If i was a manager:
-Consider screening job candidates for high
conscientiousness
—as well as the other Big Five traits
—depending on the criteria your organization finds most important. Other aspects, such as core self-evaluation or
narcissism, may be relevant in certain situations.
-Although the MBTI has faults, you can use it for training and development; to help employees better understand each other, open up communication in work groups, and possibly reduce conflicts.
-Evaluate jobs, work groups, and your organization to determine the optimal personality fit.
-Take into account employees' situational factors when evaluating their observable personality traits, and lower the situation strength, to better ascertain personality characteristics.
-The more you consider people’s different cultures, the better you will be able to determine their work behavior and create a positive organizational climate that performs well.