MBTI (Myers briggs type Indicator) MBTI is an abbreviation for the Myers-Briggs Type Indicator and it is a personality inventory.

It is often used as a career self assessment tool. The MBTI is based on Carl Jung's personality theory that each of our personalities is made up of our preferences, or how we choose to do certain things. This personality inventory was developed by the mother-daughter team of Katharine Briggs and Isabel Briggs Myers. The Myers Briggs Type indicator (mbti) is a professional personality sorter which is used by many psychologists, companies and schools to better understand there clients or staff. When you master it you can spot personality types within minutes, so you know the best way to get along with the person you are dealing with. The sorter will show you how they see the world, what is important to them and it can really help you respect other people. And of course it will help you understand yourself better. The Myers-Briggs Type Indicator is a personality profiler based on the work of Carl G. Jung. It measures individual preferences on these four scales:
how people are energised: whether people are more energised by the

external or internal world (Extroversion or Introversion).

how people prefer to take in or perceive information (Sensing or

iNtuition).
how people prefer to make evaluations and decisions (Thinking or

Feeling).
how people orient their lives; whether they are organised and seek

closure or are spontaneous and open (Judging or Perceiving).

Each person can be typed by four-letters consisting of a combination of one preference from each of the above pairs of traits. A person who prefers Extroversion, Sensing, Thinking, and Judging is referred to as ESTJ. There are sixteen possible combinations or types.

Although we use all eight preferences, one in each pair tends to be more developed. It is believed that we are born with a preference for four of the

above pairs. In the first half of life, we strengthen these preferred traits in order to build a strong personality. In the second half of lie, we strengthen the weaker traits and become more balanced and whole. For example, an introvert may develop more extroversion and an extrovert may develop more introversion. How MBTI help Individual as well as the Organization? MBTI work for the both Individual Organization From Individual Perspective find new careers build self confidence Greater understanding of yourself. Greater understanding of others. Improved communication skills. Knowledge of your managerial style and its strengths and drawbacks. Knowing your contribution in a team. Identifying the tasks and jobs that give satisfaction. Personal Growth and Learning Styles Organizational Perspective create productive and effective work teams develop efficient and competitive organisations enrich interpersonal relationships develop teaching and learning styles

Ability to understand and reduce conflict. Improved time management. Team Building Whether you're trying to build a dynamic work group, solve team problems or create a more effective and productive team, the MBTI is a powerful team building resource. Using the MBTI tool with teams you can: improve communication while increasing productivity provide guidelines to deal with conflict promote diversity and the appreciation of differences identify weak spots and help members anticipate them show members how to value and capitalise on each others' strengths Organizational Development facilitate communication between employees at all levels provide reliable decision-making techniques reduce conflict and create a more effective organisation increase job satisfaction and morale to promote creativity Career Development for Individuals Impact of personality on Organizational Behavior What is Personality? A brief definition would be that personality is made up of the characteristic patterns of thoughts, feelings and behaviors that make a person unique. In addition to this, personality arises from within the individual and remains fairly consistent throughout life.

Observing the behavior of people, we can see that people behave differently. What someone considers right or a golden opportunity might be considered wrong or a threat by someone else. Indeed, there are thousands of ways in which people differ from each other. One way in which people differ and which is very useful in studying organizational behavior is personality. The personalities of people are in some ways unique; each person has a different patter of traits and characteristics that is not fully duplicated in any other person. This pattern of traits tends to be stable over time . There are two basic determinants of personality our heredity interactions with our environment. Psychologists indeed have termed these determinants as nature and nurture. On the one hand, nature stands for the belief that personality is shaped largely by heredity, that is to say, much of our personality is inherited in birth. While there is no personality gene research at the University of Minnesota suggest that as much as 50% of our personality is genetically determined. On the other hand, nurture stands for the belief that personality shaped mainly by life experiences, especially those from the cradle. Indeed, there is no accurate answer to the issue of how much nature and nurture affect and shape our personalities. However, our genetics make up sets of lower and upper limits for our personalities and our life experiences will determine where within that range we will fall. Big Five Personality Traits Emotional Stability Openness to experience Extraversion Agreeableness Conciousness
Table 1: The Big Five Personality Dimensions Lower End Dimensions Angry,Tense,Nervous,Envious, Emotional Stability Unstable Unintelligent,Imperceptive,Unanalytic Openness to Experience al, Uninquisitive, Unimaginative Introverted, Unenergetic, Silent, Extraversion Unenthusiastic, Timid Cold, Unkind, Uncooperative, Agreeableness Selfish, Rude. Disorganized, Irresponsible, Consciousness Undependable, Negligent, Impractical. Higher End Calm, Relaxed, At Ease, Not Envious, Stable Intelligent, Perceptive, Analytical, Inquisitive, Imaginative Extroverted, Energetic, Talkative, Enthusiastic, Bold. Warm, Kind, Cooperative, Unselfish, Polite Organized, Responsible, Reliable, Conscientious, Practical.

Personality and organizational behavior Most organizational behavior strategies are eventually meant to optimally utilize the capabilities of individuals and groups towards achievement of organizational objectives. The performance of an individual is a function of his or her ability and willingness or desire to use ones ability to achieve certain goals. However, it is important that staff is adequately motivated to fulfill these objectives. Once a manager is able to understand the traits of personality of an individual worker, she or he can use different methods of motivation. Work Motivation Motivation is a process that starts with physiological or psychological urge or need. It activates a behavior or a drive that is aimed at a goal or incentive. All individuals have a number of basic needs which can be thought as outlets that channel and regulate the flow of potential energy from the reservoir. Most individuals have, within a given socio-cultural system, a similar set of motives or energy outlets; but differ greatly in the relative strength or readiness of various motives and actualization of motives depends onspecific situations in which a person finds himself or herself. Motivation: ImprovingFactors There are several ways in which motivation level of employees can be augmented and improved. Some of these factors are described as under: Job Enrichment: Jobs must be redesigned to provide opportunities for achievement, recognition, responsibility and growth. It comprises of variety in work contents, greater use of skills and opportunity for growth by providing employee with a complete unit of work and increased authority. Flexi Time: The concept of flexi time is designed to provide employees some control on their work schedule. Entire work time is divided into core time and flexi time. During core time, all employees are compulsorily present while during flexi time they are free to choose their own timings. Empowerment: Empowerment essentially means providing authority to employees in their area of operation for resolving their work related problems without seeking

approval from above. Quality Circles: Quality circles are semi autonomous work groups which meet regularly to discuss and solve problems related to their specific area which aims at improving working conditions and self development. Employees Stock Ownership Plan: It has become a major tool in retaining and motivating employees in business organizations. It is an organizations established benefit plan in which employees are offered company stock as part of their benefit package. It makes employees work harder as it directly affects the performance of the company and the value of their stock also raises. Work motivation and job satisfaction are closely linked with the overall performance of workers and subsequent rewards. A well motivated employee is likely to feel more satisfied and vice versa. Hence it is essential to understand the relationship between these concepts so as to apply them in the day to day management of adult learning centers for better performance. Job Satisfaction and Reward Management Job satisfaction can be defined as an individuals overall attitude towards his or her job. It is a positive state resulting from the appraisal of ones job or job experience. It is regarded both as a general attitude as well as satisfaction with specific dimensions of the job such as pay, the work itself, promotion opportunities, supervision, co- workers etc. The degree of satisfaction may vary with how well outcomes fulfill or exceed expectations. There are various theories of job satisfaction. The human relations movement suggested that realsatisfaction with job could only be provided by allowing individuals enough responsibility and freedom to enable them to grow mentally while physical/ economic school emphasized the role of the physical arrangement of work, physical working conditions and pay. In recent years, the attitude of job satisfaction has come to be linked with broader approach to improve the job design, work organization and quality of life. Effective Reward Management Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your organization. When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people repeat.An effective employee recognition system is simple, immediate, and powerful tool. When you consider employee recognition processes, you need to develop recognition that is equally powerful for both the

organization and the employee. You must address five important issues if you want the recognition you offer to be viewed as motivating and rewarding by your employees and important for the success of your organization.Rewards and recognition that help both the employer and the employee get what they need from work are a winwin situation. Avoid employee recognition system that singles out a few employees who are mysteriously selected for the recognition, saps the morale of the many who failed to understand the criteria enough to compete and win, and seeks votes or other personalized, subjective criteria to determine winners.