DECISION MAKING

https://ed.ted.com/lessons/how-do-personality-tests-work-merve-emre In 1942, Katherine Cook Briggs and Isabel Briggs Myers, a mother-daughter team, designed a questionnaire categorizing personalities into 16 types. Their creation, the Myers-Briggs Type Indicator (MBTI), emerged as a globally used personality test. Today, personality assessment has grown into a multi-billion dollar industry adopted by individuals, schools, and companies. However, none of these tests - be it the MBTI, Big Five, DiSC, Process Communication Model, or the Enneagram - genuinely disclose truths about one's personality. The question of whether personality remains a consistent, quantifiable element in an individual is under contention. A significant issue arises from how these tests are structured. Each relies on distinct metrics to define personality: the Myers-Briggs, focusing on traits like introversion and extroversion, forms personality "types," while the Big Five rates participants on five distinct traits. Most tests are self-reported, drawing results from participants' responses about themselves. This self-assessment allows room for subjectivity even with the best intentions. For instance, consider a question from the Big Five: "How would you rate the accuracy of the statement 'I am always prepared'?" The question leans towards a favorable response, making objectivity challenging. People tend to aim to please, displaying bias in responses based on what they believe the asker wants. Another dilemma arises with questions like "what do you value more, justice or fairness?" Or "harmony or forgiveness?" The MBTI forces a choice between pairs, although individuals might appreciate both aspects. The assumption that forced-choice results reveal true preferences is flawed; individuals might alter their answers when presented repeatedly with such choices. Given these test design flaws, it's unsurprising that results can be inconsistent. Studies reveal nearly half of those retaking the Myers-Briggs just five weeks after the first test are assigned a different personality type. Similarly, individuals with comparable scores might end up in different categories, indicating the rigid classifications don't capture real-life complexities. Adding complexity, the definitions of personality traits have evolved over time. Carl Jung's initial descriptions of introversion and extroversion differed from today's interpretations. Introverts were seen as principled, while extroverts adapted to situations. Yet, modern interpretations define introverts as finding solace in solitude, extroverts as energized by social interactions, and ambiverts as falling between these extremes. The assumption of an unchanging personality underpins these tests, yet research suggests personality shifts during pivotal life stages like education or starting a career. While some behavioral aspects might remain consistent, others are flexible, shaped by upbringing, life experiences, and age. The significance of these shifts varies based on how personality tests are utilized. Individually, they offer some insights and learning opportunities. However, institutionally, in schools guiding career paths or companies making hiring decisions, their reliability is questionable. They often fail to predict performance in specific roles, potentially limiting opportunities or guiding individuals away from paths where they might excel. Ultimately, while individual use might have some benefits, institutional reliance on these tests can inadvertently limit opportunities or misguide individuals regarding their potential.