Personality or style typologies like Myers-Briggs, Enneagram, the DISC Assessment, Herrmann Brain Dominance Instrument, Thomas-Kilmann Conflict Mode Instrument and others have been criticized by academic psychologists for their unproven or debatable reliability and validity. Yet, according to the Association of Test Publishers, the Society for Human Resources, and the publisher of the Myers-Briggs, these assessments are still administered millions of times per year for personnel selection, executive coaching, team building and conflict resolution. As Annie Murphy Paul argues in her insightful book, The Cult Of Personality Testing, these horoscope-like personality classifications at best capture only a small amount of variance in behavior, and in combination only explain tangential aspects of adversarial dynamics in the workplace. Yet, they’re frequently relied upon for the purposes of conflict resolution. An ENTP and an ISTJ might have a hard time working together. Then again, so might a Capricorn and a Sagittarius. So might any of us.
学术心理学家批判了诸如梅里斯布里格斯,九型人格,DISC评价,赫尔曼大脑优势工具,托马斯克尔曼冲突模式工具等,说他们的可靠性和有效性未被证实或具有争议。然而根据测试出版协会、人力资源社团、梅里斯布里格斯的出版商,这些评估工具每年用于人力资源筛选,管理培训,团队建设和解决冲突达百万次。正如Annie Murphy Paul在她有深刻见解的书中所说,对于个性测试的狂热,类似于占星术的性格分类,至多捕捉了行为差异中的一小部分,组合起来仅仅能解释职场中对手动态的间接相关方面。然而,人们经常依赖于这些工具来解决冲突。具有ENTP人格和ISTJ人格的人很难共同工作,继而摩羯座和射手座也如此,扩展到我们大家也可能如此。
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