What is the Myers-Briggs Type Indicator®?
The Myers-Briggs Type Indicator® (MBTI®) assessment is a short, self- report questionnaire used to measure and describe people’s preferences for how they like to focus attention, get information, make decisions and orient their lives. Created by a mother-daughter team, Katherine Briggs
and Isabel Myers, the MBTI® instrument was designed to make Carl Jung’s theory of psychological types understandable and useful in everyday life.
The MBTI® instrument provides a versatile measure of personality that looks at eight personality preferences people use at different times. These eight preferences are organized into four dichotomous scales, which are illustrated below. After more than 50 years of research and development, the current MBTI® tool is the most widely used instrument for understanding individual personality differences. Last year alone, over two million people gained valuable insight about themselves and the people they interact with by taking the MBTI® instrument.
*Assessment will be used through 3-30-19
Predictive Index Survey
The Predictive Index Survey is a scientifically validated assessment tool with a track record of business application and success that dates back to 1955. The assessment is used by more than 8,000 companies around the world and is available in 65 languages. It helps people and organizations understand how they work independently and in teams.
Strong Interest Inventory
The Strong Interest Inventory® assessment is one of the world’s most widely respected and frequently used career planning tools. It has helped both academic and business organizations develop the brightest talent and has guided thousands of individuals—from high school and college students to midcareer workers seeking a change—in their search for a rich and fulfilling career.
For providing a theoretical structure to the Strong, in 1974 John Holland’s psychology-based codes were incorporated into the assessment. Holland’s theory is based on four main assumptions:
In our culture, most people can be categorized into six Themes and each person may be characterized by one Theme or some combination.
Job environments can be divided into these same six Themes and each environment is dominated by a particular type of person. Thus, the personality types of co-workers, as much as job requirements, establish the working tenor of a given occupation.
People search for environments that let them exercise their skills and abilities, express their attitudes and values, take on problems and roles they find stimulating and satisfying, and avoid chores or responsibilities they find distasteful or formidable.
Behavior is determined by an interaction between a person’s personality and the characteristics of his or her working environment. Factors such as job performance, satisfaction, and stability are influenced by this interaction.
As shown above, Holland’s theory organizes the six Themes by placing them at the six points of a hexagon with those presumed to be the most closely related located adjacent to each other and those most dissimilar located across the hexagon from each other. The order in which they fall around the hexagon is frequently called the R-I-A-S-E-C order. The Strong is the only empirically derived RIASEC assessment.