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(a) 
To provide a shared language with which people can discuss and explore individual uniqueness 
(their own natural style) and ways of developing to their full potential 
(b) 
To help people to understand areas of difference which might otherwise be the source of 
misunderstanding and miscommunication 
(c) 
To encourage people to appreciate diversity by highlighting the value and complementary 
contributions of all personality types 
Note that the Myers Briggs Type Inventory is not directly examinable; it is referred to as it helps explain 
the concept of personality types. 
QUESTION 
Personality
 
How is your personality 'cut out' to be an accountant? This is not a technical question: it merely invites 
you to think about your personality traits – and stereotypes about the 'type of person' who chooses to be 
an accountant or makes a good accountant. (This will be useful when we look at recruitment and 
selection in Chapter 15.) 
 
1.1.2 Managing personality 
An individual's personality should be compatible with their work requirements in three ways. 
Compatibility 
Comments 
With the 
task
Different personality types suit different types of work. A person 
who appears unsociable and inhibited will find sales work, 
involving a lot of social interactions, intensely stressful – and will 
probably not be very good at it. 
With the 
systems
and 
management 
culture
of the organisation 
Some people hate to be controlled, for example, but others want 
to be controlled and dependent in a work situation, because 
they find responsibility threatening. 
With other 
personalities
in the team 
Personality clashes are a prime source of conflict at work. An 
achievement-oriented personality, for example, may become 
frustrated and annoyed by laid-back sociable types working (or 
not working) around them. 
Where incompatibilities occur, the manager or supervisor has three options. 
(a)