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Review of MBTI & Strong Interest Inventory. February 12, 2011. Date. Myers Briggs Type Indicator. Based on Carl Jung’s Personality Theory ( Psychological Types, 1921) General Attitude: Extroversion or Introversion Four Functions: 1. Feeling - understanding value of conscious activity

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Review of mbti strong interest inventory
Review of MBTI & Strong Interest Inventory

  • February 12, 2011

Date


Myers briggs type indicator
Myers Briggs Type Indicator

  • Based on Carl Jung’s Personality Theory (Psychological Types, 1921)

    • General Attitude: Extroversion or Introversion

    • Four Functions:

      • 1. Feeling - understanding value of conscious activity

      • 2. Thinking - understanding meaning of things; relies on logic and careful mental activity

      • 3. Sensation - means by which person knows something exists

      • 4. Intuition - knowing about s/t without conscious understanding of where knowledge comes from


Carl jung personality theory
Carl Jung: Personality Theory

  • 8 Personality Types:

    • Extroverted Thinking - abstract concepts are ones passed down from other people; extroverted thinkers are often found working in the research sciences and mathematics

    • Introverted Thinking - interpret stimuli in the environment through a subjective and creative way; interpretations are informed by internal knowledge and understanding; philosophers and theoretical scientists are often introverted thinking-oriented people

    • Extroverted Feeling - judge the value of things based on objective fact; comfortable in social situations, they form their opinions based on socially accepted values and majority beliefs; found working in business and politics

    • Introverted Feeling - make judgments based on subjective ideas and on internally established beliefs; ignore prevailing attitudes and defy social norms of thinking; thrive in careers as art critics

    • Extroverted Sensing - perceive the world as it really exists; perceptions are not colored by any pre-existing beliefs; jobs that require objective review, like wine tasters and proofreaders, are best filled by extroverted sensing people

    • Introverted Sensing - interpret the world through the lens of subjective attitudes and rarely see something for only what it is; make sense of the environment by giving it meaning based on internal reflection; often turn to various arts, including portrait painting and classical music

    • Extroverted Intuitive - understand the meanings of things through subliminally perceived objective fact rather than incoming sensory information; rely on hunches and often disregard what they perceive directly from their senses; inventors that come upon their invention via a stroke of insight and some religious reformers are characterized by the extraverted intuitive type

    • Introverted Intuitive - influenced by internal motivations even though they do not completely understand them; find meaning through unconscious, subjective ideas about the world; comprise a significant portion of mystics, surrealistic artists, and religious fanatics

  • Functions: People make use of two functions primarily; others inferior; hierarchy, not set type; compass analogy


Myers briggs development
Myers-Briggs Development

  • Katharine Cook Briggs & daughter, Isabel B. Myers

    • self-knowledge and enhancing human relationships

  • Two sets of attitudes:

    • Extroversion/Introversion & Judging/Perceiving

  • Two pairs of mental functions:

    • Sensing / Intuition & Thinking / Feeling

  • Step I - 4 letter “Type” / Step II - Elaboration on these themes (20 facet scales)


Mbti trait vs type
MBTI: Trait vs Type

  • Traits: relatively fixed patterns of personality & bx; various amounts are thought to have different values (i.e., anxiety, autonomy)

  • Types: all equally legitimate but qualitatively different categories; mx by amount of preference (sorting task); not mutually exclusive, just tend to prefer one method over another (i.e., thinking / feeling)

  • Discuss differences between s/t like MMPI vs. MBTI with regard to diagnosis, exploration, dynamics, and preferences


Mbti key terms
MBTI: Key Terms

  • Extraversion (E)

  • Introversion (I)

  • Sensing (S)

  • Intuition (N)

  • Thinking (T)

  • Feeling (F)

  • Judging (J)

  • Perceiving (P)


Mbti functions
MBTI: Functions

  • Dominant Function: Most energized & accessible (ENFP)

  • Auxiliary Function: Balance b/w perception & judgement; tends to operate in nonpreferred attitude; less energized and accesible (In-Ff)

  • Tertiary Function: attitude not specified; opposite to auxiliary function (Thinking)

  • Inferior Function: opposite in function and attitude; little conscious energy (Introverted-Sensing)


Interpretive considerations
Interpretive Considerations

  • Four Categories - emphasize Type not Score

    • Theta score used for computer analysis of preference

    • Raw “points” - not significant in themselves

    • Preference Clarity Index (1-30) - preferred / non-preferred pole

    • Preference Clarity Category - Very Clear/Clear/Mod/Slight


Validity concerns
Validity Concerns

  • Because: Self report, forced-choice, & face valid . . .

    • 1. pressure 2 conform

    • 2. Gender bias

    • 3. life crises

    • 4. transitional development

    • 5. lack of differentiation / age

    • 6. perception re: desired type for job, situation, etc.

  • Verify type with client; ensure understanding of type not trait


Description of the strong
Description of the Strong

  • 317-item inventory

  • Designed to provide “compare [an individual's] pattern of responses to the pattern of responses of people in of different types and in different occupations"

  • First published in 1927

  • Designed to provide information about the world of work, and to promote occupational exploration by assessing an individual's pattern of interests.


Strong sections
Strong: Sections

  • Four Sets of Scales

    • 6 General Occupational Themes based on Holland’s (1997) typology,

    • 25 Basic Interest Scales

    • 211 Occupational Scales

    • 4 Personal Style Scales: Work Style, Learning Environment, Risk Taking, and Leadership Style.

  • Administrative indices show the number of total responses; percentages of the like, indifferent, and dislike responses; and infrequent or unpopular responses.


Strong interest inventory
Strong Interest Inventory

  • General Occupational Themes—what am I like? Based on Holland’s themes.

  • Basic Interest Scales– what do I like?

  • Occupational Scales- who am I like?


Strong additional information
Strong: Additional information

  • Time to complete: ½ hour

  • Reading level: sixth grade.

  • Age level: 17 and older, because young respondents do not have stable interest patterns.

  • Scoring service must be used.

  • Output: profiles or interpretations


Strong norms
Strong: Norms

  • The General Occupational Themes Basic Interest Scales and Personal Style Scales were normed on 9,484 men and 9467 women; this represents men and women in each of the occupational groups collected as criterion groups for the 1994 revision.

  • The mean for both sexes is set at a standard score of 50 and a standard deviation of 10.


Strong occupational scale norms
Strong: Occupational Scale Norms

  • Normed on those employed in the Occupation.

  • Occupational members met four basic criteria: 1) age (at least 25 years old), 2) tenure (had been in their occupation for at least 3 years), 3) satisfaction with their work, and 4) pursuit of typical occupational tasks.

  • Most occupational groups contained 200 or more members;

  • The mean and standard deviation for each group are 50 and 10, respectively.


Strong validity and reliability
Strong: Validity and reliability

  • Very high reliability for all scales

  • the older the group, the more reliable the test scores

  • Each type of scale has concurrent validity, that is that persons in an occupation score higher on their own scales.

  • 50-75% of individuals tested entered the occupations predicted by their profiles.


Strong cross cultural validity
Strong: Cross-cultural Validity

  • Few racial/ethnic differences found at the item level.

  • Even fewer differences were found at the scale or profile level.

  • It is important to note, though, that no research has examined whether interpretations are generalizable across cultures.

  • Gender differences greater than race/ethnic group differences.


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