Myers-Briggs Type Indicator Assessment Test

Myers-Briggs Type Indicator Assessment Test

Your Name

School Of Affiliation

1. Myers-Briggs Type Indicator Assessment Test,
According to the Human-metrics Jung Typology Test, I am TypeENTJ scoring as follows
• I have marginal or no preference of Extraversion over Introversion (1%)
• I have moderate preference of Intuition over Sensing (50%)
• I have marginal or no preference of Thinking over Feeling (1%)
• I have moderate preference of Judging over Perceiving (56%)
According to the findings from the Myers-Briggs Type Indicator assessment test, I would be more inclined to a democratic management style hence a democratic manager. It is because I give room for inclusive and participatory processes from which I derive my own judgments.

2. Mini Essay
Based on the findings of theMyers-Briggs Type Indicator assessment test and my self-knowledge as a person, I would make a democratic leader in future. The assessment shows that I am largely an introvert. As opposed to extroverts who in most cases are the center of command, introverts are known to be engaging and give room for utmost democracy in the work environment (Leadership strategies for introverts, 2009). Personally, I believe in healthy interactions that yield positive outcomes and feelings for individuals. I believe in majority consensus and makes decisions that take other people’s views into consideration. Consultation would therefore form an integral part of my decision making as a leader. I would hence make a leader who employs participative management style by encouraging my subordinates’ to participatein the decision-making process so as to give them a them a sense of belonging and get them involved in organizational activities.
Having more preference for judging implies that I will make a leader who is task-oriented and likes to plan an activity prior to its execution. It also implies that I will be a leader who likes tasks performed in time to avoid last minute deadline rushes. Even though I would focus more on the organizational goals, I would also give room for new information that would positively influence the realization of the set goals.
As an introvert, I would make a leader who takes more time to listen to people’s concerns and be receptive of the diverse suggestions as proposed by people. In cases where workers or subordinates show feelings of dissatisfaction in the work place, I would be understanding and empathetic and work ways in improving their working conditions (Kane & Patapan, 2012).

Kane, J., & Patapan, H. (2012). The democratic leader. Oxford: Oxford University Press.
Leadership strategies for introverts. (2009). Leader To Leader, 2009(54), 59-60. doi:10.1002/ltl.366