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Theory and practice of self-management - Lukashevich NP

1.2.7 TART PROCEDURE

Much preferable, from this point of view, is the method for evaluating the personality type according to Tiger (TART) 1, which is a test aid for self-determination of one's personality type in accordance with the typology of K. Jung in order to choose the sphere of application of his forces that would most correspond Nature and potential of a particular employee. The authors of the methods Paul and Barbara Tiger have long been organizing and conducting consultations on the choice of profession, employment, on personnel work, as well as seminars on training specialists in this field. They succeeded in establishing, on the basis of the analysis of the reasons for achieving a successful career of thousands of employees, a relationship between the type of personality and the successful choice of a profession. This discovery, confirmed by the practice of professional counseling and the evaluation of human resources experts, is the basis of their methodology.

The authors have moved away from the traditional principle of choosing work: first the choice, and then the "fit" itself to the requirements of the work. In addition, traditional methods of choosing a profession are not effective enough, because they take into account too few factors. The traditional approach is to consider the "three basic conditions": the abilities, interests and value systems of the future employee. At the same time, the character warehouse, the personality type, have a high spectrum of various shades, which must also be taken into account. As a rule, the more aspects of the character coincide with the requirements of the chosen profession, the more satisfaction from work one can get, the more success can be achieved in this field. Therefore, it is important to take into account the factors of interaction with others, how to perceive information and make a decision, in other words, how the thinking processes of a particular person are carried out. It is also necessary to take into account changes in values ​​and interests over the years. On the basis of this, instead of identifying yourself with your work, it is suggested to go on the directly opposite path - to look for a job that would be fun and fully consistent with one's own nature. This is the secret of a successful career. Hence the logic of building a successful career is to:

See: Tiger P., Barron-Tiger B. Do what you are born for: The path to a successful career through self-knowledge: Per. With the English. - Moscow: ARMADA, 1996.

1) to assess their abilities and capabilities by identifying their own type of personality;

2) choose from the listed professions and works corresponding to their type of personality, those that are most attractive;

3) periodically specify their type of personality in order to correctly adjust the choice of place and type of work. The authors reasonably argue that there are no such people who completely coincide desires, interests, abilities, a system of values, a character warehouse. "If my personality type is different from yours, then the work that gives you indescribable joy can act quite differently to me and even cause the opposite reaction." Different types of activities and even some of their sides can not equally satisfy people of different Types is a fundamental principle, which, in our opinion, is still far from being fully taken into account by the consultants on human resources and the choice of the profession, as well as by the manuals on this topic. "1 Therefore, the accuracy and adequacy of self-assessment of its type is the starting point of the proposed methodology.

The system of self-evaluation by the method of personality type is based on four main aspects, or properties, of human nature, manifested in the way in which we interact with the surrounding world and where we channel our energy; What kind of information we perceive before and most easily; How we make decisions; Do we prefer to live in a definite, orderly world (taking decisions) or in a freer, more arbitrary (studying possible options). These properties of human nature are called traits. Each of them can be considered as a certain continuum (the length between the two extreme points), which is clearly demonstrated on the scales:

Tiger P., Barron-Tiger B. Decree. Op. - P. 18.

The properties of each person can be noted on either side of the center of each of these four lines (scales). The extreme points of these scales are called preferences. A hit on one side of the scale is regarded as a tendency to this feature and is determined on the basis of a dichotomous test with a set of alternative descriptions of each personality type characteristic. Each variant of a combination of these inclinations determines its own type of personality. The totality of all possible 16 variants with the corresponding letter designations is presented in the table first compiled by Isabel Myers1 (Table 2).

table 2

* International conventions are given in brackets.

The methodology involves several stages of clarifying the self-assessment of one's personality type, as well as the ability to pinpoint the components of the personality type that are most important for choosing a profession. The first component is a type of temperament that determines the strengths and weaknesses of the character and the sphere of activity that is preferable for it. The second component is the dominant and auxiliary functions of a particular type of personality, which determine the strongest and weakest aspects of the personality type, their hierarchy. The third component is a way to effectively use the functions of your personality type depending on their extroverting or introverting. The fourth component is the development of the personality type in time. The totality of these components was called the "success formula" by the authors. If self-esteem and self-determination of one's personality type are the "key to a successful career", its prerequisite, then self-esteem and the use of these components provide opportunities for self-management by an individual business career. These advantages of the methodology are of particular value for use in the practice of self-management of a business career, because they fully correspond to the theoretical concept that we propose.

1 References: Tiger P., Barron-Tiger B. Decree. Op. - P. 32.

In addition, the methodology includes recommendations on the strengths and weaknesses of each of the 16 personality types, the list of requirements that they should present to their work for success, and a list of relevant areas of activity, explaining their preferences for each type of personality.

Thus, the theory of personality types K. Young is quite suitable for inclusion in our concept of self-management of a business career, and in practice the theory of P. and B. Tiger can be used as one of the basic methods of practical self-esteem and self-management of one's own business career.