1. “Using the Myers Briggs Type Indicator in Making Hiring Decisions” By Barbara Tunney, LCSW, CSWM and Bruce Friedman, PhD, CSWM. http://www.socialworkmanager.orghttp://www.socialworkmanager.org/

2. BIBLIOGRAPHY FOR MYERS BRIGGS PRESENTATION October 26, 2006 NASW Texas Websites: All of the websites have links to many other sites. This is a sample of a list generated from entering Myers Briggs in the Google search box. www.myersbriggs.org Their mission is to continue the work of Katharine Cook Briggs and Isabel Briggs Myers in the field of psychological type, especially the ethical and accurate use of the Myers Briggs Type Indicator. www.teamtechnology.co.uk This site contains a PowerPoint presentation explaining the basic concepts of the Myers Briggs. There are many links to sites for the test and articles regarding many aspects of uses for the test results. www.personalitypathways.com The site contains an informal short test that helps people verify their Myers Briggs personality type.www.personalitypathways.com www.wikipedia.org A description of the history, type dynamics and further reading resources, such as articles and news stories.www.wikipedia.org Books: Berens, Linda V., etal, Quick Guide to the 16 Personality Types in Organizations: Understanding Personality Differences in the Workplace. Huntington Beach, CA.: Telos Publications, 2001. Keirsey, David. Please Understand Me II. 3rd ed. Del Mar, CA.: Prometheus Nemesis Books, 1998. Martin, Charles R., Looking at Type and Careers. Gainesville, FL.: Center for Applications of Psychological Type, 1995. Tropman, John E. Supervision and Management in Nonprofits and Human Services. Peosta, IA.: Eddie Bowers Publishing Co, Inc., 2006.

3. Overview of the Myers Briggs Type Indicator (MBTI) and how it is traditionally used The Myers Briggs Type Indicator comes from Jungian psychology and was developed by a mother and daughter team during World War II in England.

4. “Whatever the circumstances of your life, the understanding of type can make your perceptions clearer, your judgments sounder and your life closer to your heart’s desire” Isabel Briggs Myers

5. According to Jung’s typology, all people can be classified using three criteria, these criteria are: Extroversion - Introversion Sensing - Intuition Thinking – Feeling Isabel Briggs Myers added the fourth criterion: Judging – Perceiving

6. The Myers Briggs Indicates inborn preferences, in the same way as right-handedness or left- handedness. Is not predictive of behavior, as the person has a choice of how to use preferences. Does not have a “lie scale” on the test, so a person can slant his or her answers to present a different profile.

7. personality What is your personality type? Personality tests like the Myers-Briggs test can be useful in helping you understand yourself and others better. Do you know your personality type? Just remember- no type is “better”. And don’t let a personality test define you or “box you in”. You are a unique individual!

8. What is your most natural energy orientation? Extrovert Act first, think/reflect later Feel deprived when cutoff from interaction with the outside world Usually open to and motivated by outside world of people and things Enjoy wide variety and change in people and relationships Introvert Think/reflect first, then Act Regularly require an amount of “private time” to recharge batteries Motivated internally, mind is sometimes so active it is “closed” to the outside world Prefer one-to-one communication and relationships

9. Which way of perceiving or understanding is most automatic or natural? Sensing Mentally live in the Now, attending to present opportunities Use common sense and creating practical solutions is automatic- instinctual Best improvise from past experience Like clear and concrete information; dislike guessing when facts are “fuzzy” iNtuitive Mentally live in the Future; attending to future possibilities Using imagination and creating/inventing new possibilities is automatic-instinctual Best improvise from theoretical understanding Comfortable with ambiguous, fuzzy data and with guessing its meaning

10. Which way of forming judgments and making choices is most natural? Thinking Instinctively search for facts and logic in a decision situation Naturally notices tasks and work to be accomplished Easily able to provide an objective and critical analysis Accept conflict as a natural, normal part of relationships with peopleFeeling Instinctively employ personal feelings and impact on people in decision situations Naturally sensitive to people needs and reactions Naturally seek consensus and popular opinions Unsettled by conflict; have almost a toxic reaction to disharmony

11. What is your “action orientation” towards the outside world? Judging Plan many of the details in advance before moving into action Focus on task-related action; complete meaningful segments before moving on Work best and avoid stress when able to keep ahead of deadlines Naturally use targets, dates, and standard routines to manage lifePerceiving Comfortable moving into action without a plan; plan on-the-go Like to multitask, have a variety, mix work and play Naturally tolerant of time pressure; work best close to deadlines Instinctively avoid commitments which interfere with flexibility, freedom, and variety

12. I’m an ISFJ! What are you? For more information see http://www.personalitypathways.com/type_inventory.html, facebook MyType, or google Myers-Briggs!

13. The Myers Briggs is useful in: career counseling mental health counseling; increasing self-knowledge; helping assess one’s preferences & how those can impact or help explain direction in career, performance as a team member, & behavior in his or her personal life, etc. Organizational Development consultation in team-building or in analyzing productivity or morale in an agency.

14. Its application for job interviewing is to use it collaboratively with the interviewee. The Myers Briggs test is not approved for pre- employment applicant testing for the following reasons (among others):

15. It would create bias. Informed consent would be difficult if not impossible. (The interviewer can assure the applicant that it will not eliminate them from consideration, but there could be no proof of this.)

16. Psychometric testing is not how we want to engage with applicants. It does not predict behavior or competence. A person has his or her inborn preferences, but the behavior that emerges is situational.

17. Examples of contradictory preferences An introvert is asked to do marketing and public relations as well as writing for publication. An ENFP is expected to maintain an accurate and detailed database of client resources as well as organizing community groups.

18. Interviewing beyond the job description 1.Introvert – Extrovert aspects Interdisciplinary team care-planning and staffing Interaction with patients and families Interaction with community In-service training with staff

19. 2. Sensing-Intuition Aspects Assessing patients and families Discharge planning Documentation Understanding staff perception of Social Work role Agency “politics”

20. 3. Thinking-Feeling Aspects Death and dying issues – helping clients cope while you are coping Objectivity vs becoming numb “Compassion fatigue” Ethical issues Questioning agency’s policies and practices

21. 4. Judging-Perceiving Aspects Managing workload Prioritizing tasks Handling interruptions and emergencies “Thinking on your feet” versus planning ahead Dealing with change and the unknown

22. http://www.humanmetrics.com/cgi- win/jtypes2.asphttp://www.humanmetrics.com/cgi- win/jtypes2.asp http://imbti.googlecode.com/files/free- myers-briggs-test.xlshttp://imbti.googlecode.com/files/free- myers-briggs-test.xls