Precepts and Ethics
The following precepts are generally used in the ethical administration of the Myers-Briggs Type Indicator:
- Type not trait
- The MBTI sorts for type; it does not indicate the strength of ability. The questionnaire allows the clarity of a preference to be ascertained (Bill clearly prefers introversion), but not the strength of preference (Jane strongly prefers extraversion) or degree of aptitude (Harry is good at thinking). In this sense, it differs from trait-based tools such as 16PF. Type preferences are polar opposites: a precept of MBTI is that people fundamentally prefer one thing over the other, not a bit of both.
- Own best judge
- Individuals are considered the best judge of their own type. While the MBTI questionnaire provides a Reported Type, this is considered only an indication of their probable overall Type. A Best Fit Process is usually used to allow respondents to develop their understanding of the four dichotomies, to form their own hypothesis as to their overall Type, and to compare this against the Reported Type. In more than 20% of cases, the hypothesis and the Reported Type differ in one or more dichotomies. Using the clarity of each preference, any potential for bias in the report, and often, a comparison of two or more whole Types may then help respondents determine their own Best Fit.
- No right or wrong
- No preference or total type is considered better or worse than another. They are all Gifts Differing, as emphasized by the title of Isabel Briggs Myers' book on this subject.
- Voluntary
- It is considered unethical to compel anyone to take the Myers-Briggs Type Indicator. It should always be taken voluntarily.
- Confidentiality
- The result of the MBTI Reported and Best Fit type are confidential between the individual and administrator and, ethically, not for disclosure without permission.
- Not for selection
- The results of the assessment should not be used to "label, evaluate, or limit the respondent in any way" (emphasis original). Since all types are valuable, and the MBTI measures preferences rather than aptitude, the MBTI is not considered a proper instrument for purposes of employment selection. Many professions contain highly competent individuals of different types with complementary preferences.
- Importance of proper feedback
- Individuals should always be given detailed feedback from a trained administrator and an opportunity to undertake a Best Fit exercise to check against their Reported Type. This feedback can be given in person or, where this is not practical, by telephone or electronically.
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