INFPs are imaginative idealists, guided by their own core values and beliefs. To a Healer, possibilities are paramount; the reality of the moment is only of passing concern. They see potential for a better future, and pursue truth and meaning with their own flair.
INTJs are analytical problem-solvers, eager to improve systems and processes with their innovative ideas. They have a talent for seeing possibilities for improvement, whether at work, at home, or in themselves.
INFJs are creative nurturers with a strong sense of personal integrity and a drive to help others realize their potential. Creative and dedicated, they have a talent for helping others with original solutions to their personal challenges. INTPs are philosophical innovators, fascinated by logical analysis, systems, and design. They are preoccupied with theory, and search for the universal law behind everything they see. They want to understand the unifying themes of life, in all their complexity.
ENFPs are people-centered creators with a focus on possibilities and a contagious enthusiasm for new ideas, people and activities. Energetic, warm, and passionate, ENFPs love to help other people explore their creative potential.
ENTJs are strategic leaders, motivated to organize change. They are quick to see inefficiency and conceptualize new solutions, and enjoy developing long-range plans to accomplish their vision. They excel at logical reasoning and are usually articulate and quick-witted. ENTPs are inspired innovators, motivated to find new solutions to intellectually challenging problems.
They are curious and clever, and seek to comprehend the people, systems, and principles that surround them. The matrix structure turns out to be a bit more expensive to the organisation than the traditional one, because it employs more managers.
Peer Appraisal Definition: Peer appraisal is a type of feedback system in the performance appraisal process. The system is designed to monitor and improve the job performance. It is usually done by colleagues who are a part of the same team. This type of appraisal system excludes supervisors or managers. This feedback is anonymous. A typical peer appraisal does not take feedback from superiors.
It is meant to monitor and improve job performance. Why should one do peer appraisal? People understand that opinions of their colleagues are important and one must build relationships. It makes the process of skill improvement public and accountable. There are many ways to do peer appraisal. It could either be peer ranking wherein people rate their co-workers on key performance metrics or it could be peer nomination where the best worker is nominated based on the same metrics. The process of peer appraisal is similar to the one followed in the degree feedback which also comes from different sources and hence it is accurate and fair.
What are the benefits of peer appraisal? Good employees who have escaped the attention of management also get recognition. This creates better understanding between departments.
Sometimes, existing employees, who have been exposed to traditional appraisal processes over the years, may have problems related to the feedback that comes from a peer appraisal process. In order to reduce such issues, it is better to involve employees in developing and implementing the peer appraisal process.
Peer appraisal is most useful when it is used for employee training and development purposes. During the process, facilitators and coordinators have an important role to ensure that feedback is constructive and once given, it is utilised by the receiver. Peer appraisal is most effective in closely-knit team environments where people provide support to each other and are committed to the organisational goals.
Description: The MBTI was developed by Katherine Briggs and is based on the typological theory of Carl Jung who had proposed that there are four essential psychological functions by which we see this world.
These functions are sensation, intuition, feeling, and thinking. All of us rely on one function more than others. They are masters of tools and techniques, using them in many different ways — ranging from mastering physical tools to convincing other people. Unsurprisingly, these personality types are irreplaceable in crises, crafts and sales — however, their traits can also push them towards undertaking risky endeavors or focusing solely on sensual pleasures.
The Strategy layer shows our preferred ways of doing things and achieving goals. There are four strategies:. Confident Individualists prefer doing things alone, choosing to rely on their own skills and instincts as opposed to seeking contact with other people.
They know what they are good at and have high self-confidence. These personality types firmly believe that personal responsibility and trust in yourself are very important values.
Read more about the Confident Individualism Strategy. People Masters seek social contact and tend to have very good communication skills, feeling at ease in social events or in situations where they need to rely on or direct other people. These types are confident in their abilities and do not hesitate to express their opinions.
Playing an active role in the society and knowing what makes other people tick mean a lot for People Masters; however, they are not too concerned about what other people think about them. Constant Improvers are quiet, individualistic people.
They tend to be perfectionistic and success-driven, often spending a lot of time and effort making sure that the result of their work is the best it can be.
As their name says, Constant Improvers are high achieving individuals dedicated to their craft — however, they also tend to worry too much about their performance. Read more about the Constant Improvement Strategy. The last strategy is adopted by sociable, energetic and success-driven types. Social Engagers tend to be restless, perfectionistic individuals, prone to experiencing both very positive and very negative emotions.
Their curiosity and willingness to work hard also mean that they are usually high-achieving, even if quite sensitive people. Read more about the Social Engagement Strategy. Not a member yet? Create a free profile by taking our personality test or entering your results yourself. N and Thinking T personality types, known for their rationality, impartiality, and intellectual excellence. Take the Test. Free Personality Test Personality Types. Log In. The Historical Detour Types vs. Extraverted Intuitive vs.
Observant Thinking vs. Feeling Judging vs. Prospecting Assertive vs. Page 24 Page 25 Next page. In addition to the profile report, you should also receive descriptions of the 16 types so that you may verify your best-fit type. The four preferences together make up your whole type. There are 16 possible personality types. Some types are more common than others and studies have been done to determine the breakdown in percentages of the MBTI types in the general population.
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