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Unit 10: Emotions and Perception

the Pygmalion effect to improve productivity in the organisation. It appears that high Notes
expectations of individuals come true. Managers can extend these high expectations of
individuals to an entire group. When a manager expects positive things from a group, the
group delivers. Similarly, if a manager expects people to perform minimally, they will
tend to behave so as to meet these low expectations. Thus, the expectations become reality.
4. Employee Loyalty: Another important judgement that managers make about employees
is whether they are loyal to the organisation. Few organisations appreciate employees,
especially those in the managerial ranks openly disparaging the firm. The assessment of
an employee's loyalty or commitment is highly judgemental. What is perceived as loyalty
by one may be seen as excessive by another. An employee who questions a top management
decision may be seen as disloyal. Some employees – called whistle-blowers – who report
unethical practices by their employer to authorities inside or outside the organisation,
typically act out of loyalty to their organisation but are perceived by management as
troublemakers.

10.2.4 Myers-Briggs Type Indicator

The purpose of the Myers-Briggs Type Indicator® (MBTI) personality inventory is to make the
theory of psychological types described by C. G. Jung understandable and useful in people's
lives. The essence of the theory is that much seemingly random variation in the behavior is
actually quite orderly and consistent, being due to basic differences in the ways individuals
prefer to use their perception and judgment.
"Perception involves all the ways of becoming aware of things, people, happenings, or ideas.
Judgment involves all the ways of coming to conclusions about what has been perceived. If
people differ systematically in what they perceive and in how they reach conclusions, then it is
only reasonable for them to differ correspondingly in their interests, reactions, values,
motivations, and skills."
In developing the Myers-Briggs Type Indicator [instrument], the aim of Isabel Briggs Myers,
and her mother, Katharine Briggs, was to make the insights of type theory accessible to individuals
and groups. They addressed the two related goals in the developments and application of the
MBTI instrument:
1. The identification of basic preferences of each of the four dichotomies (Extraversion or
Introversion, Sensing or Intuition, Thinking or Feeling, Judging or Perceiving) specified
or implicit in Jung's theory.
2. The identification and description of the 16 distinctive personality types (which can be
expressed as a code with four letters) that result from the interactions among the preferences.
The 16 personality types of the Myers-Briggs Type Indicator® instrument are listed here as they
are often shown in what is called a "type table." A type table is shown in Table 10.1

Table 10.1: Type Table

ISTJ ISFJ INFJ INTJ
ISTP ISFP INFP INTP
ESTP ESFP ENFP ENTP
ESTJ ESFJ ENFJ ENTJ
Further explanation of each type is as follows:
ISTJ: Quiet, serious, earn success by thoroughness and dependability. Practical, matter-of-fact,
realistic, and responsible. Decide logically what should be done and work toward it steadily,

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