Our personality serves as the architects and artists of our lives. It influences our reactions to experiences and the outcomes we achieve. One’s personality is the lens through which one perceives the world, shaping one’s thoughts, behaviors, and interactions. Understanding these personality types, often Type A, B, C, and D, sheds light on how we approach challenges, communicate, and make choices.
Many psychologists, researchers, and enthusiasts have studied and refined the concept of personality types over many decades. While no single framework captures the full complexity of the human character, these four distinct personality types offer valuable insights into our core tendencies and preferences. Understanding these personality types aids in self-discovery and personal development. It is a bridge to improved empathy and communication and helps gain a deeper appreciation for the unique qualities in people.
The origin of the four personality types goes back more than two thousand years. In ancient Greece, Hippocrates introduced a theory of four temperaments, the first written theory on links between personality and health known today. However, his temperament theory originated in the even older Egyptian and Mesopotamian philosophy of ‘humoralism’ (Sudhoff, 1926). Hippocrates’ temperament theory suggests four bodily fluids – black bile, yellow bile, phlegm, and blood—directly affect an individual’s personality, behavior, and health (Johansson & Lynøe, 2008).
The origin of the four personality types goes back to more than two thousand years. In ancient Greece, Hippocrates termed the types of personality after body fluids: choleric, melancholic, phlegmatic and sanguine. These four temperaments were said to be based on the humoral medicine theory and have persisted under different interpretations and adaptations throughout history.
The choleric temperament is linked to an excess of yellow bile, one of the four humours. Individuals with a choleric temperament are considered assertive, competitive, and ambitious. They are natural leaders and are often quick to make decisions and take charge of situations. Cholerics are considered extroverted and driven by a desire for control and power.
The melancholic temperament is associated with an excess of black bile. People with a melancholy temperament are considered introverted, reflective, and analytical. They are deep thinkers and compassionate individuals prone to introspection and self-analysis. Melancholics are often associated with artistic and creative tendencies.
The phlegmatic temperament is connected to excess phlegm, another bodily fluid. Those with a phlegmatic temperament are considered calm, easygoing, and content. They are described as stable, patient, and good-natured. They are peacemakers who prefer avoiding conflict and maintaining a harmonious environment.
The sanguine temperament is linked to an excess of blood. People with a sanguine temperament are considered outgoing, social, and cheerful. They are often seen as extroverts who enjoy socializing and are quick to make friends. Sanguines are thought to be optimistic and lively individuals who approach life with enthusiasm.
The ABCD personality type was introduced in the 1950s by two cardiologists named Meyer Friedman and Ray Rosenman. Initially, it consisted of Type A and Type B personalities. However, they have been expanded to include personality Type C and Type D. It categorizes individuals into four personality types. It is based on their behaviour, attitudes, and responses to stress.
Four categories of personalities have been given various names and designations. But generally, they are called Type A, B, C, and D personalities. Each individual is a blend of these four personality types.
People with Type A personalities are achievement-oriented and are perfectionists. They are prone to experiencing stress, can be impatient, and have a sense of urgency for time. They have high standards and are highly competitive. They love to set goals and achieve as many as possible. Essentially, they are driven, but they can sometimes appear aggressive. Type As are inspiring and reliable people; they push boundaries and explore outside their comfort zone. Type A personalities at work are characterized by good delegation and administrative skills. They prefer to work independently and set their schedules. They also have valuable problem-solving skills and show productivity.
A set of common traits characterize a Type A personality. These individuals typically take charge and are highly competitive, striving to be at the top. They are fast-paced and impatient, always seeking to accomplish tasks quickly. Type A personalities are often entrepreneurial and workaholics, constantly driven to achieve success. They embrace change and are ambitious in their pursuits. While they work well independently, they can also be passionate but short-fused. They demand maximum freedom and can be dominant and stubborn. They excel at multitasking. Overall, Type A personalities possess unique traits that drive them to succeed and excel in various aspects of life.
Some other names of Type A personality are sensor, guardian, ESTJ, ENTJ, ENFP, adventurer/achiever, controller, etc.
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Employees with Type A personalities possess several traits that set them apart in the workplace. They are goal-oriented, risk-taking, and thrive under stress. They excel at working independently, have a direct management style, and have strong delegation and administrative skills. Type A individuals are known for their workaholic tendencies, often putting in extra time and effort to achieve their objectives. They value autonomy, preferring to set their schedules. Their impatience may surface when others spend excessive time on details or hinder their progress. With their entrepreneurial spirit and unwavering confidence, it is not uncommon to find Type A personalities in supervisory or managerial roles or even pursuing their business ventures.
Type A personalities thrive on challenges and dislike routine or repetitive work, which can quickly bore them and lead to dissatisfaction. They strive to maintain their independence and freedom, avoiding patterns or routines. They may become dissatisfied if their job lacks variety. Being dominant, they value autonomy. However, their focus on goals may make them less attuned to the feelings and needs of their coworkers. Type A personalities excel in high-stress situations and are known for performing well under pressure.
The key to managing employees with Type A personality traits is balancing their valuable problem-solving abilities and productivity while preventing potential disruptions. Managing their motivations and the situations they encounter is crucial to achieving this balance.
Type A personalities find motivation in various factors such as financial rewards, opportunities for growth, personal freedom, a favourable risk-reward ratio, challenging tasks, a sense of urgency, achieving success, and taking on leadership roles. These factors drive these individuals to pursue them personally and professionally.
Type A personalities are motivated or captivated by certain words or phrases that resonate with their drive and ambition. These include expressions like “Let’s get it done,” emphasizing the need for speed and efficiency. They are drawn to words like “fast” and “results,” highlighting their desire for immediate and tangible outcomes. Terms such as “immediate,” “today,” or “now” appeal to their sense of urgency. They are also interested in phrases like “the bottom line,” emphasizing the importance of tangible outcomes.
Additionally, they are intrigued by questions like “What do you think about…?” as they engage their opinion and input. Words like “the best,” “newest,” or “cutting-edge” catch their attention, as they are attracted to innovative and challenging opportunities. Lastly, they are enticed by the idea of a “great return on investment,” which aligns with their goal-oriented mindset.
Type A personalities have certain turnoffs, dislikes, and fears that can affect engagement and satisfaction. They are not fond of touchy-feely things and prefer concise explanations or descriptions over lengthy ones. They may become impatient if things are explained in emotional terms or if they have to repeat explanations to the same person multiple times. They dislike appearing vulnerable and strive to avoid falling into routines. Being manipulated is a significant concern, as they value their independence and autonomy. Lastly, the fear of losing, whether it be in terms of opportunities, status, or control, can be a source of anxiety for Type A personalities.
Some jobs attracting a Type A personality include- President/CEO, politician, entrepreneur, manager, general contractor, salesperson or sales manager, business owner, etc.
People with a Type B personality are easygoing and relaxed. They are less likely to experience stress and are patient, creative, and imaginative. Type B people tend to be grounded and peaceful. They make people comfortable; people tend to like being around them. They are compassionate; they know how to read other people’s emotions and understand how they should be there for others and themselves. Type B personalities at work are spontaneous, enthusiastic and outgoing. They are good at interacting with customers and enjoy working in teams. They thrive in collaborative situations.
Type B personalities exhibit various characteristics that can differ from person to person. They are often enthusiastic and enjoy having fun. They possess persuasive abilities and are friendly, charismatic, and confident. Type B individuals tend to be idea-oriented and dreamers but may have short attention spans. They excel at motivating others and are known for their spontaneous and impulsive nature. However, they may also struggle with procrastination. Overall, Type B personalities bring a unique blend of traits contributing to their engaging and dynamic nature.
Other names include artisan, tutor, ENTJ, ENTP, INTJ, INTP, helper/romantic, promoter, etc.
Employees with Type B personalities possess distinct traits that set them apart in the workplace. They are relationship-oriented, outgoing, and enthusiastic. However, they may need help to complete tasks they start and attempt to take on too much simultaneously. Type B individuals are quickly bored but are generally well-liked by others. They tend to talk about themselves, driven by a desire to be liked. Their biggest fear is public humiliation, which could lead to disapproval from others and be traumatic for them.
Type B personalities bring several strengths, including enthusiasm, outgoing nature, friendliness, and persuasive abilities. They are dreamers who can translate their ideas into practical solutions in the workplace. Type B individuals are spontaneous and use wit and humour to build rapport with others. However, they may need help with impatience, a short attention span, and a lack of attention to detail. They prioritize social interaction over work, which can impact their productivity. During the hiring process, they may prefer unstructured interviews, which can lead to potential hiring mistakes. Despite these weaknesses, many Type B personalities have learned to control their counterproductive tendencies while leveraging their positive attributes.
To maximize the effectiveness of Type B individuals, placing them in team environments and actively engaging with them is vital. One should avoid assigning them to isolated roles with minimal interaction, as they thrive in collaborative settings. They excel in positions that require frequent interaction with customers or suppliers and flourish in social settings.
A Type B personality finds motivation in various factors, including receiving public recognition, earning awards, plaques, and certificates, achieving success, notably surpassing peers, being in the spotlight as a public speaker or director, seeking acceptance, and staying up-to-date with the latest styles and trends. These factors serve as sources of inspiration and drive for Type B individuals.
The Type B personality is motivated or captivated by certain words or phrases that catch their attention. These include compliments like “You look great” and affirmations like “You’re the best….” They are drawn to phrases that emphasize being loved by others, like “People love you.” Words like “fun” and expressions that promise entertainment effectively motivate and engage Type B individuals.
Dislikes and fears of various things turn off the Type B personality. They fear public humiliation and being unappreciated. They dislike appearing uninvolved and are not fond of nonsocial individuals. They also fear appearing unattractive and are bothered by people or things that distract their attention. Additionally, they have a fear of appearing unsuccessful or unacceptable. These factors can significantly impact their engagement and satisfaction.
Some job roles that attract Type B personalities are- public relations, salesperson, entertainment, customer service/relations, party planning, etc.
Having different kinds of people on a team who get along well is essential because this helps the company succeed. Type A and Type B are two different personality styles. Type A personalities like to plan and focus on goals. Type B personalities are more easygoing and care about getting along with others in the present. A team with a mix of Type A and Type B personalities works well. Type A personalities help the team stay on track, and Type B personalities build good relationships. While Type B people often get their motivation from others, Type A people remain motivated independently. Understanding both personality types is vital to ensure the team works well together.
People with a Type C personality are analytical, detail-oriented, and focused on accuracy. They are likely to experience emotional stress. Type C personalities focus on tiny and technical details. They are introverted and reserved in interactions. They like routines, prefer a set lifestyle, and desire order, logic, and precision. Type C personalities at work are logical, prepared, and outcome-driven. Type C personalities prefer clearly defined job roles and expectations. It helps them prioritize tasks and see them through to completion.
Type C personalities exhibit a range of characteristics. Still, a prime example of a Type C individual is someone accurate, detail-oriented, creative, dependable, sceptical, independent, lawful, organized, analytical, critical, concerned about progress, and often detached or disengaged. These traits define their approach to work and interactions, highlighting their focus on precision and critical thinking while maintaining independence and detachment.
Some alternative names of Type C personalities are scientist, thinker, ESTJ, ESFJ, ISTJ, ISFJ, asserter/perfectionist, analyst, etc.
Type C personalities possess distinct traits that set them apart. They are detail-oriented, logical, and prepared individuals who prefer doing things their way. They have a vital concern for progress and may have unmet personal expectations. Quality control is essential, and they tend to control themselves and others. They may appear stoic, as they prefer not to display much emotion. Type C individuals are outcome-driven and adhere to protocols. They are careful, resourceful, and excellent thinkers who thoroughly analyze issues before taking a stance. When challenged, they can provide factual evidence to support their position. When interviewing a Type C candidate, it is advisable to prepare thoughtful questions to elicit genuine responses rather than rehearsed answers.
They value clear job definitions and knowing their expectations, allowing them to prioritize tasks and see them through to completion. In managerial positions, they are cautious and logical, requiring detailed information and facts before making decisions. Emotional sales pitches are ineffective with Type C individuals, as they perceive them as hype and question the hidden facts. In public roles, Type C personalities strive for originality, cleverness, and uniqueness and are meticulously prepared to defend their decisions. Many accountants and lawyers exhibit Type C traits, making them well-suited for roles that demand creative thinking.
Individuals exhibiting Type C personality traits can contribute valuable skills and abilities to the team. They are driven to tackle significant tasks that demand determination and meticulous attention to detail. However, they may feel less at ease in leadership roles and prefer working independently rather than in a team setting.
Type C personalities prefer having opportunities to be analytical and independent. They are motivated by being in control, facing challenges and solving them.
The Type C personality is motivated or captivated by certain words or phrases that catch their attention. These include pursuing perfection, expressions like “How does that work?”, a preference for quiet and solitude, and a desire to learn more. These words and phrases inspire and engage individuals with Type C traits.
Type C personalities are opposed to uncontrolled emotions, irrational behaviour, indecisiveness, self-centred or self-aggrandizing individuals, loss of control, being under the supervision of people they don’t trust or respect, and distractions or people who distract them. These factors significantly impact their engagement and can create discomfort or unease for individuals with Type C traits.
Some jobs that attract a Type C personality are research scientist, data analyst, forecaster, artist, musician, game designer, pilot, programmer/analyst, etc.
People with a Type D personality are introverted and keep their emotions to themselves. They are sensitive and are not very optimistic. They look for security and are resilient, great at giving advice, and are the kind of people who do not give up. Type D personalities at work are cautious and task-oriented. They are motivated by routine and stability. They are organized and often prefer a calm working atmosphere.
A prime illustration of a Type D personality is an individual who is shy, low-key, and observant. They possess a caring and sincere nature and are known for being consistent, dependable, calm, and stable. They tend to avoid confrontation and are resistant to change while maintaining a sense of self-confidence. These characteristics define their overall disposition and behaviour.
The other names of the Type D personality include philosopher, feeler, ESTP, ESFP, ISTP, ISFP, peacemaker/observer, supporter, etc.
Type D personalities exhibit distinct traits that set them apart. They are task-oriented, stabilizing, and cautious individuals who may go along with others even when disagreeing. They can be easily influenced by others and feel uncomfortable with constant change. Type D individuals excel in routines or repetitive tasks and seek respect, sincere admiration, and acceptance from others. They are willing to work hard to please their superiors if they feel appreciated and receive reassurance of their value. They prioritize security and often view Type A personalities as risk-takers who disregard concerns for stability and longevity.
Individuals with Type D personality traits are typically highly organized and are bothered by messy or disorganized environments. They excel in supportive roles, displaying care, thoughtfulness, and compassion towards others. They possess patience, attentive listening skills, and a persevering nature. Type D individuals stabilize forces and thrive in group or team settings. While they may be slower than others, they prioritize accuracy and thoroughness. They tend to keep their feelings to themselves and are hesitant to express themselves, even when assertive individuals take advantage of them. Type D personalities are inclined to go along with various situations. It is crucial to emphasize the company’s benefits package and long-term growth opportunities to attract Type D individuals for jobs, as they highly value a secure and stable work environment.
Effectively managing a Type D personality requires finesse. It is important not to let their inherent pessimism and social comfort concerns negatively impact the team. However, their hard-working nature, compassion, and honesty are valuable strengths that can contribute positively. Type D individuals excel in observation and thoughtful analysis, making them valuable assets in problem-solving and risk-reduction efforts.
Some factors that motivate a Type D personality are security, routine, low risk, calm work environment, stability, etc.
The Type D personality is motivated or captivated by certain words or phrases that resonate with them. These include expressions like “Help others in need,” a preference for a relaxed atmosphere, and an emphasis on logical and rational thinking. These words and phrases inspire and engage individuals with Type D traits.
Some Type D personality turnoffs, dislikes, and fears include risks, pushy individuals, frequent change, instability, disorganization, aggressive behaviour, disruption in routine, surprises, the unknown, and conflict. These factors significantly impact their comfort and can create unease or discomfort for individuals with Type D traits.
Some of the types of jobs include social worker, bureaucrat, mechanic, teacher, personal assistant/secretary, minister, insurance agent, counsellor, supervisor, librarian, etc.
Type Xs have more than one personality. Each type is in equal ratio to the other and is often identified as a Type Ax/Bx, where ‘x’ refers to the intersection between two different personality types. Some people have four balanced personality types. They are also considered Type X personalities. Type X personalities are adjustable to changing circumstances.
The historical concept of the four basic temperaments remains a critical part of the history of psychology and personality theory. In contemporary psychology, the study of personality has evolved significantly, with various models and theories providing an evidence-based understanding of human personality. Personality types can be broadly categorized into four types or over sixteen combinations.
Personality type models vary in their approaches, and one popular system that uses four personality dimensions is the Myers-Briggs Type Indicator (MBTI). MBTI categorizes individuals into sixteen personality types based on four aspects: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. It provides insights into how people perceive the world and make decisions.
In contrast, other personality models, such as the Big Five, also known as the Five Factor Model, focus on five broad dimensions of personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism (OCEAN).
Personality is complex and influenced by multiple factors, including genetics, upbringing, and life experiences. Each personality type brings its unique characteristics and tendencies to the forefront, shedding light on how individuals navigate the complexities of life, work, and relationships. Identifying various personality types is challenging, but recognizing changes in personality types over time is possible.
Understanding these personality types is a valuable self-awareness tool, allowing individuals to recognize their strengths and weaknesses. It helps appreciate the diversity of human nature, foster empathy and effective communication. Personality tests can be used for growth and self-reflection. Ultimately, acknowledging and embracing the nuances of personality types builds more robust and inclusive communities.
Originally published November 8 2023, Updated October 25 2024
Archita Bharadwaj has worked as a Content writer at Mercer | Mettl since April 2023. With her research background, she writes varied forms of content, including blogs, ebooks, and case studies, among other forms.
Personality assessments are a method of identifying candidates whose characteristics match the role and organization’s requirements. Personality assessments help HRs make effective people decisions by placing people in positions suited to their disposition.
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