Each culture has a distinct way of expressing human emotions and has different attitudes behind this expressions – also in business matters. Finding people who can fit into the culture of international organization is not easy. And then when we find them already we have to learn how to overcome culture bumps and how to make cultural differences work in our business. And once we get the hang of working around cultural differences, we can only get better. Most scientists acknowledge that, besides culture, many things influence human behavior, including genetic and environmental factors. We shouldn’t forget that each person is an individual, with different experiences and a member of a culture with his own perceptions. Once individuals come from different cultural backgrounds the possibility of having completely different perceptions of the same situation increases highly.
Whatever our preference set, it inherently involves certain blind spots to other perspectives and can create interpersonal problems when others expect a different type of involvement with us. Therefore, we would do well to examine the opposite preferences and the way these opposites would employ a different process. Many people attracted to Myers-Briggs Indicator see it as a means of categorizing and understanding others. An understanding of type can help broaden the definitions to cover the different ways people perceive, different ways they make decisions, different styles of relating to the external world, and different learning styles. While that benefit certainly exists, I have found it difficult to implement in practice. At best "typing" others is a tentative hypothesis that requires constant revisiting. And since there are variations within a given MBTI type (no two people within a type are tr ...