Social Etiquette and Personality Development †MyAssignmenthelp.com

Question: Discuss about the Social Etiquette and Personality Development Management. Answer: Introduction: The above-mentioned test result highlights the four qualities, namely extravert, sensing, feeling and judging. The four personality attributes that are enough to judge the personality of any human being, consists of the ESFJ. According to the given test result, I am 66% extrovert, with 1% of sensing, having 38% feeling and 62% judging ability. This highlights that I am extrovert in nature and like socialising with people. I find myself comfortable in social groups and never leave myself alone and isolated. Moreover, I prefer mixing with lot of people and make new friends. Moreover, I prefer to go out in a social function, rather than spending my leisure in isolation. Rather than reading a book all alone and spending the leisure time, I prefer to go outside. Thus, the personality test has rightly judged that I have distinct preference for extraversion over introversion. However, since at times, I also enjoy spending my time all by myself, in pursuing my hobbies; hence the percentage o f extraversion did not exceed 66%. According to the test result, I do not prefer sensing to intuition. This highlights the fact that I follow my intuition while taking various decisions management. However, this is not always correct, since I often use my judgemental power and rational thinking, rather than perceiving and relying on my intuition. Thus, using sensing or intuition depends on the situations that are faced. Thus, though I rely on my intuition more than my sensing, yet the result is not exactly correct. The test result highlights the fact that I have moderate preference of feeling, over thinking. This highlights the facts that I tend to follow the path of thinking, rather than going with the feeling. In any critical situation, the path I will follow, depends largely on the situation itself. Whether the path of thinking or feeling is followed, depends mainly on the critical situation that is faced. However, most of the time, preference is given to thinking, rather than the feeling. Hence, the result of the analysis is correct and justified. The result of the test highlights that I have high preference of judging, over perceiving. Thus, in any given situation I take the path of judgement over perceiving. Judgemental analysis is usually correct and helps in taking the actual decision, rather than perceiving. Thus, my overall tendency towards using my judgement rather than perceiving is correctly highlighted in the MBIT test. Thus, the results obtained from the test are correct and agreed upon by me. The overall analysis of the test result is correct and matches with my personality. Critique of the MBTI test The MBTI assessment is one of the best personality tests that are available. It is one of the most trusted personality assessment tools available (Salgado Turiz, 2014). While developing this test, the developers, Briggs and Myers highlighted four personality traits and its contrasts namely Extraversion and introversion, sensing and intuition, thinking and feeling, judging and perceiving (Diekmann Knig, 2015). The qualities and its contrasts are described in details: These two qualities in human beings distinguish among those who direct their energy towards the outside world, towards other people, from the people who direct their primary energy towards their inner experience and self-development (Prather Bates, 2015). These two qualities are effective in distinguishing between these two categories of people. These two contrasting personality tests are effective in distinguishing people who take information through the five senses and their own experience, from those people who prefer taking information through impressions and rely more on possibilities (Salgado Turiz, 2014). Thus, these qualities are essential part of the personality test. These qualities distinguish people who take decisions based on logic and objectivity from people who take decisions based on personal values (Tananchai, 2017). These two personality types are essential qualities in understanding the personality of various kinds of people. Judging and Perceiving These essential human qualities differentiate between who prefer planning and strict structure management, from the kind of people who are flexible and have open options (Wang, 2015). The test is reliable and widely used in various schools, universities, offices as well as by psychologists. Since the test results are more or less accurate, hence people rely on the MBTI test. Experts opine that the MBTI test is the most effective personality assessment test, having high reliability and validity (Wang, 2015). Since the results obtained are genuine, hence it is widely used. Many school counsellors also use this personality test, in order to determine the personality of the students and guide then to pursue a particular career option. Moreover, this test is taken up by the candidates in order to determine the leadership qualities in them. An ideal leader has certain leadership traits and hence similar traits highlight a prospective leader. Thus, most of the counsellors and teachers rely on the validity and reliability the MBTI test results. Alternatives to the MBTI test include the Big five personality test (Rice, 2015). However, the popularity and the reliability of the MBTI test is much more important and prominent, thus making it a popularly used personality test (Salgado Turiz, 2014). The other personality tests are not suitable enough to be an effective replacement. However, the other tests could be used as alternatives. Thus, the MBTI test is an effective one and the test highlights the personality of a person effectively. However, if the person taking the test fills in the answers randomly, without the actual and accurate response, then the test fails to analyse the personality of the person and gives a false result that cannot be relied upon. Hence, in order to ensure that the test and its results are genuine and determine the actual personality of the person taking the test, it is essential that the responses are filled in genuinely and are not random. References Diekmann, J., Knig, C. J. (2015). PERSONALITY Testing In PERSONNEL Selection.Employee recruitment, selection, and assessment: Contemporary issues for theory and practice, 117. Prather, Z., Bates, J. (2015). Personality Types and Physical Touch.Undergraduate Research Journal for the Human Sciences,14(1). Rice, J. W. (2015).Using Myers-Briggs Personality Type Indicators to Predict High School Student Performance in an Educational Video Game. University of North Texas. Salgado, J. F., Turiz, G. (2014). The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies.European Journal of Work and Organizational Psychology,23(1), 3-30. Tananchai, A. (2017). The Personality of Students Studying the Social Etiquette and Personality Development Course by Myers Briggs Type Indicators (MBTI) Theory.AJE,3(2). Wang, C. Y. (2015). Preference measures of rectangle ratio on MBTI personality types.Art and Design Review,3(03), 69.