developmental years provides an enormous benefit to the child. When a child is afforded an environment, which provides the freedom to develop his / her natural preferences, he or she develops a much higher levels of self-esteem and self-confidence. In addition to which an overall understanding of the child’s personality preferences facilitates an improved relationship between the child and the parents.While The Myers-Briggs Type Indicator has long been the most valid and reliable instrument for measuring personality preferences in adults, it has not proven suitable for children. The Murphy-Meisgeier Type Indicator for children was developed to fill this need. Like the MBTI , the Murphy-Meisgeier Type Indicator for Children (MMTIC) is a self-report assessment of psychological type. With the help of The Murphy-Meisgeier Type Indicator it is possible to identify the personality types of children grades 2 through high school.

Myers-Briggs / Jung Psychology Type Functions

May 5th, 2008

Within the framework of Carl  G. Jung / Myers-Briggs personality type theory  functions refer to the mental processes used to take-in and process information.  There are four functions.  Sensing  and intuition , which represent and individual’s preference for taking in data from the environment.  An individual uses both of these functions but has a natural tendency to favor one over the other.  The sensor prefers using his / her sensing function.  Those with a sensing preference make concrete and realistic observation of objects or circumstances in the immediate environment. Where as an individual with a natural tendency for the intuitive preference makes mental connections with observations of his / her surroundings and may perceive something entirely different from the sensing type person. Sensors tend to make very detailed observations of their environment and initiatives are very general in their observations.  The thinking and feeling function address how and individual processes data and makes decisions. As with the sensing and intuitive functions an individual uses both the thinking and feeling function but is naturally drawn to use one of the functions over the other.   A person with a thinking preference uses objectivity as criteria when making decisions.  This type is considered to be very logical and methodical in the decision making process.  A person with a feeling preference for decision-making uses a subjective approach.  Individuals with a preference for the feeling function believe that personal considerations are important and should not be left out of decision-making.  Individuals with a preference for feeling are also very value oriented in their decision making process, their personal values are at the center of how they arrive at decisions and can not be in conflict with the decision that is made.         Dominate Function: An individual’s most highly refined function, it is the function an individual prefers using the most often.      Auxiliary Function:  An individuals’ second most preferred function.  The auxiliary function works with and supports the dominant function.     Tertiary Function:  An individual’s third preferred function.  It is a lesser-developed function, which works to support the auxiliary function.    Inferior Function:   An individuals’ least developed function. The inferior function is the opposite function of the dominant function, for example and individual who is a dominant thinker would have feeling  as an inferior function and an individual who is a dominant feeler  would have thinking  as an inferior function. 

In Demand Careers Well Suited To ISTPs

April 23rd, 2008

ISTPs are realist who apply expediency and reasoning as they manage and adapt to situations. They are happiest when in situations that require immediate attention. Reflective, utilitarian, pragmatic and,logical they have a knack for taking in and retaining data of a technical nature. ISTPs enjoy working in an environment that is casual and informal and lets them use available resources in the most efficient manner possible to deal with concert/ tangible problems. ISTPs prefer a work environment that: Allows for economy of motions and energy and does not require needless routine / Provides the opportunity to use troubleshooting skills / Enables them to understand and apply technology. For ISTPs career satisfaction means: working independently, expediently, and dealing with real world objectives. Three careers that meet these criteria that have been determined by The Bureau of Labor Statistics (BLS) to be in high demand are: Forest Fire Fighter, Regional Commercial Pilot, and Civil Engineer. Forest Fire Fighter: Forest fire fighters work as members of a crew to put out fires in forests and rangelands. Qualities necessary to succeed as a forest fire fighter include initiative, good judgment , mental alertness, mechanical aptitude, endurance, strength and the ability to function under conditions of stress and danger. Education and Training: Typically a high school diploma . Completion of community college courses, or  an associate degree, in fire science however  may improve chances for a job .Wage and Projected Growth: BLS estimates median wage for 2006 was $19.80 per hour , $41,190 annually.  Projected occupational growth from 2006 to 2016 is estimated to be between  6%  to 13%.  Regional Commercial Pilot: Flies and navigates small fixed or rotary winged aircraft, for the transport of cargo and passengers. Pilots often start out working for smaller commuter and regional airlines to acquire the experience needed to qualify for higher paying jobs with national or major airlines. Qualities necessary to succeed as a pilot include: mental alertness, mechanical aptitude, the ability to quickly and repeatedly adjust controls to exact positions,  to tell when something is wrong or is likely to go wrong, and an aptitude to use logic and reasoning to identify the strengths and weaknesses of alternative solutions. Education and Training: Pilots very often learned to fly in the military, however a growing numbers of commercial pilots are choosing to receive training  from colleges that have been  certified by the FAA to provide flight instruction. Wage and Projected Growth: BLS estimates the annual median wage for 2006 was $57,480. Projected occupational growth from 2006 to 2016 is estimated to be between 7%  to 13%. Civil Engineer: Plan, design and oversee the engineering duties related to the construction and maintenance of building structures and facilities such as roads, bridges, pipelines, power plants, etc.  General characteristics associated with success in this occupation include  the ability to : work independently, apply general rules to specific problems to produce common sense solutions, and   arrange things or actions in a certain  pattern according to a specific rule or set of rules . Education and Training: A bachelors degree in engineering is required for most all entry-level engineering jobs. College graduates with a degree in a natural science or mathematics occasionally also qualify for some engineering jobs. Wage and Projected Growth: BLS estimates the annual median wage for 2006 was  $32.98 hourly, $68,600 annually.Projected occupational growth from 2006 to 2016 is estimated to be between  14% to 20%.

Myers-Briggs Personality Type Attitudes Defined

April 19th, 2008

Attitudes determine how and individual uses his /  her four functions.   The two attitudes developed by Jung are those of extraversion and introversion.  These two attitudes refer to the way in which an individual relates to his/ her environment.  Extraverts relate to their environment outwardly, their focus is on people and objects in the outside world.  An extrovert gains psychological energy from the outside world.  Extraverts interact continuously with the environment, are easily approached by others, talk through situations in order to think, and are energized by numbers of people . Approximately 75% of the U.S.  population prefer the attitude of extraversion and 25% of the population prefer introversion . Isabel Myers and Katharine Briggs, the developers of the Myers-Briggs Type Instrument (MBTI), devised the second set of attitudes judging and perceiving.  The attitudes of judging  and perceiving have a dual purpose their primary purpose as stated by  Myers is to “describe unidentifiable attitudes and behaviors to the outside world ”.  An individual who prefers the judging  attitude seeks order, structure and closure in their environment.  An individual who prefers the attitude of perceiving seeks a flexible, spontaneous and open-ended environment.   Approximately 50% of the U.S. population prefer the attitude of judging and the other 50% prefer the attitude of perceiving.   The second purpose of the judging and perceiving attitudes is used in conjunction with the attitudes of extraversion  and introversion to determine which of the functions is the dominant function and which is the auxiliary function.

 

Myers-Briggs Personality Type and Decision-Making

April 18th, 2008

Within the framework of Carl Jung’s personality type paradigm the thinking (T) / feeling (F) preference dichotomy has the most significant influence on the decision making process.   A preference for the thinking(T) function constitutes an objective impersonal approach to decision making  while a preference for the feeling (F) function constitutes a subjective values driven approach.            The sensing (S)  / intuition (N)  preference  dichotomy is the second factor that comes into play in the decision making process . Individuals with a preference for sensing (S) focus on  past experience and  tangible / concrete criteria when confronted with decision making and problem solving while those with a preference for  intuition (N) focus on future possibilities and broad , general issues .Personalities types with preference for both sensing (S) and  thinking (T) …STs focus on past experience, and objective,  tangible/ concrete data . The personality  types included in this group include ISTJ , ESTJ , ISTP and ESTP . Personality types with a preference for both  sensing (S) and feeling (F)….SFs focus on past experience and subjective tangible/ concrete data . The personality types included in this group include ISFJ, ESFJ , ISFP and ESFP. Personality types with a preference for intuition (N)  and thinking (T) ….NTs utilize objective criteria while focusing on  future directed broad  concepts and possibilities  .  These personalities types include INTJ , ENTJ , INTP , and ENTP. Personality types with a preference intuition (N) and feeling (F) …..NFs  utilize  subjective criteria and focus on future directed broad concepts and possiblilities .These types include INFJ , ENFJ, INFP and ENFP.  

The third preference set that is used in the decision making process is the perceiving (P) / judging(J)  dichotomy.  Individuals with a preference for the perceiving  (P)  attitude want to continue to take in information and defer decision making in an effort to acquire additional information . While those with a preference for judging (J) want to take in data and come to closure as quickly as possible .  Individuals with a preference for judging (J) are more at ease once a decision has been made.

 Personality Types who use objective ,concrete/  tangible criteria , strive for closure and come to decisions quickly include ISTJ and ESTJ.  Personality types who use objective , concrete/ tangible criteria and defer decision-making  include ISTP and ESTP. Personality types who use subjective , tangible/ concrete data and are comfortable with closure include ISFJ and ESFJ .  Types who use subjective  tangible / concrete data and are not comfortable with closure include ISFP and ESFP.  

Personality types who utilize objective criteria while focusing on future directed broad concepts and possibilities , and come to decisions quickly include INTJ and ENTJ .        

 Types who utilize  subjective criteria while focusing  on future directed broad concepts and possiblilities , use subjective and defer decision-making to continue to take-in additional information  include INFP and ENFP.

There appears to be no direct correlation between the extraversion (E)  /  introversion (I)  preference  dichotomy with regard to problem solving and decision making process.

 

  

Effects of Conflict in the Workplace

April 17th, 2008

      Conflict is an inevitable normal part of life that occurs when the things individuals care about appear incompatible.  Nonetheless, the effect of poorly managed conflict can take an enormous economic and emotional toll upon an organization and it’s members.   

      Undersirable effects include:  Unproductive use of valuable time. —– Studies indicate that managers spend between twenty-five and forty percent of their time dealing with employee conflict.  High levels of employee turnover—–.  Research conducted in the late 1990s confirms that a significant number of employees leave jobs as a result of unresolved conflict        Increased absenteeism and inflated healthcare cost—— Stress is recognized as an unhealthy by product of unmanaged conflict.  The Journal of Occupational and Environmental Medicine reports approximately 50% higher incidents of absenteeism in work environments which are perceived as highly stressful due to conflict—stress as the cause of absenteeism has increased by 316% between 1995 and 1999. Increased legal fees———–A 2005 Fulbright & Jaworski survey on litigation trends in the U.S. concluded that nearly 9 out of 10 American companies are involved in some type of litigation. Transforming the method in which conflict is handled in an organizational settings to incorporate Carl Jung’s theory of psychological type theory contributes to an organizational cultural conducive to a collaborative process and reduces the negative effectives of poorly managed conflict   There are two principal assumptions underlying the use of Jung’s theory of personality type with regard to conflict management and resolution.  The first assumption is  knowledge of individual differences will help identify the unique abilities that individuals contribute toward the goal of task accomplishment. Type theory expresses the view that each of the 16 personality types has a unique set of strengths or resources that are derive from the specific way in which the particular type processes information and makes decisions. The second assumption is knowledge of individual differences when attributed to differences in personality type can help reduce conflict by redirecting potential sources of misunderstanding. Through knowledge and understanding of psychological type and type preferences when conflict does occur it can be diagnosed and attributed to naturally occurring type differences.  Within the context of type theory blaming and other negative elements of conflict can be managed.