RUNNING HEAD: PERSONALITY ASSESSMENT 1
Personality Assessment
Amanda Federovich-Hogan
School of Business, Liberty University
BMAL 500 - B07: Organizational Behavior
Dr. Bates
September 4, 2022
PERSONALITY ASSESSMENT 2
Abstract
This paper explores the scoring of the Jung Typology Test in conjunction with the Myers-Briggs
16 personality types. The Jung Typology Test provides insight into the type of personality one
possesses. The Myers-Briggs 16 personality types provides a deeper understanding of
characteristics associated with each personality type as well as identifies associated strengths and
weaknesses. The Jung Typology Test revealed that my 4-letter personality preference was that of
(ENTJ) Extravert, Intuitive, Thinker, and Judger and that my 2-letter temperament (NT),
according to Keirsey’s Temperaments, was that of “Rationalists”. This paper will review my
personality preference in conjunction with my temperament as they apply to both my personal
and professional life.
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Myers-Briggs Personality Test
The Myers-Briggs Personality Test, which is based on Carl Jung’s theory of
psychological types, is a psychological instrument that identifies one’s personal preferences, how
they process information, and perceive the world (Stein & Swan, 2019). According to Stein and
Swan (2019), the premise of the Myers-Briggs Type Indicator is that “people are born with a set
of attitudes and hierarchically arranged functions arranged into one of 16 personality types,
based on their (sometimes unconscious) “preferences” for the dichotomies that make up those
attitudes and functions” (p. 5). Completion of the Myers-Briggs Personality Test is indented to
promote self-awareness of one’s personal preferences and promote self-reflection. Further
exploration of all 16 different personality types allows one to gain a deeper understanding for
another person’s tendencies, identify strengths and weaknesses associated with each personality
type, as well as enlighten one on how to best communicate with others.
Step 1
I successfully completed the Jung Typology Test online, which was provided by
Humanmetrics, with the intent of gaining a better understanding of my personality type. The
Jung Typology Test revealed that my 4-letter personality preference was that of (ENTJ)
Extravert, Intuitive, Thinker, and Judger (Humanmetrics Jung Typology Test, 1998-2022). I
discovered that I had a moderate preference of 34% of Extraversion over Introversion. I had a
moderate preference of 25% of iNtuition as opposed to Sensing. I had a slight preference of 9%
of Thinking over Feeling. I also had a moderate preference of 44% of Judging rather than
Perceiving. Keirsey’s Temperaments indicated that my 2-letter temperament (NT) was that of
“Rationalists” (Personality Club, 2017).
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E – Extravert (34%)
My results from the Jung Typology Test indicate that I have a moderate preference (34%)
of Extraversion over Introversion. Extraverts are approachable and easily engaged, interact with
their environment, prefer group settings, and tend to take the initiative in planning and project
development (Kroeger et al., 2002). Extraverts gain energy from interactions with others and
thrive in social settings. As such, they prefer to discuss topics openly in a group setting rather
than complete work independently/without input. They have an ease about them, are charismatic,
and able to engage in conversation regardless of whether the setting is formal or more casual.
Extraverts are viewed as “doers” and are compelled to move things forward and as such prefer
activities over planning. Extraverts can be viewed as natural born leaders and tend to do well in
managements positions due to their high level of confidence, ability to motivate others, and
adeptness to enact change.
While some tendencies of extraverts lend well to the professional arena, an individual
that possesses high extroversion preferences may encounter several issues. High extroverts may
be viewed as harsh and emotionless. In group settings, they can come across as controlling,
arrogant, and dismissive of ideas that are not in alignment with their own views or vision. High
extroverts yearn for validation to the extent that they take on more than is feasible and can
struggle to complete projects on time due to unrealistic time constraints.
In reviewing characteristics of an extravert, I was able to self-identify many similarities
to my own views, approach, and behavior. I fully appreciate healthy dialogue in a group setting
and openly share my ideas for new projects or process development/refinement. As the lead
nurse practitioner for the geriatrics division of the VA Pittsburgh Healthcare system, I am
responsible for overseeing fifteen nurse practitioners in both the inpatient and outpatient setting.
PERSONALITY ASSESSMENT 5
I am known to my superiors as “someone who can get things done” and am often tasked with
complex projects that span hospital, nursing home, and community settings. Being successful at
project/change in practice implementation unfortunately has made me the go to person. I believe
that those resistant to change my view my enthusiasm and commitment to a new project as being
annoying. Also, I do not like to say no (in both my personal and professional life) and often will
take on additional tasks even at my own detriment (working late, skipping breaks/meals, or
staying up late at night).
N – iNtuitive (25%)
According to the Jung Typology Test, I have a moderate preference (25%) of iNtuition
over Sensing. The intuitive prefer to think of the big picture rather than get held up by every little
detail. They are future oriented and find exhilaration in what potential and possibilities lie ahead
rather than are frightened by the unknown (Kroeger et al., 2002). The intuitive tend to think
about multiple things at the same time and appreciate new and creative solutions to problems.
They appreciate learning and place high value on gaining knowledge (regardless of the
technique). They are interested in discovering how things are interconnected and seek to
determine their deeper meaning. Essentially, the intuitive can be viewed as being an imaginative
intellectual that engages in abstract thought processes.
And yet, the intuitive possess tendencies that can be viewed as weaknesses within a
professional setting. Those with high intuition feel as though time is relative and are often late;
this can be viewed as being rude and unprofessional. They also tend to provide more generalized
responses which leaves their messages open for interpretation thus increasing the potential for
error, time delays, and frustration by the receiver. The intuitive also are easily distracted and
daydream rather than completing simple but necessary tasks.
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I can fully appreciate some components of an intuitive personality. I cultivated the nurse
practitioner led Care-COordination and eMpowerment of PAtients in System-to-System
(COMPASS) Transitions Program at the VA Pittsburgh Healthcare System. This new initiative
required one to embrace a mindset that focused on the big picture rather than a moment in a
patient’s hospital stay/recovery. In order for the new initiative to be successful, I had to think of
various components simultaneously and form creative solutions to complex problems. Even
though the intuitive is often late and tends to give generalized responses, I do not note those
components in my personality. I place value on punctuality and attempt to be on time for all
meetings and social engagements. However, I do tend attempt to be specific and concrete in my
responses so as to reduce the likelihood of misconception.
T – Thinking (9%)
My results from the Jung Typology Test indicate that I have a slight preference (9%) of
Thinking over Feeling. Thinkers are levelheaded and able to maintain a calm demeanor during
emotionally charged situations. According to Kroeger et al. (2002), thinkers take great pride in
being objective and attempt to be fair even if it will upset someone. As such, they believe that
you can have an effective work relationship with people even if you do not like them. Thinkers
place great value on knowledge, logic, and reason as these items provide a solid foundation for
decision making.
Like the other components of personality, thinkers also have several weaknesses.
Thinkers are often viewed as cold and disconnected. They may be perceived as dismissive of
emotional responses since they approach life from an analytical perspective and do not fully
grasp why others are upset by irrelevant issues. Thinkers are also blunt which can unnecessarily
escalate a situation.
PERSONALITY ASSESSMENT 7
While I agreed with my results for extravert and intuition, I found my preference level for
thinking to be surprising. Honestly, I anticipated that my preference towards thinking would be
higher than slight (9%). During our daily census meeting, I will participate in conversation about
patients who are being referred from the hospital to the skilled nursing home. These patients are
often medically complex with challenging psychosocial situations and have limited finances and
support. I attempt to be fair in my evaluation of need and do not let their circumstances cloud my
judgement. Rather, I identify potential barriers to discharge so that they can be addressed. I then
have to coordinate care with various interdisciplinary team members who may or may not be in
agreement.
J – Judging (44%)
According to the Jung Typology Test, I have a moderate preference (44%) of Judging
over Perceiving. Judgers prefer to have a methodical plan laid out with predetermined
contingency plans in place (Kroeger et al., 2002). They do not like being caught off guard and
have to adjust plans at the last minute. Judgers do not like surprises in either their personal or
professional lives. They appreciate structure in all aspects of life and thrive on order. As such,
they stick to a schedule and will often make lists and will cross off items once they are
completed. They believe that everything has a place and are irritated when things are in disarray.
Judgers can be challenging to work with as they believe that things would work out if
everyone did as they were supposed to. They can come across as inflexible and become easily
frustrated when there is a deviation from the predetermined plan. Judgers must realize that life is
complicated and continually presents new obstacles to overcome and give a little grace for others
as well as for themselves.
PERSONALITY ASSESSMENT 8
I believe that I embody many of the components of the judger personality. Due to the
hectic nature of my practice, I need to be very organized and strategically plan out my day.
Deviations from my plan are disruptive, frustrating, and often derail the remainder of my day. I
hate any and all surprises (even good ones) as they are distractions. When I received the 2022
Emerging Leaders award from the Hospice and Palliative Nurses Foundation, the surprise
disrupted my schedule and I found myself annoyed that I was unable to get all of my tasks
completed.
Keirsey’s Temperaments
The Keirsey Temperament Sorter is a widely utilized personality questionnaire that can
be used to gain a deeper understanding of one’s behaviors and driving factors. According to
Keirsey (n.d.), “Temperament is a configuration of observable personality traits, such as habits of
communication, patterns of action, and sets of characteristics attitudes, values, and talents”. This
tool primarily focuses on the balance between communication and action. David Keirsey
simplified the 16 personality types from the Myers-Briggs Personality Test into four
temperaments: Guardians (SJ), Artisans (SP), Idealists (NF), Rationalists (NT) (Personality Club,
2017). According to the Keirsey Temperament Sorter, I fall into the NT group which is also
known as “Rationalists”.
NT – Rationalists
Rationalists have a problem-solving temperament, are goal driven, and embody a logical
mindset. They place great emphasis on knowledge are life-long learners. They enjoy determining
the innerworkings of systems and/or processes with the intent of improving them. Rationalists
strive to make the world a better place. There are a finite number of Rationalists as they comprise
the smallest proportion of the population (5%-10%) out of the four temperaments (Keirsey, n.d.).
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While all Rationalists embody the same core characteristics, there are in fact four distinct
subsets: Fieldmarshals (ENTJ), Masterminds (INTJ), Inventors (ENTP), Architects (INTP)
(BSM Consulting, 1998-2015). I fall into the Fieldmarshals subset. Fieldmarshals are devoted to
their jobs and will often sacrifice other aspects of their lives to ensure success. “Fieldmarshals
organize their units into smooth-functioning systems, planning in advance, keeping both
short-term and long-range objectives well in mind” (Keirsey, n.d.). Fieldmarshals excel in
executive and administrator roles.
And yet, Rationalists possess several tendencies that can negatively impact their position
within the professional setting. Rationalists dedication to exploration and determining
innerworkings, if too extreme, can overcomplicate projects and impede progress. This can result
in delays are various stages of project development and ultimately result in missed deadlines.
I find the Rationalists’ temperament to be consistent with my communication and
action style. I am very goal oriented and thrive on problem resolution. I have standing
biweekly meetings with the Associate Chief of Geriatrics at the VA Pittsburgh Healthcare
System; the agendas consistently revolve around process improvement. I recently was
tasked with reformatting the on-boarding and orientation process for newly hired nurse
practitioner in the geriatrics division due to high turn over during their probation period
(2 years). I reviewed our current process, discussed strengths and weaknesses of this
process with recent hires, and then created an onboarding packet with welcome letter
(which the new hire receives prior to their start date) as well as an orientation that was
specific for each nurse practitioner role (6 different roles) within the geriatrics division.
ENTJ Personality Type and How Each Component Works Together
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The ENTJ personality type is assertive, outspoken, strives to gain knowledge, seeks
mastery within their field, and is methodical in their approach. ENTJs are self-motivated and
require little encouragement in project development/completion. This combination of traits yields
a natural born leader that is intelligent, decisive, and driven. They have extraverted thinking
(objective decision making), introverted intuition (recognizing patterns and foreseeing future
events), extraverted sensing (thrive on their interactions with others), and introverted feeling
(emotionally reserved) (Humanmetrics Jung Typology Test, 1998-2022). ENTJs are not very
common and are the rarest personality type for women (Personality Club, 2017).
Step 2
According to Kroeger et al. (2002), the most effective means by which to determine one’s
personality is to complete the Myers-Briggs Type Indicator. This personality test provided me
with an opportunity to evaluate my personal preferences along with my level of conviction. My
personality test results were fairly consistent with my preconceived notions; however, it did
allow me to gain deeper insight regarding the strength (whether slight or moderate) for each of
the four letters. Kroeger et al. (2002) stated that the personality test revealed preferences only
and were not absolute. I found this to be true as some aspects of each component of ENTJ to be
spot on while others were not even remotely accurate.
By completing the personality test and working through each individual component, I
have gained a deeper understanding of my own strengths and weaknesses. I am outgoing, self-
motivated, and goal oriented. However, I can be perceived as aggressive, cold, inflexible, and
will take on more projects than I have time for. I plan to use this newly gained self-awareness to
be more cognizant of how others perceive me, to be flexible (when I am able to do so), and to be
realistic about the number of projects I can complete in a given time frame.
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Additionally, I have learned about the strengths and weaknesses associated with all 16
personality types. I will now be able to identify what type of personality my co-workers have and
understand their approach, communication style, and preferences. This will ultimately improve
collaboration and my ability to effectively work with them. The geriatrics group within the VA
Pittsburgh Healthcare System has multiple providers. Previously I had found some providers
easier to work with on projects than others. Recently I had to collaborate with a physician and a
nurse practitioner on developing a clinical pathway for the integration of State Authorized
Portable Orders (SAPO). The physician and I were likeminded, able to work collaboratively, and
move the project along. The nurse practitioner would get the group off track during
brainstorming sessions, would frequently arrive late to meetings, and would talk over others. In
retrospect, I attribute this to differences in personality types. Moving forward, I plan to use my
knowledge of the 16 personality types to determine how to best build on my colleagues’
strengths and negate their weaknesses to complete projects. This approach will benefit the
geriatrics group, the patients we serve, as well as the organization at large.
Conclusion
One’s personality consists of various characteristics, qualities, and patterns of behavior.
While each individual person is unique, the Myers-Briggs Type Indicator formulated 16
personality type classifications. These personality types provide a deeper understanding of
characteristics associated with each personality type. Personality types greatly influence how one
communicates, acts, and perceives the world. Self-awareness of one’s own personality type and
preferences as well as being able to identify the personality type of another allows for improved
communication and collaboration. Application of this information is relevant in both the personal
and professional arena.
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Reference
BSM Consulting. (1998-2015). Portrait of an ENTJ – Extraverted iNtuitive Thinking Judging.
Retrieved from: http://www.personalitypage.com/html/ENTJ.html
Humanmetrics Jung Typology Test. (1998-2022). Jung Typology Test. Retrieved from:
https://www.humanmetrics.com/personality/test
Keirsey. (n.d.). Portrait of a Rational. Retrieved from: https://keirsey.com/temperament/rational-
overview/
Kroeger, O., Thuesen, J. M., & Rutledge, H. (2002). Type talk at work: How the 16 personality
types determine your success on the job (Revised and Updated ed.). New York, NY: Dell
Publishing. ISBN: 9780440509288.
Personality Club. (2017). Keirsey Temperaments. Retrieved from:
https://www.personalityclub.com/blog/keirsey-temperaments/
Stein, R., & Swan, A. B. (2019). Evaluating the validity of Myers‐Briggs type indicator theory: A
teaching tool and window into intuitive psychology. Social and Personality Psychology
Compass, 13(2), e12434-n/a. https://doi.org/10.1111/spc3.12434
