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The MBTI acronym in the term MBTI profile refers to Myers-Briggs Type Indicator, which is a psychometric questionnaire, the purpose of which is to evaluate the psychological preferences of individuals besides their perceptions of the world around them and their skills in decision-making (Barron-Tieger & Tieger 1995). This instrument has its basis in the work of C. G. Jung who proposed typological theories from these psychological preferences as far as people’s decision making and perceptions were concerned. This theory suggests that in spite of the variations that are observed in people’s behaviour, their actions are orderly, consistent and predictable and the differences between individuals are the result of variations in their perceptions and judgment.
The MBTI profile of the writer was taken on March 28 2012 and the obtained results were categorized as abstract reasoning skills, learning skills indicator, numerical reasoning skills, verbal reasoning skills, type dynamics indicator and values based indicator of motivation (Barron-Tieger & Tieger 1995). It is important to note that none of the results obtained through tests as a way of unravelling the MBTI profile of the writer, are prone to change from time to time as they are influenced by various factors such as distractions, moodiness and even the amount of preparation that the candidate has had (Francis & Jones 2000). As a result, there are various ways in which the writer is able to modify his test score for the various categories of tests that are involved in the creation of this profile (Capraro & Mary 2002).
Abstract reasoning refers to the ability to analyze information and solve problems on a complex, thought based, level and is associated with tasks such as forming theories about the nature of objects, ideas, problems and problem solving, understanding subjects on a complex level through analysis and evaluation, ability to apply knowledge in problem-solving theory, metaphor or complex analogy and understanding the relations between verbal and non verbal ideas (Barron-Tieger & Tieger 1995). The writer’s MBTI profile is average as far as abstract reasoning is concerned. This means that the writer’s ability, as far as these aspects are concerned, is average and while working in low ranks in small, medium and large firms is not likely to be a challenge, working in higher ranks, especially in large organizations, is bound to be difficult. However, there are opportunities for the writer to enhance abstract reasoning skills through practice and learning and, thus, change the score in this part of the test (Capraro & Mary 2002).
The learning style report indicates the way in which the writer thinks, communicates and learns and in this case, it is the activator. The X, which depicts the performance of the writer in this part, is in the activator box but is close to the border with the clarifier box and the explorer box, although it is nearer to the former which may mean that the writer is flexible in using both boxes or that he is not very clear as far as his learning style is concerned. In a working environment, the learning style is expected to influence individuals to choose areas, topic and qualifications they are most interested in, understand their communication style, select the best teaching style and learning environment, and judge situations which demand an adaptation of the learning style (Barron-Tieger & Tieger 1995). The activator in this case prefers tangible ideas, enjoys practical activities, works at a fast pace, wants to perform tasks in advance and likes to try out new things, creates a buzz, enjoys interaction and prefers things signed, sealed and delivered (Capraro & Mary 2002). On the other hand, the clarifier collects facts and details, gives practical examples, wants time and space to reflect, needs preparation and research, prefers working at his own pace, prefers details of implementation, clear structure and steady progress (Francis & Jones 2000). By virtue of being an activator, as far as learning style is concerned, the writer would be an asset to a small organization especially a new one which is still in the process of being established, as there would be a lot to do. Such an employee would perfectly suit a medium organization either. However, in a large and established firm, the writer may be underutilized as there may already be an established pattern of accomplishing goals and there may not be new tasks to fulfil on a regular basis. However, the writer is also a clarifier (Barron-Tieger & Tieger 1995).
As far as numerical reasoning skills are concerned, the writer scored less than average with the score being in the thirty third percentile. This test sought to establish the ability of the individual, who was undertaking the test, to solve problems (Barron-Tieger & Tieger 1995). This score, in spite of the fact that it is not fixed and may vary with practice and further learning, may indicate that the writer is able to work in a small and even in a medium firm as the number of tasks and how they have to be accomplished is qualitatively less than the amount of goals found in larger organizations (Francis & Jones 2000). However, each of the tasks that may require the use of numerical ability requires the highest quality of ability and, therefore, there are specific demands that the writer may not be able to handle with this limited numerical reasoning ability (Capraro & Mary 2002).
Verbal reasoning tests were another aspect that was tested and the purpose of this test was to establish the author’s ability to comprehend and think logically as far as written information is concerned (Capraro & Mary 2002). The results of this test indicate that the writer is of less than average ability as far as verbal reasoning is concerned and while there are various reasons that may be attributed to this, the interpretation at the moment is that the writer may not be able to do so well in a large, medium or even small organization as communication is a large component of working in any organization. The reason that may have caused this dismal performance is that English is neither the native nor the first language of the writer and, hence, he experienced difficulties in understanding and thinking about the questions that were involved in the test (Capraro & Mary 2002).
As far as the type at work results are concerned, the writer turned out to be the ISTJ type. The abbreviation ISJT stands for introversion, sensing, thinking and judgment and this is one of the sixteen personality types (Francis & Jones 2000). Inspectors are one of the four types that belong to the temperament known as guardians and account for between 10% and 14% of the population. This is also referred to as the inspector type and is characterized by carefulness, thoughtfulness and systematic way of accomplishing tasks. In comparison to other individuals, inspectors are more dependable, dutiful, responsible and loyal besides having an eye for detail, absorbing, remembering and using a lot of factual information (Francis & Jones 2000). They are best utilized in situations where the outcomes are tangible and measurable, where there exist traditions, order and structure. The motivation for the inspector while at work is to create valuable traditions in a stable and well-respected organization and to bring efficiency to procedures that are responsible for the production of tangible results (Capraro & Mary 2002). In conclusion, inspectors are outwardly composed, matter of fact and can be people that do not say much. They are loyal, dependable, and precise people who take responsibilities seriously and finish their tasks steadily and systematically. This means that the inspector will work better in an established organization such as a big company in comparison to small and medium sized enterprises which may still be struggling to establish themselves (Barron-Tieger & Tieger 1995).
The last part of the profile consisted of value based indicator for motivation whereby 24 value areas were ranked in order of importance. In this case, the order was such - well-being, legacy, career progression, rewards, conceptual, social contact, culture, openness, wisdom, inclusion, libertarian, excitement, fame, integrity, personal growth, tradition, altruism, collaboration, connection, influence, transcendence, harmony, change, accountability (Barron-Tieger & Tieger 1995). These values can be classified as sources of satisfaction, individual focus, sources of meaning and group focus (Francis & Jones 2000). This may indicate that the writer is likely to perform better in a small or medium sized firm in comparison to large companies as far as well being is concerned. This is because he needs ample time to concentrate on personal well being issues as far as legacy, culture, collaboration, openness, excitement, accountability, harmony, integrity and conceptual are concerned (Capraro & Mary 2002). However, small and medium sized firms may not offer many options in terms of career progression, social contact, wisdom, change, inclusion, transcendence, personal growth, tradition, altruism, libertarian, fame, connection, influence and rewards (Capraro & Mary 2002).