Many employers throughout the world use an effective tool known as the Myers-Briggs Type Indicator (MBTI) as a way to gauge their workforces and advantageously place them into position on teams or throughout the company where they will be most effective. Based on their inputs, this psychological survey places individuals into four categories focused on their attitudes, perceptions, judgment, and lifestyles.

The uses of MBTI results can be used in almost every type of work. Employers can use the results for employee placement based on communication aptitude, ability to solve problems, marketing traits, and other important factors to building a productive workforce.

The MBTI does not identify the skills of the person being tested. Instead, it determines the work ethics and perceptions of individuals. The results of the survey are derived from the personal preferences of the respondent rather than their abilities. Knowing how an individual prefers to work allows employers to put them in environments that they are content with working in and the outcome is increased productivity.

Using the four categories, employees can be broken into four key groups. Each of the four groups is further broken into two classifications, which are each given a single letter. The final results are published as a four character readout that breaks out each of the classifications of each category such as ENTP or ISFJ.

Category 1: Attitude. Attitude is broken into the subcategories extravert (E) and introvert (I). An extravert is expressive of their emotions, is very social, and works better when they are in groups. Opposite of extraverts are introverts, who prefer working alone and possibly in pairs. They have their own internal motivations and often keep their thoughts to themselves.

Category 2: Perceiving. This category is divided into sensing (S) and intuition (N). A sensing individual need facts and want projects or broad ideas broken into smaller, more manageable pieces. A person with an intuition preference likes to experiment with new ideas and theories. They understand large projects and broad ideas when they are given the overall objective.

Category 3: Judgment. Subcategories: Thinking (T) and Feeling (F). Employees that have higher ratings in thinking solve problems using logical approaches. They prefer to be given rules and reasonable expectations. On the contrary, people that are categorized as being feeling individuals do not need specific rules and are more comfortable in situations that are new to them. In fact, they often do better when broad guidelines are set for them rather than strict standards.

Category 4: Lifestyle. Subcategories: Judging (J) and Perceiving (P). Do not get these subcategories of lifestyle confused with categories one and two. A judging individual favors having everything set up for them by someone else. They want timelines and rules established for them. Most of them will take thorough notes and adhere to schedules and checklists. Perceiving individuals differ in that they are more spontaneous and work better when they do not have strict deadlines or rules. Because of this, they are far more flexible.

Using this data, employers can have a better picture of their employee and their individual preferences and working styles. They can take full advantage of this data and assign work and form teams accordingly, greatly improving workplace productivity. Regardless of the reasoning, the MBTI is a great tool for any employer.

About the Author:

INTJ Brazil is a multi-language mbti assessment online forum that has members around the planet, because of the World Wide Web. Discussions about MBTI is one example of a topic of interest to posters.