In what ways do you see yourself incorporating Myers-Briggs typology into career

Question

In what ways do you see yourself incorporating Myers-Briggs typology into career counseling? With which types of concerns and with which types of clients would it be appropriate?Career development does not start in the high school years because it actually starts much earlier in the formative years of childhood. Given those factors, what early experiences did you have with gender roles as described by Gottfredson? How did you learn their gender roles? What impact did this early training have on later career choices?

Explanation / Answer

Personality assessment now-a-days is an integral part of recruitment by the companies and organizations. For assessing the personality of the prospective employees, employers use certain assessment tools. One of these being Myers-Briggs Type Indicator (MBTI). Finding the right person for the right job not only enhances employees job satisfaction it also increases productivity many times. It is based on the personality theory of Carl Jung, which was modified by mother-daughter duo Myers and Briggs. Based on the personality types four pairs of opposite preferences indicating how an individual: energizes (Extroversion v. Introversion), perceives information (Sensing v. INtuition), makes decisions (Thinking v. Feeling) and lives his life (Judging v. Perceiving) sixteen personality types emerge. A person may by Extrovert, Sensing, Thinking and Judging type (ESTJ). The other personality types could be-

The combinations of the above types yields unique personality type people. None of the personality type is better or poor, an ESTJ may function better in certain circumstances than an ISTJ would, while the opposite would be more adept in other environments or situations.

Based on the type of personality one has, selecting the right person for the right job leads to more productivity, better job satisfaction and other organizational variables. Therefore, companies hire professionals who have expertise in the MBTI assessment to recruit their employees.

As personality is something that does not develop all of a sudden, it may be said that only at the time of career selection, it must not be assessed. In fact, personality assessment needs to be conducted much before an individual is ready to take up a job. Therefore, the application of MBTI is not only during the time of career counselling, it needs to be administered on persons to identify the job they are best suited for.

Gottfredson puts forth a theory of circumscription and compromise to identify where one’s interests, abilities and other determinants of vocational choice come from. She said that it is dependent on our self-concept. Self-concept is shaped by genetics, culture as well as experiences. Based on those, individuals evaluate whether they will be able to take up a particular job. Once an individual assess the type of genetic predisposition they have regarding the abilities, they compare it with the culture they belong and ultimately determine, what they can do. This process is known as circumscription. Thus genetics, environment and experiences frame a circumscription (limiting or restriction) process where one eliminates occupational alternatives that conflict with an individual’s self-concept.

There are four stages of circumscription:

After the four processes of circumscription is finished, then individual compromises and selects the best fit career for himself or herself.

This indicates that yes, career choices are genetic in nature. Viewed against this theory, it thus makes sense to assess personality much before an individual takes up a career.

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