• Organizations use it to improve employee communication, teamwork and leadership.
• Adults and young people use it to choose careers that are likely to hold their interest and use their gifts.
• Teachers and students use it to make learning more interesting and efficient.
• Family members use it to better understand each other.

Isabel Briggs Myers created descriptions of each of the 16 types, and provides information on why the 16 types are different from one another and clarifies how each profile is distinctive from another.

A clear understanding of the basics of personality type and type development will help gain a greater understanding of others and the impact type has on daily interactions.

Although everyone uses all eight of the preferences, people find one preference in each pair more interesting or comfortable than it's opposite. Think of your choices as somewhat like being right- or left- handed. Both hands are valuable, but most people reach first with the hand they prefer. They usually use that hand more often and become more skillful with it. In the same way, your type preferences are choices between equally valuable and useful qualities.
 

• It is culture fair - Research has indicated that the OPQ shows little difference between ethnic groups.
• It is comprehensive - It measures up to 32 detailed dimensions of work-related behaviours, ensuring that personnel decisions are based on the thorough analysis of how people will perform their work.
• It is proven validity and reliability - continuing validation and standardization of the OPQ and years of research and development confirm that is an effective means of predicting success in a wide range of jobs.
• It has a variety of uses - The OPQ is being used successfully for many different HR applications including selection, development and succession planning.
• It is user friendly - it has been designed to be easily understood.
• It is easy to administer - The OPQ can be administered on the Internet or in the presence of the license holder - depending on the candidate been tested.
• It is up to date - The questionnaire is supported by a continuing development programme.

The OPQ can be used:

• Selection - In conjunction with other methods such as interviews and case studies to ascertain the applicants' suitability for a particular job.
• Management Tool - To help line managers achieve a better understanding of how to manage and motivate staff and make the best use of their efforts. Succession planning can also be managed effectively.
• Training and Development - To help teams achieve a better understanding of their role in the team as well as the role of their colleagues to be more effective as a team.
• Counseling and career guidance - To help individuals arrive at a better understanding of his/her personality to facilitate career choice.

Someone who resists change will be unlikely to perform well if your organization is growing rapidly, likewise a sales manager who does not listen to others will not bring in the volume of new business you require.

It is important to ensure that you employ the right caliber of people to fit your organizations culture.

It is also important that prior to promoting a valuable employee you ensure that he/she is capable of handling the new responsibilities.

If teamwork is of utmost importance to your organization you should ensure that your team members understand their place in the team to ensure the required productivity of the team.

Uphando specializes in the above mentioned personality profiling which will eliminate problems pertaining to the above.