Question

Explain these personality types please?


A. Belbin's Team Roles
B. Big Five Theory
C. Holland's Career Types
D. Myers–Briggs Type Indicator

Answer 1

Okay! Let's go through these with the basic facts, and not so much in depth.

And let's keep in mind that these aren't personality types. But most of them are ways of organizing people's personalities.

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Belbin's Team Roles revolve around the "Team Role Theory," in that people tend to behave and contribute in a certain way, when they are part of working team.

Belbin's Team Roles don't actually revolve around personality;
they revolve around behavior.
Of course, personality has a great influence on behavior. But that's not the main focus of this theory. It's more about what people DO, rather than who they ARE.

We organize the way that people behave, in teams, into 9 different team roles.
Let's run through them:

1. Plant.

This is someone who is typically good at thinking "outside the box," and solving problems in creative ways that no one else has thought of.

2. Monitor Evaluator

This person makes logical judgments about team decisions, when these judgments are needed.
They also keep in mind the entire team's menu of options, throughout the entire journey toward the goal.

3. Co-ordinator

This person knows all of the things that need to be done, in order to achieve the team's goal. They'll pick out other members of the team, one by one, and assign to them a specific task that needs to be done.

4. Resource Investigator

This person tends to make sure that the team doesn't become too absorbed in its own ideas.
They know that the team needs to incorporate ideas from other groups, and the outside world.
So, they'll provide their own team with information about the ways in which other teams may be trying to achieve a similar goal. They bring ideas from other sources.

5. Implementer

This is the team's planner. This person is typically realistic, down-to-earth, and practical. They have strategies on how to achieve goals.
And since the best strategies are flexible, the implementer is the one who always knows the current strategy, and exactly how it could work.

6. Completer Finisher

This person is good at quality control. At the end of the team's task, they'll look over all the work, one last time, to see if there are any small kinks or problems.
They'll make sure that what the team has come up with definitely looks good.

7. Teamworker

This person plays a role as the inspiration behind working together, as a team.
They're usually flexible, so they're typically able to get the job done, no matter what role they are given.

8. Shaper

This person motivates the team, and cheers them on. They always have the goal in mind, and they make sure that the team never strays from the goal.

9. Specialist

This person usually has a great deal of experience that revolves around the actual goal. They are a good source of information about the nature of the goal itself.


***Belbin's Team Roles are widely used, today, in many corporations. Many employers know that it's really important to make a balanced team, using all 9 of these types, when a job needs to be done well.***

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Now, let's talk about....the Big Five Theory.

The Big Five Personality Theory is the one that is most widely relied upon, by psychologists.
On the surface, it's pretty simple.
There are five main dimensions of personality, under this theory.
Let's run through them:

1. Openness

This measures a person's openness to new experiences, and how inclined they are to open up to and consider new ideas.
People high in openness usually love to travel to different places around the world. We tend to see them as more "adventurous."

2. Conscientiousness

This measures a person's tendency to organize.
People high in conscientiousness tend to have really neatly cleaned and organized bedrooms.
But it's about more than just their environments. People high in conscientiousness tend to have very organized ways of thinking, and methods of decision-making.

3. Extroversion

This measures a person's tendency to be more outgoing, and more eager to interact with new people, and many people.
Someone who's high in extroversion tends to have a larger inner-circle of friends.
They feel energized by social interaction.

4. Agreeableness

This is a measure of a person's "interpersonal warmth."
Did you ever watch Mr. Rogers' Neighborhood?
Mr. Rogers was a very agreeable person. He was very friendly, very warm, and very accepting of people.

5. Neuroticism

This is a measure of a person's tendency to worry, fret, and become irritated.
People high in neuroticism are more likely to become angry, and to experience anxiety and depression.
Their glass is half-empty, and we tend to see them as more pessimistic.

You can easily remember all five of these dimensions, by thinking of the acronym "OCEAN."

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Now, let's talk about Holland's Career Types.

This could be a bit lengthy, because there is a lot of depth to it. And I don't know how you feel about reading all of this. But I'm getting lazy with typing. Lol! So, we'll shorten it.

Okay, let's run through Holland's Career Types with 6 main points that summarize it.

1. Here in America (which may or may not apply to you, since these career types were invented by an American), people fall under one of 6 personality types:

-Realistic,
-Investigative
-Artistic
-Social
-Enterprising
-Conventional

2. When people of the same personality type work together in an environment, they turn the environment into one that fits their personality type.

3. There are 6 types of work environments:

-Realistic
-Investigative
-Artistic
-Social
-Enterprising
-Conventional

(See how they're the same as the personality types?)

4. People tend to look for work environments that match their personality types, so that they can express who they are.

5. People who choose to work in the same kind of environment as their personality type tend to be happier, and be more successful.

6. How you feel and behave depends on your work environment, as well as the people with whom you work.

(Doesn't it make sense that an artistic person would be happier to work with other artistic people?)

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Now, finally, let's talk about the Meyer-Briggs Type Indicator.

The Meyer Briggs indicator is a way or "coding" your personality type, using FOUR letters.

(For example, my type is INTJ. Four letters, and more importantly, four spaces for those letters.)

Now, every code has four spaces. It's a four letter code.

And each of those spaces has the option of two different letters.

The first space can be I or E.
The second space can be S or N.
The third space can be T or F.
The fourth space can be J or P

So, let me explain to you what each letter stands for, and what it is:

***Space 1***

Introversion is a person's tendency to reflect inward.
An introverted person draws energy from spending time relaxing, and doing the things that they like to do, usually alone or with one other close companion.

Extroversion is a measure of a person's tendency to divert their attention and their energy outward, rather than inward.
These people feel at their best in groups, and large gatherings full of friends and new people with whom they could get along.

***Space 2***

Sensing is a measure of a person's tendency to rely on their senses, and on information that they can gather with their five basic senses, in the present moment. They don't rely on hunches, and they stay focused on the present situation.

Intuition, on the other hand, is a measure of a person's tendency to rely on hunches. It's pretty much the opposite of "sensing."
Intuitive people tend to generalize the information that they see. They try to fit it into a larger mold. A bigger picture.
So, intuitive people are more abstract and theoretical.

***Space 3***

Thinking is a measure of a person's tendency to make logical, concrete decisions, based on fact. These "thinkers" are the people who think with their heads.

Feeling is a measure of a person's tendency to rely on their feelings, when making a decision. These people think with their hearts. They think about how they feel about different ways of making a decision. And many of them think about the physical and emotional well-being of all the people involved in a decision.

***Space 4***

Judging is a measure of a person's preference to have things planned, decided, structure, concrete, and organized.
They like to have closure,
which means that they don't feel so comfortable with loose ends and unpredictable variables in their lives.

Perceiving is a measure of a person's preference for relaxation.
These people can go about their lives without having to plan every little detail of what they're gonna do, and how they'll do it.
They're flexible, and often spontaneous.
They're more the kind of people who "go with the flow."

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Okay! Alright!

I hope that helps you get an idea of the general concept of all those ways of organizing personality and behavior.

If you would like for me to go in depth
or if you have any questions about any of this, please ask!