MBTI - Revision history

Flc: /* Usage */

2025-11-03T19:24:22Z

Usage

← Older revision		Revision as of 19:24, 3 November 2025
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	=Usage=		=Usage=
	MBTI is used for coaching and team-building applications, but cannot be used for hiring or promotion due to its lack of accuracy, work-relatedness, and legal compliance. The results, like those of many systems, if not all, benefit from what we call at GRI the medium effect.		MBTI is used for coaching and team-building applications, but cannot be used for hiring or promotion due to its lack of accuracy, work-relatedness, and legal compliance. The results, like those of many systems, if not all, benefit from what we call at GRI the medium effect. The measures help establish relationships with people, engage in a discussion, eventually validate some aspects of the narrative produced by the measurement, and apply methods and theories to reach some objectives with a person or a group, and as such, are used as a medium.

	The measures help establish relationships with people, engage in a discussion, eventually validate some aspects of the narrative produced by the measurement, and apply methods and theories to reach some objectives with a person or a group; as such, ~~they~~ are used as a medium.

	=Comments=		=Comments=

Flc: /* Comments */

2025-11-03T19:22:11Z

Comments

← Older revision		Revision as of 19:22, 3 November 2025
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	As shown in the above table, by comparing the four dimensions with the GRI factors, the contents overlap significantly. The understanding of one dimension, influenced by the other three dimensions, may then mislead its use.		As shown in the above table, by comparing the four dimensions with the GRI factors, the contents overlap significantly. The understanding of one dimension, influenced by the other three dimensions, may then mislead its use.

	=====Adaptation ~~to the environment~~=====		=====Adaptation=====
	The MBTI doesn’t consider the behaviors people feel the necessity to act out in order to adapt to their environment. The measurement combines natural and adapted behaviors into a single metric. The measures only reflect how people needed to behave when they answered the survey.		The MBTI doesn’t consider the behaviors people feel the necessity to act out in order to adapt to their environment. The measurement combines natural and adapted behaviors into a single metric. The measures only reflect how people needed to behave when they answered the survey.

	How people make efforts to adapt their behaviors and are engaged is crucial information that links the individual to their environment and job demands, and the MBTI cannot account for these.		How people make efforts to adapt their behaviors and are engaged is crucial information that links the individual to their environment and job demands, and the MBTI cannot account for these.

	=====~~Work Relatedness and Team’s Growth~~=====		=====Environment's Account=====
	~~MBTI has no technique to evaluate position demands, such as the PBI (Position Behavior Indicator) survey.~~ Several studies have been conducted with the MBTI to analyze what MBTI types may be more likely to be found in specific jobs. ~~There~~ is no genuine interest in trying to figure out MBTI dimensions since they are abstract and ~~not~~ specifically related to jobs or organizational development.		Several studies have been conducted with the MBTI, including by Isabel Briggs Myers with General Electric and the Home Life Insurance Company in the 1940s, to analyze what MBTI types may be more likely to be found in specific jobs. But there is today no genuine interest in trying to figure out MBTI dimensions in jobs since they are abstract and cannot be specifically related to jobs or organizational development. Consequently, MBTI has no technique to evaluate position demands, such as the PBI (Position Behavior Indicator) survey with GRI. The MBTI of individuals cannot be compared with jobs’ expectations and is limited to use for personal development applications, and without much practical meaning on how it applies to working in organizations.

	Consequently, the MBTI of individuals cannot be compared with jobs’ expectations and is limited to use for personal development applications and without much practical meaning on how it applies to working in organizations.

	=====Representation Model=====		=====Representation Model=====

Flc at 18:40, 3 November 2025

2025-11-03T18:40:36Z

← Older revision		Revision as of 18:40, 3 November 2025
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	The original system is published by the Myers-Briggs Company, based in Mountain View, CA (ex CPP). The system is translated into many languages and is widely sold in all countries. Many copies of the MBTI exist today on the market.		The original system is published by the Myers-Briggs Company, based in Mountain View, CA (ex CPP). The system is translated into many languages and is widely sold in all countries. Many copies of the MBTI exist today on the market.
	The system’s popularity started in the 1980s, once CPP acquired the publishing rights, with the early adoption by the Stanford University Psychology department, and technology companies like Apple, the US administration, and business schools. The rise of coaching ~~at the same time~~ and the connections with Jung's theories ~~on human beings~~ certainly helped the MBTI to take off.		The system’s popularity started in the 1980s, once CPP acquired the publishing rights, with the early adoption by the Stanford University Psychology department, and technology companies like Apple, the US administration, and business schools. The rise of coaching and the connections with Jung's theories certainly helped the MBTI to take off.

	=Generalities=		=Generalities=
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	MBTI exists in different versions, the last one: MBTI II enables to have refined measurements of the dimensions. The training for MBTI generally takes one week. The training is essentially built for coaches, consultants, or HR experts.		MBTI exists in different versions, the last one: MBTI II enables to have refined measurements of the dimensions. The training for MBTI generally takes one week. The training is essentially built for coaches, consultants, or HR experts.

	~~=History=~~
	Few words have to be said about Jung and science. Jung was a prolific writer and influential. Unlike Freud, with whom he worked, Jung has been heavily criticized for not being scientific in his observations and research. His work on typologies is a good reflection of this non-scientific work. Taxonomies like the one coming from lexical studies and the Big Five or other fields in leadership, organization, or sociology are incomparably more rigorous, stronger, more resistant, and in the end, more valuable than the MBTI. GRI's behavior-factor-based approach is closer to these fields than anything out of MBTI. The only common aspects between GRI and MBTI are the symbolic features (see after).

	One may ask: Why a test that cannot provide good psychometric qualities be so widely used? People who have been trained or exposed to it tend to make use of it beyond its capabilities. The MBTI has been well-marketed early on. Much can easily be found in many books, articles, and on the Internet.

	=Usage=		=Usage=

Flc: /* Usage */

2025-11-03T18:35:21Z

Usage

← Older revision		Revision as of 18:35, 3 November 2025
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	=Usage=		=Usage=
	MBTI is used for coaching and team-building applications~~. But MBTI~~ cannot be ~~utilized~~ for hiring or promotion.		MBTI is used for coaching and team-building applications, but cannot be used for hiring or promotion due to its lack of accuracy, work-relatedness, and legal compliance. The results, like those of many systems, if not all, benefit from what we call at GRI the medium effect.

			The measures help establish relationships with people, engage in a discussion, eventually validate some aspects of the narrative produced by the measurement, and apply methods and theories to reach some objectives with a person or a group; as such, they are used as a medium.

	=Comments=		=Comments=

Flc: /* Scales and Intensity */

2025-11-03T18:26:23Z

Scales and Intensity

← Older revision		Revision as of 18:26, 3 November 2025
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	=====Scales and Intensity=====		=====Scales and Intensity=====
	The typology used by MBTI for measuring personality doesn’t capture the intensity of each of the four types being measured. Typologies are oversimplifications that offer shortcuts to categorize people. They are easy to understand, but also lead to inaccurate assumptions and to apply negative stereotyping, hiding important nuances of the dimensions being measured. The typology scale is called a nominal scale; It’s the most basic and least precise scale<ref> [[Scales_and_Intensity#Typology Scale \| Those aspects are discussed and illustrated here in this article.]]</ref>. They cannot account for the adaptation, efforts, and development of the behaviors being described. Neither can they account for how behaviors can more frequently and effortlessly be expressed over time.		The typology used by MBTI for measuring personality doesn’t capture the intensity of each of the four types being measured. Typologies are oversimplifications that offer shortcuts to categorize people. They are easy to understand, but also lead to inaccurate assumptions and to apply negative stereotyping, hiding important nuances of the dimensions being measured. The typology scale is called a nominal scale; It’s the most basic and least precise scale<ref> [[Scales_and_Intensity#Typology Scale \| Those aspects related to scales are discussed and illustrated here in this article.]]</ref>. They cannot account for the adaptation, efforts, and development of the behaviors being described. Neither can they account for how behaviors can more frequently and effortlessly be expressed over time.

	=====Parsimony and Orthogonality=====		=====Parsimony and Orthogonality=====

Flc: /* Representation Model */

2025-11-03T18:16:36Z

Representation Model

← Older revision		Revision as of 18:16, 3 November 2025
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	=====Representation Model=====		=====Representation Model=====
	One remembers the four letters like others remember the GRI profiles and their factors. Once you have memorized the meaning of the four dimensions and their combinations, with this “in mind,” you can easily use the letters in day-to-day ~~business~~ and ~~consulting~~. It’s an important capability of the MBTI: being able to carry its meaning and recommendations into many situations, thanks to its easy-to-remember four letters.		One remembers the four letters like others remember the GRI profiles and their factors. Once you have memorized the meaning of the four dimensions and their combinations, with this “in mind,” you can easily use the letters in day-to-day decision-making, self, and social awareness. It’s an important capability of the MBTI metrics: being able to carry its meaning and recommendations into many situations, thanks to its easy-to-remember four letters.

	It does not mean the letters or the measurements behind the letters are good, even if it "kind of works." The four MBTI letters do not carry nuanced ~~interpretations of the factors~~ and ~~pigeonhole~~ people into categories, one of the many reproaches people make to the MBTI.		It does not mean the letters or the measurements behind the letters are good, even if it "kind of works." The four MBTI letters have many limitations outlined above. They do not carry nuanced analyses and even mislead judgment and decision-making, pigeonholing people into categories, one of the many reproaches people make to the MBTI.

	~~Because of the limitations highlighted above, the reading may mislead judgment and decision-making for the usage being mentioned~~.

	=Notes=		=Notes=

	[[Category:Personality Assessment]]		[[Category:Personality Assessment]]

Flc: /* Adaptation to the environment */

2025-11-03T18:09:54Z

Adaptation to the environment

← Older revision		Revision as of 18:09, 3 November 2025
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	=====Adaptation to the environment=====		=====Adaptation to the environment=====
	The MBTI doesn’t consider the behaviors people feel the necessity to act out ~~for adapting~~ to their environment. ~~Consequently, the~~ measurement combines natural and adapted behaviors into a single metric. ~~With MBTI, a person’s natural self is influenced by their perceived adaptation, which actually~~ only ~~reflects~~ how ~~they need~~ to behave ~~at the time~~ they answered the survey.		The MBTI doesn’t consider the behaviors people feel the necessity to act out in order to adapt to their environment. The measurement combines natural and adapted behaviors into a single metric. The measures only reflect how people needed to behave when they answered the survey.

	~~The measures cannot provide indications of the~~ efforts ~~required~~ to adapt behaviors~~. How people adapt~~ and are engaged is crucial information that links the individual to their environment and job demands, and ~~these~~ cannot ~~be accounted~~ for ~~by the MBTI~~.		How people make efforts to adapt their behaviors and are engaged is crucial information that links the individual to their environment and job demands, and the MBTI cannot account for these.

	=====Work Relatedness and Team’s Growth=====		=====Work Relatedness and Team’s Growth=====

Flc: /* Use */

2025-11-03T05:10:18Z

Use

← Older revision		Revision as of 05:10, 3 November 2025
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	One may ask: Why a test that cannot provide good psychometric qualities be so widely used? People who have been trained or exposed to it tend to make use of it beyond its capabilities. The MBTI has been well-marketed early on. Much can easily be found in many books, articles, and on the Internet.		One may ask: Why a test that cannot provide good psychometric qualities be so widely used? People who have been trained or exposed to it tend to make use of it beyond its capabilities. The MBTI has been well-marketed early on. Much can easily be found in many books, articles, and on the Internet.

	=~~Use~~=		=Usage=
	MBTI is used for coaching and team-building applications. But MBTI cannot be utilized for hiring or promotion.		MBTI is used for coaching and team-building applications. But MBTI cannot be utilized for hiring or promotion.

	=Comments=		=Comments=

Flc: /* Representation Model */

2025-11-03T04:51:01Z

Representation Model

← Older revision		Revision as of 04:51, 3 November 2025
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	Because of the limitations highlighted above, the reading may mislead judgment and decision-making for the usage being mentioned.		Because of the limitations highlighted above, the reading may mislead judgment and decision-making for the usage being mentioned.

			=Notes=



	[[Category:Personality Assessment]]		[[Category:Personality Assessment]]

Flc: /* Scales and Intensity */

2025-11-03T04:50:15Z

Scales and Intensity

← Older revision		Revision as of 04:50, 3 November 2025
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	=====Scales and Intensity=====		=====Scales and Intensity=====
	The typology used by MBTI for measuring personality doesn’t capture the intensity of each of the four types being measured. Typologies are oversimplifications that offer shortcuts to categorize people. They are easy to understand, but also lead to inaccurate assumptions and to apply negative stereotyping, hiding important nuances of the dimensions being measured. The typology scale is called a nominal scale; It’s the most basic and least precise scale. They cannot account for the adaptation, efforts, and development of the behaviors being described. Neither can they account for how behaviors can more frequently and effortlessly be expressed over time.		The typology used by MBTI for measuring personality doesn’t capture the intensity of each of the four types being measured. Typologies are oversimplifications that offer shortcuts to categorize people. They are easy to understand, but also lead to inaccurate assumptions and to apply negative stereotyping, hiding important nuances of the dimensions being measured. The typology scale is called a nominal scale; It’s the most basic and least precise scale<ref> [[Scales_and_Intensity#Typology Scale \| Those aspects are discussed and illustrated here in this article.]]</ref>. They cannot account for the adaptation, efforts, and development of the behaviors being described. Neither can they account for how behaviors can more frequently and effortlessly be expressed over time.

	=====Parsimony and Orthogonality=====		=====Parsimony and Orthogonality=====