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Certainly, a variety of types does not solve all problems. Eventually this branch of bank was typologically various how we began to work with it. As to transformation of potentially dangerous factor in useful it is possible to explain it that comprehension of a variety which has arisen thanking it.

From all it it is easily possible to conclude that in an ideal any organisation should include sixteen persons, each of which represents the type of the person. However such structure unessentially will appear effective — moreover, most likely it will hurt productivity. It speaks such difficulty, as practically a consent total absence on the majority of questions that will make development almost impossible. Here we originally paraphrased the second precept it: «an Excessive typological variety also turns to a lack».

It will be much more important to pick up the necessary types of the person in collective and to provide their dialogue and interaction. Irrespective of, how much we are similar or are not similar against each other, we can leave practically any difficulties if we will find common language which will form to us the basis for mutual understanding.

Some preventions

Though we firmly believe in it and we use its achievements in private life and at job, we do not get tired to repeat that it is dangerous to select employees exclusively on the basis of their four-letter code. In particular, this results from the fact that the Indicator of types Myers-Briggs is not intended for definition of skills and abilities of the person: it reveals only personal preferences. So the employee of personnel service familiar with it, will arrive very correctly if not begins to invite to job, for example, ENFP only because this type is optimum for the given post. In spite of the fact that in the theory it is really optimum, it can appear so that on the same post will address ISTJ which thanks to a number of the factors which are beyond it, will ideally cope with job.

However from all it does not follow that the personnel service of the company should neglect such means, as it. If she decides to use one or several psychological tools it is unconditional for personnel selection, the Indicator of types should be switched on in their number Myers-Briggs. However this last generally is intended for a reinforcement of results of other tests and checks. The Tipovedchesky literature invariably underlines that any of sixteen types of the person comprises potential for prosperity on any post. Representatives of some types only should work more persistently on those or other posts, but finally and they can work all is not less effective at all, than the others. (Still Izabel Briggs-Majers warned against characteristics like «you ISTJ, therefore to you never to become the priest» and other similar restrictions.)

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