Myers-Briggs typology is a personality typology that arose on the basis of Jung's typology in the 40s of the 20th century and received wide use in the USA and Europe. Based on this typology, a system was created psychological testing- Myers-Briggs Type Indicator (MBTI).
Prevalence.
The Myers-Briggs diagnostic system has found wide application in business, in the largest Western companies. In the United States, up to 70% of high school graduates undergo a personality type determination using the MBTI to choose a future profession. More than 2 million people complete the MBTI questionnaire every year. The MBTI questionnaire has been translated into 30 languages (including Russian) and is used all over the world.
Basic application areas applications Myers-Briggs typology:
- self-knowledge and personal growth;
- career growth and career guidance;
- development of organizations;
- management and leadership trainings;
- problem solving;
- family consultations;
- education and curriculum design;
- scientific work;
- Interpersonal interaction trainings.
Criticism.
The scientific basis of the Myers-Briggs typology is questionable. Some of these doubts stem from the developers' lack of qualifications and training in psychometrics. Another part of the doubts is related to the very idea of the typological approach in psychology. Thus, the typological approach assumes the presence of distinct “types”, i.e. bimodal distribution of responses on a dichotomous scale. While in research the distribution of answers tends to be normal and the presentation of results in a binary format (thinking-feeling, extraversion-introversion, etc.) entails, on the one hand, a noticeable loss of information, and on the other hand, leads to errors in measurement.
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Personality and relationship types according to socionics and MBTI
Prevalence of Myers-Briggs typology and MBTI
The Myers-Briggs type identifier is widely used in business, in particular in a number of large Western companies. In the US, up to 70% of high school graduates take the MBTI personality type test for selection purposes future profession. More than 2 million people complete the MBTI questionnaire every year. The MBTI questionnaire has been translated into 30 languages (including Russian) and is used all over the world. The main application areas of the Myers-Briggs typology:
- self-knowledge and personal growth;
- career growth and career guidance;
- development of organizations;
- management and leadership trainings;
- problem solving;
- family consultations;
- education and curriculum design;
- scientific work;
- Interpersonal interaction trainings.
History of the Myers-Briggs typology
The Myers-Briggs typology was originally developed by Isabel Briggs Myers and her mother Katherine Briggs, based on the work “Psychological Types” by the Swiss psychiatrist Carl Gustav Jung. Katherine Briggs's first publications date back to the late 1920s. The first version of the Myers-Briggs Type Indicator (MBTI) test appeared in 1942, the first version of the typology manual appeared in 1944. In 1956, the test was published by the Educational Testing Service (ETS), Princeton, New Jersey. In 1969, Isabel Briggs Myers, along with the head medical center University of Florida, Gainesville Mary McCauley founded a typology laboratory. This laboratory was transformed into the Psychological Application Center in 1972. Center for Applications of Psychological Type, CAPT) .
The center conducts research activities and trains specialists in the use of MBTI. The MBTI test and the Myers-Briggs typology began to gain widespread popularity after the rights to sell it (in 1975) were received by Consulting Psychologists Press, engaged in its promotion. In the same year (1975), under the auspices of CAPT, the first conference dedicated to the Myers-Briggs typology was held, which is now held every 2 years. In 1979 it was founded Association of Psychological Type(APT), which represents the interests of the MBTI and also trains non-psychologists to administer the test. To a large extent, the popularity of the Myers-Briggs typology among the general public was facilitated by the publication in 1984 of the popular book by D. Keirsey and M. Bates. A significant part of the research on the Myers-Briggs typology is published in the journal The Journal of Psychological Type .
Basics of typology: scales and types
The Myers-Briggs Type Indicator is designed to determine one of 16 personality types. It includes 8 scales, combined in pairs. The purpose of the typology and tests is to help a person determine his individual preferences by establishing which poles of the scales he needs more correspond.
1. E-I scale- orientation of consciousness:
E (E xtraversion, extraversion) - orientation of consciousness outward, towards objects,
I (I ntroversion, introversion) - orientation of consciousness inward, towards the subject;
2. S-N scale- a way to navigate the situation:
S (S ensing, common sense) - orientation to specific information,
N(i N tuition, intuition) - orientation towards generalized information;
3. T-F scale- decision-making basis:
T (T hinking, thinking) - rational weighing of alternatives;
F (F eeling, feeling) - making decisions on an emotional basis;
4. J-P scale- method of preparing solutions:
J (J udging, judgment) - a preference to plan and organize information in advance,
P (P erception, perception) - preference to act without detailed preliminary preparation, focusing more on the circumstances.
The combination of scales gives the designation of one of 16 types, for example: ENTP, ISFJ, etc.
Functional model
The Myers-Briggs typology and Jung typology use different functional models type.
Fundamental differences in the type models of these typologies exist for introverted types. Introverted types in the Myers-Briggs typology have a dominant and auxiliary function like Jung’s types with a different meaning: rational/irrational (decider/perceiver). For example, the introverted type with dominant thinking (this is the rational/decisive function) in Jung is rational, and in the Myers-Briggs typology it is irrational/perceiving; using the example of specific types: the INTP type in the Myers-Briggs typology has the first 2 functions like the Jungian INTJ type (introverted thinker with auxiliary intuition), and vice versa. According to Jung, only types with a dominant rational function are called rational, and only types with a dominant rational function are called irrational. irrational function, and this does not depend on the trait of extraversion/introversion type.
Also, some followers of Myers-Briggs (Joe Butt, Marina Heiss) observe a difference in the functional model in relation to the extraversion-introversion parameter of the 3rd function. For Jung, the extraversion-introversion parameter of the 3rd function differs from that of the dominant function, while for some followers of Myers-Briggs it coincides.
Although the Myers-Briggs typology suggests the existence of 8 mental functions, most of its supporters adhere to the 4-functional model (the reformed 4-functional Jung model - Jung did not indicate the “verticality” of the 2nd and 3rd functions), and only a few adhere to the 8-functional model.
Criticism of the MBTI questionnaire and the typology in general
The high validity of the MBTI questionnaire has been questioned. It turned out that some scales “do not work” at the clinical diagnostic level: this is evidenced not only by the accumulated empirical data of professional psychologists, but also by the results of a study by E. F. Abelskaya (author of one of the latest adapted versions of the MBTI [Form F]): “ As shown<…> factor analysis, the items of the methodology form four factors, two of which are clearly interpreted in accordance with theoretical constructs (TF and EI), and two have mixed character and indicate the conceptual similarity of the constructs S and J, N and P" (cf. foreign research 1989). If for the tasks of sociological research such results are quite satisfactory, then for individual diagnostics- no, since such “inaccuracies” determine a high probability of error in determining the type specific person.
Thus, factor analysis of the MBTI revealed 6 clusters instead of the expected 4 (corresponding to the dichotomy scales). Although Jung's dichotomies are independent, in the MBTI test some of them are significantly correlated (JP and SN). Such validity deficiencies determine a significant probability of error in determining the type of a particular person. Other studies have also found inconsistencies between the MBTI results and the theory, which can be attributed to its low validity. A study of the relationship between the types defined by MBTI and the number of their representatives in different professions did not reveal any expressed connections(Myers and McCaulley), despite the fact that, based on type theory, such a connection should exist. Similarly, the Army Research Institute (USA), after conducting MBTI research on behalf of the US Army, concluded that it is unsuitable for career guidance. Also, a committee specially created by the US National Academy of Sciences summarized the results of 20 studies on the validity of the MBTI test and concluded that it T-F scales and S-N show low validity, on the basis of which the test was considered unsuitable for career guidance. Test-retest (repeated) verification of test results using MBTI with an interval of 8 weeks shows sufficient high reliability at the level of 0.7-0.8 and above.
It should be noted that there is two approaches to personality diagnostics: “factorial” and “typological”. Each of them has both its advantages and limitations (for more details about the two approaches, see), and solves fundamentally different problems. In general, with a typological approach there is a natural “coarsening” of individual psychological characteristics a specific person.
In a review of the Russian translation of the book by I. Myers-Briggs and P. Myers “MBTI: Defining Types,” A. G. Shmelev points out that the theory of the Myers-Briggs typology contains the following “stretches,” which were not then confirmed by a set of empirical data:
- The number of psychological types and the factors that distinguish them turns out to be much greater than in this scheme. For example, none of the MBTI factors correlates with the level of a person’s assimilation of moral and social regulators of behavior, that is, for example, with such a fairly important criterion for personnel selection as a predisposition to corporate loyalty as opposed to the desire to rob the company.
- There are much fewer people who are described as “pure” MBTI types than there are “mixed” types. A typical situation is when, for example, according to the answers, a person with a probability of 0.6 belongs to one type, 0.5 to another, and 0.4 to a third. Discarding information about the second and third possible types leads to coarsening and loss of accuracy of the circuit's predictions.
- When answering test questions, people tend to cheat, especially if important things for them, such as admission to a university or getting a job, depend on it. This reduces the value of the MBTI for personnel selection.
- Jung's theory, which underlies the MBTI, is now considered archaic and pre-experimental, and does not correspond to many experimental tests that have revealed objective differences in cognitive styles different people. Even those differences that logically should correlate with the corresponding MBTI factors do not always demonstrate this in the experiment.
- The theory of types denies the superiority of a parametric description over a typological one, which contradicts the data accumulated in psychometry. Simply put, a parametric description is an indication of the measured position of the human psyche in a multidimensional space of parameters, and a typological description is only an indication of which area, according to some characteristics, a person falls into - which coarsens the diagram.
see also
Notes
- CPP - case_studies - MBTI .
- Filonovich S. R. Leadership and practical skills of a manager: 17-module program for managers “Managing the development of an organization.” Module 9. - M.: “INFRA-M”, 1999., p. 73
- Isabel Briggs Myers. Introduction to Type: A Guide to Understanding Your Results on the MBTI Instrument. - P. 6. - 45 p. - ISBN 978-0050436073.
- , With. 340.
- aptinternational.org.
- The Journal of Psychological Type.
- http://socionic.info/pdf/as498.pdf
- Abelskaya E. F. Typological study of the mental make-up of a personality: abstract. dis. … cand. psychol. Sciences: 19.00.01
- Sipps, G.J., R.A. Alexander, and L. Friedt. "Item Analysis of the Myers-Briggs Type Indicator." Educational and Psychological Measurement, Vol. 45, No. 4 (1985), pp. 789-796.
- McCrae, R.R. and P.T. Costa. "Reinterpreting the Myers-Briggs Type Indicator from the Perspective of the Five-Factor Model of Personality." Journal of Personality, Vol. 57, No. 1 (1989), pp. 12-40.
- Shmelev Alexander Georgievich. NO LONGER SOCIONICS, BUT STILL NOT DIFFERENTIAL PSYCHOLOGY // Bulletin of SUSU. Series: Psychology. - 2010. - No. 27 (203). - pp. 104-108.
Literature
- Goldstein D., Kreger O. Creative personality. How to use strengths of your character to develop creativity. - M: Mann, Ivanov and Ferber, 2014. - 978-5-00057-246-7. - 416s.
- Cummerow JM, Barger ND, Kirby LK. Your psychological type and work style. - Per. from English A. Bagryantseva. - M.: Publishing House of the Institute of Psychotherapy, 2001. - ISBN 5-89939-046-8.. - 224 s - Jean M. Kummerow, Nancy D. Barger, Linda K. Kirby. Work Types. Warner Books, A Time Warner Co., 1997.
- Kroeger O., Tuson J. Why are we like this? 16 Personality Types That Shape How We Live, Work, and Love = Type Talk. The 16 Personality Types That Determine How We Live, Love, and Work. - M.: Alpina Publisher, 2013. - 356 p. - ISBN 978-5-9614-4475-9.
- Kreger O., Tewson J. Types of people and business. - M.: Perseus - Veche - AST. - 1995. - 560 s; 2nd ed.: M.: 2005. - 477 pp. - Otto Kroeger, Janet Thuesen. Type Talk at Work.
- Kreger O., Tewson J. Sixteen roads of love. - M.: Perseus - Veche - AST. - 1995. - 430 p. - Otto Kroeger, Janet Thuesen. 16 Ways to Love Your Lover.
- Cuenk N. MBTI: The Complete Guide to Interpretation. - Per. from English "Password LLC." - M.: Publishing House "Business Psychologists", 2010. - ISBN 978-5-91809-002-2.. hardcover, 256 pp. - Naomi L. Quenk. Essentials of Myers-Briggs Type Indicator® Assessment. The author is vice president of the Myers-Briggs Foundation.
- Myers I., Myers P. MBTI. Definition of types. Everyone has their own gift - M: Publisher: “Business Psychologists”, 2010. - ISBN 978-5-91809-004-6, hardcover, 320 pp. - Gifts Differing: Understanding Personality Type - a book by Isabel Briggs Myers, imbued with her spirit and a desire to introduce the reader to the MBTI.
- Ovchinnikov B.V., Pavlov K.V., Vladimirova I.M. Your psychological type. - St. Petersburg: “Andreev and Sons”, 1994. - 238 pp. - The book has significant textual overlaps with the English book: Keirsey D., Bates M. Please Understand Me.
- Tiger P., Barron-Tiger B. Do what you were born to do. M. - 2005. - 688 p., trans. from English - Paul Tieger, Barbara Barron-Tieger. Do What You Are: Discover the Perfect Career for You through the Secrets of Personality Type. (Attention! The translation of this book is incorrect, serious distortions of terminology are allowed!)
- Tiger P., Barron-Tiger B. What type is your child. M. - 2005. - 448 p., trans. from English - Paul Tieger, Barbara Barron-Tieger. Nurture By Nature.
- Tiger P., Barron-Tiger B. Reading a person like a book. - M.: AST, 2000. - 288 p. - Paul Tieger, Barbara Barron-Tieger. The Art of Speed Reading People.
- Hedges P. Character analysis, or typology according to Myers-Briggs. - M: Eksmo, 2003. - ISBN 5-699-03114-6.- 320 s - Patricia Hedges. Understanding your personality. With Myers-Briggs and more. 1993.
The article discusses the development of Jung's typology. The American and domestic branches of the development of his ideas are compared. The overlaps and divergences between socionics and MBTI are discussed.
Key words: Jung, socionics, MBTI, Myers-Briggs typology, tests, theory, distribution.
As you know, the analogue of socionics in the USA is the Myers-Briggs typology, which is often briefly called MBTI after the name of the Myers-Briggs Type Indicator (MBTI) questionnaire - Today it is an officially recognized test and scientific direction in psychology. More than 3 million typings are carried out per year in the USA alone; 86 of the 100 largest companies form teams taking this typology into account.
Developing independently and, accordingly, having differences in terminology and models, socionics and MBTI still represent one scientific direction and coincide in the main thing: types and their descriptions. At the same time, many of the obstacles that socionics faces today are already a passed stage in the development and recognition of MBTI.
Socionics and MBTI, being in unrelated, parallel development, repeat the history of many exact and natural sciences, for a long time developing on different sides iron curtain or oceans. Examples of such development can be aircraft rocket science, cybernetics, genetics and many other sciences. Today we see that MBTI is more focused on practical application, socionics - on a deep study of the theoretical part, as well as on the development of additional models.
What is socionics?
T.N. Prokofiev describes the basis of socionic theory as follows:
“The socionics approach is based on the idea of K.G. Jung about the presence of mental functions in a person, each of which performs its own work. K.G. Jung identified four mental functions: thinking, feeling, intuition, sensation, which can be considered as channels for perceiving, processing and transmitting information of varying quality. By analogy with the natural metabolism of cells, the flow of information coming to a person is split by the psyche into separate components. But not just any one, but a specific channel corresponding only to it is responsible for receiving and processing each of these components.”
In this regard, A. Augustinavichiute writes:
“The discovery of C. G. Jung is the discovery of a mechanism for selecting signals perceived by the psyche. This mechanism can be called the information metabolism (IM) code or the rules of the language through which information is transmitted.” Therefore, the second name of Socionics is “the theory of types of information metabolism.”
In socionics, Jung's mental functions are renamed by A. Augustinavichiute, and thinking, feeling, intuition and sensations are called logic, ethics, intuition and sensory, respectively.
“Having presented, following Jung, each of the four functions in an extroverted and introverted setting, Aushra received eight mental functions, which correspond to eight aspects information flow. The combination of computer science and psychology made it possible for Aušra Augustinavičiūta to build models of the structure of psychological types. Model A is built in accordance with the position of S. Freud's psychoanalysis on the structure of the psyche, including consciousness and the unconscious: ego - superego - id. The structure is depicted as two rings of functions. The mental ring reflects primarily the social in a person, the vital ring reflects the biological. The socionic model serves for reliable diagnosis of psychological types, as well as for determining the relationships between personality types» .
What is MBTI?
In 1921 K.G. Jung published a book called Psychological Types, the academic language of which was difficult for the layman to understand, and, accordingly, few could apply his ideas in practice. However, during World War II, two American women, Isabel Briggs Myers and her mother, Katherine Briggs, developed an accessible way to use Jung's ideas in everyday life. Their goal was to give people the ability to easily determine their type without deep dive into Jung's academic theory.
The Myers-Briggs Indicator has been the subject of widespread scientific analysis and study, sufficient evidence has been collected for the validity and reliability of the test (Carlson, 1985; Furnham & Stringfield, 1993). The Myer-Briggs Indicator Form G is based on Jung's teachings about personality types. Typing is carried out in a self-diagnosis format using a test printed on paper. It consists of 94 questions with a choice of one of 2 answer options. Based on these answers, preferences are determined according to the four dichotomies described in Jung’s theory: extraversion/introversion (Extraversion–Introversion), sensory/intuition (Sensation–Intuition), logic/ethics (Thinking–Feeling), rationality/irrationality (Judging–Perceiving). By the way, it should be noted that the Russian word “irrationality” has a negative connotation, corresponding to the Russian “unreasonable”. “Form G” is a marking of the evolutionary development of the questionnaire, which went through several stages of clarifying questions based on the results of a scientific analysis of the methodology and results of this test. Thus, MBTI theory currently defines dichotomies, types (16), and several small groups have been described.
The MBTI is the most popular test in the United States and, according to written sources, in the world. It is mainly used in business and education for more efficient work with students and employees in corporations. The test results are used primarily for career guidance, as well as to determine your leadership style and to form effective teams. Those. Most often, the test is financed not by the person being typed, but by an interested organization. There are special practices and exercises aimed at teaching employees to use their strengths to more effectively solve problems and to better understand the actions and thinking of other team members.
The questionnaire is also informally used during hiring, although the MBTI organization itself is categorically against this and regards it as discrimination. In the USA, the resume does not indicate gender, age, nationality or skin color, because... If denied, the company may be sued for denial on grounds of discrimination, even if the person provided the information themselves. That is, for ethical reasons, the MBTI is considered a tool for improving the inclusion of people in the work process, and not for filtering.
It is important to note that MBTI is not a science, it is a product. It was created to make Jung's type theory accessible to people, and the result is a branded, proprietary test. The test has been developed for decades, tested and verified. But nevertheless, the test itself is a derivative of psychology, including Jungian psychology, which is developing and includes interpretations and analysis of the MBTI test.
The main development in the popularity of MBTI is thought to have occurred in the 1970s, with 1.5 million typings recorded in 1986 and 3.5 million typings in 2011. This means personal paid typing followed by work with a licensed specialist.
Anyone can obtain the right to use the test by completing a four-day training and briefly learning how to interpret its results. Mostly the target audience– These are personal growth coaches, corporate trainers and psychologists. Psychology in the USA is a licensed profession. Therefore, according to the law, to work with clients you need to constantly gain qualification points vocational education and take exams every 5-10 years. The MBTI is part of a scoring system in psychology.
Similarities and differences
Over the past decades, many attempts have been made to link these two systems. We would like to present the resulting conclusions from an article by Lithuanian researcher Lilita Zelita from 2014 in the journal “The humanities and social studies”.
Lilita Zelita has studied more than a hundred works of socionic researchers and more than sixty works of MBTI specialists. General conclusion sounds like this: “Socionics and MBTI have a common theoretical base (C. G. Jung’s Theory of Psychological Types), a general description of the main dichotomies, partially divergent functional models and common final results (16 types and their characteristics). Both theories do not contradict each other, but are mutually complementary, and thus can be used to better understand oneself and others in everyday situations, in the family, in education, in work.".
That's what it means. All basic dichotomies coincide, several small groups are known in MBTI, the general description of the types coincides with the socionic one.
At the same time, the MBTI also has functional models of each type.
Rice. 1 Type functions in MBTI
For half of the types (extroverts), the models completely coincide with the socionic ones. And the models of introverted types differ from socionic ones (Fig. 1). So, for example, for the ISFP type, which stands for introvert/sensory/feeling/receptive or in socionic terms introvert/sensory/ethical/irrational, i.e. SEI (ISFP, “Dumas”) theoretical model of the order and scope of functions is as follows - the first, dominant function is introverted ethics, and the second, complementary one is extroverted sensing. According to the socionic model, this would correspond to the ESI type (ISFJ, “Dreiser”)..
The functions in the MBTI model are defined as follows.
It is important to note that the type in MBTI is determined through the dichotomies of Jung’s basis based on the results of filling out the questionnaire, and the models do not form the basis for further theoretical constructions and practical application.
Lilita Zelita explains the differences in the theoretical layout and descriptions in MBTI and socionics by differences in the types of their founders and key representatives. The language used in type theory is understandable to ordinary people, since its founders - Katherine Briggs, Isabel Briggs Myers and others, were from the humanities club, and their leading functions were ethics and intuition. Socionics was founded by A. Augustinavichiute, and most of its key representatives, including V. Gulenko, G. Reinin, A. Bukalov, T. Prokofieva - from the club of researchers with the leading functions of logic and intuition.
It is important to note that MBTI is considered as self-identification, self-report: a person shows who he wants to be, what interests him. This is done on the basis of independently completing a test of 96 questions within 20 minutes. Additionally, information is provided about the percentage advantage dominant trait. In this way, a person can see which functions are more pronounced, and where the excess or deficiency is insignificant. Often a recommendation is given to look at information about a related type. The test results are then verified by a specialist.
Socionics focuses on assessing the type from the outside, which is more objective, but technically much more difficult. For correct self-diagnosis, a person must not only have a very deep knowledge of socionic theory, Model A, the characteristics of various types and be free from social stereotypes and approved models of behavior, but also to understand and know yourself well, to accept yourself as you are. Such requirements make self-diagnosis very difficult and biased. This issue is discussed in more detail in the article by T.N. Prokofieva and V.G. Prokofiev “Puzzle technology. Quality standards for socionic diagnostics".
This fact - self-diagnosis - explains the difference in assessing the uniformity of the distribution of types among people according to MBTI and socionics. In socionics, as far as we know, it is believed that the distribution is approximately uniform, but in MBTI there are statistics according to which the distribution is uneven. The extreme representatives are the types ISFJ - ethical-sensory introvert - 13.8% of the population, and ENFJ - ethical-intuitive extrovert - 1.5%
A number of articles discussing the complexities of MBTI typing emphasize that the main problem is an overly simplified description of types. After all, extroverts are not necessarily noisy and introverts are quiet, but the point is how a person perceives and processes information. Here you can see a direct connection with the concept of “information metabolism” and the coincidence in this issue between MBTI and socionics. And in order to avoid superficial interpretation, it is recommended that the diagnostician personally explain the results of the MBTI test.
In 2008, personality researchers (Linda V. Behrens and Dario Nardi) added four additional functions in the MBTI model, the so-called “shadow” functions that a person does not normally exhibit, but which can arise when a person is under stress. Shadow processes " work more at the edges of our awareness... We usually experience these processes in a negative way, but when we are open to them they can be quite positive“- write scientists in the manual for working with the MBTI test “Understanding Yourself and Others: An Introduction to the Personality Type Code”. Thus, the latest MBTI model has 8 features, of which 4 are in conscious block, and 4 are in the shadow. Here is a table with a translation into Russian based on materials from the site http://www.cognitiveprocesses.com/16types/16types.cfm.
Accordingly, extroverted functions of the type in MBTI are reflected by introverted ones in the shadow block, and vice versa. Thus, in the last theoretical model MBTI researchers have deduced the presence of 8 functions, 4 main and 4 shadow, which theoretically corresponds to the mental and vital rings in the socionic model A. At the same time, “shadow” functions are “activated at the borders of awareness” and more often demonstrate themselves from the negative side, which coincides with the characteristics subconscious according to Freud and Jung, but does not quite correspond to their location in model A, because the reaction to the vital functions of model A is not always negative.
It should be noted that the interpretation of the “main” functions of the MBTI is generally similar to the socionic one, but not in all respects.
The first one is basic. Develops first in childhood, requires a minimal amount of energy to use, is the strongest and most confident, can sometimes cause inconvenience to others with its “dominance”
The second is auxiliary, the second is developing. With it we support both ourselves and those around us. In a positive way - caring parent, in the negative – too caring, critical, inhibiting.
The third is additional to the auxiliary(although interpreted as a function of children's joy). Source of energy. At the age of 20-30, we are attracted to activity in this function. Often creativity occurs through the third function, but in its negative manifestation a person is too infantile.
The fourth is painful. This function can develop already in adulthood, giving balance to life. Before this, fears, negative projections on others and “shoulds” are associated with it.
The interpretation of the role of each of the identified “shadow” functions in MBTI still differs from the interpretation of the socionic model, while reflecting the corresponding main functions.
Fifth the function is characterized as crybaby.
Sixth – critical parent, stopping and demoralizing others.
Seventh - a deceptive distraction, according to it, what is not important seems important to us.
Eighth – demonic, destructive a function whose actions are usually regretted later.
Comment by T.N. Prokofieva:
"Let us analyze the correspondence of models using the example of TIM ILE (ENTP, Don Quixote) to see the similarities and differences.
What can we say? In some places the characteristics are similar, in others they are not at all. Especially in terms of the functions of the ID block, the MBTI interpretation is not similar to the socionic one. And with awareness and unconsciousness, not everything is clear.
Of course, I would like to read more detailed descriptions, which means "basic" in the MBTI, for example.
Is it the same as in socionics? What about “auxiliary”? This was the case with Jung, but a lot of time has passed since then. How do Western colleagues understand all this now?
Well, what about introverted models? Let's look at the example of SEI (ISFP, “Dumas”).
If certain similarities were observed with the extroverted model, then judge for yourself with the introverted model. So far the result is puzzling. Does anyone use this model? Does it have detailed interpretation and practical application?
And the most important thing I want to say is: a model is just a model. It is designed to model some processes for easier study and description. It is far from certain that this model conceived and interpreted as a model of information metabolism in the socionic understanding. Perhaps it serves to model completely different processes.
There is no way to say that there are different types in the MBTI just because the functions have been assigned a different number. We know the main thing: types are determined using a questionnaire based on basic dichotomies and applied on the same grounds. Models are not involved in diagnostics, nor in type descriptions. What exactly do they describe and whether they are used for something or whether they remain simply written on paper - I would like to understand"
conclusions
The MBTI test does not fundamentally contradict socionic theory in terms of Jung’s basis. This is not surprising, because both theories have the same basis. Moreover, the latest theoretical research MBTI brings it even closer to socionic theory. At the same time, the MBTI test is supported by a significant number of international studies, confirming both its scientific significance and reliable confirmation of the idea of four dichotomies and 16 types.
The key difference between MBTI and socionics is the point of view of the person being typed. In one case, this is self-typing, which, in fact, results in information not so much about who a person is, but about who he sees himself. In socionics, the methodology is aimed at independent typing of a person the way he interacts with real world. The difference between the results of self-typing and typing can be very significant, because in fact these are answers to absolutely various questions.
Organizational behavior: tutorial Spivak Vladimir Alexandrovich
2.6. Popular Myers–Briggs personality model
Let's consider the possibilities of studying personal properties and predicting behavior based on the Myers-Briggs Type Indicator (MBTI), a well-known specialist in the field of management, R. Daft, which is very popular in the USA.
The MBTI uses 4 pairs of attributes to help define one of sixteen different personality types.
1. Introversion - extroversion: indicates the source of mental energy. Extroverts (E - extroverts) are energized by interacting with others, while introverts (I - introverts) gain energy by focusing on their own thoughts and feelings.
2. Sensory - intuition: indicates how a person processes information. People with sensory preferences (S - sensing) collect and process information using the five senses, while those belonging to the intuitive type (N - intuition) start from a holistic image. For example, the latter concentrate more attention on structures, relationships and guesses than on elements and details.
3. Thinking - Feeling: This pair of characteristics determines what role emotions play in decision making. People with a priority in the area of feelings (F - feeling) are guided by their values and concepts of right and wrong; in addition, they take into account emotional reaction others on the decision being made. People of the thinking type (T - thinking) try to be objective and strive to logically justify their decisions.
4. Decisions - perception: indicates the attitude towards ambiguous situations and the speed of decision making. “Judging” individuals (J – judging) love accuracy and certainty. They enjoy setting goals and summarizing results; they make quick decisions based on available data. On the contrary, “perceivers” (P – perceiving) are prone to uncertainty and do not like summing up results; During the decision-making process, they may change their point of view several times. A person of this type, before making a decision, usually collects and processes a large number of information.
Various combinations of these characteristics form 16 personality types. A person’s weaknesses and strengths are determined by the preferences he gives to introversion - extraversion, sensory - intuition, thinking - feelings, decisions - perception. People who are aware of their preferences can change them in the process of learning and gaining life experience.
Here are figurative generalized (in slogan format) characteristics of each of the 16 types:
1. ISTJ: Natural organizers of life.
2. ISFJ: Dedicated to their job.
3. INFJ: Inspiring leader and follower.
4. INTJ: Free thinkers of life.
5. ISTP: Just do it.
6. ISFP: Actions speak louder than words.
7. INFP: Make life more enjoyable.
8. INTP: Life Thinkers.
9. ESTP: Seize the day.
10. ESFP: Let's make work more fun.
11. ENFP: people are the result.
12. ENTP: The result is progress.
13. ESTJ: Natural leaders.
14. ESFJ: Everyone's friend.
15. ENFJ: Sweet-tongued exhorters.
16. ENTJ: Natural born leaders.
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PART 3. DIAGNOSTICS OF INDIVIDUAL PSYCHOLOGICAL CHARACTERISTICS AND ABILITIES
With the right choice of future professional destiny, there must be a coincidence of a person’s individual characteristics with the requirements of the profession. The methods presented in the third part of the manual allow us to determine psychological types that reflect the most pronounced business qualities, behavioral characteristics, personal style of activity and the most suitable professions.
A questionnaire on types of intelligence allows you to identify a propensity for a particular type of activity, which can help in choosing a future profession.
In the USA, when building a person’s career and determining his future professional destiny, the Myers-Briggs Questionnaire (MBTI - Myers-Briggs Type Indicator) is used, which is a convenient working classification of psychological types that allows you to quickly assess:
The most pronounced business qualities,
Features of behavior
Style of activity (leadership),
Optimal working environment (including preferred operating mode),
- « weak spots" And possible ways development.
In Russia, the questionnaire has been successfully used for more than 10 years in the work of personnel services of a number of organizations, as well as career counseling and employment centers (professional retraining).
MBTI compares favorably with many psychological tests, first of all, underlying it theoretical basis. You can also list a number of other “advantages”:
Represents whole system;
Contains accumulated practical experience that allows you to make specific descriptions;
Easy to use, constructive;
Technological (has technological methods of application to specific cases);
Doesn't appeal to " clinical experience»;
Understandable by both professionals and those interested;
Provides an understanding of the characteristics and capabilities of the individual in relation to a wide range of tasks.
The test is based on C. Jung's typology of personalities. According to Jung, all human inclinations, likes and dislikes are rooted in the differences in the basic (innate or formed in childhood) ways of receiving (perceiving), understanding (processing) and using information by different people. The technique makes it possible to identify four basic preferences in everyone, the variants of their combinations make up 16 different personality types, each person corresponds to one of them. Despite the fact that the severity of the type may vary, the technique allows us to establish individual characteristics quite accurate.
Structure and principle of operation of the test.
The test questions allow us to identify people’s preferences by choosing each time from two equivalent alternatives (these are options for human behavior in different situations or pairs of concepts), each of which is not “right” or “wrong” - just different people in similar situations they behave differently, are interested in different things, are drawn to different areas and sometimes have difficulty understanding each other (from the series “there is no friend for the taste, for the color”, just one likes apples, and the other - semolina...) . When making a choice, a person scores points on one of 4 bipolar scales (3 main scales are indicators of basic preferences, the 4th scale is the style of behavior in conditions of uncertainty).
Comparison of indicators obtained at two poles of one scale shows how much a person prefers (more often uses) one way of working with information over another, but not how well the function is developed. The “right-handed-left-handed” metaphor helps to understand what is meant by preference - using the dominant, preferred hand is natural and does not require additional effort (for example, when writing), and, conversely, using a non-dominant hand, a person experiences discomfort and requires more time to perform the same task.
The personality type is identified on the basis of obtaining indicators of the sum of points scored for each pole. As a result, we get a four-letter designation, for example ESTJ, INFP, etc.
Scales (factors).
The scales of the questionnaire allow you to assess the individual severity of four main aspects (functions) of interaction with information corresponding to the scales of the methodology:
How does a person replenish and where does he direct his energy (what does he focus his attention on) - outside or inside himself - Extraversion – Introversion scale (E-I);
What kind of information and in what way does he perceive first and most easily? scale Sensory (feeling) – Intuition (S-N);
How does he make decisions (what is he primarily guided by) – Thinking – Feeling scale (T-F);
Which lifestyle does he prefer (live in an ordered, defined world or in a freer, unstructured world, studying, looking at various options) – Judgment-Perception scale (J-P).
Instructions: There are no “right” or “wrong” answers to these questions. Your answers will help you see how you usually look at things and what you do when you need to make a decision. By knowing your preferences, learning about the preferences of other people, you can identify your strengths, understand what kind of work gives you pleasure and how people with different preferences can interact with each other. Read each question carefully and mark your answer on the special form by circling the letter of the choice Your answer options.
Do not make any notes in the text of the questionnaire! Do not think about the questions for a long time, give the first answer that comes to your mind.
The questionnaire contains two types of questions. In the first type, you need to choose which answer option best matches what you usually feel or do. In the second type, you need to determine which word in the pair you like best. Focus on the purpose of the word, not on how it looks.
Questionnaire text:
1. Usually you:
a) sociable; b) quite reserved and calm.
2. If you were a teacher, which course would you prefer:
a) built on a statement of facts;
b) including a presentation of theories.
3. You more often allow:
a) control your heart with your mind; b) control your heart with your mind.
4. When you go somewhere for the whole day, you:
a) plan what and when you will do;
b) leave without a specific plan.
5. When in company, you usually:
a) join the general conversation;
b) talk from time to time with one person.
6. You find it easier to get along with people:
a) having a rich imagination; b) realistic.
7. You consider the words higher praise:
a) a sincere person; b) a consistently reasoning person.
8. Do you prefer:
a) arrange meetings, parties, etc. in advance;
b) be able to decide at the last moment how to have fun.
9. In a large company, more often:
a) You introduce people to each other; b) You are introduced to others.
10. You could rather be called:
a) a practical person; b) an inventor.
11. Usually you:
a) value feelings more than logic; b) value logic more than feelings.
12. You are more likely to succeed:
a) acting in an unpredictable situation when you need to make quick decisions;
b) following a carefully developed plan.
13. Do you prefer:
a) have several close, loyal friends;
b) have friendly connections with a variety of people.
14. You prefer people who:
a) follow generally accepted standards and do not attract attention to themselves;
b) are so original that they don’t care whether people pay attention to them or
15. In your opinion, the most big drawback- be:
a) insensitive; b) unreasonable.
16. Following a schedule:
a) attracts you; b) constrains you.
17. Among your friends you:
a) later than others, you will learn about events in their lives;
b) usually know a lot of news about them.
18. Would you prefer to have among your friends a person who:
a) always full of new ideas; b) looks at the world soberly and realistically.
19. Would you prefer to work under a person who:
a) always kind; b) always fair.
20. Thoughts on making a weekend to-do list:
a) you are attracted to; b) leaves you indifferent; c) depresses you.
21. Do you usually:
a) you can easily talk to almost anyone for any length of time;
b) you can find a topic of conversation with only a few people and only in certain situations.
22. When you read for pleasure, you like:
a) unusual, original manner of presentation;
b) when writers clearly express their thoughts.
23. Do you think that a more serious drawback is:
a) be too cordial; b) not being cordial enough.
24. In your daily work:
a) Do you like it better? critical situations when you have to work under time pressure;
b) hate working under tight deadlines;
c) usually plan your work so that you have enough time.
25. People can determine your area of interest:
a) when I first meet you; b) only when they get to know you better.
26. When doing the same job as many other people, you prefer:
a) do it the traditional way;
b) invent your own way.
27. Are you more concerned about:
a) people’s feelings; b) their rights.
28. When you need to do a certain job, you usually:
a) carefully organize everything before starting work;
b) you prefer to find out everything you need while working.
29. Usually you:
a) freely express your feelings; b) keep your feelings to yourself.
30. Do you prefer:
a) be original; b) follow generally accepted standards.
31. Which word from the pair (A or B) do you like better:
a) meek; b) persistent.
32. When you need to do something in certain time, Do you think that:
a) it’s better to plan everything in advance;
b) it is somewhat unpleasant to be bound by these plans.
33. We can say that you:
a) more enthusiastic compared to other people;
b) less enthusiastic than most people.
34. The highest praise for a person would be recognition:
a) his ability to foresight; b) his common sense.
35. Which word from the pair (A or B) do you like better:
a) thoughts; b) feelings.
36. Usually:
a) You prefer to do everything at the last minute;
b) for you, putting off everything until the last minute is too much hassle.
37. At parties you:
a) sometimes it gets boring; b) always fun.
38. Do you think it is more important:
a) see different possibilities in any situation;
b) perceive the facts as they are.
39. Which word from the pair (A or B) do you like better:
a) convincing; b) touching.
40. Do you think that having a stable daily routine:
a) very convenient for doing many things;
b) painful, even when necessary.
41. When something comes into fashion, do you usually:
a) be one of the first to try it; b) you have little interest in this.
42. Are you more likely to:
a) adhere to generally accepted methods of work;
b) look for what is still wrong and take on unresolved problems.
43. Which word from the pair (A or B) do you like better:
a) analyze; b) empathize.
44. When you think about doing some not very important thing or buying some small thing, you:
a) you often forget about it and remember too late;
b) write it down on paper so you don’t forget;
c) always do this without additional reminders.
45. Find out what kind of person you are:
a) quite easy; b) quite difficult.
46. Which word from the pair (A or B) do you like better:
a) facts; b) ideas.
47. Which word from the pair (A or B) do you like better:
a) justice; b) sympathy.
48. It is more difficult for you to adapt:
a) to monotony; b) to constant change.
49. When you find yourself in a difficult situation, you usually:
a) change the conversation to something else; b) turn everything into a joke;
c) after a few days you think what you should have said.
50. Which word from the pair (A or B) do you like better:
a) approval; b) idea.
51. Which word from the pair (A or B) do you like better:
a) sympathy; b) prudence.
52. When you start something big that will take you a week, you:
a) first make a list of what needs to be done and in what order;
b) get to work right away.
53. You believe that your loved ones know your thoughts:
a) good enough; b) only when you intentionally report them.
54. Which word from the pair (A or B) do you like better:
a) theory; b) fact.
55. Which word from the pair (A or B) do you like better:
a) benefit; b) good deed.
56. When performing any work, you usually:
a) plan your work in such a way as to finish with plenty of time;
b) at the last moment you work with the highest productivity.
57. When at a party, do you prefer:
a) actively participate in the development of events;
b) let others have fun as they want.
58. Which word from the pair (A or B) do you like better:
a) literal; b) figurative.
59. Which word from the pair (A or B) do you like better:
a) decisive; b) devoted.
60. If on a weekend morning you are asked what you are going to do during the day, you:
a) you can answer quite accurately;
b) list twice as many things as you can do;
c) you would prefer not to think ahead.
61. Which word from the pair (A or B) do you like better:
a) energetic; b) calm.
62. Which word from the pair (A or B) do you like better:
a) figurative; b) prosaic.
63. Which word from the pair (A or B) do you like better:
a) unyielding; b) kind-hearted.
64. The monotony of everyday affairs seems to you:
a) calm; b) tedious.
65. Which word from the pair (A or B) do you like better:
a) reserved; b) talkative.
66. Which word from the pair (A or B) do you like better:
a) produce; b) create.
67. Which word from the pair (A or B) do you like better:
a) peacemaker; b) judge.
68. Which word from the pair (A or B) do you like better:
a) planned; b) unscheduled.
69. Which word from the pair (A or B) do you like better:
a) calm; b) lively.
70. Which word from the pair (A or B) do you like better:
a) prudent; b) charming.
71. Which word from the pair (A or B) do you like better:
a) soft; b) hard.
72. Which word from the pair (A or B) do you like better:
a) methodical; b) spontaneous.
73. Which word from the pair (A or B) do you like better:
a) speak; b) write.
74. Which word from the pair (A or B) do you like better:
a) production; b) planning.
75. Which word from the pair (A or B) do you like better:
a) forgive; b) allow.
76. Which word from the pair (A or B) do you like better:
a) systematic; b) random.
77. Which word from the pair (A or B) do you like better:
a) sociable; b) closed.
78. Which word from the pair (A or B) do you like better:
a) specific; b) abstract.
79. Which word from the pair (A or B) do you like better:
who; b) what.
80. Which word from the pair (A or B) do you like better:
a) impulse; b) decision.
81. Which word from the pair (A or B) do you like better:
a) party; b) theater.
82. Which word from the pair (A or B) do you like better:
a) build; b) invent.
83. Which word from the pair (A or B) do you like better:
a) uncritical; b) critical.
84. Which word from the pair (A or B) do you like better:
a) punctual; b) free.
85. Which word from the pair (A or B) do you like better:
a) base; b) top.
86. Which word from the pair (A or B) do you like better:
a) careful; b) trusting.
87. Which word from the pair (A or B) do you like better:
a) changeable; b) unchanged.
88. Which word from the pair (A or B) do you like better:
a) theory; b) practice.
89. Which word from the pair (A or B) do you like better:
a) agree; b) discuss.
90. Which word from the pair (A or B) do you like better:
a) disciplined; b) carefree.
91. Which word from the pair (A or B) do you like better:
a) sign; b) symbol.
92. Which word from the pair (A or B) do you like better:
a) swift; b) thorough.
93. Which word from the pair (A or B) do you like better:
a) accept; b) change.
94. Which word from the pair (A or B) do you like better:
a) famous; b) unknown.
Processing the results:
After answering all 4 blocks of questions, separately sum up the number of points for each block. The property from the column in the block where the sum of points is greater corresponds to you more. As a result of filling out the entire questionnaire, you will be able to describe your own psychological type with four properties.
Answer form for the MBTI typological questionnaire:
| E-I | S-N | T-F | J-P | ||||||||||||
| № | E | I | № | S | N | № | T | F | № | J | P | ||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a B C | ||||||||||||
| a b | a b | a b | a B C | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a B C | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a B C | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a B C | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | a b | ||||||||||||
| a b | a b | a b | |||||||||||||
| a b | a b | a b | |||||||||||||
| a b | a b | ||||||||||||||
| a b | |||||||||||||||
| a b | |||||||||||||||
| Total | Total | Total | Total |
Key to the MBTI Questionnaire:
| E-I | S-N | T-F | J-P | ||||||||||||
| № | E | I | № | S | N | № | T | F | № | J | P | ||||
| a b | - | - | a b | - | - | a b | - 1(2) | 2(1) - | a b | - | - | ||||
| a b | - | - | a b | - | - | a b | - 2(2) | 1(1) - | a b | - | - | ||||
| a b | - | - | a b | - | - | a b | - | - | a b | - | - | ||||
| a b | - | - | a b | - | - | a b | - - | - | a b | - | - | ||||
| a b | - | - | a b | - | - | a b | - - | 2(1) - | a B C | - - | - | ||||
| a b | - | - | a b | - | - - | a b | - | - - | a B C | - - | - - | ||||
| a b | - | - | a b | - | - | a b | - 2(1) | - - | a b | - | - | ||||
| a b | - | - - | a b | - | - - | a b | - | - | a b | - | - | ||||
| a b | - | - | a b | - | - | a b | 2(2) - | - 1(2) | a b | - | - | ||||
| a b | - | - | a b | - | - - | a b | - | - 1(2) | a b | - - | |||||
| a b | - - | - | a b | - | - - | a b | 1(2) - | - | a B C | - - | - - | ||||
| a b | - | - | a b | - | - | a b | - | - | a b | - | - | ||||
| a B C | - - | - - | a b | - | - | a b | - | - | a b | - | - | ||||
| a b | - | - | a b | - | - | a b | - | - | a b | - - | - | ||||
| a b | - | - | a b | - | - | a b | - | - 2(1) | a B C | - - - | - | ||||
| a b | - | - | a b | - | - - | a b | - | - - | a b | - | - - | ||||
| a b | - | - | a b | - | - - | a b | - | - - | a b | - | - | ||||
| a b | - | - | a b | - | - - | a b | - | - - | a b | - | - | ||||
| a b | - - | - | a b | - | - | a b | - | - - | a b | - | - | ||||
| a b | - | - | a b | - | - | a b | - | - - | a b | - | - | ||||
| a b | - | - - | a b | - | - | a b | - | - | a b | - | - | ||||
| a b | - - | - | a b | - | - - | a b | - | - - | |||||||
| a b | - - | - | a b | - - | - | a b | - | - | |||||||
| a b | - | - - | a b | - - | - | ||||||||||
| a b | - | - - | |||||||||||||
| a b | - | - | |||||||||||||
| Total | Total | Total | Total |
Interpretation of results:
First, and most importantly, these descriptions will help you firmly establish your psychological type. Whether you've used the Myers-Briggs Type Indicator or just roughly established your preferences, these descriptions will support your research and demonstrate how the four preferences interact with each other to create a unique personality type. If, when reading the description of your type, you see that you agree with most of its provisions, then you most likely have established your type correctly. As you read the description, it may be helpful to underline or highlight points with which you particularly agree or disagree.
You can then read your description to someone you know well - this could be your colleague, boss or subordinate. Ask the person to say which elements of your profile they particularly agree or disagree with. His response will be extremely useful for you: with its help you will understand how close the perception of you by others is to your self-esteem.
In addition, the descriptions can be used to help collective activity. If you exchange each other's characteristics and keep them on hand for important points(before meetings, during urgent work, in crisis situations), this will help open communication and will allow each employee to address their strengths and remember their own shortcomings.
Here's another way to use psychological characteristics: they will help you cope with a person who gives you particular problems at work. If you know all four of this person's preferences (or at least have an idea of what they are), then by reading the description of his type, you will understand where the problem lies. And this can give you the opportunity to establish communication and cope with this problem.