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of human personality using a structure questionnaire assessed against a
normative sample reflecting current census statistics on sex； age and race。
The scores enable employers； among others； to predict human behaviour。
The 16PF Questionnaire measures levels of： Warmth； Reasoning；
Emotional stability； Dominance； Liveliness； Rule consciousness； Social
boldness； Sensitivity； Vigilance； Abstractedness； Privateness； Apprehensiveness；
Openness to change； Self…reliance； Perfectionism and Tension。
138 The Thirty…Day MBA
The Myers…Briggs Type Indicator （myersbriggs）
This is a personality inventory； based on the psychological types； described
by C G Jung； explaining how seemingly random variations in behaviour
are actually normal； and due to basic differences in the ways people choose
to use their perception and judgment。 Developed by Katharine Briggs and
her daughter； Isabel Myers； who initially created the indicator during the
Second World War to help women working in industry for the first time
find the sort of wartime jobs where they would best fit in。
The Indicator uses a ba。。ery of questions to identify how a person fits in
with the 16 distinctive personality types that result from the interactions
among preferences in these four areas：
。 The world： Do you prefer to focus on the outer world （Extraversion – E）
or on your own inner world （Introversion – I）？
。 Information： Do you prefer to focus on the basic information you take in
（Sensing – S） or do you prefer to interpret and add meaning （Intuition
– N）？
。 Decisions： When making decisions； do you prefer to look first at logic
and consistency （Thinking – T） or look first at the people and circumstances
（Feeling – F）？
。 Structure： In dealing with events； do you prefer to get things decided
（Judging – J） or do you like to keep an open mind to new information
（Perceiving – P）？
The Indicator； once applied； shows a person’s propensity towards each of
16 types summarized very briefly below：
。 ISTJ： Quiet； serious； dependable； practical； ma。。er…of…fact； realistic； and
responsible。 Orderly and organized and value traditions and loyalty。
。 ISFJ： Quiet； friendly； responsible； and painstakingly accurate。 mi
。。ed to meeting their obligations。
。 INFJ： Want to understand what motivates people and are insightful
about others。 mi。。ed to serve the mon good。
。 INTJ： Sceptical and independent； with high standards and original
minds。 Have great drive for implementing their ideas and achieving
their goals。
。 ISTP： Tolerant； flexible； patient and quietly analytical but act quickly
once they find workable solutions。
。 ISFP： Quiet； friendly； sensitive and kind； and dislike disagreements and
conflicts。 Like their own space and to work at their own pace。
。 INFP： Adaptable； flexible； idealistic； loyal to their values and quick to
see possibilities。 Try to understand people and to help them fulfil their
potential。
Organizational Behaviour 139
。 INTP： Self…contained； logical； theoretical and abstract； interested more
in ideas than in people。
。 ESTP： Flexible； pragmatic； and theories bore them – they want to act
energetically and spontaneously to solve the problem。
。 ESFP： Outgoing； friendly and accepting – they bring both fun and
mon sense and a realistic approach to their work。
。 ENFP： Warmly enthusiastic and imaginative。 Need affirmation from
others； and readily give appreciation and support。
。 ENTP： Quick； ingenious； stimulating； alert； outspoken and bored by
routine。
。 ESTJ： Practical； realistic； logical and decisive。 Good organizer and quick
to implement decisions。
。 ESFJ： Warm…hearted； conscientious； and cooperative team worker who
wants harmony in their environment。
。 ENFJ： Warm； empathetic； responsive； and responsible facilitator who
wants to help others fulfil their potential。
。 ENTJ： Frank； forceful； decisive； assumes leadership readily； likes longterm
planning and goal se。。ing。
Making job offers
Having found the ideal candidate； the next step is to get them hired and
happy to work for you。 However well the interview may have gone； resist
making a job offer on the spot。 Both you and the candidate need to sleep on
it； giving you both the chance to discuss with your partners and consider
what has e out of the interviews。
Take up references
Always take up references before offering the job。 Use both the telephone
and a wri。。en reference and check that any necessary qualifications are
valid。 This may take a li。。le time and effort； but is essential as a protection
against unsuitable or dishonest applicants。
Put the offer in writing
While you may make the job offer on the telephone； face…to…face or in an
e…mail； always follow up with a wri。。en offer。 The offer should contain all
the important conditions of the job； salary； location； hours； holiday； work；
responsibilities； targets and the all…important start date。 This in effect will
be the backbone of the contract of employment you will have to provide
shortly a。。er they start working for you。
Make them wele
When a new employee joins you； be on hand to meet them； show them the
ropes and introduce them to anyone else they are likely to e into contact
140 The Thirty…Day MBA
with。 This is crucial if they are going to work in your home alongside you；
and these introductions should extend to your spouse； even if they don’t
work in the business； your children； pets； the postman and neighbours。
They also need to know about the practical aspects of working for you；
where they can eat inside and out； coffee making and any equipment they
will be working with。 If they will be in your home when it is otherwise
empty then they need to know where the fuses are and whom to contact if；
say； the internet or telephone goes down。
Dealing with unsuccessful candidates
By the very nature of the recruitment task； the person appointed is just
the tip of a big iceberg of applicants and interviewees。 These people have
to be responded to； advising them that they do not have the job。 For your
first reserve list； those who you may call on if the appointment goes wrong
for any reason； it is worth taking particular care with your reply。 Here you
can emphasize the strength of their application but that the background
of another candidate was closer to your needs。 You don’t have to go into
details as to specifically why a particular candidate got the job and they
did not。
Aside from exuding professionalism and being plain good manners；
the job…hunting world is big and deep and at some stage you and your
organization will be fishing there again。
MOTIVATION
As a subject for serious study motivation is a relatively new ‘science’。
Thomas Hobbes； a 17th…century English philosopher； suggested that human
nature could best be understood as self…interested cooperation。 He claimed
that motivation could be summarized as choices revolving around pain or
pleasure。 Sigmund Freud was equally frugal in suggesting only two basic
needs： the life and the death instinct。 These ideas were the first to seriously
challenge the time…honoured ‘carrot and stick’ method of