Myers-Briggs Type Indicator (MBTI) Personality Test
Discuss About The Account Of The Personality Diagnostic Tests.
As far as the Myers-Briggs Type Indicator (MBTI) Personality test (Furnham, 2017) result is concerned, my personality type is stated to be “defender (ISFJ-A)”. This personality type comes with several traits which are individually perspective. According to my personality trait, I am 51% introvert, 51% observant, have got 69% feeling attribute towards any stimulus, 67% judging mentality and 53% assertion trait. Finally, the traits follow a role model strategy and thereby I am a sentinel as far as the role is considered in addition to holding the strategy termed confident individualism. The defender personality is said to be quite unique as most of the individual traits are openly refused by this personality profile. I think that I am sensitive to certain issues and attributes but at the same time, I possess excellent analytical abilities by help of which I condemn from committing any random mistakes in the work place or personal life and try to analyse every aspects with logical reasoning and then interpret the following. Yes, I am introvert to a large extent but I also possess robust social skills y the help of which I can easily get acquainted with someone if the reciprocation is positive and frequent. I am also highly receptive and stimulated by new ideologies and alterations in any of the attributes that revolves around my personal and professional life. As the personality profile and the indicator traits follow, I whole-heartedly support the fact that I incorporate all the traits and concurrently reflect them all in a synergistic manner in my personality and reflection in the outer world. As a defender, I believe in surpassing people’s expectations on me and try to compromise with my goals just because of the fact that I am emotional and cease to hurt anyone’s sentiments, even if that happens at the cost of my position getting dimmed. In my entire lifetime after gaining untiring expertise, I have sorted out certain strengths and weaknesses in my personality that is incessant with respect to defender personality. The strengths that I have identified to be pertinent in myself are such as being supportive to others and their accomplishments, even if my own accomplishments fall short of time; I am reliable and patient by the virtue of which, I intricately observe the work environment, the scenario and the protocols to be implemented to carry out the work and then meticulously accomplish the job and hence, I have ended up with successful consequences in my endeavours; I am imaginative and observant and therefore I had been highly empathetic with respect to others’ emotions and perspectives; I think I am quite enthusiastic, meticulous and loyal at the same time and also have also attained good practical knowledge and skills with respect to the employment of altruism in almost every aspects of personal and professional curriculum. Every personality traits have weaknesses along with strengths and so do I and the effective identification of these weak points are the key to overall success gain. The weakness which are observant in my personality as being a defender are that I too humble and introvert due to which I often fail to express my opinions and at the end of the day, get miserably deterred by others in this highly competitive market; I often take things too personally and hence, fall prey to mild depression and get frustrated a lot; I more often overload my work burdens to such an extent that at the end of the day I fail to strategically overcome the work pressure in time; I am also too much reluctant to any kind of alteration which means that I try to stick to traditional techniques or way out to any issues and hence am hardly willing to shift my thinking base to up dated versions of thinking.
Thomas-Kilmann Conflict Style Questionnaire (TSQ)
This style of questionnaire is generally constructed in order to assess an individual’s behaviour with respect to conflict scenario (Riasi and Asadzadeh, 2015). This assessment finds validity when such dire scenario come up and two or more individuals remain present as the subjects of the issue and appear to incompatible with respect to behavioural stimuli to the issue. Such instances generally provide two dimensions by virtue of which the behavioural pattern and the personality trait of the individual(s) can be defined, namely; assertiveness which means that the extent to which the individual(s) under context tries to satisfy his/her personal concerns and; cooperativeness that depicts the individuals’ extent of satisfying the other person’s concerns. According to my TSQ score, I have the least intensity of competence in me whereas, the maximum collaborating power, as far as my personality is concerned. My collaborating score is 10 which are quite satisfactory as the requisite range goes by. The next best attribute of personality index is my accommodating calibre (with a score of 9; range requisite 7-12) which means that the attribute is satisfactory from very perspectives. The next highest score in my personality indices is my avoidance power which is unfortunately lower than the requisite range (8-12) and this means that I am unable in avoiding any issues that come into my way and hence i take things personally and get psychologically hindered a lot. Hence, the usage level of my avoidance calibre is average compared to other personality traits. The least scored attribute in my personality profile is the compromising action which has given a score of 5, a rather low usage index in the profile. This means that I am reluctant in expressing my options in front of others, and cease to find any obvious reasoning behind any perspectives or issues or concerns and fail to find any mid-way to mitigate these issues.
This personality test helps in identifying an individual’s eligibility to work in team with accuracy and efficacy (Mathieu et al,. 2015). This inventory has been designed in order to help the individuals under the organizational or academic perspectives of team work to identify and screen the extent of eligibility criteria that the individual under context possess with respect to team-work phases and team-roles that he/she tend to accept or reject. According to the score that follow, I have seen that I possess the highest elaboration role that I can play in the team; followed by completion role, initiation and finally, ideation role. This score from the team work inventory sheet suggests that I am efficient in elaborating the objectives and their analyses in accurate manner followed by their successful completion, whereas, the initiation and the ideation of the job roles are not my forte. On the other hand, the team role inventory score sheet suggests that I possess the attributes of being a good implementer, completer/finisher of assignments and a proficient coordinator. The team role which I lack the most is being a resource investigator as I do face problem in deciding on to what extent any attribute needs to be designed or framed up with respect to the assignment. I also lack of innovativeness in my team role index as I miserably fail to decide on to something productive or come up with new ideas that will open a new dimension to the team.
According to this personality trait index, I being an entity, have almost equal proportion of openness and hidden attributes in my personality. Both I and my peers are equally informative about my personality traits as well as those attributes which are unknown to the peers but known to me. The other two quadrants that depict the blind spot and the unknown spot (Bahadori et al,. 2015), are also equally proportionate which means that the perspectives which are unknown to me but perceived by my peers are equally relevant and dimensionally identical with that of the perspectives that are unknown to both me and my peers. My solicitation to receiving feedbacks goes off with a score of 36 whereas my willingness to provide feedback for others is comparatively low (score 26). This means that I am overtly anxious about knowing what others think about me but I am reluctant in providing information regarding what I think about others.
Bahadori, M., Shiri, A. and Mahdizade, H., 2015. Ranking Feedback and Disclosure Mechanisms based on Johari Window Model in order to Enhance Organizational Communications.
Furnham, A., 2017. Myers-Briggs Type Indicator (MBTI). In Encyclopedia of Personality and Individual Differences (pp. 1-4). Springer International Publishing.
Mathieu, J.E., Tannenbaum, S.I., Kukenberger, M.R., Donsbach, J.S. and Alliger, G.M., 2015. Team role experience and orientation: A measure and tests of construct validity. Group & Organization Management, 40(1), pp.6-34.
Riasi, A. and Asadzadeh, N., 2015. The relationship between principals’ reward power and their conflict management styles based on Thomas–Kilmann conflict mode instrument. Management Science Letters, 5(6), pp.611-618.
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