The MBTI Meyers-Briggs test is a personality assessment tool that categorizes individuals into one of 16 personality types based on their preferences for four dichotomies: extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving.
The MBTI Meyers-Briggs test has been heavily criticized by the scientific community for lacking empirical evidence and reliability. Many studies have shown that the test has low test-retest reliability and does not accurately measure what it claims to measure.
While some people may find the MBTI Meyers-Briggs test helpful in gaining self-awareness and exploring potential career paths, it should not be used as the sole basis for career decisions. The test has not been proven to predict job performance or success in a particular career.
According to the creators of the MBTI Meyers-Briggs test, a person's type is fixed and does not change. However, many psychologists argue that personality is fluid and can change over time due to various factors such as life experiences and personal growth.
The MBTI Meyers-Briggs test is often used in corporate settings for team-building and leadership development. However, its use in hiring and other employment decisions is not recommended due to its lack of scientific validity and potential for bias.