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Personality profiles in organizational settings Within organizational settings, personality profiles play an important role in myriad situations including job placement and improving communication skills among employees. Personality profiles can help frame discussions of how multiple ways of thinking can complement each other in synergistic ways including creating optimal business solutions (Lewis, 1999). Personality profiles can also meaningfully contribute to the way that organizations use training.
There exists much research on training based on personality profiling, and many of these articles suggest a positive correlation between the two. In general there are five factors of personality: extro/introversion, conscientiousness, emotional stability, openness to experience, and agreeableness (Van Vianen and Kmieciak, 1998). These will be discussed in relation to the relevant research. In an article in Medical Education, Clack, et al (2004)researched the personality differences between doctors and the general population of the UK (i. e. patients).
Results of the Myers-Briggs Type Indicator (MBTI) showed that personality types of UK doctors and patients differ significantly. These important results suggested that additional training in medical education programs would benefit doctors. Considering that most complaints against doctors are not about competency, but about ineffective communication, this research highlights the need for further communication training in medical education. It is widely believedthat educational achievement and training is beneficial in training in fields such as medicine.
However, personality and motivation based on personality profiling may have as much influence (Manktelowand Lewis, 2005). knowledgebase and philosophy and all benefit from expanded understanding. But an understanding of these knowledge bases can only be enhanced by understanding the kinds of personalities that make up an organization. “The result is not just that one trainee learns from another but that one trainee recognizes the scope of another’s expertise and is open to seeking answers by questioning a trainee from another discipline.
The more a trainee learns and acknowledges the skills and credibility of another discipline, the more trust between Perhaps one of the most influential and popular personality instruments used today is the Myers Briggs Type Indicator (MBTI). Katherine Cook Briggs and her daughter, Isabel Myers developed the test based on a vision. They wanted to enable individuals to grow through an understanding and appreciation of individual differences in personality.
They thought that this understanding might enhance communicative relationships and increase productivity amongst employees of an organization. In 1923, Myers and Briggs incorporated the ideas of influential psychologist, Carl Jung. They were influenced by his powerful ideas to help people make better life choices. After years of contributing her own ideas to those of Jung, Myers created a basic questionnaire to start assessing personality types. The MBTI instrument was developed and revised over the next three decades to include research from thousands of respondents. According to Dr.
Joe Misiewicz who is MBTI certified, “Being a good listener might be the most important thing [in conducting the MBTI]…especially if you apply Myers Briggs, you have to pay attention to nuances, to their background, et cetera (personal communication, February 26, 2008). According to Misiewicz, “being a good listener might be the most important thing, especially if you apply Myers-Briggs, you have to pay attention to nuances, to their background, etc. Humor is really important. Sometimes making fun could allow people to relax and feel more comfortable to share more information.
And even if you know what the person’s type is, it’s not good to make an assumption. Don’t lock people in these certain types. ” He additionally implied that the ability to asses the strength of the training participants and adjusting activities to their strength is going to advance the same training process. Besides mentioning skills that a trainer should have, Dr. Misiewicz explained how complementing people spontaneously and giving little rewards is something that he finds to be very useful in training sessions (Joe Misiewicz, personal communication, February 26, 2008).
Dr. Misiewicz pointed out the “informal social get-together” where he meets with people simply to share information and become familiar with the participants. He noted that a persons special circumstances, family background, andlikes and dislikes have an important effect on him as a Myers-Briggs certified trainer. While applying MBTI, he described how a trainer should pay attention to the introverts who may not talk easily and ease them into the discussion (Joe Misiewicz, personal communication, February 26, 2008).
Overall, he indicated that in order to be successful, the new trainer should be organized, creative in presentations, versatile, and move participants around. Personality assessments can be of great benefit in training, and for other functions in organizational settings. There are downsides as well as benefits. Whether it’s MBTI, DISC, or any other personality assessment tool, the final result is the same. Personality assessments allow for a deeper understanding, as well as a way to work more efficiently with our co-workers, and be more synergistic.
Bibliography Clack, G. B. , Allen J. , Cooper D. , & Head J. (2004). Personality differences between doctors and their patients: Implications for the teaching of communication skills. _Medical Education, _38(1) 177-186. Lewis, B. (1999, August 16). Personality profiling can open employees to new ideas–or close minds. Info World, 95. Mellor, M. J. , Hyer, K. , & Howe, J. L. (2002). The geriatric interdisciplinary team approach: challenges and opportunities in educating trainees together from a variety of disciplines. _Educational Gerontology , 28_(1), 867-880.