orld, and so your dominant function is intuition.However, the validity of this assessment has been questioned. Each question provides the subject with certain circumstances, and then questions the subject as to how they would respond. However, the answer may not correspond to how you always think, feel or behave. It may only sometimes be the case, and only in some particular circumstances. Often employers use the MBTI without qualified instructors. In order for the results to be valid for the employer, Lanyon and Goodstein (1971, p.29) highlight three conditions that must hold true for any personality assessment; a) the psychologists interpretation of the assessment data must be correct within the framework of the particular theory he is using; b) his understanding of the theory must be adequate enough to enable him to make a decision which is consistent with the demands of the theory; and c) the theory itself must be a useful one. Aiken (1989, p.211) cites Willis (1984) further supporting this view: "Unfortunately, no measures of test-taking attitude are provided, a shortcoming that could lead to errors of diagnosis and screening."One of the main criticisms of the MBTI is that it has not been shown to fit the assumptions of Jungian theory. Rytting and Ware (1996,p.2) reveal that "the use of continuos scores which measure the strength of traits rather than dichotomies which are used to categorise types." Thus the MBTI does not allocate individuals to "type groups" but rather measures personality traits. Furthermore Rytting and Ware (1996,p.6) confirm that "people can and do identify their preferences on most of the dimensions and can come up with a "best-fit" type or perhaps two that they switch between." This does not help the researcher to find significant differences that might actually exist. MBTI and ManagementThe MBTI takes about 20 minutes to complete and 5 minutes to mark, and provides employers with an efficient tool for ...
