AMERICAN INTERNATIONAL UNIVERSITY -BANGLADESH

Bachelor of Business Administration

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No. Student Name Student ID Student Signature

Date

1 Md. Zawad Fattah Rahat 13-24313-22 Zamiur Rahman 13-24320-23 Ashiqur Rahman 13-24056-24 Suraiya Hossain 13-24725-2

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Please submit all assignments to your subject lecturers or the office of the concerned lecturer.

Assignment Title: Analyzing individual personality types available in Standard Chartered Bank (Gulshan-2Branch) using MBTI and their work relevance.

Assignment Number: 01 Due Date: __April, 2014 Semester: Spring 12-13

Subject Code: _________ Subject Name: Introduction to Behavioral Science. Section: C

Course Instructor: Afdalin Bin Haque Degree Program: BBA

Group Name (if applicable):

17.12.2009

To,Afdalin Bin haqueCourse TeacherBachelor of Business AdministrationAmerican International University-Bangladesh (AIUB).

Re: Submission of term paper, Analyzing individual personality types available in Standard Chartered Bank (Gulshan-2Branch) using MBTI and their work relevance.

Dear Sir,

It is our great pleasure to submit the report titled “Analyzing individual personality types available in Standard Chartered Bank (Gulshan-2Branch) using MBTI and their work relevance” that you assigned us a partial requirement of the course “Introduction to Behavioral Science”. We are thankful to you for allowing us the opportunity to do the term paper on this topic.

The research attempts to analyze individual personality types using MBTI. It is a psychometric questionnaire most widely used instrument in the world designed to measure psychological preferences in how people perceive the world and make decisions.

We will always be available for any supplementary interpretation or clarification that may require. This report definitely gives us an exceptional experience that will be in use in the future.

We hope that our research will live up to your expectations and will throw light on the issue.

Sincerely,

____________________ ____________________Md. Zawad Fattah Rahat Ashiqur Rahman13-24313-2 13-24056-2

____________________ _____________________Zamiur Rahman Suraiya Hossain13-24320-2 13-24725-2

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Acknowledgement

We would like to express our deepest appreciation to all those who provided us the possibility to complete this report.  A special gratitude we give to our honorable faculty Afdalin Bin Haque, whose contribution in stimulating suggestions and encouragement, helped us to writing this term paper. He helped us to understand the topic and always inspired to make the term paper a successful one.

Furthermore we would also like to acknowledge with much appreciation the crucial role of the branch manager of Standard Chartered Bank Mr. Faysal Islam, who gave the permission to use all required and necessary materials to complete the survey “Analyzing Personality”.  A special thanks goes to the 16 workers of Standard Chartered Bank, who provided us information and helped us analyzing their personality types using MBTI and their work relevance. Last but not least, many thanks go to our group mate, Suraiya Hossain, who has invested her full effort in guiding the group to complete the survey.

I hope I would be able to meet up the required expectations of all.

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Table of Content

Content Page

1.0 Introduction………………………………………………... 5

2.0 Methodology………………………………………………. 6

3.0 Company overview………………………………………... 8

4.0 Literature review…………………………………………... 15

5.0 Findings……………………………………………………. 20

6.0 Findings analysis…………………………………………... 21

7.0 Recommendation………………………………………….. 25

8.0 Conclusion………………………………………………… 27

9.0 Bibliography………………………………………………. 2810.0 Appendix………………………………………………… 29

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1.0 Introduction

The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. These preferences were extrapolated from the typological theories proposed by Carl Gustav Jung and first published in his book Psychological Types in 1921. Jung theorized that there are four principal psychological functions by which we experience the world: sensation, intuition, feeling, and thinking. One of these four functions is dominant most of the time.

The original developers of the personality inventory were Katharine Cook Briggs and her daughter, Isabel Briggs Myers; these two, having studied extensively the work of Jung, turned their interest of human behavior into a devotion of turning the theory of psychological types to practical use. They began creating the indicator during World War II, believing that knowledge of personality preferences would help women who were entering the industrial workforce for the first time to identify the sort of war-time jobs that would be "most comfortable and effective". The initial questionnaire grew into the Myers-Briggs Type Indicator, which was first published in 1962. The MBTI focuses on normal populations and emphasizes the value of naturally occurring differences. Robert Kaplan and Dennis Saccuzzo believe "the underlying assumption of the MBTI is that we all have specific preferences in the way we construe our experiences, and these preferences underlie our interests, needs, values, and motivation".

The Myers-Briggs Type Indicator (MBTI) assessment has helped millions of people worldwide gain insights about themselves and how they interact with others—and improve how they communicate, learn, and work. It provides a powerful framework for building better relationships, driving positive change, harnessing innovation, and achieving excellence. The MBTI assessment makes Carl Jung's theory of psychological type both understandable and highly practical by helping individuals identify their preferences in four areas.

The Myers-Briggs assessment is the world’s most trusted personality assessment because it is:

Easy to grasp, insightful, and thought provoking Reliable and valid, backed by ongoing global research and development

investment Highly flexible in terms of administration options and applications

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2.0 Methodology

2.1 Sources of information:

2.1.1 Primary

We have used the data for our term paper as we went to the organization and took interview of the manager and employees and asked them relevant question for analyzing individual personality types available in Standard Chartered Bank using MBTI and their work relevance. We prepared set of questions and ask them to fill it up.

2.1.2 Secondary

By browsing the websites because we gathered other basic information of the organization from web also visited the organization that helped us.

2.2 Research approach:

We are based mainly on the survey in the company for our term paper. We went to the company and asked relevant question to the manager and employees and collected the data. We also researched in the web site of the company.

2.3 Research tools:

2.3.1 Questionnaire:

For collecting data we used a set of relevant question to ask the manager and employees to fill it up. The questionnaires were MCQ type and open ended.

2.3.2 Mechanical tools:

For our report we used computer and its software like Microsoft word, and the internet for browsing for information and topic relative books.

2.4 Sampling plan:

2.4.1 Sample unit

We focused on all level workers for our survey. Because they are the main source of analyzing individual personality types available in that particular bank.

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2.4.2 Sample size

We took sample size of 16 persons for our data collection process through interview.

2.4.3 Sampling procedure

We used the random procedure for selecting the group of worker.

2.5 Contact method:

2.5.1 Personal interview

We are mainly base on personal interview as contact method for collecting data for our term paper. We gave the questionnaire and asked to fill it up.

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3.0 Company Overview

3.1 Standard Chartered Bank

Standard Chartered PLC is a British multinational banking and financial services company. The name Standard Chartered comes from the names of the two banks from which it was formed by merger in 1969; The Chartered Bank of India, Australia and China, and Standard Bank of British South Africa. The Standard Bank was a British bank founded in the Cape Province of South Africa in 1862 by Scot, John Paterson. Having established a considerable number of branches, Standard was prominent in financing the development of the diamond fields of Kimberley from 1867 and later extended its network further north to the new town of Johannesburg when gold was discovered there in 1885. Half the output of the second largest gold field in the world passed through The Standard Bank on its way to London. Standard expanded widely in Africa over the years, but from 1883 to 1962 was formally known as the Standard Bank of South Africa. In 1962 the bank changed its name to Standard Bank Limited, and the South African operations were formed into a separate subsidiary which took the parent bank's previous name, Standard Bank of South Africa Ltd.

Currently headquartered in London, United Kingdom and conducting business in approximately more than 70 countries. It is a universal bank with operations in consumer, corporate and institutional banking, and treasury services. Standard Chartered operates a network of over 1,700 branches and outlets (including subsidiaries, associates and joint ventures) across more than 70 countries and employs around 87,000 people. It had a market capitalization of approximately £33 billion as of 23 December 2011, the 13th-largest of any company with a primary listing on the London Stock Exchange.

3.2 Standard Chartered Bank Bangladesh

Standard Chartered Bangladesh is a banking and financial services company headquartered in 67 Gulshan Avenue, Dhaka, Bangladesh and a wholly owned subsidiary of Standard Chartered. Country Chief Executive Officer: Jim McCabe. Standard Chartered has been operating in Bangladesh for over a hundred years. After the partition of the subcontinent in 1947, Bangladesh became East Pakistan, thereafter SCB started its business in 1948, in the port city of Chittagong. The branch was opened mainly to facilitate the post-war reestablishment and expansion of South and Southeast Asia.  The Chartered Bank opened another branch in Dhaka in 1966, where it is still headquartered. After the merger of the Chartered Bank with the Standard Bank in 1969, the Standard Chartered Bank took up a program of expansion. It increasingly invested in people; technology and premises as its business grew in relation to the country’s economy.  In

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1993, there was an organizational re-structuring, which led to a substantial expansion of the Bank’s business.  Today the bank has in total four branches in Dhaka apart from the Chittagong branch, including an offshore branch at the Savar Export Processing Zone. Standard Chartered Bank is doing well in Bangladesh. At present the Bank has ten branches in Dhaka, it also have one offshore banking unit inside the Dhaka Export Processing Zone at Savar, one branch in Narayanganj, three branches in Chittagong, one branch in Khulna, one branch in Sylhet, one branch in Bogra. In the year 2000, Standard Chartered has acquired the operation of Grind lays Bank in the Middle East and South East Asian countries. Former Grind lays Bank started its journey in Bangladesh in 1905 under the name of Grindlays Bank. Standard Chartered Bank took-over the operation of ANZ Grindlays Bank in Bangladesh as a part of acquisition of South East Asian and Middle East operation of Australia and New Zealand Banking Group. After acquisition, Grindlays Bank has become a part of Standard Chartered Group. The Bank presently has 25 branches in 6 cities, 60 ATMs and 2,750 employing over people. Recently, the bank opened a new branch in Bogra to reach out in the northern part of the country .The network of SCB engages itself for providing best quality banking service in retail, commercial and corporate banking segments. The country’s top Enterprises; Multinational, Local Corporation and Financial institutions are served by SCB. SCB is the best among the top performing multinational bank in Bangladesh.

3.3 Vision

A Bank with Vision is the motto of Standard Chartered Bank. The vision is to be the most efficient financial intermediary in the country. The relentless journey to achieve that vision started in 1995, since the very inception of the Bank. The journey still continues and will never stop. Standard Chartered Bank sets a high standard for itself and every achievement of the bank is a striving agent to reach a new height.

3.4 Mission

The mission of the bank is to become a highly competitive modern and transparent institution comparable to any of this kind at home and abroad.

3.5 Objectives

Whether in treasury, consumer, or corporate banking, Standard Chartered Bank is committed to provide the best. Meeting the demand of discerning customers is not the sole objective. The Bank believes that to provide standard financial services is to deliver a quality that makes every transaction a pleasurable experience. The bank also believes that Customer is always right and in the core of everything. So providing them friendly and personalized service, tailor-made solutions for business needs, global reach in trade and commerce at the doorsteps and high yield on investments are the core objectives of

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the bank. But the bank also tries to do the best in conjunction with achieving the ultimate objective of a business organization – Wealth Maximization.

3.6 Organogram of Standard Chartered Bank

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CEO

Head Of IT

Head Of Credit

Head Of Consumer

Head Of GSM

Chief Finance Officer

Head Of Global Market

Chief Operating

Officer

Head Of CR

Head Of HR

Head Of Corporate

Affairs

Head Of Service Delivery

Multinational MNE

(Assets)

Head Of Transaction

Banking

Large Local Assets

Local (Assets)

Head Of Product

Head Of Supply Chain

Head Of Solution Delivery

Direct Report(BDM-Business

Development mgt.)

3.7 SWOT Analysis of Standard Chartered Bank

The SWOT analysis comprises of the organization’s internal strength and weaknesses and external opportunities and threats. SWOT analysis gives an organization an insight of what they can do in future and how they can compete with their existing competitors.

3.7.1 Strengths:

For more than 55 years in Bangladesh, SCB is known to bear the Banking Experience that provides it the strength of being the market leader in the foreign banking sector. Unlike any other multinational bank in Bangladesh, the long-term success of SCB is attributed to this strength of SCB whereas the long-term success of a bank heavily depends on its reputation while dealing with very sensitive commodity like money.

The first bank in Bangladesh to issue Money link (ATM) card is SCB. By grabbing the opportunity that exists in the market SCB, as the market leader, showed the most substantial corporate strength among the foreign banks.

SCB has a bulk of qualified, experienced and dedicated human resources.

SCB is the only one among the foreign banks that has been able to utilize its extensive marketing efforts in order to capture a wide customer base at a very short time.

SCB’s dedication is supreme in providing the best phone banking services in town. It is also keen to provide unmatched and instant 24 hour banking service and has recently opened the Call Centre at Lotus Kamal Tower in Nikunjo, Dhaka.

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In order to exude innovativeness and creativeness, SCB tries its best to come up with customers’ banking problems and solve them. Another recent step taken by them is starting the Evening Banking service, which will be open from 6 pm to 8 pm in the evening. The customer, who has to keep his transactions stopped for 18 hours until the next banking hour arrives, will be benefited, as this will reduce the lag and hassle associated with it.

3.7.2 Weaknesses:

Banks, who are offering better prospects, now enjoys customers switching to them as SCB offers low deposit rates and has set the minimum balances too high. Furthermore, long waiting cues, moderate customer service, non-functioning ATM machines and outrageously high charges lead to SCB being noted for these weaknesses as well. As a result, a large amount of customers have ceased transactions with the bank. Many customers’ accounts have become overdrawn due to fees that have been charged by the bank’s computer system for as long as three years because they have either simply not cared to close their accounts, or thought that they have been closed automatically.

The banking industry is now experiencing the contractual employment fever that has started up and SCB has also fallen prey to it. Self-interest of the employees are actually hindering their performance because SCB is employing individuals from other agencies and giving them tough targets to reach and thereby not giving them the full benefits of a permanent employee. For example, many accounts are opened by Direct Sales Executives by luring customers with loans, which they ultimately do not receive, and also opening accounts for customers who can hardly maintain the account and do not even pay the minimum opening amount. Even though SCB is getting benefited in the short run, the implications are long run losses.

During the last 10 years the banking industry has become considerably monopolistic and hence SCB is starting to lose its market share to its rivals due to low barriers to entry, and the local banks’ increasing aggressiveness

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SCB is also facing problem in its system of collection and disbursement of cash. Many customers do not bear the proper knowledge as to the process of depositing and withdrawing money. The bank does not take many steps to assist them either. The system of withdrawal and deposit may be new and different from the system the customers have come across at local bank. Many of

These customers or people they send to the bank on their behalf, are not educated and hence they face difficulty in the system of deposit or withdrawal. For instance, since the system of deposit is not that vivid, customer often drop the counterfoil of the deposit slip with the main copy into the slip box. Consequently, in many such cases it happened that a smart clerk picked up both the papers and took the money. Then there were no documents left for the bank or the customer to prove that he/she deposited the money.

Because the way SCB makes charges to accounts cannot be properly explained, many customers believe and complain about the unethical banking of SCB.

While dealing with its customers- especially in Consumer Banking, SCB emphasizes more on short-term profits than focusing on the maintenance of a long-term healthy relationship with them. This suffering of SCB from myopia- i.e. shortsightedness leads it to pursue strategies in such a myopic manner, and so in the long run, it may undergo severe losses. Another weakness of the bank that can be sighted as well is Poor coordination and communication between the head office and branches. As the head office undertakes many projects, the activities are hampered due to some activities of the branches. Even after the head office’s carefully thought out action plan for a project, they still face problems in executing because the branches are not well aware of such a project and therefore, their actions do not comply with what is required for the ultimate success of the project.

3.7.3 Opportunities:

Standard Chartered Bank was approved of the permission to start Islamic Banking from The Government of Bangladesh. The bank now has a whole new prospect opening up and also the opportunity to introduce a wide array of Islamic Banking products. It also has the prospect of expanding its customer base. The country’s growing population is gradually and increasingly learning to adapt to and use the banking service. As the bulk of our population is middle class, and Muslim,

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different types of Islamic Banking products will have a very large and easily pregnable market.

SCB has rigorous credit screening policy and it is over conservative. By freeing their credit screening policy a little, they may be able to pursue many opportunist business ventures. SCB also has a good consumer base that maintains several accounts at once. SCB has the opportunity to keep these customers by reducing its current fees and charges and positioning attractively in middle class segment.

More Branches around Dhaka specially and all over Bangladesh will enable SCB to capture more market share, and hold a stronger competition against local banks.

By offering more attractive interest rates, and lowering the minimum balances eligible for interest, the bank can attract a lot of the old customers who have strewn away to other banks as well as new customers.

3.7.4 Threats:

Increased competition by other foreign banks is a threat to SCB. At present HSBC and CITI Corp are posing significant threats to SCB regarding retail and business banking respectively. Furthermore, the new comers in private sector such as Prime Bank, Dutch Bangla Bank, EXIM Bank, BRAC Bank, Southeast Bank, Mercantile Bank, Social Investment Bank, Islami Bank and Bank Asia are also coming up with very competitive products. With customers shifting to these banks, SCB’s profits, as well as market share is falling, and it faces the threat of being wiped out by competition.

In today’s economy, substantial amount of savings is remaining idle. Currently foreign direct investment in the country is very low. These economic situations of the country indicate political threats.

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4.0 Literature Review

Volume 43, Issue 3, June 2009, Pages 335-344Bäckström, M. | Björklund, F. | Larsson, M.R.

The factors in self-report inventories measuring the five-factor model (FFM) correlate with one another although they theoretically should not. Study 1 showed, across three different FFM-questionnaires, that almost all of the common variance between factors can be attributed to a single general factor related to social desirability. In Study 2, simple rephrasing of items from a FFM-questionnaire made them substantially less socially desirable, while the inventory's empirical (five factor) structure remained the same. Participants low in social desirability showed little difference between how they responded to the original items vs. the neutral items. For participants high in social desirability the difference was considerably larger. The simplicity of reducing social desirability in self-rating inventories of the FFM, and the usefulness of this endeavor, is discussed. © 2008 Elsevier Inc. All rights reserved.

Volume 44, Issue 3, June 2010, Pages 315-327van der Linden, D. | te Nijenhuis, J. | Bakker, A.B.

Recently, it has been proposed that a General Factor of Personality (GFP) occupies the top of the hierarchical personality structure. We present a meta-analysis (K=212, total N=144,117) on the intercorrelations among the Big Five personality factors (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) to test for the existence of a GFP. In addition, we report a multi-method validity study testing the relationship between the GFP and supervisor-rated job performance. The meta-analysis provided supporting evidence for the two meta-factors Stability and Plasticity (or α and β, respectively) and a GFP at the highest hierarchal level. The validity study indicated that the GFP has a substantive component as it is related to supervisor-rated job performance. © 2010 Elsevier Inc.

Volume 43, Issue 2, April 2009, Pages 137-145Roberts, B.W.

In this essay I consider the future of personality development in light of the past effects of Personality and Assessment on the field of personality in general and personality

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development in particular. The essay is organized around (1) the effect of Mischel's book on the foundational theories informing personality development; (2) definitions of personality traits; (3) an alternative model of personality traits, described as the sociogenomic model of personality traits, that can bridge the divide that still characterizes the field of personality development; (4) the application of the sociogenomic model of personality traits to issues of personality trait development, and (5) a "Newtonian" vision for the future of personality psychology. © 2008 Elsevier Inc. All rights reserved.

Volume 43, Issue 4, August 2009, Pages 686-690Hodson, G. | Hogg, S.M. | MacInnis, C.C.

The so-called Dark Triad (narcissism, Machiavellianism, psychopathy) represent correlated subclinical personality traits capturing "dark personalities". How might darker personalities contribute to prejudice? In the present study (n = 197), these dark personality variables correlated positively with outgroup threat perceptions and anti-immigrant prejudice. A proposed two-stage structural equation model, assuming indirect personality effects (Dark Personality, Big Five) on prejudice through ideology and group threat perceptions, fit the data well. Specifically, a latent Dark Personality factor predicted social dominance orientation, whereas (low) Openness to Experience predicted right-wing authoritarianism; these ideological variables each predicted prejudice directly and indirectly through heightened intergroup threat. The authors recommend that personality models of prejudice incorporate both normal-range and subclinical personality predictors, in addition to ideological and social psychological mediators. © 2009 Elsevier Inc. All rights reserved.

Volume 44, Issue 3, June 2010, Pages 363-373Yarkoni, T.

Previous studies have found systematic associations between personality and individual differences in word use. Such studies have typically focused on broad associations between major personality domains and aggregate word categories, potentially masking more specific associations. Here I report the results of a large-scale analysis of personality and word use in a large sample of blogs (N=694). The size of the dataset enabled pervasive correlations with personality to be identified for a broad range of lexical variables, including both aggregate word categories and individual English words. The results replicated category-level findings from previous off-line studies, identified numerous novel associations at both a categorical and single-word level, and underscored the value of complementary approaches to the study of personality and word use

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Volume 44, Issue 1, February 2010, Pages 124-127Malouff, J.M. | Thorsteinsson, E.B. | Schutte, N.S. | Bhullar, N. | Rooke, S.E.

A meta-analysis that included 19 samples with a total of 3848 participants showed that scores on four of the Five-Factor Model personality factors correlated significantly with level of relationship satisfaction by intimate heterosexual partners. The four personality characteristics were low neuroticism, high agreeableness, high conscientiousness, and high extraversion. The associations between an individual's personality characteristics and the relationship satisfaction of the individual's intimate partner did not vary significantly from men to women or from married to unmarried individuals. The results of the meta-analysis provide support for the utility of the Five-Factor Model of personality in understanding an important realm of life, intimate relationships

Volume 43, Issue 2, April 2009, Pages 282-290Mischel, W.

This article reviews the context in which Personality and Assessment (1968) was written, why I wrote it, what it said and did not say, and the key challenges and issues it raised for the field in the 40 years since its publication. I focus on the theoretical re-conceptualization that became the Cognitive-Affective Processing System (CAPS) model of personality, the empirical discoveries about the structure and organization of the individual's social behavior that enabled it, and the resolutions they allow for the problems identified in the 1968 book. These developments also suggest a very different agenda, indeed a new paradigm, for the future of personality science, which is outlined here.

February 2006Lewis R. Goldberg | John A. Johnson | Herbert W. Eber | Robert Hogan | Michael C. Ashton | C. Robert Cloninger | Harrison G. Gough

Seven experts on personality measurement here discuss the viability of public-domain personality measures, focusing on the International Personality Item Pool (IPIP) as a prototype. Since its inception in 1996, the use of items and scales from the IPIP has increased dramatically. Items from the IPIP have been translated from English into more than 25 other languages. Currently over 80 publications using IPIP scales are listed at the IPIP Web site (http://ipip.ori.org), and the rate of IPIP-related publications has been increasing rapidly. The growing popularity of the IPIP can be attributed to five factors: (1) It is cost free; (2) its items can be obtained instantaneously via the Internet; (3) it includes over 2000 items, all easily available for inspection; (4) scoring keys for IPIP scales are provided; and (5) its items can be presented in any order, interspersed with other items, reworded, translated into other languages, and administered on the World Wide Web without asking permission of anyone. The unrestricted availability of the IPIP

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raises concerns about possible misuse by unqualified persons, and the freedom of researchers to use the IPIP in idiosyncratic ways raises the possibility of fragmentation rather than scientific unification in personality research.

December 2012Lin Qiu | Han Lin | Jonathan Ramsay | Fang Yang

Microblogging services such as Twitter have become increasingly popular in recent years. However, little is known about how personality is manifested and perceived in microblogs. In this study, we measured the Big Five personality traits of 142 participants and collected their tweets over a 1-month period. Extraversion, agreeableness, openness, and neuroticism were associated with specific linguistic markers, suggesting that personality manifests in microblogs. Meanwhile, eight observers rated the participants’ personality on the basis of their tweets. Results showed that observers relied on specific linguistic cues when making judgments, and could only judge agreeableness and neuroticism accurately. This study provides new empirical evidence of personality expression in naturalistic settings, and points to the potential of utilizing social media for personality research.

December 2013Kira O. McCabe | Nico W. Van Yperen | Andrew J. Elliot | Marc Verbraak

Over the past decade, an increasing body of literature supports the validity and utility of the 2×2 achievement goal framework (Elliot & McGregor, 2001). From this foundation, researchers have begun to investigate the complex antecedents and consequences underlying achievement goal pursuit. In the current studies, we investigated the relations between the Big Five personality traits and context-specific achievement goals in two different contexts (school and work). The results across both studies showed three sets of anticipated, consistent, and specific trait-goal relations. First, conscientiousness was strongly and positively related to mastery-approach goals. Second, agreeableness was positively related to mastery-approach goals and negatively related to performance-approach goals. Third, both avoidance goals and both performance goals were positively related to neuroticism.

October 2007Dana R. Carney | C. Randall Colvin | Judith A. Hall

The accuracy of first impressions was examined by investigating judged construct (negative affect, positive affect, the Big five personality variables, intelligence), exposure time (5, 20, 45, 60, and 300s), and slice location (beginning, middle, end). Three hundred

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and thirty four judges rated 30 targets. Accuracy was defined as the correlation between a judge’s ratings and the target’s criterion scores on the same construct. Negative affect, extraversion, conscientiousness, and intelligence were judged moderately well after 5-s exposures; however, positive affect, neuroticism, openness, and agreeableness required more exposure time to achieve similar levels of accuracy. Overall, accuracy increased with exposure time, judgments based on later segments of the 5-min interactions were more accurate, and 60s yielded the optimal ratio between accuracy and slice length. Results suggest that accuracy of first impressions depends on the type of judgment made, amount of exposure, and temporal location of the slice of judged social behavior.

December 2007Janek Musek

Exploratory and confirmatory factor analyses using different personality measures in three samples confirmed the existence of general factor of personality (The Big One) within the five-factor model. The Big One is characterized by high versus low Emotional Stability, Conscientiousness, Agreeableness, Extraversion, and Openness, and by high versus low higher-order factors of personality, Stability, and Plasticity. A comprehensive theoretical model of personality structure was therefore proposed with the Big One at the highest level of the hierarchy. The Big One was interpreted as a basic personality disposition that integrates the most general non-cognitive dimensions of personality. It is associated with social desirability, emotionality, motivation, well-being, satisfaction with life, and self-esteem. It also may have deep biological roots, evolutionary, genetic, and neurophysiological.

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5.0 Findings

5.1 Survey

In our survey we have found 6 personality types among 16 persons in Standard Chartered Bank. Each personality type has different qualities, interests, background etc. we have shown the 6 personality types in the following table.

Personality name Number of employee found

Personality title

ISFJ 3 The nurtures

ISTP 1 The mechanics

ISTJ 3 The duty fulfillers

ENFP 2 The inspirers

ESTJ 4 The guardians

ENTJ 3 The executives

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6.0 Findings Analysis

6.1 Potential problemsAn individual will must face difficulties or problems in an organization because of possessing a particular personality. In this survey among 16 persons we have found 6 personality types in Standard Chartered Bank. Each personality type has different qualities, interests, background etc. So it is must that an employee will face problems in organization. We personally interviewed them after finding out their personality. Due to secrecy none of them wants to share their work relevant problems with us. As we worked on MBTI for a long time we can assume the possible problems an individual may face in an organization.

6.1.1 ISFJ

ISFJ personality types are those who are called Nurtures. We have found 3 persons possessing this personality types. Based on our work we can assume that the person possessing ISFJ personality types might face the following problems.

May find difficulty expressing their feelings without fear or anger. May be unable to correctly judge what really is for the best May wrongly suspect others of having hidden motives or agendas May be unable to shrug off feelings impending disaster May be unable to acknowledge or hear anything that goes against their certainty

about the “correct” or “right” way to do things May be unnecessarily harsh or strict about appropriate social behavior May be oblivious to what others think about them May come across as rigid, inflexible or even cold and uncaring to others, without

being aware of it May be unable to understand verbal logic, and quickly cut off other’s

explanations May be extremely vulnerable to tricks, con men, false hopes, religious cults and

conspiracy theories May react with anger or distress when someone expresses disagreement with their

view of the world, or disapproval of their judgments

6.1.2 ISTP

ISTP personality type is those who are called mechanics. We have found 1 person possessing this personality types. Based on our work we can assume that the person

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possessing ISTP personality types might face the following problems.

The ISTP gets "stuck in a rut" and only does those things that are known andcomfortable to the ISTP.

The ISTP resists and rejects anything that doesn't support their own experiential understanding of the world.

They choose to surround themselves with people who support their own way oflife, and reject people who think or live differently.

They may unknowingly or uncaringly hurt people's feelings. They may be completely unaware of how to express their inner world to others in

a meaningful way. Under stress, they may show intense emotions that seem disproportionate to the

situation.

6.1.3 ISTJ

ISTJ personality type is those who are called the duty fulfillers. We have found 3 personspossessing this personality types. Based on our work we can assume that the person possessing ISTJ personality types might face the following problems.

Excessive love of food and drink Lack of interest in other people, or in relating to them Occasional inappropriate emotional displays General selfish "look after oneself" tendencies Uses judgment to dismiss other's opinions and perspectives, before really

understanding them May judge others rather than themselves May look at external ideas and people with the primary purpose of finding fault May have difficulty communicating their thoughts and feelings to anyone

6.1.4 ENFP

ENFP personality type is those who are called the inspirers. We have found 2 persons possessing this personality types. Based on our work we can assume that the person possessing ENFP personality types might face the following problems.

May get themselves into dangerous situations because they’re too eager to push the envelope of their understanding, and not willing to apply judgment to anything.

May feel intense anger towards people who criticize them or try to control them. But will be unable to express the anger. Left unexpressed, the anger may fester and simmer and become destructive.

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May blame their problems on other people, using logic and ration to defend themselves against the world.

May develop strong negative judgments that are difficult to unseat against people who they perceive have been oppressive to them.

May get involved with drugs, alcohol, or promiscuity, and generally seek mindless experiences and sensations.

May skip from relationship to relationship without the ability to commit. May start projects but be unable to finish them. May be unable to stick to a career or job for any length of time.

6.1.5 ESTJ

ESTJ personality type is those who are called the guardians. We have found 4 persons possessing this personality types. Based on our work we can assume that the person possessing ESTJ personality types might face the following problems.

May be unaware or uncaring of how they come across to others. May deliberately bully people into behaving a certain way (with the justification

that they're enforcing a principle.) May quickly dismiss input from others without really considering it. May have difficulty communicating their thoughts and feelings to others. Maybe have difficulty understanding the importance of considering people's

feelings, and trying to meet their emotional needs. May hold grudges, and have difficulty forgiving people. May have an intense and quick temper. May be highly controlling towards others. May be unable to place value on individual life. May be unable to see the long-term impact of their behavior.

6.1.6 ENTJ

ENTJ personality type is those who are called the executives. We have found 3 persons possessing this personality types. Based on our work we can assume that the person possessing ENTJ personality types might face the following problems.

May be unable to understand other people’s needs where these differ from their own.

May unwisely assume their ideas are the only right ones and are therefore being fully implemented by others.

May become childishly petulant or angered when confronted by situations which require feeling judgments.

May become so engrossed in a plan or ambition that personal needs and the needs of others are forgotten.

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May take every decision not made in agreement with their rational beliefs as a personal rejection.

May be easily taken in or manipulated by others via agreement with their rational attitudes.

May believe natural limitations are actually ailments which ought to be eradicated May assume others are ever plotting against them.

6.2 Probable Reasons for facing above those potential problems

We assume that the following reasons may be cause of the potential problems.

6.2.1 ISFJ: Because they are hard-working, dependable and rarely seek accolades for their own accomplishments, ISFJs are sometimes taken for granted by those around them. In some cases, people might even try to take advantage of this reliability. It will be difficult for them to maintain close personal relationships because they will have a negatively polarised and therefore limited ability to communicate outside of the box of their own security needs.

6.2.2 ISTP: Because they are so logical, ISTPs are good at looking at situations in an objective way and avoiding subjective or emotional factors when making decisions. People with this personality type can be difficult to get to know, often because they are focused so much on action and results rather than on emotions.

6.2.3 ISTJ:As they are realistic, they tend to do better in learning and work environments that have clearly defined schedules, clear-cut assignments. Because they are observant, do best when the material is something they view as useful with real-world applications.

6.2.4ENFP: They are fun loving and spontaneous so that they love spending time with other people. they are socializing which gives them more energy, helping them to feel renewed, refreshed, and excited about life. Having an abundance of enthusiasm, they genuinely care about others.

6.2.5 ESTJ: Because of their orthodox approach to life, they can sometimes be seen as rigid, stubborn and unyielding. Their take-charge attitude makes it easy for ESTJs to assume leadership positions. Their self-confidence and strong convictions help them excel at putting plans into action.

6.2.6 ENTJ: Because of their excellent leadership skills, they take control of a group without really knowing how they came to be in such a position. Because of their love for structure and order, the ENTJ is also good at supervising and directing others and helping groups complete tasks.

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7.0 Recommendation

We had a survey on MBTI among 16 people in Standard Chartered Bank. We have found 6 personality types among them. They have to face different problems in organization with their particular personality and all problems have possible solutions. Such as:

7.1 ISFJIn order to be in a position in which the ISFJ is able to perceive and consider data that is foreign to their internal value system, the ISFJ needs to recognize that their world view is not threatened by the new information. The ISFJ must consciously tell himself/herself that emotional affects in others are not unrelated to reality; that the feelings of others are also just andvalid within a wider and less rigorous vision of the world.

7.2 ISTPThe ISTP learns from experience, so the best way for the ISTP to grow as a person is to open him or herself to new experiences. Be aware of the tendency to want to run out and do something "new" that is actually just a different opportunity to exercise a known skill.

7.3 ISTJ To grow as an individual, the ISTJ needs to focus on applying their judgment againstinformation that they have gathered, rather than against single facts or ideas coming fromothers. Before judging, put all new data into the context of existing facts. Working withall of the facts at your disposal will greatly improve your ability to judge effectively, andwill reduce the likelihood that you will become offensively reactionary and isolationist.

7.4 ENFP To grow as an individual, the ENFP needs to focus on applying judgment to all of their perceptions. This means they need to decide how they really feel about people, places and things, rather than allowing their feelings to hang open indeterminately. The ENFP needs to understand that developing their ability to discern qualities does not threaten their ability to understand the world, but rather enhances it, and enhances their personal changes for achieving a measure of success in their lives.

7.5 ESTJ An ESTJ who is interested in coming into his or her own potential should consciously try to suspend judgment until all of the facts are known. An effective ESTJ is not afraid to redefine principles when information cannot be understood or dealt with effectively within their known systems. Practicing this sort of behavior will help auxiliary

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Introverted Sensation to flourish, and thereby allow the entire personality to become a more effective and positive force.

7.6 ENTJ Introverted Intuition is not an obvious process to understand, and quite unlike the rational, straight forward thinking the ENTJ is used to. Nevertheless, if understood and fully utilized to support thinking, it can make the ENTJ the most outwardly effective and productive of all the personality types. For this reason it is essential to allow this gift to become what it can be, rather than limiting its talents and allowing it only to speak when it seems to agree with the ENTJ’s outwardly focused thinking. Below are a few specific suggestions to help you apply Introverted Intuition.

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8.0 Conclusion

Research has shown that many of the different Personality Types tend to have distinct preferences in their choice of careers. We have incorporated observations of each type's character traits which affect career along with some solutions. The MBTI sorts for type; it does not indicate the strength of ability. The questionnaire allows the clarity of a preference to be ascertained, but not the strength of preference or degree of aptitude. Although individuals of any type can perform any role in an organization, each type tends to gravitate toward particular work, learning, and communication styles. When you are forced to use a style over a long period that does not reflect your preferences, inefficiency and burnout may result. Even though you can adopt a different style when needed, you will contribute most when you are using your preferences and drawing on your strengths. The Myers-Briggs assessment is a versatile and valuable tool when used as it was intended to be used. The MBTI reminds us of the obvious truth that all people are not alike, but then claims that every person can be fit neatly into one out of 16 personalities. We believe that MBTI attempts to force the complexities of human personality into an artificial and limiting classification scheme. The focus on the "typing" of people reduces the attention paid to the unique qualities and potential of each individual. It has been my intention here to raise questions about the fundamental concepts that underlie the MBTI, and to caution against undue reliance upon its use without fully investigating the accuracy of its test results. There is considerable more research available than we have cited that supports our allegations. Our hope is that career counselors and recruiters who use or plan to use the MBTI will review this research and take a long look at the value of using personality type labels in their work. We discussed about 6 personality types which we got from Standard Chartered Banks employees.

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References and Bibliography

Standard Chartered. (2014). Home Page. Available: https://www.sc.com/bd/en/. Last accessed 20th April 2014.

Stephen P. Robbins & Timothy A. Judge (2007). Organizational Behavior. 12th ed. New Jersey: Prentice-Hall. p104-136.

Standard chartered bank. (2014). Home page. Available: https://www.sc.com/en/index.html. Last accessed 20th Aug 2014.

MBTI. (2014). MBTI basics. Available: http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/. Last accessed 20th Aug 2014.

MBTI. (2014). wikipedia. Available: http://en.wikipedia.org/wiki/Myers-Briggs_Type_Indicator. Last accessed 20th Aug 2014.

MBTI. (2014). Myers-Briggs Type Indicator® (MBTI®) . Available: https://www.cpp.com/products/mbti/index.aspx. Last accessed 20th Aug 2014.

Journals Elsevier. (2014). personality Articles. Available: http://www.journals.elsevier.com/journal-of-research-in-personality/recent-articles/. Last accessed 20th Aug 2014.

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Appendix

A research study for analyzing individual personality types using MBTI

Extroverted vs. Introverted (Related to energy)

1. In your company/social groups/family do you:

a. initiate conversationb. wait to be approached

2. Does new and non-routine interaction with others:

a. stimulate and energize youb. tax your reserves

3. Do you prefer:

a. many friends with brief contactb. a few friends with more lengthy contact

4. When the phone rings do you:

a. hasten to get to it firstb. hope someone else will answer

5. At a party/occasion/formal meeting do you:

a. Interact with many, including strangersb. Interact with a few, known to you

6. Are you more attracted to/prefer people to :

a. Sensible peopleb. Imaginative people

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A research study for analyzing individual personality types using MBTI

Sensing vs. Intuitive (Related to information)

7. Are you more interested in:

a. What is actual /Emotionsb. What is possible/Principles

8. In judging others are you more swayed by:

a. Laws than circumstancesb. Circumstances than laws

9. Are you more often:

a. a cool-headed personb. a warm-hearted person

10. Are you more interested in:

a. production and distributionb. design and research

11. Is it harder for you to:

a. identify with othersb. utilize others

12. In making decisions do you feel more comfortable with:

a. standardsb. feelings

Thinking Vs. Feeling (Related to decision making)

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13. Which rules you more?

a. your headb. your heart

A research study for analyzing individual personality types using MBTI

14. Which is more admirable?

a. the ability to organize and be methodicalb. the ability to adapt and make do

15. Which situation appeals to you more?

a. the structured and scheduledb. the unstructured and unscheduled

16. Do you prefer to work:

a. To deadlinesb. Just “whenever”

17. Should one usually let events occurs :

a. by careful selection and choiceb. randomly and by chance

18. Do you want things :

a. Settled and decidedb. Unsettled and undecided

Judging Vs. perceiving (Related to lifestyle)

19. Does it bother you more having things:

a. Incompleteb. Completed

20. Would you say you are more:

a. Serious and determinedb. Easy-going

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21. Do you feel better about:

a. having purchasedb. having the option to buy

A research study for analyzing individual personality types using MBTI

22. Do you tend to look for:

a. the orderlyb. whatever turns up

23. Are you more comfortable:

a. after a decisionb. before a decision

24. Do you tend to be more:

a. deliberate than spontaneousb. spontaneous than deliberate

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