The Myers-Briggs personality test (MBPT) is considered one of the most popular personality assessments. Many psychologists use the MBPT as an initial gauge of their client’s character. People can fall under one of 16 potential categories, and it is thought that these personality accurately provide a picture of how a person communicates, thinks, and interacts with others.
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That being said, the MBPT should not be used as an end-all be-all kind of test. There is a danger, given its simplicity and the fact that people need only five to seven minutes to complete it, that the MBPT will be used incorrectly. All tests have limitations.
Many mental health practitioners worry that the MBPT is being referenced to determine certain personality disorders. This becomes especially dangerous when a “diagnosis” puts a person’s professional or social life at stake. Companies are now using the Myers-Briggs as an employment requirement. It is not uncommon for candidates to be turned down for their MBPT score.
But is this fair?
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Companies that rely heavily on work culture and cohesion will affirm the merits of the test. However, candidates must not be turned down for a potential personality disorder, particularly if the only reference is the MBPT. The Myers-Briggs test is not meant to diagnose any disorder. If stretched, perhaps it could show a predisposition, but it does not, and cannot fully state if a person will or has a troublesome personality disorder.
Marc Slavin professionally administers the Myers-Briggs test, for which he has received qualification. Like this Facebook page for more articles related to the MBPT.
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