David will take us through the main arguments and let you make your own mind up.
Far better to get back to work and listen to your colleages when they speak. Pip pip 2 Dr DuDu August 20, at 2: No surprise that we all do. A complete narcissist and a hopeless neurotic would BOTH score close to 5 on his test, though in any brand of psychology they are polar extremes.
It is a meaningless strawman. You would not get the same result if you used an actual type description from one of the regularly used typologies. This suggests to me there is something in it. Typologies will always be inexact and seem pseudo-scientific because personality and preferences are probably not genetically encoded.
Being an INTJ is not like having a particular blood type.
No one is suggesting there are precisely 16 and only 16 different types of people and everyone MUST fall into one of those categories. That is, they simply developed empathy.
The trauma model of mental disorders, or trauma model of psychopathology, emphasises the effects of physical, sexual and psychological trauma as key causal factors in the development of psychiatric disorders, including depression and anxiety as well as psychoses, whether the trauma is experienced in childhood or adulthood. It conceptualises victims as having understandable reactions to. Serial-position effect is the tendency of a person to recall the first and last items in a series best, and the middle items worst. The term was coined by Hermann Ebbinghaus through studies he performed on himself, and refers to the finding that recall accuracy varies as a function of an item's position within a study list. When asked to recall a list of items in any order (free recall. The Big Five Personality Traits model is based on findings from several independent researchers, and it dates back to the late s. But the model as we know it now began to take shape in the s. Lewis Goldberg, a researcher at the Oregon Research Institute, is credited with naming the model "The Big Five.".
This should not require HBDI, but perhaps for some people it does. For all our cultural obsession with the self, self-awareness is not really that popular. Great to see an informed comment. In contrast let me Mr Thick make a few comments on his well constructed comments. Pip pip 5 Timbo August 21, at 7: It also demonstrated that one individual had a completely different opinion of themselves when they saw their assessment she completely disagreed with it even though the other 14 people around them agreed with it!
T in London 6 stubbornmule August 21, at 4: Thanks for the response, you make some good points. People are social animals and are innately quite good at assessing other people and I think that much can be gained by simply prodding people to use these skills rather than by personality testing.
The point here is more that many people are apt to identify with even fairly generic personality profiles and so if people think that the results of an MBTI or HDBI test appear to be accurate, one should be very careful to take this as evidence in support of the methodology.
Also, it is still the case that many of the descriptions these tests arrive at are sufficiently slippery to be very difficult to test scientifically.
Reliability is not the same as validity. The test questions for HBDI and I suspect for MBTI do not change and, especially when they include questions like are you left or right-handed, the results are likely to be consistent for many people.
However, I could devise a personality test based on the dimensions of your skull that could give very consistent, albeit bogus results. Typologies do not have to be genetically encoded or, indeed, clearly binary to be amenable to scientific testing.
In fact, much of psychology which I do consider to be scientific not pseudo-scientific deals with personality characteristics that vary on a continuum and may or may not have genetic antecedents. The problem arises once these things move to a company whose business is based on the consulting revenue they generate from their testing.
There is little incentive to continue to rigorously test the methodology.
In fact, quite the opposite. The focus of these organisations is simply to find more ways to monetise the test. Here I am happy to concede your point that the results can be positive, and Timbo made a similar point in a later comment. However, as I noted above, I suspect that much of the same success could be had with a little less of the pseudo-scientific apparatus of coloured wheels.
Also, thanks for the pointer to the book on Cold Reading. Agree with a lot of what you say. Studies that have applied something more akin to scientific testing to the Jungian categories which are actually the basis for almost all commercial typologies have found that the traits are not quite as neatly clustered as the commercially-offered typologies suggest.
University studies also emphasise the trait continuum rather than the dichotomy represented by each end, e.
People can and do move freely along the continuum but almost always prefer not to.Peter Senge and the learning organization. Peter Senge’s vision of a learning organization as a group of people who are continually enhancing their capabilities to create what they want to create has been deeply influential.
Behavioural and personality models are widely used in organisations, especially in psychometrics and psychometric testing (personality assessments and tests).
Behavioural and personality models have also been used by philosophers, leaders and managers for hundreds and in some cases thousands of years as an aid to understanding, . Earlier this week I attended a training course that, once again, leaned heavily on colourful “HBDI profiles”.
HBDI stands for “Herman Brain Dominance Indicator” and, much like the better-known Myers-Briggs Type Indicator (MBTI), it is a personality test with a.
The Big Five Personality Traits model is based on findings from several independent researchers, and it dates back to the late s. But the model as we know it now began to take shape in the s.
Lewis Goldberg, a researcher at the Oregon Research Institute, is credited with naming the model "The Big Five.". It isn’t as bad as it sounds. From the article: There is a socioeconomic element at play when it comes to exclusion.
Those people of color with lower income can feel marginalized by poly community culture’s financial demands, which can include dishing out cash for a fancy play party or a plane ticket to Burning Man. The importance of teams and their impact on the contemporary workplace cannot be overstated.
Many studies have been conducted to point to specific relevant factors related to team performance.