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  • Jaya Bharat Chebrolu

    January 30, 2022 at 4:29 pm

    Complete the Keirsey Temperament Sorter. What did you learn about yourself? How could the instrument you completed be useful for employee development? What might be some disadvantages of using this instrument?

    The test determines whether or not a person communicates in a concrete (relational to reality) or abstract manner (related to ideas). That is to say that some people, according to the Keirsey Temperament Sorter, like to talk about concrete things more than others – facts, news, weather, and other things that are happening right now or have already happened.

    People’s methods for achieving their goals are also examined by the test. It purportedly identifies if a person is cooperative to be more cooperative, some people may first try to focus on following rules and conventions and only after completing a task will they analyze whether the “rule” has been beneficial. Those who are more utilitarian are more concerned with getting the job done quickly and efficiently than they are with adherence to the rules.

    The Guardian is organized and a natural leader, like your finest employer. Guardians are naturally rule-followers who value reliability, service, and respect. The four Guardian types are Supervisor, Inspector, Provider, and Protector.

    The Idealist is a natural communicator, like your favorite English teacher in high school. Idealists have huge ideals yet follow rules. Empathy, compassion, and genuineness drive them, making them the most considerate person in your group. Idealists might be teachers, counselors, champions, or healers.

    The Rational goes beyond the box. Rational are inspired by creativity, independence, and willpower. The four Rational types are: Field Marshal, Mastermind, Inventor, and Architect. Innovators will appreciate the Rational strategic approach.

    A personality test or introspection might help you understand yourself. To sort through what drives you and builds your self-worth, use the Keirsey Temperament Sorter. Personality assessments have limits. Kelly sorts people by temperament rather than function, which can be misleading—someone with a mild disposition may desire firmer input, which the Sorter model does not reveal. In other words, personality tests aren’t the be-all and end-all.