The qualities tested by the Myers-Briggs are also those that often cause clashes between employees, such extroversion vs. introversion, thinking vs. feeling, judging vs. perceiving, and the tendency to experiencing the world through sensing vs. intuition. Taking the test helps someone who is quiet and feels fulfilled working behind a computer understand why he or she might see the world differently than someone who is a 'people person.'
It should be stressed that while personality types may be relatively constant throughout an individual's life, all types must still respond to various external stressors at times: an introvert will still likely shout 'fire' and spring to action when needed in an emergency, despite a preference for being retiring and reflective. An extrovert can lock the door to study a long and detailed report on which he or she must make a presentation. But the question is preference: an indicator of "your true preference may be the level of stress or enjoyment...
Where your preferences coincide with the demands of the situation, you may find it quite enjoyable. An extrovert may find it frustrating or stressful if required to work in an introvert style, but enjoyable or energizing if required to work in an extrovert style, and vice versa for an introvert" (Working out, 2010, Team Technology, p.2). At time, managers of teams may need to press members out of their comfort zones to accomplish certain goals and objectives and at other times playing to different team members' strengths may be optimal. Regardless, team member's self-awareness and awareness that not everyone is 'like them' in terms of the way they see the world can optimize team productivity by minimizing conflict and maximizing the use of team member's different skills.
References
Working out your Myers-Briggs type. (2010). Team Technology. Retrieved February 19, 2010 at http://www.teamtechnology.co.uk/tt/t-articl/myers-briggs-1.htm
