What are the strengths and weaknesses of the Myers-Briggs Type Indicator (MBTI) and the Big- Five personality model? Please explain and feel free to provide examples to support your response to this question.
The first strength and weaknesses of Myers-Briggs indicator framework is people introduced to this reasoning, by identifying usefulness as a way to make sense of themselves and others. People with no psychological training can appreciate the four differences as being authentic. The second strength within MBTI endeavors to be unbiased, by avoiding unenthusiastic personality traits. Therefore, all individual differences are characterized as typical. The third strength of MBTI includes eight elements such as, sensing, introversion, feeling, …show more content…
Agreeableness has two connected traits: the degree to which we assess getting along with other people, and the degree of what we are willing to be critical of other people. Therefore, agreeableness can be either a strength or weakness relying on the situation. Because agreeable people appreciate getting along with others they are kind, thoughtful, obliging, gracious, and are willing to compromise with others. Agreeable people also have a positive view of the world. They think people are fundamentally truthful, moral, and dependable. The weakness of being an agreeable person can lead an office towards inadequacy; because of their agreeability they are ready not to upset the status quo. They will frequently leave the decision to their colleagues, because they have difficulty saying no to others. Another problem is they can overwork themselves because of their inability to delegate. They also have trouble giving criticism, and bad …show more content…
At the same time, they also need to appreciate people and their emotions. They need to be emotionally knowledgeable. They should be conscious of how people’s emotions influence their work and how their employment settings can influence their emotions. Leaders that are emotionally intelligent leaders will take the lead by adjusting their management method, partly by changing according to the emotional climate of the circumstances. For example, a worker who is extremely accomplished, but lacks self-confidence needs a different management method than a worker that has weak skills and is very self-assured. Emotionally intelligent manager is not a one-size-fits-all. The manager will adapt by changing between management styles based on the
The first strength and weaknesses of Myers-Briggs indicator framework is people introduced to this reasoning, by identifying usefulness as a way to make sense of themselves and others. People with no psychological training can appreciate the four differences as being authentic. The second strength within MBTI endeavors to be unbiased, by avoiding unenthusiastic personality traits. Therefore, all individual differences are characterized as typical. The third strength of MBTI includes eight elements such as, sensing, introversion, feeling, …show more content…
Agreeableness has two connected traits: the degree to which we assess getting along with other people, and the degree of what we are willing to be critical of other people. Therefore, agreeableness can be either a strength or weakness relying on the situation. Because agreeable people appreciate getting along with others they are kind, thoughtful, obliging, gracious, and are willing to compromise with others. Agreeable people also have a positive view of the world. They think people are fundamentally truthful, moral, and dependable. The weakness of being an agreeable person can lead an office towards inadequacy; because of their agreeability they are ready not to upset the status quo. They will frequently leave the decision to their colleagues, because they have difficulty saying no to others. Another problem is they can overwork themselves because of their inability to delegate. They also have trouble giving criticism, and bad …show more content…
At the same time, they also need to appreciate people and their emotions. They need to be emotionally knowledgeable. They should be conscious of how people’s emotions influence their work and how their employment settings can influence their emotions. Leaders that are emotionally intelligent leaders will take the lead by adjusting their management method, partly by changing according to the emotional climate of the circumstances. For example, a worker who is extremely accomplished, but lacks self-confidence needs a different management method than a worker that has weak skills and is very self-assured. Emotionally intelligent manager is not a one-size-fits-all. The manager will adapt by changing between management styles based on the