Responding just because I'm tired of the whole Myers-Briggs personality test getting a free pass. When I was in graduate school for my psych masters years ago, the MB was already thought to be of dubious value and validity. It's fun, I guess, in a pop Psychology Today / Astrology type way but that's about it. Here's a summary from a researcher from Indiana University. TLDR for all but the most interested.
http://www.indiana.edu/~jobtalk/Arti...evelopmbti.pdf Conclusions
In a recent review of the MBTI, commissioned by the Army Research Institute, it was concluded that the instrument should not be used for career planning counseling. The Institute's analysis of the available research showed no evidence for the utility of the test. Indeed, with respect to career planning they note that "the types may simply be an example of stereotypes."
The MBTI reminds us of the olvious truth that all people are not alike, but then claims that every person can be fit neatly into one of 16 boxes. I believe that MBTI attempts to force the complexities of human personality into an artificial and limiting classification scheme. The focus on the "typing" of people reduces the attention paid to the unique qualities and potential of each individual. Many readers may be surprised by my interpretation and objections to such a popular test. It has been my experience that this reaction stems from how they view the MBTI. In many cases, the popularity of the instrument is interpreted as an indication of its accuracy and utility, which then leads to wider use and less inclination to question the foundations of the test. As a consequence, the MBTI has become a popular instrument for reasons unrelated to its reliability and validity.
The publishers do a very good job of promoting the test and providing support for its users. The MBTI also has much intuitive appeal. The descriptions of each type are generally flattering and sufficiently vague so that most people will accept the statements as true of themselves. If you tell people that they are "innovative thinkers and good problem solvers, and good at understanding and motivating people, but may have trouble following through on details of a project," they will believe that the statement is an accurate description of themselves regardless of the truth of the statement. This phenomenon is known as the "Barnum Effect," named in honor of the great entertainer. Because of its apparent simplicity, the MBTI may be misused unintentionally by some people. A manager, for example, may come to believe that only certain personality types are appropriate for specific jobs. After learning about type, such a manager may conclude that only ISTJs make good accountants whereas the best people for the sales force will be the ESFJs. Thus, the type label may bias a manager's decisions on hiring, firing, evaluating, and promoting. Similarly, employees may use type labels inappropriately. Thus, one might feel that "She's an INFP, so
I will never be able to work with her on an assignment," or that "I'm an ESTP and don't do well when it comes to details." etc ...