Matt Miller (2/27/2008)
...which goes to highlight what worries me most about these kinds of tests: people with only the foggiest idea of the purpose for these, reading results they don't understand, and making assessments/judgments they can't/shouldn't make based on said results.All due respect - but an HR department performing these kinds of tests means they intend to use them for something. Unless there's a doctor of psychology on the staff - it's likely to be used VERY incorrectly.
I concur, Matt, with both your points. It's been a long time (thankfully) since I've been subjected to Myers-Briggs or whatever the one with the quadrants is named. In each case, it was either an attempt by management to make a group act as a team that could never, ever act in concert due to their preoccupation with backstabbing, or an attempt by HR to look busy.
The thing that always struck me as a basic inaccuracy about these tests was they are self-assessments. So if you saw yourself as analytical, generous, non-judgmental, and heroic, that's what the test said, even if you were flaccid, selfish, venal, and dumber than a bag of hammers. But then we were supposed to deal with you according to your Myers-Briggs letters, which were helpfully posted by your desk. I just couldn't deal with it.