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Monday, December 28, 2009

Project on Performance Appraisal

Meaning and definition of performance appraisal and its objectives
In simple terms, appraisal may be understood as the assessment of an individual’s performance in a systematic way, the performance being measured against such factors as job knowledge, quality, and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health, and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must also be assessed.

A formal definition of performance appraisal is:
“It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development.”

A more comprehensive definition is:
“Performance appraisal is a formal, structured system of measuring and evaluating an employee’s job related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organization, and society all benefit.”

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Saturday, December 26, 2009

Human Resources Recruitment and Retention Strategy - Ebook

During times of high unemployment, employers have the luxury of selecting employees from an abundant supply of candidates. However, as Barbara Moses states, times have changed, and “employees know it’s a seller’s market” (2006).

In the lean and mean 1980’s and 90’s, employees were advised to be prepared for five or more careers. They were also told there is no such thing as lifelong career commitments. This may have been somewhat short-sighted. The result of this advice has been the demise of employee loyalty and non-existent succession planning strategies. We now have industries with well-educated, experienced but aging professionals who made it through the lean and mean decades who are now approaching possible retirements. Therefore, organizational success today and in the future will largely depend upon attracting, selecting, deploying, developing, managing, rewarding and retaining talent.

Successful recruitment and retention strategies include knowing and meeting the needs of employees, paying attention to corporate culture and employment branding, developing a diverse workforce, and ensuring strong leadership.

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Ebook on Motivation - 101 Motivational Quotes

“People often say that motivation doesn't last. Well, neither does bathing - that's why we recommend it daily” – Zig Ziglar

By definition motivation means that which motivates, that which makes us take action towards our desired goals and which gives purpose and direction to those actions. Now we all know that very often we lose our motivation and we allow procrastination to dominate our life. With out our motivation we stop taking action and doing the things we really want to do, we stop achieving the things we really want to achieve and we stop believing we are capable of becoming who ever we want to be.

The secret to beating procrastination is that we need to keep motivated. Every day we must do something, anything that gets us motivated, whether it’s listening to your favourite song, going for that morning run or simply reading some quotes. Every day we must motivate ourselves because when we are motivated we have energy, we have ideas and we have dreams and we pursue those dreams with our unbounded faith that we will achieve them and more.

To help you stay motivated I have compiled some of the best motivating quotes from famous speakers and historical figures. Read just a few each day and contemplate the meaning and philosophy behind each quote. Pick your favourites, the ones that resonate with in you and stir up a desire to get moving and take action. Write them down and place them where you can see them each day – at home, at work, in your car, in your wallet, in your purse, in your briefcase, anywhere and everywhere. That way at any time wherever you are and whatever you are doing you will always have your daily dose of motivation.

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Why Do People leave Jobs?
There are various factors that affect an individual’s decision to leave a job. While an employee’s leaving the job is considered attrition by one organization, it is looked at as talent acquisition by the new organization and to the individual it means a career move, economic growth and enhanced quality of life/convenience or closeness to family etc. Hence, what is a problem for one may be an opportunity for another.

This short note examines the key reasons for attrition and explores ‘what enhances retention’ as well as outlines some of the factors that can control attrition. It also touches up those factors that are beyond ones control.

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Team Working Techniques and Team Working Effectiveness Project Report

Different techniques and skills are used to achieve an organisation’s goals and objectives. One of the techniques used by organisations is team working. This research paper presents an empirically based case study on an organisation’s team working techniques and also investigates the effectiveness of team working in the men’s apparel department. The organisation that has been examined for the purpose of this research is Company Z, a chain of departmental stores situated in Mumbai. Questionnaires were developed and sent to both, the staff and managers to analyse the team working effectiveness and techniques adapted to form and develop teams respectively. Structured interviews were also conducted among five (5) managers to understand the organisation’s rational for team working and techniques adapted to form and develop teams. Finally conclusions and recommendations have been presented in the end and areas for further research have also been suggested.

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Friday, December 25, 2009

Knowladge Management - HRM project Report

Knowledge Management refers to a range of practices and techniques used by organizations to identify, represent and distribute knowledge, know-how, expertise, intellectual capital and other forms of knowledge for leverage, reuse and transfer of knowledge and learning across the organization.

Knowledge management programs are typically tied to organizational objectives and are intended to lead to the achievement of specific business outcomes such as improved performance, competitive advantage, or higher levels of innovation. Of recent years Personal Knowledge Management (PKM) practice has arisen by which individuals apply KM practice to themselves, their role in the organization and their career development,

Knowledge management is an evolving discipline. While knowledge transfer (an aspect of knowledge management) has always existed in one form or another, for example through on-the-job discussions with peers, formally through apprenticeship, the maintenance of corporate libraries, professional training and mentoring programmes, and — since the late twentieth century — technologically through knowledge bases, expert systems, and other knowledge repositories, knowledge management programs claim to consciously evaluate and manage the process of accumulation, creation and application of knowledge which is also referred to by some as intellectual capital.

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Labour Welfare Project Report

Social Security and Labour Welfare in India: A review
Social security is one of the pillars on which the structure of a welfare state rests, and it constitutes the hard core of social policy in most countries. It is through social security measures that the state attempts to maintain every citizen at a certain prescribed level below which no one is allowed to fall. It is the security that society furnishes through appropriate organization, against certain risks to which its members are exposed (ILO, 1942). Social security system comprises health and unemployment insurance, family allowances, provident funds, pensions and gratuity schemes, and widows’ and survivors’ allowances. The essential characteristics of social insurance schemes include their compulsory and contributory nature; the members must first subscribe to a fund from which benefits could be drawn later. On the other hand, social assistance is a method according to which benefits are given to the needy persons, fulfilling the prescribed conditions, by the government out of its own resources.

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Attitude - HRM Project Report

Attitude is a hypothetical construct that represents an individual's like or dislike for an item. Attitudes are positive, negative or neutral views of an "attitude object": i.e. a person, behaviour or event. People can also be "ambivalent" towards a target, meaning that they simultaneously possess a positive and a negative bias towards the attitude in question.

Attitudes come from judgments. Attitudes develop on the ABC model (affect, behavioral change and cognition). The affective response is a physiological response that expresses an individual's preference for an entity. The behavioral intention is a verbal indication of the intention of an individual. The cognitive response is a cognitive evaluation of the entity to form an attitude. Most attitudes in individuals are a result of observational learning from their environment. The link between attitude and behavior exists but depends on human behavior, some of which is irrational. For example, a person who is in favor of blood transfusion may not donate blood. This makes sense if the person does not like the sight of blood, which explains this irrationality.


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Thursday, December 24, 2009

Competency Mapping at Tata Power - Project Report

The core business of TATA Power Company is to generate, transmit and distribute electricity. The Company operates in two business segments: Power and Other. The Power segment is engaged in generation, transmission and distribution of electricity. The other segment includes electronic equipment, broadband services, project consultancy and oil exploration.
TPC recognizes the need to have a technologically proficient and business oriented human resource to successfully address the challenges and growth opportunities.
Every organization needs to have well-trained and experienced people to perform the activities. Training and development refer to the importing of specific skills, abilities and knowledge to an employee.

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Employee Engagement Notes

Here are notes on employee engagement.

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Tuesday, December 22, 2009

Synopsis on Employee Retention

“Employee retention is a process in which the employees are encouraged to remain in the organization for the maximum period of time.”
Employee Retention involves taking measures to encourage competent employee to remain in the organization for the maximum period of time. Corporate are facing a lot problem in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees.

If a person is not satisfied by the job he is doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees. The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention.
There are various HR issues the a corporate deals
These basic needs other than routine and future HR tasks are to be taken care of on Priority before it becomes late.

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Monday, December 21, 2009

Project Report on Hospitality Industry

Objectives of Project
=> To analyze the role and need of Hospitality & Catering as it is an upcoming era of Hospitality.
=> To know how Hospitality can be beneficial in growth of Indian economy.
=> To know about the emergence of Hospitality industry in International market.
=> To understand the nature of services rendered and various facilities provided by Hospitality Industry.
=> To know about the recent trends & services of main Hospitality players in India.
=> To understand the future prospects and challenges faced by Hospitality Industry activity.

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Project Report on Hospital/Healthcare

Health care means a wide and intensive form of services, which will be related to well being of human beings. Health Care is a social sector. Health Care services are provided at state level with the help of central government.
Health care is a wide and intensive industry, which covers Hospitals, Health Insurances, Medical software, Health- equipments and Pharmacy in it.

Major inputs of health care industry
The major inputs of health care industries are as listed below:
I. Hospitals
II. Medical insurance
III. Medical software
IV. Health equipments

Overview of health care sector in India:
India’s healthcare sector has made impressive strides in recent years. It has transformed to a US$ 17 billion industry and is surging ahead with an annual growth rate of 13% a year. The healthcare industry in India expected to grow in size to Rs 270,000 core by 2012. The healthcare industry employs over four million people, which makes it one of the largest service sectors in the economy of our country.

Healthcare is dependent on the people served; India’s huge population of a billion people represents a big opportunity. People are spending more on healthcare. The rise in literacy rate; the higher levels of income; and an increased awareness through the deep penetration of media, has constituted to greater attention being paid to health. India has a very low density of doctors. Infant mortality is amongst the highest in India.

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Compensation Management Notes


Wage is a monetary payment made by the employer to his employee for the work done or services rendered. It is a monetary compensation for the services rendered. A worker may be paid Rs. 100 per day or Rs. 4500 per month. This is wage payment. The worker gives his services and takes payment called wage payment. Industrial workers are paid remuneration for their services in terms of money called wage payment. Wages are usually paid in cash at the end of one day, one month or one week. Money wage is the monetary compensation or price paid by the employer to his employee for the services rendered. Such compensation is also called wage or salary or reward given by an organisation to a person in return to a work done.

Generally, compensation payable to an employee includes the following three components:
=> Basic compensation for the job (wage/salary)
=> Incentive compensation for the employee on job
=> Supplementary compensation paid to employees (fringe benefit and employee services)

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Employee retention Project Report

Executive Summary

In recent times, the HR Department of any company has been seen as a very productive department contributing towards the Organizational goals and objectives. With this, the expectations of management have grown up to a greater extent. Now, the HR is not just seen as a department for recruiting people but it’s mainly known for making the work enjoyable for every employee. HR is also known for keeping employees motivated at all times, in training them, helping in employees personal and professional lives and maintaining a balance in between and alas in retaining them. Therefore, the work of HR department has become tougher.

Beside various other HR systems and processes, the retention is known as an important tool for any Organization and almost every Organization is spending more on this area than recruiting new employees or anywhere else.

The Indian Economy has become very sound in last five years. The Indian Government has permitted to enter Multinational Corporations (MNCs) in India with which the opportunities for professionals have arisen. As a result, Industry has seen a rising attrition ratio in almost any form of Business. Therefore retention of the existing employees is both important in terms of economics and performance of human resources. In actual, the retention process starts at the time when any employee is separated from the Organization but I feel it starts during the interview process when a successful candidate is converted into an employee.

The important processes of retention are interview process, internal induction, training, final placement, organizational internal environment, people working in various department, colleagues, immediate supervisor, department head, compensation and benefits, HR policy, performance assessment, internal growth.

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Sunday, December 20, 2009

Factors Influencing Attrition in the growing Economies - synopsis


In the recent decades the Indian industry has changed its outlook. The employment scene has changed its appearance. The factors like skill sets, job satisfaction drive the employment and not just the money. The employer hence faces the heat of continuous employee turnover. Continuous efforts are made by organisations to control the employee turnover rate as it directly affects the performance of the organisation as many key people leave the organisations for various reasons at crucial points. This turnover is normally known as ATTRITION.

Defining attrition:
A reduction in the number of employees through retirement, resignation or death.

Defining Attrition rate:
The rate of shrinkage in size or number.

In the best of worlds, employees would love their jobs, like their coworkers, work hard for their employers, get paid well for their work, have ample chances for the advancement, and the flexible schedules so they could attend to personal or family needs as and when necessary.
But then there’s the real world. And in the real world, employees do leave, either because they want more money, hate their co-workers, want a change or because their spouse gets a dream job in another state. So, what does the turnover cost? And which employees are likely to have the highest turnover? Who is likely to stay the longest?

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Saturday, December 19, 2009

Nimbooz Survey Project Report


March 2009 PepsiCo India has launched its packaged nimbu paani ‘Nimbooz by 7Up’. PepsiCo will launch its new lime-lemon drink Nimbooz this month. The drink which will be an addition to its 7-up category with real lemon juice, no fizz and no artificial flavors, will be available in three packaging formats of 200 ml returnable glass bottles, 350 ml PET and 200 ml tetra packs, priced at Rs 10, Rs 15 and Rs 10, respectively. will be available in 200 ml returnable glass bottles and 350 ml PET packets communication tag line is ‘Ekdum Asli Indian’, and the integrated communication pro-gramme includes TV commercial, press, radio etc.

• Increase market share in terms of both sale and customer base.
• Maximization of Profit.
• Creating strong brand image

• To find out the awareness level of consumers about 7up Nimbooz
• To identify the attitude of customers towards 7up Nimbooz and its competitors.
• Post-launch market evaluation of 7up Nimbooz.
• Identify areas of satisfaction and dissatisfaction of consumers.

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Friday, December 18, 2009

Biomedical Waste Management Project Report


A hospital produces many types of waste material. Housekeeping activity generates considerable amount of trash, and the visitors and others bring with them food and other materials which must in some way be disposed off. In addition to the waste that is produced in all resident buildings, hospital generate pathological waste viz. blood soaked dressings, carcasses and similar waste. These waste materials must be suitably disposed of immediately lest they purify, emit foul smells, act as a source of infection and disease, and become a public health hazard. While in developing countries most of the public health problems are due to industrialization, in developing countries many of the public health problems are also related to defective sewage and waste disposal.

Many of our hospitals neither have a satisfactory waste disposal system nor a waste management and disposal policy. The disposal of waste is exclusively entrusted to the junior most staff from the housekeeping department without any supervision, and even pathological wastes are observed to be disposed off in the available open ground around hospitals with scant regard to aesthetic and hygiene considerations.
‘Waste” can be defined as any discarded unwanted residual matter arising from the hospitals or activities related to the hospitals. “Disposal” covers the total process of collecting, handling, packing, storage, transportation and final treatment of wastes.

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CRM - Taj VS Orchid project report

Section I

1) Conceptual Framework for CRM
2) Key CRM Principles
3) Customer Relationship Life Cycle
4) The Emergence of CRM Practice
5) CRM Formation Process
6) Business Objectives from CRM
7) CRM and Related Concepts
8) Technological Tools for CRM
9) Existing CRM Solutions
10) Present CRM Alternatives
11) eCRM
12) Categories of CRM Solutions
13) Organising for CRM
14) Financial Framework for CRM
15) CRM in Select Services
16) Case Example
17) Case Study: Hospitality Industry
18) Conclusion
19) Recommendations

Section II
1) The Hotel Industry
2) Industry Concepts
3) Hotel Concepts
4) Indian Hotels Company Limited
5) Industry Characteristics
6) Tourist Arrivals
7) Segmentation of Hotels
8) India and the World Market
9) Career Options
10) Taj Lands End
11) The Orchid

Section III
1) Comparative Analysis of Taj vs The Orchid which includes Data Interpretation and Recommendation

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Tuesday, December 15, 2009

Healthcare and Hospital Industry Notes

Healthcare industry is a wide and intensive form of services which are related to well being of human beings. Health care is the social sector and it is provided at State level with the help of Central Government. Health care industry covers hospitals, health insurances, medical software, health equipments and pharmacy in it.

Right from the time of Ramayana and Mahabharata, health care was there but with time, Health care sector has changed substantially. With improvement in Medical Science and technology it has gone through considerable change and improved a lot.

The major inputs of health care industries are as listed below:
I. Hospitals
II. Medical insurance
III. Medical software
IV. Health equipments

Health care service is the combination of tangible and intangible aspect with the intangible aspect dominating the intangible aspect. In fact it can be said to be completely intangible, in that, the services (consultancy) offered by the doctor are completely intangible. The tangible things could include the bed, the décor, etc. Efforts made by hospitals to tangiblize the service offering would be discussed in details in the unique characteristics part of the report.

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Saturday, December 12, 2009

Workforce Diversity Project Reoprt


Today, at the beginning of the 21st century, the world is submerged in a wide range of demographic trends which have the potential to radically change the demographic, cultural and ethical mixture of the population in many countries within just a few decades.

Top managers often say that their company's people are its most important asset. In a tight job market and a global economy a company that puts people first - regardless of their race, religion, gender, age, sexual preference, or physical disability - wins.

Companies, especially big multinational players which have to deal with these changes, are growingly forced to react. Employees, once a homogenous group in many countries, are increasingly diverse and need to be integrated within and into working environments. Diversity can present an immense source of opportunities but it can also mean the opposite, a big threat.

Diversity management is a managerial approach in response to these trends and can help companies to effectively and efficiently manage their personnel diversity, i.e. personnel made up of diverse and multifaceted people. The text argues that a diverse workforce can be regarded as an instrument of sales promotion, a marketing tool to induce customers to buy certain products or services.

To be successful at creating workforce diversity program involves attracting and retaining the highest quality individuals in the talent pool. For the HR professional it means looking beyond obvious recruitment methods and venues for good people, then learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation.

Promoting workforce diversity is a process that takes place in many stages and on many levels. It requires HR professionals first to recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.

In today's world of cultural diversity, our business can't thrive unless we implement a workforce diversity initiative. Besides tapping into the unique abilities and talents of people from different backgrounds, we can improve our image in the community by opening up a place of business to anyone regardless of race, color, gender, ethnicity, sexual orientation and disability.

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CSR at BPCL Project Report

Executive Summary
The project enables me to know various aspects of Corporate Social Responsibilities and its importance and steps taken by Bharat Petroleum towards social activities.
BPCL is a Model Corporate Entity with Social Responsibility and also builds a powerful partnership with society for ‘Sustainable Development’.

As a corporate responsibility, today 37 villages across India have been adopted by BPCL. This includes making substantial investments for nearly a decade and a half in them to make them fully self reliant, providing them fresh drinking water, sanitation facilities, medical facilities, enhancing their income standards by imparting vocational training and agricultural innovations. However, BPCL also firmly believes that the only vehicle for raising the villagers from their present state is by educating the young and the old, a focus on providing grants for opening schools and opening adult literacy camps as well. A Herculean task indeed, which BPCL recognized and thus even sought assistance from NGO's working around these centers in fulfilling its dream, which to many of BPCL employee's still remains incomplete, on account of the large magnitude of work necessary in completion.

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Wednesday, December 9, 2009

Entereprenureship Devlopment Notes

Notes on entreprenureship devlopment.

What makes an entrepreneur create a successful new business? Researchers, sociologists,
economists have been exploring several avenues – characteristics of an entrepreneur, lifepath
circumstances of an individual, environmental factors & finally they examined the
desirability & feasibility of becoming an entrepreneur which also affects the decision to
engage in entrepreneurship. Following three basic factors are mainly responsible for an
individual’s desirability & feasibility of becoming an entrepreneur.
· Personal Characteristics
· Life-Path Circumstance
· Environmental Factors

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Employee Retention in IT Industry

A nice PPT/PDF Document on Employee retention in IT Industry.

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Tuesday, December 8, 2009

Transactional Analysis Questionnaire with Interpretation

There is no time limit to this questionnaire. It will probably take around ten minutes to complete. The more spontaneous and honest you can be, the more accurate the results probably will be.
If you agree more than you disagree with a statement, mark a plus (+) in the box.
If you disagree more than you agree, mark a minus (-) in the box.

1. Teenagers would be better off if they tried harder to understand and utilise the experiences of older people.

2. I enjoy fast driving.

3. Generally I manage to keep a calm appearance even when I am all upset inside.

4. There are too few people nowadays with enough courage to stand up for what is right.

5. People who tend to be “Bossy” actually lack self-confidence although they may not realise this.

6. I do not like it when people are not clear about what I say and ask me to repeat.

7. Effective leadership means to enable people to give the best of themselves rather then seek the best for themselves.

8. There is too much sex and violence on TV nowadays.

9. In my opinion, it is healthy to freely discuss sex, bodily functions, intimacy, etc.
10. I find it difficult to stick to a diet, to quit smoking, etc.

11. In my opinion, speed limits should be strongly enforced.

12. Parents tend to be too permissive nowadays.

13. I believe that absolute openness and honesty with others is possible.

14. In my opinion, 95% of the important life decisions are based on feelings.

15. Too many people nowadays allow others to push them around too much.

16. Although most people are not, I seem to be quite comfortable with a long period of silence.

17. I can recall situations where, as a child, other people made me feel ashamed.

18. Sometimes children need to be slapped on the buttocks for their own good.

19. We need more rather than less censorship in the movies, TV, magazines, etc.

20. Even with strangers, I seldom feel bored, impatient or lonely.

21. I know that sometimes I ought to eat and drink less than I do.

22. The good opinion of others is important.

23. My parents encouraged me to explore and learn things for myself.

24. I get uncomfortable when something unexpected happens.

25. Even when one feels life is not worth living, no one is justified in committing suicide.

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Thursday, December 3, 2009

Personality Types & MBTI

Personality Type or Psychological Type are terms most commonly associated with the model of personality development created by Isabel Briggs Myers (aka Briggs Meyer, Meyer Briggs, Briggs Myers ) the author of the world's most widely used personality inventory, the MBTI or Myers-Briggs Type Indicator. ® Myers and her mother, Katharine Briggs, developed their model and inventory around the ideas and theories of psychologist Carl Jung, a contemporary of Sigmund Freud and a leading exponent of Gestalt personality theory.

Beginning in the early 1940's, Myers & Briggs extended Jung's model with the initial development of the MBTI. They put Jung's concepts into language that could be understood and used by the average person. Isabel Myers' book "Gifts Differing", published posthumously in 1980, provided a comprehensive introduction to the Jung/Myers theory. Myers' book and her philosophy of celebrating human diversity anticipated the workplace diversity movement.
The MBTI is a registered trademark of Myers-Briggs Type Indicator Trust and is published by CPP, Inc (formerly Consulting Psychologist Press) who also distributes the Inventory. The MBTI is available from CPP and its licensees in approximately 20 foreign languages. In addition, alternate versions of the inventory have been scientifically customized and validated for other languages and cultures for which a straight translation of English language terms would yield inaccurate results.

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