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Write a page of compare and contrast for the Big Five Personality Model against the MBTI.

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  1. Based on what you have learned thus far, how might the MBTI lack for strong supporting evidence as opposed to the Big Five Model? Thoroughly explain.
  2. After doing so discuss how the Big Five Traits could predict behavior at your place of employment. What could be some advantage of doing so?
  3. What might be some disadvantages? Thoroughly explain.

Please be sure to validate your opinions and ideas with intext citations and references in APA format.


The Myers-Briggs Type Indicator The Myers-Briggs Type Indicator (MBTI) is the most widely used personality-assessment instrument in the world.12 It is a 100-question personality test that asks people how they usually feel or act in situations. Respondents are classified as extraverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P): Extraverted (E) versus Introverted (I). Extraverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy. Sensing (S) versus Intuitive (N). Sensing types are practical and prefer ­routine and order, and they focus on details. Intuitives rely on unconscious processes and look at the “big picture.” Thinking (T) versus Feeling (F). Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and ­emotions. Judging (J) versus Perceiving (P). Judging types want control and prefer order and structure. Perceiving types are flexible and spontaneous. The MBTI describes personality types by identifying one trait from each of the four pairs. For example, Introverted/Intuitive/Thinking/Judging people (INTJs) are visionaries with original minds and great drive. They are skeptical, critical, independent, determined, and often stubborn. ENFJs are natural teachers and leaders. They are relational, motivational, intuitive, idealistic, ethical, and kind. ESTJs are organizers. They are realistic, logical, analytical, and decisive, perfect for business or mechanics.

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The ENTP type is innovative, individualistic, versatile, and attracted to entrepreneurial ideas. This person tends to be resourceful in solving challenging problems but may neglect routine assignments. According to the Myers & Briggs Foundation, introverts account for over 50 percent of the E/I responses in the U.S. population. Indeed, two of the three most common MBTI types are introverts: ISFJ and ISTJ. ISFJs are nurturing and responsible, and ISTJs are dutiful and logical. The least common types are INFJ (insightful and protective) and ENTJ (focused and decisive).13 The MBTI is used in a variety of organizational settings. It is taken by over 2.5 million people each year and 89 of the Fortune 100 companies use it.14 Evidence is mixed about its validity as a measure of personality; however, most is against it.15 As Professor Dan Ariely noted about MBTI results, “Next time, just look at the horoscope. It is just as valid and takes less time.”16 One problem with the MBTI is that the model forces a person into one type or another; that is, you’re either introverted or extraverted. There is no in-between. Another problem is with the reliability of the measure: When people retake the assessment, they often receive different results. An additional problem is in the difficulty of interpretation. There are levels of importance for each of the MBTI facets, and separate meanings for certain combinations of facets, all of which require trained interpretation that can leave room for error. Finally, results from the MBTI tend to be unrelated to job performance. The MBTI can thus be a valuable tool for increasing self-awareness and providing career guidance, but because results tend to be unrelated to job performance, managers should consider using the Big Five Personality Model, discussed next, as the personality selection test for job candidates instead. The Big Five Personality Model The MBTI may lack strong supporting evidence, but an impressive body of research supports the Big Five Model, which proposes that five basic dimensions underlie all others and encompass most of the significant variation in human personality.17 Test scores of these traits do a very good job of predicting how people behave in a variety of real-life situations18 and remain relatively stable for an individual over time, with some daily variations.19 These are the Big Five factors: Conscientiousness. The conscientiousness dimension is a measure of ­reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable. Emotional stability. The emotional stability dimension taps a person’s ability to withstand stress. People with emotional stability tend to be calm, self-confident, and secure. High scorers are more likely to be positive and optimistic and experience fewer negative emotions; they are generally happier than low scorers. Emotional stability is sometimes discussed as its converse, neuroticism. Low scorers (those with high neuroticism) are hypervigilant and vulnerable to the physical and psychological effects of stress. Those with high neuroticism tend to be nervous, anxious, depressed, and insecure. Extraversion. The extraversion dimension captures our comfort level with relationships. Extraverts tend to be gregarious, assertive, and ­sociable. They are generally happier and are often ambitious.20 They experience more positive emotions than do introverts, and they more freely express these feelings. On the other hand, introverts (low extraversion) tend to be more thoughtful, reserved, timid, and quiet. Openness to experience. The openness to experience dimension ­addresses the range of interests and fascination with novelty. Open people are creative, curious, and artistically sensitive. Those at the low end of the ­category are conventional and find comfort in the familiar. Agreeableness. The agreeableness dimension refers to an individual’s ­propensity to defer to others. Agreeable people are cooperative, warm, and trusting. You might expect agreeable people to be happier than ­disagreeable people. They are, but only slightly. When people choose organizational team members, agreeable individuals are usually their first choice. In contrast, people who score low on agreeableness are cold and antagonistic.

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