BEHAVIOURAL TEST FILE

BY: SONAL AGGARWAL MBA 1ST SEC: A

WHAT IS BEHAVIOUR? BEHAVIOUR is the alteration, movement, or response of an object, person, or system acting within a particular context. In other words, Behaviour is the externally observable response of a person to an environmental stimulus. In sociology, an important distinction is made between automatic forms of behaviour, which can be analyzed in terms of reflexes, and intended action, where social meaning and purposes are also involved. Personality is a term which is used to describe behaviour. It is generally defined as an individual's characteristic patterns of thinking, feeling and acting across a wide range of situations. In other words, what makes people unique. Personality Tests Personality tests and inventories evaluate the thoughts, emotions, attitudes, and behavioural traits that comprise personality. The results of these tests can help determine a child's personality strengths and weaknesses, and may identify certain disturbances in personality, or psychopathology. Tests such as the Minnesota Multiphasic Personality Inventory for Adolescents (MMPI-A) and the Millon Pre-Adolescent Clinical Inventory III (M-PACI), are used to screen children for specific psychopathologies or emotional problems. Another type of personality test is the projective personality assessment. A projective test asks a child to interpret some ambiguous stimuli, such as a series of inkblots. The child's responses provide insight into his or her thought processes and personality traits. For example, the Holtzman Ink blot Test (HIT) uses a series of inkblots that the test subject is asked to identify. Another projective assessment, the Thematic Apperception Test (TAT), asks the child to tell a story about a series of pictures. Some consider projective tests to be less reliable than objective personality tests. If the examiner is not well-trained in psychometric evaluation, subjective interpretations may affect the evaluation of these tests.

Purpose
A personality test aims to describe aspects of a person's character that remain stable throughout that person's lifetime, the individual's character pattern of behaviour, thoughts, and feelings. An early model of personality was posited by Greek philosopher/physician Hippocrates. The 20th century heralded a new interest in defining and identifying separate personality types, in close correlation with the emergence of the field of psychology. As such, several distinct tests emerged; some attempt to identify specific characteristics, while others attempt to identify personality as a whole Psychological tests are used to assess a variety of mental abilities and attributes, including achievement and ability, personality, and neurological functioning. Personality tests are administered for a wide variety of reasons, from diagnosing psychopathology (e.g., personality disorder, depressive disorder) to screening job candidates. They may be used in an educational setting to determine personality strengths and weaknesses. Use of tests to measure skill, knowledge, intelligence, capacities, or aptitudes and to make predictions about performance. Best known is the IQ test; other tests include achievement tests designed to evaluate a student's grade or performance level and personality tests. The latter include both inventory-type (question-and-response) tests and projective tests such as the Rorschach (inkblot) and thematic apperception (picture-theme) tests, which are used by clinical psychologists and psychiatrists to help diagnose mental disorders and by psychotherapists and counselors to help assess their clients. Experimental psychologists routinely devise tests to obtain data on perception, learning, and motivation. Clinical neuropsychologists often use tests to assess cognitive functioning of people with brain injuries. See also experimental psychology; psychometric The meaning of behaviour test scores is difficult to interpret in a direct sense. For this reason substantial effort is made by producers of personality tests to produce norms to provide a comparative basis for interpreting a respondent's test scores. Common formats for these norms include percentile ranks, z scores, sten scores,

and other forms of standardized scores. Why is Knowing our Personality Type so Important? Knowing our 4 letter Personality Type is extremely powerful when it comes to understanding ourselves and others. There are hundreds of books written about Personality Type that we can access to boost your personal growth and your success. Thus if we want any of the following, then making sure we have the correct 4 Letter Personality Type is critical: We would like insight into your strengths and weaknesses We want to achieve more and be more successful We want to be happier We want to know how to sell to others better We want to know how to be more persuasive We want to have better relationships We want to know how to get along with others better We are looking for insight into which careers you might be good at We have trouble getting along with a person and you want help figuring out what to do The Personality Type system will help us to achieve all of those things, but only if we know our Type. Otherwise, all of the information will be inaccurate

Need and Importance of Behaviour test

Personality test serves a very important function in our society. Even though the question types and personality categorization differ from test to test, they provide insight into the human psyche. A personality test can provide us with a way to categorized different characteristics or traits that we might otherwise not be aware of. Additionally, this categorization will help us learn how others might react to something in their environment. There are many different uses for personality test in modern society. These tests can be used for self-reflection and understanding, for job placement, and for learning how to better interact with others in a team or work group. Self Reflection: By taking a personality test, you can often learn about yourself and encourage self awareness. For example, if you were taking the Myers-Briggs personality test and were categorized as an introvert, this might help you understand why you act and feel a certain way.

For example, if your job involves presenting speeches and mingling with large crowds of people, but youve always felt a little uncomfortable performing the job functions, knowing that you are naturally introverted can help you to better understand yourself. You will realize that performing these social functions will drain you of your energy. By making this realization, you will be better able to cope with your job and create happiness for yourself. For example, you can learn that you might have a better evening if you spend some quiet time alone before the functions to gather your energy. Personality tests and quizzes can also provide insight into how you react to other people. For example, certain personality types have a tendency to get along better, while other personality types often are prone to arguments and clashes of style and opinion Job Placement: If a job requires specific characteristics and personality types, then a personality test can be used for placement purposes. For example, if you are joining a company where you will be placed into one of several close knit teams, the company might use a personality test to determine which group of people you would work best with. Group Interaction: In addition to understanding your own personality type, it is often beneficial to understand the personalities of those around you. For example, many work teams and even sports teams, use personality tests to help the team members learn more about each other. Since the personality test indicates some of your innate preferences, it can be very useful for other team members to understand what makes you take. Personality tests can also be used as a tool to help dysfunctional teams learn more about each other and begin to work through some of their differences. Each team member would take the same personality test and then would share their results with the other members of the team. Then, as a team, they would discuss the results and how to function as a more cohesive team. Increasing the teams awareness of the personality types of the other members can create a more functional and cohesive team atmosphere. Once the team members realize that someone has a different personality type that might make them more suited to one type of communication than the other, they can adapt and work together to create the best team dynamics. Personality tests can be a great tool to use to bring team members together and create more productive

teams

Types of Behavioral Tests

To answer this question, we need to take a brief history lesson and to describe the work of Gordon Allport, Raymond Cattell, Hans Eysenck, Paul Costa & Robert McCrae. This is worthwhile because many of the tests and much of the terminology developed in the last century by these psychologists is still in widespread use today and forms the basis of current personality theory and consequently of personality tests.

Gordon Allport (18971967) Allport was one of the first psychologists to focus on the study of the personality. He rejected both the psychoanalytic approach , which he thought often went too deep, and a behavioral approach, which he thought often did not go deep enough. He emphasized the uniqueness of each individual, and the importance of the present context, as opposed to past history, for understanding the personality. He identified thousands of personality traits and grouped these into three categories: Cardinal Traits - a cardinal trait dominates the personality across time and situations. A cardinal trait is the most important component of your personality e.g. Ambition, Self-sacrifice, etc. Very few people develop a cardinal trait and if they do, it tends to be late in life. Central Traits - five to ten traits that are stable across time and situations. These are the building blocks of personality. For example: friendliness, meanness, happiness, etc. Most personality theories focus on describing or explaining central traits. Secondary Traits - these characteristics are only evident in some situations and are of less importance to personality theorists. They are aspects of the personality that arent quite so obvious or so consistent. Allport was also one of the first researchers to draw a distinction between Motive and Drive. He suggested that a drive formed as a reaction to a motive may outgrow the motive as a reason. The drive then is autonomous and distinct from

the motive. For example, the drive associated with making money to buy goods and services often becomes an end in itself.

Raymond Cattell (1905-1998) Cattell took the thousands of traits described by Allport and condensed them down to 16 primary traits using the statistical method of factor analysis. The 16 PF (Personality Factors) test which resulted from this work is still in use today. He was an early proponent of using factor analytical methods instead of what he called "verbal theorizing" to explore the basic dimensions of personality, motivation, and cognitive abilities. One of the most important results of Cattell's application of factor analysis was his discovery of 16 factors underlying human personality. He called these factors "source traits" because he believed they provide the underlying source for the surface behaviours we think of as personality. This theory of personality factors and the instrument used to measure them are known respectively as the 16 personality factor model and the 16PF Questionnaire. Hans Eysenck (1916-1997) Eysenck proposed that only two factors were necessary to explain individual differences in personality. He argued that Cattell's model contained too many factors which were similar to each other, and that a simple two factor model could encompass the 16 traits proposed by Cattell. This model had the following dimensions: Eysenck argued that these traits were associated with innate biological differences. For example, extraverts need more stimulation than introverts do because they have lower resting levels of nervous system arousal than introverts. Eysenck developed a third factor, Psychoticism, which dealt with a predisposition to be psychotic (not grounded in reality) or sociopathic (psychologically unattached). The result was the so-called PEN personality model. P scale: Psychoticism -------------------------------------- High Impulse Control Aggressive, cold, egocentric, [Nonaggressive, warm, concerned for others Impersonal, impulsive, antisocial, personally involved, considerate, social,

unemphathetic, creative, tough-minded empathetic, uncreative, persuadable]

E scale: Extraversion -------------------------------------- Introversion Sociable, lively, active, assertive, [Hermetic, taciturn, passive, unassertive, Sensation-seeking, carefree, stoical, reserved, dependent, Dominant, sergeant, venturesome even-tempered, risk-averse]

N scale: Neuroticism --------------------------------------- Emotional Stability Anxious, depressed, guilt-feelings, unconcerned, happy, without regret, low self-esteem, tense, irrational, high self-esteem, relaxed, rational, shy, moody, emotional confident, content, controlled.

Paul Costa (1942-) & Robert McCrae (1949-) In the final decades of the twentieth century an increasing number of psychologists came to the conclusion that the three factor model was too simple and that 16 factors were too many. In 1990 Paul Costa and Robert McCrae presented their Five Factor Theory. The 'Big Five' Factors personality model - OCEAN 'The Big Five' is the commonly used term for the model of personality which describes the five fundamental factors of our personality. For reasons explained below the model is commonly referred to as OCEAN, being an acronym for names often used for the five traits. The alternative acronym CANOE is less commonly used. This summary and explanation has been provided by psychologist and psychometrics expert Paul Sinclair (see Paul's biography below), which is greatly appreciated. The Big Five 'super traits' have been researched and validated by many different psychologists (WT Norman 1963, McCrae & Costa 1987, Brand & Egan 1989, LR Goldman 1990 and P Sinclair 1992) and are at the core of many other personality questionnaires. While Raymond Cattell 'uncovered' 16 traits from his factor analysis (a statistical way of reducing a

variety of things down to a smaller number of related clusters) in the development of the 16PF; no one else was able to replicate his work. On the other hand, the Big Five Factors have been replicated in studies across the world and give us a confident summary of our mental building blocks, according to trait theory. This had led to a number of slightly different 'translations' of the Big Five model, although each version essentially deals with the same theory and content. The words describing the characteristics change, but the basic characteristics do not. The 'translations' between the different interpretations are explained later. Trait theory, on which many of our occupational questionnaires are based (for example, Cattell's 16PF and Saville & Holdsworth's 'OPQ' Occupational Personality Questionnaire), states that by the time we are in our early 20s and start work, our personality traits become more stable and reliable. This does not necessarily mean we become more stable or reliable, but that our individual personality traits become more fixed and are thus capable of being reliably measured. For example, loud, confident, creative people tend to remain loud, confident and creative people throughout their careers. Quiet, unassuming, dependable people tend to remain so also.

MBTI
Personality Type or Psychological Type are terms most commonly associated with the model of personality development created by Isabel Briggs Myers (aka Briggs Meyer, Meyer Briggs, Briggs Myers, Myer Briggs) the author of the world's most widely used personality inventory, the MBTI or Myers-Briggs Type Indicator. Myers and her mother, Katharine Briggs, developed their model and inventory around the ideas and theories of psychologist Carl Jung, a contemporary of Sigmund Freud and a leading exponent of Gestalt personality theory The MBTI is a registered trademark of Myers-Briggs Type Indicator Trust and is published by CPP, Inc (formerly Consulting Psychologist Press) who also distributes the Inventory. The MBTI is available from CPP and its licensees in approximately 20 foreign languages. In addition, alternate versions of the inventory have been scientifically customized and validated for other languages and cultures for which a straight translation of English language terms would yield inaccurate results. Two Kinds of Mental Processes

In her studies of people and extensive reading of Jung's theories, Myers concluded there were four primary ways people differed from one another. She labeled these differences "preferences" - drawing a similarity to "hand preferences" to illustrate that although we all use both of our hands, most of us have a preference for one over the other and "it" takes the lead in many of the activities in which we use our hands. The first set of mental preferences relates to how people "Perceive" or take in information. In the Myers-Briggs Type Indicator - MBTI Type Code, this is the second letter. The second set of mental preferences identifies how people form "Judgments" or make decisions. In the Myers-Briggs Type Indicator - MBTI Type Code, this is the third letter Those who prefer Judging rely upon either their T or F Preferences to manage their outer life. This typically leads to a style oriented towards closure, organization, planning, or in some fashion managing the things and or people found in the external environment. The drive is to order the outside world. While some people employ an assertive manner, others "ordering touch" - with respect to people - may be light Those who prefer Perceiving rely upon either their S or N Preference to run their outer life. This typically results in an open, adaptable, flexible style of relating to the things and people found in the outside world. The drive is to experience the outside world rather than order it; in general lack of closure is easily tolerated Two Kinds of Mental Orientations There are two other mental preferences that are part of the Myers-Briggs Type Indicator model: Energy Orientation and Outer World Orientation. The first one is the dimension of personality discovered by Carl Jung that became widely adopted by general psychology: Extraversion-Introversion. The second is the dimension of personality that is Myers' unique contribution to Jung's theory, an element she inferred from Jung's work but was not clearly addressed as an essential component of his theory of types. This is the style or orientation one uses in dealing with the external world: Judging or Perceiving. Energy Orientation pertains to the two forms of Energy Consciousness each of us experiences on a daily basis. We occupy two mental worlds: one is inwardly turned, the other is outward. One of these worlds is our elemental source of energy; the other secondary. In the Myers MBTI Type Code, this is the first letter. While the E-I dimension was Jung's gift to general psychology, unfortunately it has been widely distorted into a well-unwell scale with characteristics of Introversion being cast in a negative light and conversely characteristics of Extraversion cast in a positive light. This cultural bias frequently leads natural

introverted types to mis-identify their primary preference as Extraversion. Extraverted Orientation relates to which mental preference one relys upon in dealing with/relating with the Outside World. It is the mental function that takes the lead in the Extraverted portion of a person's personality. When this leading function is one of the two Judging mental preferences, then this orientation is called Judging. When this leading function is one of the two Perceiving mental preferences, then this orientation is called Perceiving. In the Myers MBTI Type Code, this is the fourth letter. For person's whose Energy Orientation preference is E, the Extraverted Orientation (J or P) points to their dominant function, ergo "what you see is what you get." But for those whose Energy Orientation favours I, their Extraverted Orientation (J or P) is opposite their dominant function. Thus the four IxxJ types - whose extraverted style is Judging - are actually Perceiving types on the inside! Thus their extraverted "personality" can mask their primary nature. Likewise the four IxxP types - whose extraverted style is Perceiving and thus tend to have an open style - are actually on the inside Judging oriented! The Four Preferences Where, primarily, do you prefer to direct your energy? If you prefer to direct your energy to deal with people, things, situations, or "the outer world", then your preference is for Extraversion. This is denoted by the letter "E". If you prefer to direct your energy to deal with ideas, information, explanations or beliefs, or "the inner world", then your preference is for Introversion. This is denoted by the letter "I". How do you prefer to process information? If you prefer to deal with facts, what you know, to have clarity, or to describe what you see, then your preference is for Sensing. This is denoted by the letter "S". If you prefer to deal with ideas, look into the unknown, to generate new possi2bilities or to anticipate what isn't obvious, then your preference is for Intuition. This is denoted by the letter "N" (the letter I has already been used for Introversion). How do you prefer to make decisions? If you prefer to decide on the basis of objective logic, using an analytic and detached approach, then your preference is for Thinking. This is denoted by the letter "T". If you prefer to decide using values and/or personal beliefs, on the basis of what you believe is important or what you or others care about, then your preference is for Feeling. This is denoted by the letter "F". How do you prefer to organise your life? If you prefer your life to be planned, stable and organised then your preference is

for Judging (not to be confused with 'Judgmental', which is quite different). This is denoted by the letter "J". If you prefer to go with the flow, to maintain flexibility and respond to things as they arise, then your preference is for Perception. This is denoted by the letter "P" The First Preference The first preference (Extroversion vs. Introversion) states in which world the dominant function operates. Extroversion means that the dominant operates mainly in the outer world, whilst Introversion means that the dominant operates mainly in the inner world. Therefore, it is possible to deduce, from the 1st and 4th preferences, which is the dominant, and whether it is applied in the inner or outer world. Introversion and Extroversion It is possible to use mental muscles either in the inner world (of thoughts, reflections and emotions) or the outer world (of actions and words). What these mental muscles do therefore depends on where they are applied - in the inner or outer world. Consider intuition, for example. One feature of this particular mental muscle is a preference for 'change'. If this mental muscle is applied in the outer world, the individual will DO something, or SAY something to create change. The mental muscle is immediately applied to actions or words. The application of the iNtuition mental muscle to the outer world is sometimes called extraverted iNtuition. If the mental muscle of intuition is applied in the inner world, the individual will change to his thoughts - ie he will THINK differently. The application of the intuition mental muscle to the inner world is sometimes called introverted intuition. So, extraverted intuition means that the individual is likely to do and say things to change the world about him. He will therefore be quite active and creative. Those who prefer Introversion draw their primary energy from the inner world of information, thoughts, ideas, and other reflections. When circumstances require an excessive amount of attention spent in the "outside" world, those preferring Introversion find the need to retreat to a more private setting as if to recharge their drained batteries Meanwhile the introverted intuitive is likely to think differently - that is, be more thoughtful and gain deeper understanding of the world about him. In contrast, those who prefer Extraversion are drawn to the outside world as their elemental source of energy. Rarely, if ever, do extraverted preference people feel their energy batteries are "drained" by excessive amounts of interaction with the outside world. They must engage the things, people, places and activities going on in the outside world for their life force. While the E-I dimension was Jung's gift to general psychology unfortunately it has been widely distorted into a well-unwell scale with characteristics of Introversion being cast in a negative light and conversely characteristics of

Extraversion cast in a positive light. This cultural bias frequently leads natural introverted types to mis-identify their primary preference as Extraversion. Extraverted Orientation relates to which mental preference one relies upon in dealing with/relating with the Outside World. It is the mental function that takes the lead in the extraverted portion of a person's personality. When this leading function is one of the two Judging mental preferences, then this orientation is called Judging. When this leading function is one of the two Perceiving mental preferences, then this orientation is called Perceiving. In the Myers MBTI Type Code, this is the fourth letter. Some examples of the differences between the introverted and extraverted forms of the functions are given in the following table:

Introverted Sensing Intuition Thinking Feeling Enjoy thinking - e.g.: crosswords Creative thought (e.g.: ideas) Logically organise thoughts Feel appreciation for others

extraverted Enjoy doing - e.g.: sports Creative expression (eg painting) Logically organise people/situations Express appreciation for others

The simple model of Myers Briggs, is the 'dynamic' model, when considering the fourth preference - an organised or flexible lifestyle. The terms 'Judgement' and 'Perception' and wonder why they were used to describe organised and flexible lifestyles. There is actually a very good reason! You may have noticed that these words Perception and Judgement - are similar to the second and third preferences. The second preference is concerned with how you acquire information (Perception), and the third is concerned with how you make decisions (Judgement). If you use your preferred mode of Judgement in the outer world, your actions and words tend to be decisive, and as a consequence your life appears organised. If you use your preferred mode of Perception in the outer world, your lifestyle tends to be more inquisitive and therefore appears flexible. The fourth preference is therefore an answer to the question: Which of your preferred Perceiving and judging mental muscles is used in the outer world? If the last letter is a J, then the judging preference operates in the outer world. If the last letter is a P, then the perceiving preference operates in the outer world.

In other words, a P always points to the second letter in your Myers Briggs type and says 'this is used in the outer world'. A J always points to the third letter in your Myers Briggs type and says 'that is used in the outer world'. Whether your life is organised or flexible is simply a corollary of whichever function is used in the outer world. Consider the example of an INFP. The INFP's preferred mode of Perception is N, and preferred mode of judging is F. For an INFP, which function is used in the outer world? The answer is 'P' - the preferred Perception function, which is N. An alternative way of working this out is to say that P points to the second letter of the Myers Briggs type, which is N. So the INFP uses iNtuition in the outer world. By deduction, this means that Feeling (usually) operates in the inner world. By contrast, for an ESTJ, the J points to the third letter. So an ESTJ uses the Thinking function primarily in the outer world.

16 Types
There are sixteen Myers Briggs personality types (listed in the table, right). You have a preference for one hand but use them both. Similarly, you have many facets to your Myers Brigg personality, prefer some but use all of them.
E Extraversion (preferring to interact with people and things) Sensation (preferring facts, experience or practical outcomes) Thinking (preferring to make decisions using logic) Introversion (preferring to deal with ideas and information) iNtuition (preferring possibilities, new ideas or hidden potential) Feeling (preferring to make decisions on the basis of values) Perception (preferring to be more flexible and go with the flow) I

Judgement (preferring an organised, structured lifestyle)

Myers Briggs Types ISTJ ISTP ESTP ESTJ ISFJ ISFP ESFP ESFJ INFJ INFP ENFP ENFJ INTJ INTP ENTP ENTJ

When you put these four letters together, you get your personality type code, and there are sixteen combinations. For example, INTJ indicates that you prefer Introversion, intuition, Thinking and Judging (remember, this

indicates preferences only - an INTJ also uses Extraversion, Sensing, Feeling and Perception). You can find out your personality type using our own personality questionnaire. This not only helps you to to identify which of the 16 personality type codes is nearest your personality, but also produces an individual profile that helps you to identify the unique aspects of your personality. This unique profile can be used in a number of ways, such as finding an appropriate career or identifying your natural leadership style. Differences in Energy Orientation and/or Extraverted Orientation can produce conflicts for people and life management problems. Extraverted types who work best by thinking out loud and considering matters in dialogue can be frustrated by Introverted types whose best work on thinking and considering is done internally and detached from active interaction. "Why doesn't she want to tell me what she is thinking; why won't she share her concerns; what is he hiding?" Likewise Introverted types can be harassed by the natural style of Extraverted types. "If he'd just shut up, I'd be able to think about what he said; Why do we have to decide right now; I cant give you a good answer unless I have some time to reflect on it!" Introverted types used to reflecting before they speak are frustrated by Extraverted types who frequently seem to change their mind and change course (because they reflect out loud, may think or talk about it later, and then finally conclude - something different The Myers Briggs model of personality is most often considered as consisting of four separate preferences: Where is your source of energy? How do you prefer to perceive information (the Perception preference)? How do you prefer to make decisions (the Judgement preference)? Do you prefer your lifestyle to be organised or flexible? This is the simple model. In fact, the Myers Briggs model is much more complicated than this - it is a dynamic model: the preferences change and develop throughout life the preferences interact with each other two of the dimensions (S/N and T/F) are preferences for 'functions' (we call them mental muscles) the other two dimensions are preferences that indicate where those mental muscles are used

Mental Muscles - S, N, T and F The middle preferences - Sensing, intuition, Thinking and Feeling - are called 'Functions'. We prefer to call them mental muscles, because there are some

analogies between the Myers Briggs functions and physical muscles. In considering the dynamic model, the middle preferences are the ones to concentrate on - the E/I and J/P preferences simply provide information about the middle preferences, or mental muscles. The meaning and purpose of the first and last preferences will be discussed later. Order of Preference The dynamic model focuses on the four mental muscles (Sensing, intuition, Thinking and Feeling), their interaction and how they are used. The dynamic model states that we exercise an overall preference when using these four mental muscles. For example, an INFP prefers Feeling first, then intuition, then Sensing, then Thinking. Usually, where one mental muscle is most preferred, the direct opposite of that preference is the least preferred. For example, if the most preferred function is intuition, then the least preferred function is Sensing, and Thinking and Feeling make up the second and third preferences. The following table shows the order of preferences for each Myers Briggs type: Myers Briggs type ENFP or INFJ ESTP or ISTJ ENTJ or INTP ESFJ or ISFP ENTP or INTJ ESFP or ISFJ ESTJ or ISTP ENFJ or INFP 1st N S T F N S T F 2nd F T N S T F S N 3rd T F S N F T N S 4th S N F T S N F T

This order of functions is reflected in your approach to problem solving. An ENFP is likely to start to solve a problem by using the intuition function. That is, he is likely to ask: What are the possibilities in this situation? What is the vision? Where is this leading to? Is there anything that can be changed? Or perhaps the ENFP might experiment - changing something to see if it will solve the problem. The most likely second step in the process is to use the Feeling function, considering the impact on people and other personal values. The ENFP will choose a possibility that fits in with what he wants to do, has a positive impact on people who are important to him, and does not violate any of his values. The next most likely step (if it gets this far) is to use the Thinking function, and reject any

solution that is too costly or does not provide the appropriate benefits. Finally, the ENFP may investigate the facts, to see if they are consistent with the chosen solution. This order of processing for an ENFP is demonstrated by the diagram. Use and Growth Because we have an order of preference for the mental muscles, we tend to use the preferred muscles much more frequently than the lesser preferred ones. As with physical muscles, the mental muscles can grow in strength with use. As we become more practised with certain mental muscles, we tend to use them even more and eventually they may become dominant in our personality. An analogy of this process can be seen, physically, in our choice of hand for writing: we perhaps initially choose our 'natural handedness', but this choice becomes reinforced with practice over time. In the following diagram, the sizes of the ellipses demonstrate how much each mental muscle is used (staying with the example of an ENFP). The most preferred mental muscle is called the dominant - because it dominates the personality. Interactions between Mental Muscles Whilst the dominant strongly influences personality, it does not operate in isolation from the other mental muscles. The way in which the dominant expresses itself is influenced by the mental muscle chosen as second preference (normally called the auxiliary). For example, the ENFP's dominant is intuition, which perceives information in the form of patterns and possibilities. The way that this preference for insight is expressed is influenced by the Feeling function, which has an interest in people, and things of importance to the individual. The ENFP, therefore, prefers perceiving patterns and possibilities in people and other things that have meaning. By contrast, an ENTP has a dominant function of intuition, and an auxiliary function of Thinking. Thinking is interested in logic, and principles. Thinking will therefore influence the intuitive function to perceive patterns and possibilities that help understand the theoretical basis of how and why things work. The ENTP's interest is therefore more likely to be in the sciences than in people, though people can sometimes be interesting subjects for scientific study. The Dominant and Auxiliary In Opposite Worlds Each of the mental muscles is used, to some degree, in both the inner and outer world. However, the dynamic model states that each mental muscle is usually used predominantly in one domain or the other. The model also states that your preference for perceiving (which is Sensing or intuition) is usually used in the OPPOSITE world to your preference for judging (which is Thinking or Feeling). For example, in an ENFP, intuition is used primarily in the outer world of actions and words. Consequently, Feeling is used primarily in the inner world of thoughts and emotions.

So, for every Myers Briggs type, the model states that one of the middle two letters operates in the outer world, and the other in the inner world. But for each Myers Briggs type, how can you tell which is which? FIRO-B Fundamental Interpersonal Relationship Orientation-Behaviour (FIRO-B) is an instrument that assists organizations with team-building and how to effectively communicate with others. The FIRO-B instrument identifies a person's reported need to engage other people and to be engaged by others. Differences in this interaction need causes conflicts among team members, when their needs are not being met and the members do not have a framework for understanding an individual's different need for inclusion. The instrument identifies one's need to control others and to have others exercise control over them. When one encounters someone who has a higher expressed control need than they want then there is a tendency to feel micro managed. When the supervisor's expressed control need isn't as high as one's want to be controlled there is a tendency to feel abandoned. The need for openness is extremely important in building relationships, and relationships are the secret to successful networks, so those with low expressed or wanted needs in this dimension have to work at overcoming their innate desire to stay in their comfort zone of close friends. The need for inclusion, control and affection manifest itself in two ways - the need to express, and the need to receive. When working in teams, these different needs provide a strong foundation for understanding the interactions that are happening between team members and an opportunity to enhance respect and trust between team members. FIRO-B is an excellent tool for team members in a number of areas: managing behaviour and its results; recognition of sources of and solutions to stagnation in communication and conflict; acknowledgment of unique contributions of the individual, which leads to greater appreciation. Fundamental Interpersonal Relations Orientation (FIRO) is a theory of interpersonal relations, introduced by William Schultz in 1958. This theory mainly explains the interpersonal underworld of a small group. The Theory is based on the belief that when people get together in a group, there are three main interpersonal needs they are looking to obtain - affection/openness, control and inclusion. Schutz developed a measuring instrument that contains six scales of nine-item questions that he called FIRO-B. This technique was created to measure or control how group members feel when it comes to inclusion, control, and affection/openness or to be able to get feedback from people in a group FIRO-B stands for Fundamental Interpersonal Relations Orientation

Developed by William Schultz in 1958, Schultz first used the FIRO Performed in the US Navy. The FIRO-B The Fundamental Interpersonal Relations Orientation-Behaviour (FIRO-B) is a highly valid and reliable tool that assesses how an individuals personal needs affect that persons behaviour towards other individuals. This highly valid and reliable self-report instrument offers insight into an individuals compatibility with other people, as well as providing insight into that persons own individual characteristics. The FIRO-B measures a persons needs for: Expressed Behaviour (E) what a person prefers to do, and how much that person wants to initiate action Wanted Behaviour (W) how much a person wants others to initiate action, and how much that person wants to be the recipient The FIRO-B tool provides information about three fundamental dimensions of interpersonal needs: 1. INCLUSION is about recognition, belonging, participation, contact with others, and how you relate to groups 2. CONTROL concerns influence, leadership, responsibility, and decision making. 3. AFFECTION is about closeness, warmth, sensitivity, openness, and how you relate to others. The FIRO-B assessment also indicates your preferences in regard to two distinct aspects of each of these needs areas: This profile reports our results on the expressed and wanted aspects of the three interpersonal needs explored by the FIRO-B tool and includes basic interpretive information for each Results should not be used to make a judgment about whether any behaviour or any person is good or bad. We should avoid making major decisions based on the results of only one assessment . EXPRESSED BEHAVIOUR How much do we prefer to initiate the behaviour? How do we actually behave with respect to the three fundamental interpersonal needs? What is our comfort level engaging in the behaviours associated with the three needs?

WANTED BEHAVIOUR How much do we prefer others to take theinitiative? How much do we want to be on the receiving endof those behaviours? What is our comfort level when others direct their behaviours associated with the three needs to you? Benefits of the FIRO-B The FIRO-B is an ideal tool to use for interpersonal behaviour measurement and assessment, including: 1. management and supervisor development 2. leadership development (used with MBTI as part of the Leadership Report) 3. identifying leadership preferred operating styles 4. employee development 5. team building and explaining team roles 6. improving team effectiveness By reviewing the assessment information, an individual can gain insight into what kind of teams they prefer to work in, what kind of environment they'd like to work in, and what roles they prefer in the workplace. The FIRO-B model and assessment tool can access styles and areas of potential conflict. If teams take the assessment together, they can compare the extent to which each person's preferences complement or conflict with colleagues. For example, a high degree of inclusion would appreciate and respond well to a manager who invites him/her to various meetings. A team member with a high degree of expressed affection is likely to work well with a colleague who seeks affection. The FIRO-B system is a simple and elegant model that particularly assists understanding of team dynamics, greater self-awareness, mutual awareness among team relates helpfully to the Johari Window model also provide information regarding leadership team member wanting attention These categories measure how much interaction a person wants in the areas of socializing, leadership and responsibilities, and more intimate personal relations. FIRO-B was created, based on this theory, a measurement instrument with scales that assess the behavioural aspects of the three dimensions. Scores are graded from 0-9 in scales of expressed and wanted behaviour, which define how much a person expresses to others, and how much he wants from others. Schultz believed that FIRO scores in themselves were not terminal, and can and do change, and did not encourage typology; however, the four temperaments were eventually mapped to the FIRO-B scales, which led to the creation of a theory of Five Temperaments.

Schutz himself discussed the impact of extreme behaviour in the areas of inclusion, control, and affection as indicated by scores on the FIRO-B. For each area of interpersonal need the following three types of behaviour would be evident: (1) deficient, (2) excessive, and (3) ideal. Deficient was defined as indicating that an individual was not trying to directly satisfy the need. Excessive was defined as indicating that an individual was constantly trying to satisfy the need. Ideal referred to satisfaction of the need. From this, he identified the following types: Inclusion types. 1. the under social (low EI, low WI) 2. the over social (high EI, high WI) 3. the social (moderate EI, moderate WI) Control types 1. the abdicrat (low EC, high WC) 2. the autocrat (high EC, low WC) 3. the democrat (moderate EC, moderate WC) Affection types 1. the under personal (low EA, low WA) 2. the over personal (high EA, high WA) 3. the personal (moderate EA moderate WA) FIRO-B Interpersonal Need for Control, Affection and Inclusion One of the areas of interpersonal needs as identified by FIRO-B is that of the need for control. This may be further identified as the level of influence and responsibility an individual seeks to require. Control also relates to the amount an individual wants others to both lead and influence them. Within the workplace environment the level of control a person wants or is prepared to give to other will have significant ramifications, especially in terms of being able to work as a team without ending up in a state of conflict. The interpersonal need for affection relates to the level of closeness one is with other people and the degree of closeness one wants from others. Again, this will also have serious consequences within the work environment particularly where

it involves those of the opposite sex. For example one individual might think nothing of hugging another colleague while another might perceive this as being a real invasion to their personal space and wholly inappropriate within the context of work. The third form of interpersonal need is for inclusion and has possibly the greatest potential to cause resentment and conflict within the workplace as within most offices or places of work there tend to be those who are on the inside and those left on the outside. The term inclusion is used here to identify how much the individual usually includes others in their life as well as the level of attention and recognition one wishes to receive from others.

QUESTIONAIRE
Q1. Which is your most natural energy orientation? Every person has two faces. One is directed towards the OUTER world of activities, excitements, people, and things. The other is directed inward to the INNER world of thoughts, interests, ideas, and imagination. While these are two different but complementary sides of our nature, most people have an innate preference towards energy from either the OUTER or the INNER world. Thus one of their faces, either the Extraverted (E) or Introverted (I), takes the lead in their personality development and plays a more dominant role in their behaviour. Extraverted Characteristics

Introverted Characteristics

Act first, think/reflect later Feel deprived when cutoff from interaction with the outside world Usually open to and motivated by outside world of people and things Enjoy wide variety and change in people relationships

Think/reflect first, then Act Regularly require an amount of "private time" to recharge batteries Motivated internally, mind is sometimes so active it is "closed" to outside world Prefer one-to-one communication and relationships

Choose which best fits: Extraversion (E) Introversion (I)

Q2. Which way of Perceiving or understanding is most "automatic" or natural? The Sensing (S) side of our brain notices the sights, sounds, smells and all the sensory details of the PRESENT. It categorizes, organizes, records and stores the specifics from the here and now. It is REALITY based, dealing with "what is." It also provides the specific details of memory & recollections from PAST events. The Intuitive (N) side of our brain seeks to understand, interpret and form OVERALL patterns of all the information that is collected and records these patterns and relationships. It speculates onPOSSIBILITIES, including looking into and forecasting the FUTURE. It is imaginative and conceptual. While both kinds of perceiving are necessary and used by all people, each of us instinctively tends to favor one over the other. Sensing Characteristics

Intuitive Characteristics

Mentally live in the Now, attending to present opportunities Using common sense and creating practical solutions is automatic-instinctual Memory recall is rich in detail of facts and past events Best improvise from past experience Like clear and concrete information; dislike guessing when facts are "fuzzy"

Mentally live in the Future, attending to future possibilities Using imagination and creating/inventing new possibilities is automatic-instinctual Memory recall emphasizes patterns, contexts, and connections Best improvise from theoretical understanding Comfortable with ambiguous, fuzzy data and with guessing its meaning.

Choose which best fits: Sensing (S) iNtuition (N)

Q3. Which way of forming Judgments and making choices is most natural?

The Thinking (T) side of our brain analyzes information in a DETACHED, objective fashion. It operates from factual principles, deduces and forms conclusions systematically. It is our logical nature. The Feeling (F) side of our brain forms conclusions in an ATTACHED and somewhat global manner, based on likes/dislikes, impact on others, and human and aesthetic values. It is our subjective nature. While everyone uses both means of forming conclusions, each person has a natural bias towards one over the other so that when they give us conflicting directions - one side is the natural trump card or tiebreaker. Thinking Characteristics

Feeling Characteristics

Instinctively search for facts and logic in a decision situation. Naturally notices tasks and work to be accomplished. Easily able to provide an objective and critical analysis. Accept conflict as a natural, normal part of relationships with people.

Instinctively employ personal feelings and impact on people in decision situations Naturally sensitive to people needs and reactions. Naturally seek consensus and popular opinions. Unsettled by conflict; have almost a toxic reaction to disharmony.

Choose which best fits: Thinking (T) Feeling (F)

Q4. What is your "action orientation" towards the outside world? All people use both judging (thinking and feeling) and perceiving (sensing and intuition) processes to store information, organize our thoughts, make decisions, take actions and manage our lives. Yet one of these processes (Judging or Perceiving) tends to take the lead in our relationship with the outside world . . . while the other governs our inner world. A Judging (J) style approaches the outside world WITH A PLAN and is oriented towards organizing one's surroundings, being prepared, making decisions and reaching closure and completion.

A Perceiving (P) style takes the outside world AS IT COMES and is adopting and adapting, flexible, open-ended and receptive to new opportunities and changing game plans.

Judging Characteristics

Perceiving Characteristics

Plan many of the details in advance before moving into action. Focus on task-related action; complete meaningful segments before moving on. Work best and avoid stress when able to keep ahead of deadlines. Naturally use targets, dates and standard routines to manage life.

Comfortable moving into action without a plan; plan onthe-go. Like to multitask, have variety, mix work and play. Naturally tolerant of time pressure; work best close to the deadlines. Instinctively avoid commitments which interfere with flexibility, freedom and variety

Choose which best fits: Judging (J) Perceiving (P)

Personality Tests: How They Work

The principle behind personality questionnaires is that it is possible to quantify your intrinsic personality characteristics by asking you about your feelings, thoughts and behaviour. You will be presented with statements describing various ways of feeling or acting and asked to answer each one on a 2 point, 5 point or 7 point scale. For example;

1. I enjoy public speaking? A) True B) False

2. I have clear personal goals? A) Strongly disagree agree B) disagree C) neutral D) agree E) strongly

3. I am good at dealing with difficult people? A) very strongly disagree B) strongly disagrees C) disagree D) neutral E) agree F) strongly agree G) very strongly agree

Analysis or Interpretation
The number of questions that are expected to answer varies from about 50 to 200, depending on the duration of the test. At first glance, these tests may seem to be both simplistic in their approach and unrealistic in their aims. After all, how can something as complex as your personality be measured and quantified in so little time and with so few questions. In addition, it is easy to see that some of the questions are imprecise and could be answered honestly in different ways depending on your particular interpretation of them on the day. For example, take question 3 above 'I am good at dealing with difficult people? Your answer to this question depends on your interpretation of two things. Firstly 'good', does this mean good compared to other people in your office, good compared to the general public or good compared to some other group? Secondly 'difficult people', does this mean people who are abusive and violent, people who are withdrawn, people who are selfish or what? The important point to remember is that even the best of the personality questionnaires used in selection are far from perfect. They are seriously constrained because the number of questions is limited by the time available the personality questionnaire is usually only one of a battery of aptitude tests, interviews and possibly assessment centre exercises that make up the selection process. However, even if we accept that these tests do have some shortcomings, we still need to know what they are trying to measure and why.