posted on Dec, 24 2008 @ 08:18 AM
The Myers-Briggs Personality type indicator was developed as a tool that might allow supervisors and managers to better understand how the people they
work and communicate with 'tend' to approach social and problem-solving tasks.
My exposure to their theories led me to consider it another 'control' perspective for pigeon-holing people. That may not be it's intent, I grant
you that, however it seems to occur because those who rely on such tools, do so for the purpose of controlling the work environment.
It makes some sense, to consider that if you have a team of people on a project and they are to give a presentation, some would naturally accept the
'speaking' task more readily than others. I vs. E if you take my meaning.
But I have found that such 'measurements' change in people, as we are not static robots who are not affected by life and significant emotional
events. And how is a person, say a manager, to know when such a change occurs in the preferred thinking methods of an employee? Only by constant
direct measurement - thus paying for ongoing test analysis - a ridiculous proposition for most business models.
Does it matter? It can. Especially if you use it to ease the stresses of those to whom you delegate tasks. Otherwise, remember people are not
'objects' to be categorized - down that path lies potential madness! If not for you, for them.
[edit on 24-12-2008 by Maxmars]