One must be careful with using personality types in organizations.
Although reliability and validity questions are among the most obvious
concerns for their use, there are other issues that may be just as
relevant. When using personality types in organizations, what will be
done with this information? Will it be used for development, training,
promotion, hiring (in the US there are legal implications for this), etc.?
Also, just because there are correlations between personality types and
different work behaviors and attitudes does not mean that there is a
direct relationship. Ask yourself if the use you are panning for the
personality typing is assuming this relationship. If so, is there a
better way or measure? Personality types may also be a source of
controversy in some organizations where people may mistrust being "typed".
My two-cents.
David K. Lindbom
Carley Corporation
3203 Lawton Rd. #251
Orlando, FL 32803
dlindbom@carleycorp.com
407-894-5575 ext 262
407-895-3865 fax
--"David Lindbom" <dlindbom@carleycorp.com>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>