Управляйте эффективностью сотрудников!

Компания HR Технологии предоставляет услуги в области HR консалтинга.

(044) 205-56-26

JTI - Jung Type Indicator STANDARD REPORT

Understanding Personality Types

The Jung Type Indicator (JTI) is a questionnaire designed to assess a person's preferences along the four dimensions of Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling and Judging-Perception.





is oriented towards the external, outer world. Thus people who prefer this attitude like to spend time interacting with the outside world.

is oriented towards the inner, subjective world. Thus people who prefer this attitude like to spend time in quiet contemplation and reflection.





involved directly receiving information through the senses and focusing on the facts in a given situation and on hard data.

involves going beyond the information provided by the senses to discover possibilities which might not be immediately obvious.





involves the logical analysis of information in a rational, analytical manner, and in terms of the strict principles of cause and effect.

involves identifying the emotional value that is attached to objects or events.





is concerned with organising and processing information in an orderly and regulated manner.

is concerned with receiving information without evaluation and then acting on that information in an unstructured and flexible manner.


Understanding How Personality Types Relate to Work Outcomes

From knowing these preferences, it is possible to anticipate how a person will normally prefer to act in a variety of situations. It is also possible to anticipate how a person will typically prefer to approach many aspects of his/her work. It is important to emphasise that the JTI only assesses preferences and does not directly assess actual skills. However, the JTI can provide useful insights for:

  • Personal Development
  • Counselling and Guidance
  • Interpersonal Communication
  • Team Building


Understanding This Report

Before turning to the results, it should also be pointed out that the indicated scores on each of the four dimensions represent the respondent’s most typical set of preferences across a wide variety of situations and circumstances. However, there may be specific circumstances where the behaviour and approach may differ from what would be predicted from the JTI scores. The extent to which this will be the case will depend on the extent to which the respondent has already made the effort to develop skills in those areas which are not naturally preferred.

The report is presented firstly in terms of the respondent’s scores on the four main dimensions of the Jung Type Indicator. The report then considers a number of different aspects of the respondent’s approach to tasks and situations at work. Finally, the report concludes with a consideration of possible strengths and development areas.


Further Considerations

To provide a more comprehensive view of this individual you may wish to also look at the following assessments:

  • Personality Traits (15FQ+)
  • Personality Drivers and Values (VMI)
  • Selling Styles (SPI)
  • Cognitive Ability (GRT Series)
  • Critical Reasoning (CRTB2)


The Sixteen JTI Categories

A person's JTI profile can often be categorised within one of the 16 basic JTI 'types'. A description of each of these 16 types is provided on the booklet 'Jung Type Indicator: The Sixteen Types' or on the website www.jungtype.com.

Ms X scores on the JTI dimensions did not place her clearly into any one of the 16 JTI types. Her profile rather shows features of each of the type categories ENFP, ESFP, INFP and ISFP.





The Four Main Dimensions of The JTI

Extraversion - Introversion

The dimension of Extraversion - Introversion describes a person's preference either for the outer world of things and people (Extraversion) or for the inner world of thoughts and ideas (Introversion). Extraverts are people who enjoy interacting with the outside world. They like doing things at a practical level, they enjoy expending energy by being active and they enjoy interacting with others. In contrast, the Introvert prefers thought and imagination to action and interaction. Introverts enjoy time spent by themselves. The inner world of their thoughts is important to them and they need time alone to reflect upon their ideas.

It is important to emphasise that introverts are not necessarily shy people, just as extraverts are not necessarily socially confident people. Many introverts have considerable self-confidence when with others and conversely, many extraverts can feel quite shy when with others.

Ms X score on this dimension falls within the middle band, showing more or less equal tendencies towards extraversion and introversion. She will therefore strike a balance between her interest in and enjoyment of people and her need for time spent alone with her own thoughts and ideas. At work, she should enjoy contact with others, although there will be occasions when she will need time for reflection and for concentration on the task at hand. She will enjoy meeting new people at work and making new contacts and will probably have a reasonably wide circle of associates.

She will enjoy communicating with others at work, both in formal and informal circumstances. At meetings, she should feel confident in making a contribution to the discussion and will not be content simply to sit back and let others do the talking. At a social level, she will enjoy conversation with her colleagues but probably not to the extent where this might distract her from her work. She will also be content to communicate to others in writing if she feels that detailed discussion of an issue is not especially necessary.

Ms X will enjoy being active in her work and will want to keep busy at a practical level. She will also be comfortable with work which involves concentration on a task, though would not particularly enjoy tasks which require undisturbed concentration for very long periods without a break. She will want to see results in terms of practical outcomes, both in her own work and that of others, but will also be prepared to devote time to consideration of ideas if she feels this is important.

Sensing - Intuition

The dimension of Sensing - Intuition primarily describes a person's inclination either to focus upon raw information and data as presented to the senses or to focus on the underlying patterns in that data and information. People who have a preference for Sensing prefer to look at situations as they are presented to them, examining the details with care and not wishing to go beyond the obvious and the immediate. Those with a preference for Intuition pay less attention to detail and evidence and are more concerned to absorb the general pattern and to read between the lines. They enjoy dealing with the hypothetical and are less concerned about the precise realities of the immediate situation.

Ms X score on this dimension falls within the middle band, showing more or less equal tendencies towards sensing and intuition. She is likely therefore to show a good balance between attention to detail on the one hand and concern with the abstract and underlying features of a situation on the other. She will want to look for patterns in a situation and try to interpret the situation in an abstract way but will also be keen to ensure that she has made an accurate appraisal of the facts of the situation in the first place.

She will be concerned to see that any proposed innovations are well supported by evidence, and if evidence is lacking, then she will want to see a program of careful evaluation put in place. At the same time however, she will encourage innovation and change wherever she believes this is called for. In considering any course of action, she will be concerned with the future needs of the organisation but not at the expense of the immediate needs. Solutions which will only work in the long term will not be satisfactory to her if they do not also deal with the present realities.

Where innovation is called for, Ms X will be happy to join in the innovation process herself and will probably feel that she has at least some capability for creativity. She will feel reasonably content with working at the hypothetical / conceptual level but will also feel herself able to deal with concrete issues which require an accurate appraisal of the facts of a situation.

Thinking - Feeling

The dimension of Thinking - Feeling describes a person's preference either for the logical, analytic processes of thinking and decision making or the processes of subjectivity and the reliance upon feeling and emotion. The 'Thinking' person likes to analyse situations in terms of cause-effect relationships and likes to use reason and logic in order to reach a conclusion. The 'Feeling' person on the other hand, likes to reach a point of view in a much more subjective way, letting herself be guided by her feelings and by the feelings of others.

Ms X score on this scale falls roughly within the central band of the scale but somewhat more towards the feeling end. This means that feeling and subjectivity will influence her rather more than logic and her initial appraisal of a situation will tend to be based on her spontaneous, intuitive feelings. She will apply logic where necessary though will be unlikely to sacrifice her intuitive feelings unless the opposing logical arguments are compelling.

When dealing with other people, she will want to know how they react to an idea or a proposed course of action. She will pay attention to their intuitive feelings and these will be the principal source of feedback for her. Nevertheless, she will still consider what is fair and reasonable given the requirements of a situation and will not make her decisions only on the basis of what other people feel. She will also be concerned to know about peoples' emotions and will want to express sympathy and sensitivity if others are upset or unhappy.

Judging - Perception

The dimension of Judging - Perception describes a person's preference either for structure, order and planning or for spontaneity, adaptability and flexibility. The person who falls at the Judging end of this dimension likes to make decisions as soon as sufficient information has been gained and then sets about achieving an objective via a carefully thought out, structured sequence of stages. The person who falls at the Perception end of the dimension likes to put off decision-making in order to gain as much information as possible. When she does decide to act, she will do so in an unstructured and flexible manner without detailed prior planning.

Ms X score on this dimension falls fairly strongly in the direction of 'Perception'. She will therefore try to remain flexible and adaptable in all situations. She will try to avoid detailed planning since she will believe in the importance of responding to each situation as it presents itself. When taking on a project, she will not be rushed into decision making, preferring to delay the start up until she feels she is sufficiently well informed. She will then set only a general goal for herself and others to achieve and will not want to plan each stage in great detail nor set highly detailed schedules to be followed.

During the course of the project, she will not feel a particularly strong need to monitor progress at the detailed level but will rather keep a general eye on things to ensure that the project is heading in the right direction and that progress is being maintained. She will keep abreast of any changes in the situation and will readily adapt her current course of action if the situation calls for it. Although her lack of structure and planning may mean that deadlines are not always achieved, she will make up for this in part by her flexibility and her ability to react to changed circumstances.


Work Style Themes

Working Relationships

Ms X tendency towards 'Feeling' rather than 'Thinking' and her balance between extraversion and introversion suggest that relationships at work will be important to her at a personal level. Although she will not be the most socially outgoing of people, she will nevertheless value her relationships highly, especially wherever the relationships are friendly and supportive in nature. She will also enjoy the social side of her working relationships and will value being able to get to know her colleagues better.

She will enjoy working with others, especially because of the opportunity it will give her both to develop relationships she has already established and because of the opportunity of offering help and assistance to other people. In general, she will take an accepting and non-critical approach to the work of other people and if she does have to express negative views, she will do so with reluctance and will try to show consideration and sensitivity wherever possible.

Management Style

Ms X preferred style of management will be to take a 'back seat' for a lot of the time, only becoming more involved when she considers it necessary. She will not want to impose a great deal of structure on her subordinates' work and will prefer to offer them flexibility as to how precisely they fulfil their responsibilities.

Her approach to project management will be to set out only a basic structure for a project and leave many of the finer details to be decided at the time. She will not want to impose highly detailed schedules or targets and will prefer to let her subordinates take the responsibility for task completion, each within their own area of the project. She will however take a more active involvement if difficulties arise, assessing the problem situation, evaluating alternative strategies and setting out appropriate courses of action for her subordinates to follow.

On the whole, Ms X will want to see a balance between formality and informality in her relationships with her subordinates. On the one hand, she will expect them to show at least some regard for her position as their manager and will expect a reasonable degree of conscientiousness from them, but on the other hand she will want them to feel that status should not get in the way of an effective working relationship and so will therefore encourage her subordinates to be reasonably informal with her.

She will want to see innovation and a forward looking orientation from her subordinates but will also emphasise to them the importance of a firm foundation of traditional skills and approaches. At the same time, she will also discourage either extreme adherence to traditional methods or overly radical ideas which do not have at least some basis in terms of current realities.

Ms X will want to demonstrate a fair amount of sensitivity to her subordinates in her role as their manager. She will not readily criticise an individual if her work is not up to scratch and will tend rather to look for reasons, either personal or work related, which could explain the person's lowered performance.

She will see it as important to establish harmony amongst team members and will do what she can to establish effective working relationships. If there are difficulties between team members she will try to deal with them by understanding each individual's point of view and encouraging those involved to do the same.

Thinking Style

Ms X tendency towards 'feeling' rather than 'thinking' suggests that her thinking style will tend to be somewhat subjective rather than analytical in nature. She is unlikely to be very impressed by highly analytic approaches to the evaluation of ideas and her own tendency will be to operate at rather more of a 'gut feeling' level. She will be open to the ideas and opinions of others, especially wherever these ideas are expressed in a subjective and non-analytic way, and she will usually try to incorporate the opinions of others into her own thinking. She should be able to be innovative and creative when necessary, yet still maintain her thinking within the bounds of what is practical and of relevance to current realities.

Ms X balance between introversion and extraversion suggests that her thinking is likely to be a partially internalised and partially externalised process. To some extent, her thinking will benefit from the direct input of others and she will find discussion to be a reasonably useful process in shaping her own ideas. She should also feel able to present her ideas verbally to others: for instance, by means of a presentation. On the other hand though, she will need at least some time for quiet reflection if her thinking is to be at its best and will value the opportunity to support a verbal presentation of her ideas with a written account.

Decisions and Actions

Ms X will be concerned to see that worthwhile ideas are turned into action but will nevertheless see it is as fairly important to gather essential information before any decision of importance is taken. She will want to consult others who may have useful ideas or opinions to contribute and will then want to spend at least some time reflecting on those issues herself before she is ready to take a decision.

She will feel it important to gain a global picture of the situation before making a decision but will also want to make sure that she has paid attention to the specific details. In any decision she takes, she will try to achieve a balance between consideration of the longer-term needs of the organisation and the more immediate and pressing needs of the situation.

Dependability and Structure

Ms X responses to the JTI suggest that she will show a degree of independence of mind but will still show a regard for basic organisational values. She will feel it important to show a degree of loyalty towards the organisation, but will prefer not to be highly constrained in what she is asked to do. She is likely to produce her best work if given the opportunity to exercise her flexibility, adaptability and resourcefulness and, under such circumstances, she will be seen as someone who can be relied upon to make a useful contribution to the organisation.


Strengths and Development Areas

Special Strengths

Ms X special strengths will come largely from the enthusiasm that she brings to most of what she does. She will be strongly oriented towards change and will also enthuse others with her ideas and with her energy.

Possible Self-Development Areas

The following are areas which may possibly be of value for Ms X to look into in relation to her future self-development. Since the JTI assesses only a person's preferences rather than their actual skills or behaviour, it may be that Ms X has already developed her capabilities in some of the areas mentioned below:

  • She may need to devote rather more time to detailed planning and scheduling before embarking on a major project.
  • She may need to learn to reach decisions more quickly where action needs to be taken and results achieved.
  • She may need to monitor her progress on tasks and learn to view task completion as a priority.

Календарь тренингов

Корпоративные тренинги


Подписаться на рассылку:

ваш емейл добавлено

Читайте о лучших HR-технологиях не заходя на сайт, не пропускайте самые интересные и полезные тренинги и семинары!