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The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions.[1]:1 These preferences were extrapolated from the typological theories proposed by Carl Gustav Jung and first published in his 1921 book Psychological Types (English edition, 1923[2]). Jung theorized that there are four principal psychological functions by which we experience the world: sensation, intuition, feeling, and thinking.[3] One of these four functions is dominant most of the time.
The original developers of the personality inventory were Katharine Cook Briggs and her daughter, Isabel Briggs Myers; these two, having studied extensively the work of Jung, turned their interest of human behavior into a devotion of turning the theory of psychological types to practical use.[4] They began creating the indicator during World War II, believing that a knowledge of personality preferences would help women who were entering the industrial workforce for the first time to identify the sort of war-time jobs where they would be "most comfortable and effective".[1]:xiii The initial questionnaire grew into the Myers-Briggs Type Indicator, which was first published in 1962. The MBTI focuses on normal populations and emphasizes the value of naturally occurring differences.[5] Robert Kaplan and Dennis Saccuzzo believe "the underlying assumption of the MBTI is that we all have specific preferences in the way we construe our experiences, and these preferences underlie our interests, needs, values, and motivation" (p. 499).[6]
Concepts Edit
As the MBTI Manual states, the indicator "is designed to implement a theory; therefore the theory must be understood to understand the MBTI".[7]:1
Fundamental to the Myers-Briggs Type Indicator is the theory of psychological type as originally developed by Carl Jung.[1]:xiii Jung proposed the existence of two dichotomous pairs of cognitive functions:
- The "rational" (judging) functions: thinking and feeling
- The "irrational" (perceiving) functions: sensing and intuition
Jung believed that for every person each of the functions are expressed primarily in either an introverted or extraverted form.[1]:17 From Jung's original concepts, Briggs and Myers developed their own theory of psychological type, described below, on which the MBTI is based.
Type Edit
Jung's typological model regards psychological type as similar to left or right handedness: individuals are either born with, or develop, certain preferred ways of perceiving and deciding. The MBTI sorts some of these psychological differences into four opposite pairs, or dichotomies, with a resulting 16 possible psychological types. None of these types are better or worse; however, Briggs and Myers theorized that individuals naturally prefer one overall combination of type differences.[1]:9 In the same way that writing with the left hand is hard work for a right-hander, so people tend to find using their opposite psychological preferences more difficult, even if they can become more proficient (and therefore behaviorally flexible) with practice and development.
The 16 types are typically referred to by an abbreviation of four letters—the initial letters of each of their four type preferences (except in the case of intuition, which uses the abbreviation N to distinguish it from Introversion). For instance:
- ESTJ: extraversion (E), sensing (S), thinking (T), judgment (J)
- INFP: introversion (I), intuition (N), feeling (F), perception (P)
And so on for all 16 possible type combinations.
A related personality type model is the Personality Assessment System developed by John Gittinger. Like the MBTI, PAS identifies people's inherited tendencies, and it goes on to describe how people either accept and foster them, or compensate and modify them as functioning adults. With compensation and modification, Gittinger's PAS gives 512 types. [8]
Four dichotomies Edit
|Extraversion (E) –
|(I) Introversion
|Sensing (S) –
|(N) Intuition
|Thinking (T) –
|(F) Feeling
|Judging (J) –
|(P) Perception
The four pairs of preferences or dichotomies are shown in the table to the right.
Note that the terms used for each dichotomy have specific technical meanings relating to the MBTI which differ from their everyday usage. For example, people who prefer judgment over perception are not necessarily more judgmental or less perceptive. Nor does the MBTI instrument measure aptitude; it simply indicates for one preference over another.[7]:3 Someone reporting a high score for extraversion over introversion cannot be correctly described as more extraverted: they simply have a clear preference.
Point scores on each of the dichotomies can vary considerably from person to person, even among those with the same type. However, Isabel Myers considered the direction of the preference (for example, E vs. I) to be more important than the degree of the preference (for example, very clear vs. slight).[9] The expression of a person's psychological type is more than the sum of the four individual preferences. The preferences interact through type dynamics and type development.
Attitudes: extraversion/introversion (E/I) Edit
Myers-Briggs literature uses the terms extraversion and introversion as Jung first used them. Extraversion means "outward-turning" and introversion means "inward-turning".[10] These specific definitions vary somewhat from the popular usage of the words. Note that extraversion is the spelling used in MBTI publications.
The preferences for extraversion and introversion are often called attitudes. Briggs and Myers recognized that each of the cognitive functions can operate in the external world of behavior, action, people, and things (extraverted attitude) or the internal world of ideas and reflection (introverted attitude). The MBTI assessment sorts for an overall preference for one or the other.
People who prefer extraversion draw energy from action: they tend to act, then reflect, then act further. If they are inactive, their motivation tends to decline. To rebuild their energy, extraverts need breaks from time spent in reflection. Conversely, those who prefer introversion expend energy through action: they prefer to reflect, then act, then reflect again. To rebuild their energy, introverts need quiet time alone, away from activity.
The extravert's flow is directed outward toward people and objects, and the introvert's is directed inward toward concepts and ideas. Contrasting characteristics between extraverts and introverts include the following:
- Extraverts are action oriented, while introverts are thought oriented.
- Extraverts seek breadth of knowledge and influence, while introverts seek depth of knowledge and influence.
- Extraverts often prefer more frequent interaction, while introverts prefer more substantial interaction.
- Extraverts recharge and get their energy from spending time with people, while introverts recharge and get their energy from spending time alone.[11]
Functions: sensing/intuition (S/N) and thinking/feeling (T/F) Edit
Jung identified two pairs of psychological functions:
- The two perceiving functions, sensing and intuition
- The two judging functions, thinking and feeling
According to the Myers-Briggs typology model, each person uses one of these four functions more dominantly and proficiently than the other three; however, all four functions are used at different times depending on the circumstances.
Sensing and intuition are the information-gathering (perceiving) functions. They describe how new information is understood and interpreted. Individuals who prefer sensing are more likely to trust information that is in the present, tangible, and concrete: that is, information that can be understood by the five senses. They tend to distrust hunches, which seem to come "out of nowhere".[1]:2 They prefer to look for details and facts. For them, the meaning is in the data. On the other hand, those who prefer intuition tend to trust information that is more abstract or theoretical, that can be associated with other information (either remembered or discovered by seeking a wider context or pattern). They may be more interested in future possibilities. For them, the meaning is in the underlying theory and principles which are manifested in the data.
Thinking and feeling are the decision-making (judging) functions. The thinking and feeling functions are both used to make rational decisions, based on the data received from their information-gathering functions (sensing or intuition). Those who prefer thinking tend to decide things from a more detached standpoint, measuring the decision by what seems reasonable, logical, causal, consistent, and matching a given set of rules. Those who prefer feeling tend to come to decisions by associating or empathizing with the situation, looking at it 'from the inside' and weighing the situation to achieve, on balance, the greatest harmony, consensus and fit, considering the needs of the people involved. Thinkers usually have trouble interacting with people who are inconsistent or illogical, and tend to give very direct feedback to others. They are concerned with the truth and view it as more important than being tactful.
As noted already, people who prefer thinking do not necessarily, in the everyday sense, "think better" than their feeling counterparts; the opposite preference is considered an equally rational way of coming to decisions (and, in any case, the MBTI assessment is a measure of preference, not ability). Similarly, those who prefer feeling do not necessarily have "better" emotional reactions than their thinking counterparts.
Dominant function Edit
According to Myers and Briggs, people use all four cognitive functions. However, one function is generally used in a more conscious and confident way. This dominant function is supported by the secondary (auxiliary) function, and to a lesser degree the tertiary function. The fourth and least conscious function is always the opposite of the dominant function. Myers called this inferior function the shadow.[1]:84
The four functions operate in conjunction with the attitudes (extraversion and introversion). Each function is used in either an extraverted or introverted way. A person whose dominant function is extraverted intuition, for example, uses intuition very differently from someone whose dominant function is introverted intuition.
Lifestyle: judging/perception (J/P) Edit
Myers and Briggs added another dimension to Jung's typological model by identifying that people also have a preference for using either the judging function (thinking or feeling) or their perceiving function (sensing or intuition) when relating to the outside world (extraversion).
Myers and Briggs held that types with a preference for judging show the world their preferred judging function (thinking or feeling). So TJ types tend to appear to the world as logical, and FJ types as empathetic. According to Myers,[1]:75 judging types like to "have matters settled".
Those types who prefer perception show the world their preferred perceiving function (sensing or intuition). So SP types tend to appear to the world as concrete and NP types as abstract. According to Myers,[1]:75 perceptive types prefer to "keep decisions open".
For extraverts, the J or P indicates their dominant function; for introverts, the J or P indicates their auxiliary function. Introverts tend to show their dominant function outwardly only in matters "important to their inner worlds".[1]:13 For example:
Because ENTJ types are extroverts, the J indicates that their dominant function is their preferred judging function (extraverted thinking). ENTJ types introvert their auxiliary perceiving function (introverted intuition). The tertiary function is sensing and the inferior function is introverted feeling.
Because INTJ types are introverts, the J indicates that their auxiliary function is their preferred judging function (extraverted thinking). INTJ types introvert their dominant perceiving function (introverted intuition). The tertiary function is feeling, and the inferior function is extraverted sensing.
Historical developmentEdit
Katharine Cook Briggs began her research into personality in 1917. Upon meeting her future son-in-law, she observed marked differences between his personality and that of other family members. Briggs embarked on a project of reading biographies, and she developed a typology based on patterns she found. She proposed four temperaments: Meditative (or Thoughtful), Spontaneous, Executive, and Social.[12][13] Then, after the English translation of Psychological Types was published in 1923 (having first been published in German in 1921), she recognized that Jung's theory was similar to, yet went far beyond, her own.[1]:22 Briggs's four types were later identified as corresponding to the Is, EPs, ETJs and EFJs.[12][13] Her first publications were two articles describing Jung's theory, in the journal New Republic in 1926 (Meet Yourself Using the Personality Paint Box) and 1928 (Up From Barbarism).
Briggs's daughter, Isabel Briggs Myers, added to her mother's typological research, which she would progressively take over entirely. Myers graduated first in her class from Swarthmore College in 1919[1]:xx and wrote the prize-winning mystery novel Murder Yet to Come in 1929 using typological ideas. However, neither Myers nor Briggs were formally educated in psychology, and thus they lacked scientific credentials in the field of psychometric testing.[1]:xiii So Myers apprenticed herself to Edward N. Hay, who was then personnel manager for a large Philadelphia bank and went on to start one of the first successful personnel consulting firms in the U.S. From Hay, Myers learned test construction, scoring, validation, and statistics.[1]:xiii, xx In 1942, the "Briggs-Myers Type Indicator" was created, and the Briggs Myers Type Indicator Handbook was published in 1944. The indicator changed its name to the modern form (Myers-Briggs Type Indicator) in 1956.[14][15]
Myers' work attracted the attention of Henry Chauncey, head of the Educational Testing Service, and under these auspices, the first MBTI Manual was published in 1962. The MBTI received further support from Donald T. McKinnon, head of the Institute of Personality Research at the University of California; Harold Grant, professor at Michigan State and Auburn Universities; and Mary H. McCaulley of the University of Florida. The publication of the MBTI was transferred to Consulting Psychologists Press in 1975, and the Center for Applications of Psychological Type (CAPT) was founded as a research laboratory.[1]:xxi After Myers' death in May 1980, Mary McCaulley updated the MBTI Manual, and the second edition was published in 1985.[9] The third edition appeared in 1998.
Differences from JungEdit
Judging vs. perceptionEdit
The most notable addition of Myers and Briggs to Jung's original thought is their concept that a given type's fourth letter (J or P) is determined by how that type interacts with the external world, rather than by the type's dominant function. The difference becomes evident when assessing the cognitive functions of introverts.[1]:21-22
To Jung, a type with dominant introverted thinking, for example, would be considered rational (judging) because the decision-making function is dominant. To Myers, however, that same type would be irrational (perceiving) because the individual uses an information-gathering function (either extraverted intuition or extraverted sensing) when interacting with the outer world.
Orientation of the tertiary functionEdit
Jung theorized that the dominant function acts alone in its preferred world: exterior for the extraverts, and interior for the introverts. The remaining three functions, he suggested, operate together in the opposite world. If the dominant cognitive function is introverted, the other functions are extraverted, and vice versa. The MBTI Manual summarizes references in Jung's work to the balance in psychological type as follows:
There are several references in Jung's writing to the three remaining functions having an opposite attitudinal character. For example, in writing about introverts with thinking dominant...Jung commented that the counterbalancing functions have an extraverted character.[9]:29
However, many MBTI practitioners hold that the tertiary function is oriented in the same direction as the dominant function.[16] Using the INTP type as an example, the orientation would be as follows:
- Dominant introverted thinking
- Auxiliary extraverted intuition
- Tertiary introverted sensing
- Inferior extraverted feeling
From a theoretical perspective, psychologist Hans Eysenck called the MBTI a moderately successful quantification of Jung's original principles as outlined in Psychological Types.[17]
Eysenck, however, also said: "This (the MBTI) creates 16 personality types which are said to be similar to Jung's theoretical concepts. I have always found difficulties with this identification, which omits one half of Jung's theory (he had 32 types, by asserting that for every conscious combination of traits there was an opposite unconscious one). Obviously the latter half of his theory does not admit of questionnaire measurement, but to leave it out and pretend that the scales measure Jungian concepts is hardly fair to Jung."[18]
Both models remain theory, with no controlled scientific studies supporting either Jung's original concept of type or the Myers-Briggs variation.[19]
The indicator is frequently used in the areas of pedagogy, career counseling, team building, group dynamics, professional development, marketing, family business, leadership training, executive coaching, life coaching, personal development, marriage counseling, and workers' compensation claims.
Format and administrationEdit
The current North American English version of the MBTI Step I includes 93 forced-choice questions (there are 88 in the European English version). Forced-choice means that the individual has to choose only one of two possible answers to each question. The choices are a mixture of word pairs and short statements. Choices are not literal opposites but chosen to reflect opposite preferences on the same dichotomy. Participants may skip questions if they feel they are unable to choose.
Using psychometric techniques, such as item response theory, the MBTI will then be scored and will attempt to identify the preference, and clarity of preference, in each dichotomy. After taking the MBTI, participants are usually asked to complete a Best Fit exercise (see below) and then given a readout of their Reported Type, which will usually include a bar graph and number to show how clear they were about each preference when they completed the questionnaire.
During the early development of the MBTI thousands of items were used. Most were eventually discarded because they did not have high midpoint discrimination, meaning the results of that one item did not, on average, move an individual score away from the midpoint. Using only items with high midpoint discrimination allows the MBTI to have fewer items on it but still provide as much statistical information as other instruments with many more items with lower midpoint discrimination. The MBTI requires five points one way or another to indicate a clear preference.
Additional formatsEdit
Isabel Myers had noted that people of any given type shared differences as well as similarities. At the time of her death, she was developing a more in-depth method of measuring how people express and experience their individual type pattern.
In 1987, an advanced scoring system was developed for the MBTI. From this was developed the Type Differentiation Indicator (TDI) (Saunders, 1989) which is a scoring system for the longer MBTI, Form J,[20] which includes the 290 items written by Myers that had survived her previous item analyses. It yields 20 subscales (five under each of the four dichotomous preference scales), plus seven additional subscales for a new Comfort-Discomfort factor (which purportedly corresponds to the missing factor of Neuroticism).
This factor's scales indicate a sense of overall comfort and confidence versus discomfort and anxiety. They also load onto one of the four type dimensions[21]: guarded-optimistic (also T/F), defiant-compliant (also T/F), carefree-worried (also T/F), decisive-ambivalent (also J/P), intrepid-inhibited (Also E/I), leader-follower (Also E/I), and proactive-distractible (also J/P)
Also included is a composite of these called "strain." There are also scales for type-scale consistency and comfort-scale consistency. Reliability of 23 of the 27 TDI subscales is greater than 0.50, "an acceptable result given the brevity of the subscales" (Saunders, 1989).
In 1989, a scoring system was developed for only the 20 subscales for the original four dichotomies. This was initially known as Form K, or the Expanded Analysis Report (EAR).This tool is now called the MBTI Step II.
Form J or the TDI included the items (derived from Myers' and McCaulley's earlier work) necessary to score what became known as Step III.[22] (The 1998 MBTI Manual reported that the two instruments were one and the same[23]) It was developed in a joint project involving the following organizations: CPP, the publisher of the whole family of MBTI works; CAPT (Center for Applications of Psychological Type), which holds all of Myers' and McCaulley's original work; and the MBTI Trust, headed by Katharine and Peter Myers. Step III was advertised as addressing type development and the use of perception and judgment by respondents.[24]
Translations into other languagesEdit
The MBTI has been successfully translated into over 20 languages,[25] covering many countries across the world. However, it is more true to say that the creation of a new questionnaire language is adaptation,[26] which includes translation; the other stages include reviews by subject matter experts fluent in the native language, and statistical analysis to check that the questions still measure the same psychological concepts as the original US English questionnaire.[27]
Precepts and ethicsEdit
The following precepts are generally used in the ethical administration of the Myers-Briggs Type Indicator:
- Type not trait
- The MBTI sorts for type; it does not indicate the strength of ability. The questionnaire allows the clarity of a preference to be ascertained (Bill clearly prefers introversion), but not the strength of preference (Jane strongly prefers extraversion) or degree of aptitude (Harry is good at thinking). In this sense, it differs from trait-based tools such as 16PF. Type preferences are polar opposites: a precept of MBTI is that people fundamentally prefer one thing over the other, not a bit of both.
- Own best judge
- Individuals are considered the best judge of their own type. While the MBTI questionnaire provides a Reported Type, this is considered only an indication of their probable overall Type. A Best Fit Process is usually used to allow respondents to develop their understanding of the four dichotomies, to form their own hypothesis as to their overall Type, and to compare this against the Reported Type. In more than 20% of cases, the hypothesis and the Reported Type differ in one or more dichotomies. Using the clarity of each preference, any potential for bias in the report, and often, a comparison of two or more whole Types may then help respondents determine their own Best Fit.
- No right or wrong
- No preference or total type is considered better or worse than another. They are all Gifts Differing, as emphasized by the title of Isabel Briggs Myers' book on this subject.
- Voluntary
- It is considered unethical to compel anyone to take the Myers-Briggs Type Indicator. It should always be taken voluntarily.[28]
- Confidentiality
- The result of the MBTI Reported and Best Fit type are confidential between the individual and administrator and, ethically, not for disclosure without permission.
- Not for selection
- The results of the assessment should not be used to "label, evaluate, or limit the respondent in any way" (emphasis original).[28] Since all types are valuable, and the MBTI measures preferences rather than aptitude, the MBTI is not considered a proper instrument for purposes of employment selection. Many professions contain highly competent individuals of different types with complementary preferences.
- Importance of proper feedback
- Individuals should always be given detailed feedback from a trained administrator and an opportunity to undertake a Best Fit exercise to check against their Reported Type. This feedback can be given in person or, where this is not practical, by telephone or electronically.
Type dynamics and developmentEdit
|The Sixteen Types
|US Population Breakdown
|The table organizing the sixteen types was created by Isabel Myers (a INFP person).
|Estimated percentages of the 16 types in the U.S. population.[29]
The interaction of two, three, or four preferences is known as type dynamics. Although type dynamics has garnered little or no empirical support to substantiate its viability as a scientific theory,[30] Myers and Briggs asserted that for each of the 16 four-preference types, one function is the most dominant and is likely to be evident earliest in life. A secondary or auxiliary function typically becomes more evident (differentiated) during teenage years and provides balance to the dominant. In normal development, individuals tend to become more fluent with a third, tertiary function during mid life, while the fourth, inferior function remains least consciously developed. The inferior function is often considered to be more associated with the unconscious, being most evident in situations such as high stress (sometimes referred to as being in the grip of the inferior function).
However the use of type dynamics is disputed: in the conclusion of various studies on the subject of type dynamics, James H. Reynierse writes that "Type dynamics has persistent logical problems and is fundamentally based on a series of category mistakes; it provides, at best, a limited and incomplete account of type related phenomena;" and that "type dynamics relies on anecdotal evidence, fails most efficacy tests, and does not fit the empirical facts;". His studies gave the clear result, that the descriptions and workings of type dynamics don't fit the real behavior of people. He suggests getting completely rid of type dynamics, because it doesn't help, but hinder understanding of personality. The presumed order of functions 1 to 4 did only occur in one out of 540 test results.[31]
The sequence of differentiation of dominant, auxiliary, and tertiary functions through life is termed type development. Note that this is an idealized sequence that may be disrupted by major life events.
The dynamic sequence of functions and their attitudes can be determined in the following way:
- The overall lifestyle preference (J-P) determines whether the judging (T-F) or perceiving (S-N) preference is most evident in the outside world; i.e., which function has an extraverted attitude
- The attitude preference (E-I) determines whether the extraverted function is dominant or auxiliary
- For those with an overall preference for extraversion, the function with the extraverted attitude will be the dominant function. For example, for an ESTJ type the dominant function is the judging function, thinking, and this is experienced with an extraverted attitude. This is notated as a dominant Te. For an ESTP, the dominant function is the perceiving function, sensing, notated as a dominant Se.
- The Auxiliary function for extraverts is the secondary preference of the judging or perceiving functions, and it is experienced with an introverted attitude: for example, the auxiliary function for ESTJ is introverted sensing (Si) and the auxiliary for ESTP is introverted thinking (Ti).
- For those with an overall preference for introversion, the function with the extraverted attitude is the auxiliary; the dominant is the other function in the main four letter preference. So the dominant function for ISTJ is introverted sensing (Si) with the auxiliary (supporting) function being extraverted thinking (Te).
- The Tertiary function is the opposite preference from the Auxiliary. For example, if the Auxiliary is thinking then the Tertiary would be feeling. The attitude of the Tertiary is the subject of some debate and therefore is not normally indicated; i.e. if the Auxiliary was Te then the Tertiary would be F (not Fe or Fi)
- The Inferior function is the opposite preference and attitude from the Dominant, so for an ESTJ with dominant Te the Inferior would be Fi.
Note that for extraverts, the dominant function is the one most evident in the external world. For introverts, however, it is the auxiliary function that is most evident externally, as their dominant function relates to the interior world.
Some examples of whole types may clarify this further. Taking the ESTJ example above:
- Extraverted function is a judging function (T-F) because of the overall J preference
- Extraverted function is dominant because of overall E preference
- Dominant function is therefore extraverted thinking (Te)
- Auxiliary function is the preferred perceiving function: introverted sensing (Si)
- Tertiary function is the opposite of the Auxiliary: intuition (N)
- Inferior function is the opposite of the Dominant: introverted feeling (Fi)
The dynamics of the ESTJ are found in the primary combination of extraverted thinking as their dominant function and introverted sensing as their auxiliary function: the dominant tendency of ESTJs to order their environment, to set clear boundaries, to clarify roles and timetables, and to direct the activities around them is supported by their facility for using past experience in an ordered and systematic way to help organize themselves and others. For instance, ESTJs may enjoy planning trips for groups of people to achieve some goal or to perform some culturally uplifting function. Because of their ease in directing others and their facility in managing their own time, they engage all the resources at their disposal to achieve their goals. However, under prolonged stress or sudden trauma, ESTJs may overuse their extraverted thinking function and fall into the grip of their inferior function, introverted feeling. Although the ESTJ can seem insensitive to the feelings of others in their normal activities, under tremendous stress, they can suddenly express feelings of being unappreciated or wounded by insensitivity.
Looking at the diametrically opposite four-letter type, INFP:
- Extraverted function is a perceiving function (S-N) because of the P preference
- Introverted function is dominant because of the I preference
- Dominant function is therefore introverted feeling (Fi)
- Auxiliary function is extraverted intuition (Ne)
- Tertiary function is the opposite of the Auxiliary: sensing (S)
- Inferior function is the opposite of the Dominant: extraverted thinking (Te)
The dynamics of the INFP rest on the fundamental correspondence of introverted feeling and extraverted intuition. The dominant tendency of the INFP is toward building a rich internal framework of values and toward championing human rights. They often devote themselves behind the scenes to causes such as civil rights or saving the environment. Since they tend to avoid the limelight, postpone decisions, and maintain a reserved posture, they are rarely found in executive-director type positions of the organizations that serve those causes. Normally, the INFP dislikes being "in charge" of things. When not under stress, the INFP radiates a pleasant and sympathetic demeanor; but under extreme stress, they can suddenly become rigid and directive, exerting their extraverted thinking erratically.
Every type, and its opposite, is the expression of these interactions, which give each type its unique, recognizable signature.
Correlations to other instrumentsEdit
Keirsey temperamentsEdit
David W. Keirsey mapped four 'temperaments' to the existing Myers-Briggs system groupings SP, SJ, NF and NT; this often results in confusion of the two theories. However, the Keirsey Temperament Sorter is not directly associated with the official Myers-Briggs Type Indicator.
|Field Marshal
Big FiveEdit
McCrae and Costa[32][33] present correlations between the MBTI scales and the Big Five personality construct, which is a conglomeration of characteristics found in nearly all personality and psychological tests. The five personality characteristics are extraversion, openness, agreeableness, conscientiousness, and emotional stability (or neuroticism). The following study is based on the results from 267 men followed as part of a longitudinal study of aging. (Similar results were obtained with 201 women.)
|Emotional Stability
|The closer the number is to 1.0 or -1.0, the higher the degree of correlation.
These data suggest that four of the MBTI scales are related to the Big Five personality traits. These correlations show that E-I and S-N are strongly related to extraversion and openness respectively, while T-F and J-P are moderately related to agreeableness and conscientiousness respectively. The emotional stability dimension of the Big Five is largely absent from the original MBTI (though the TDI, discussed above, has addressed that dimension).
These findings led McCrae and Costa, the formulators of the Five Factor Model (a Big Five theory),[34] to conclude, "correlational analyses showed that the four MBTI indices did measure aspects of four of the five major dimensions of normal personality. The five-factor model provides an alternative basis for interpreting MBTI findings within a broader, more commonly shared conceptual framework." However, "there was no support for the view that the MBTI measures truly dichotomous preferences or qualitatively distinct types, instead, the instrument measures four relatively independent dimensions."
Origins of the theory Edit
Jung's theory of psychological type, as published in his 1921 book, was not tested through controlled scientific studies.[19] Jung's methods primarily included clinical observation, introspection and anecdote—methods that are largely regarded as inconclusive by the modern field of psychology.[19]
Jung's type theory introduced a sequence of four cognitive functions (thinking, feeling, sensing, and intuition), each having one of two orientations (extraverted or introverted), for a total of eight functions. The Myers-Briggs theory is based on these eight functions, although with some differences in expression (see Differences from Jung above). However, neither the Myers-Briggs nor the Jungian models offer any scientific, experimental proof to support the existence, the sequence, the orientation, or the manifestation of these functions.[19]
The statistical validity of the MBTI as a psychometric instrument has been the subject of criticism. It has been estimated that between a third and a half of the published material on the MBTI has been produced for conferences of the Center for the Application of Psychological Type (which provides training in the MBTI) or as papers in the Journal of Psychological Type (which is edited by Myers-Briggs advocates).[35] It has been argued that this reflects a lack of critical scrutiny.[35][36]
For example, some researchers expected that scores would show a bimodal distribution with peaks near the ends of the scales, but found that scores on the individual subscales were actually distributed in a centrally peaked manner similar to a normal distribution. A cut-off exists at the center of the subscale such that a score on one side is classified as one type, and a score on the other side as the opposite type. This fails to support the concept of type: the norm is for people to lie near the middle of the subscale.[32][36][37][38][39] "Although we do not conclude that the absence of bimodality necessarily proves that the MBTI developers' theory-based assumption of categorical "types" of personality is invalid, the absence of empirical bimodality in IRT-based MBTI scores does indeed remove a potentially powerful line of evidence that was previously available to "type" advocates to cite in defense of their position." [39]
In 1991, the National Academy of Sciences committee reviewed data from MBTI research studies and concluded that only the I-E scale has high correlations with comparable scales of other instruments and low correlations with instruments designed to assess different concepts, showing strong validity. In contrast, the S-N and T-F scales show relatively weak validity. The 1991 review committee concluded at the time there was "not sufficient, well-designed research to justify the use of the MBTI in career counseling programs".[40] However, this study also based its measurement of validity on "criterion-related validity (i.e., does the MBTI predict specific outcomes related to interpersonal relations or career success/job performance?)."[40] The ethical guidelines of the MBTI assessment stress that the MBTI type "does not imply excellence, competence, or natural ability, only what is preferred."[28] The 2009 MBTI Form M Manual Supplement states, "An instrument is said to be valid when it measures what it has been designed to measure (Ghiselli, Campbell, & Zedeck, 1981; Murphy & Davidshofer, 2005)."[41] Studies have found that the MBTI scores compare favorably to other assessments with respect to evidence of convergent validity, divergent validity, construct validity, internal consistency, and test-retest reliability.[41][42][43]
The accuracy of the MBTI depends on honest self-reporting by the person tested.[7]:52-53 Unlike some personality measures, such as the Minnesota Multiphasic Personality Inventory or the Personality Assessment Inventory, the MBTI does not use validity scales to assess exaggerated or socially desirable responses.[44] As a result, individuals motivated to do so can fake their responses,[45] and one study found that the MBTI judgment/perception dimension correlates with the Eysenck Personality Questionnaire lie scale.[46] If respondents "fear they have something to lose, they may answer as they assume they should."[7]:53 However, the MBTI ethical guidelines state, "It is unethical and in many cases illegal to require job applicants to take the Indicator if the results will be used to screen out applicants."[28] The intent of the MBTI is to provide "a framework for understanding individual differences, and … a dynamic model of individual development".[47]
The terminology of the MBTI has been criticized as being very "vague and general"[48] as to allow any kind of behavior to fit any personality type, which may result in the Forer effect, where individuals give a high rating to a positive description that supposedly applies specifically to them.[19][36] Others argue that while the MBTI type descriptions are brief, they are also distinctive and precise.[49]:14-15 Some theorists, such as David Keirsey, have expanded on the MBTI descriptions, providing even greater detail. For instance, Keirsey's descriptions of his four temperaments, which he correlated with the sixteen MBTI personality types, show how the temperaments differ in terms of language use, intellectual orientation, educational and vocational interests, social orientation, self-image, personal values, social roles, and characteristic hand gestures.[49]:32-207
With regard to factor analysis, one study of 1291 college-aged students found six different factors instead of the four used in the MBTI.[50] In other studies, researchers found that the JP and the SN scales correlate with one another.[32]
According to Hans Eysenck: "The main dimension in the MBTI is called E-I, or extraversion-introversion; this is mostly a sociability scale, corelating quite well with the MMPI social introversion scale (negatively) and the Eysenck Extraversion scale (positively) (Eysenck and Eysenck, 1985). Unfortunately, the scale also has a loading on neuroticism, which correlates with the introverted end. Thus introversion correlates roughly (i.e. averaging values for males and females) -.44 with dominance, -.24 with aggression, +.37 with abasement, +.46 with counselling readiness, -.52 with self-confidence, -.36 with personal adjustment, and -.45 with empathy. The failure of the scale to disentangle Introversion and Neuroticism (in fact there is no scale for neurotic and other psychopathological attricutes in the MBTI) is its worst feature, only equalled by the failure to use factor analysis in order to test the arrangement of items in the scale."[17]
Some researchers have interpreted the reliability of the test as being low. Studies have found that between 39% and 76% of those tested fall into different types upon retesting some weeks or years later.[36][38]
One study reports that the MBTI dichotomies exhibit good split-half reliability; however, the dichotomy scores are distributed in a bell curve, and the overall type allocations are less reliable. Also, test-retest reliability is sensitive to the time between tests. Within each dichotomy scale, as measured on Form G, about 83% of categorizations remain the same when individuals are retested within nine months, and around 75% when individuals are retested after nine months. About 50% of people tested within nine months remain the same overall type, and 36% remain the same type after more than nine months.[51] For Form M (the most current form of the MBTI instrument), the MBTI Manual reports that these scores are higher (p. 163, Table 8.6).
In one study, when people were asked to compare their preferred type to that assigned by the MBTI assessment, only half of people picked the same profile.[52] Critics also argue that the MBTI lacks falsifiability, which can cause confirmation bias in the interpretation of results.
In her research, Isabel Myers found that the proportion of different personality types varied by choice of career or course of study.[1]:40-51[9] However, some researchers examining the proportions of each type within varying professions report that the proportion of MBTI types within each occupation is close to that within a random sample of the population.[36] Some researchers have expressed reservations about the relevance of type to job satisfaction, as well as concerns about the potential misuse of the instrument in labeling individuals.[36][53]
CPP became the exclusive publisher of the Myers-Briggs instrument in 1975. They call it "the world's most widely used personality assessment", with as many as two million assessments administered annually.[54] CPP and other proponents state that the indicator meets or exceeds the reliability of other psychological instruments and cite reports of individual behavior.[41][55][56]
Some studies have found strong support for construct validity, internal consistency, and test-retest reliability, although variation was observed.[42][43] However, some academic psychologists have criticized the MBTI instrument, claiming that it "lacks convincing validity data",[32][37][38][57] while some studies have shown the statistical validity and reliability to be low.[36][38][58]
Studies suggest that the MBTI is not a useful predictor of job performance.[36][40][59] As noted above under Precepts and ethics, the MBTI measures preference, not ability. The use of the MBTI as a predictor of job success is expressly discouraged in the Manual.[7]:78 However, the MBTI continues to be popular because many people are qualified to administer it, it is not difficult to understand, and there are many supporting books, websites and other useful sources which are readily available to the general public.[60]
See alsoEdit
- Adjective Check List (ACL)
- Birkman Method
- DISC assessment
- Enneagram of Personality
- Riso–Hudson Enneagram Type Indicator
- Forer Effect
- Forté Profile
- Holland Codes
- Humorism
- Interaction Styles
- Interpersonal compatibility
- Kingdomality
- List of personality tests
- Personality Assessment System
- Personality clash
- Personality psychology
- Revised NEO Personality Inventory
- Socionics
- Strong Interest Inventory
- Thomas Kilmann Conflict Mode Instrument
References & BibliographyEdit
Key TextsEdit
- Note 1: Jung, Carl Gustav (August 1, 1971). Psychological Types (Collected Works of C.G. Jung, Volume 6). Princeton University Press. ISBN 0691097704.
- Note 2: Consulting Psychologists Press (2004). Trademark Guidelines. Retrieved December 20, 2004.
- Note 3: Carroll, Robert Todd (January 9, 2004). Myers-Briggs Type Indicator®. The Skeptic's Dictionary. Retrieved January 8, 2004.
- Note 4: Martin, Charles Dr. (2004) The Sixteen Types at a Glance. The Center for Applications of Psychological Type. Retrieved December 20, 2004.
- Note 5: Myers, Isabel Briggs; McCaulley Mary H.; Quenk, Naomi L.; Hammer, Allen L. (1998). MBTI Manual (A guide to the development and use of the Myers Briggs type indicator). Consulting Psychologists Press; 3rd ed edition. ISBN 0891061304
- Note 6: Berens, Linda V. Jung's Cognitive Processes. Retrieved December 21, 2004.
- Note 7: Keirsey, David (1998). Please Understand Me II: Temperament, Character, Intelligence. Prometheus Nemesis Book Co Inc; 1st ed edition. ISBN 1885705026
- Note 8: Keirsey, David (2001). Keirsey Temperament versus Myers-Briggs Types. Retrieved December 20, 2004.
- Note 9: The Myers & Briggs Foundation. Ethical Use of the MBTI® Instrument. Retrieved December 20, 2004.
- Note 10: The Center for Applications of Psychological Type. MBTI® Code of Ethics. Retrieved December 20, 2004.
- Note 11: Conn, Steven R (1994) Sixteen Pf Fifth Edition Technical Manual. Institute for Personality & Ability Testing. ISBN 0918296226
- Note 12: Geyer, Peter (1998) Some Significant Dates. Retrieved December 5, 2005.
- Note 13: University of Florida (2003) Guide to the Isabel Briggs Myers Papers 1885-1992, George A. Smathers Libraries, Department of Special and Area Studies Collections, Gainesville, FL. Retrieved December 5, 2005.
Additional materialEdit
- Charles R. Martin., Role of Type in Career Mastery. "Quick Guide to the 16 Personality Types and Career Mastery: Living with Purpose and Working Effectively" (Fountain Valley CA: Telos Publications, 2001), 3
- Linda V. Berens and Dario Nardi., What Is Personality "Type?". "The 16 Personality Types: Descriptions for Self-Discovery" (Fountain Valley CA: Telos Publications, 1999), 2.
- Linda V. Berens and Dario Nardi., What Is Best-Fit Type?. "The 16 Personality Types: Descriptions for Self-Discovery" (Fountain Valley CA: Telos Publications, 1999), 6.
- Linda V. Berens and Dario Nardi., Ways to Describe Personality. "The 16 Personality Types: Descriptions for Self-Discovery" (Fountain Valley CA: Telos Publications, 1999), 2
- Linda V. Berens, Sue A. Cooper, Linda K. Ernst, Charles R. Martin, Steve Myers, Dario Nardi, Roger R. Pearman, Marci Segal, Melissa A. Smith ., Applications of Type in Organizations. "Quick Guide to the 16 Personality Types in Organizations: Understanding Personality Differences in the Workplace" (Fountain Valley CA: Telos Publications, 2001), 1
- Bourne, Dana. Personality Types and the Transgender Community. Retrieved November 14, 2005.
- Falt, Jack. Bibliography of MBTI/Temperament Books by Author. Retrieved December 20, 2004.
- Geyer, Peter (1988). An MBTI® History. Retrieved December 20, 2004.
- Georgia State University. GSU Master Teacher Program: On Learning Styles. Retrieved December 20, 2004.
- Jung, Carl Gustav. Memories, Dreams, Reflections. Vintage Books: New York, 1965. p. 207.
- Matthews, Paul (2004). The MBTI is a flawed measure of personality. bmj.com Rapid Responses. Retrieved February 9, 2005.
- Myers, Isabel Briggs (1970). Personal letter to Mary McCaulley. The MBTI Qualifying Program: The Center for Applications of Psychological Type, 2004. p. 20.
- Myers, Isabel Briggs (1980). Gifts Differing: Understanding Personality Type. Davies-Black Publishing; Reprint edition (May 1, 1995). ISBN 089106074X.
- Paul, Annie Murpy (2004). The Cult of Personality Testing. Free Press. ch. 5.
- Personality Plus. Employers love personality tests. But what do they really reveal?
- Skeptics Dictionary "Myers-Briggs Type Indicator" [1]
- The Myers & Briggs Foundation. Ethical Use of the MBTI® Instrument. Retrieved December 20, 2004.
- Virginia Tech. The Relationship Between Psychological Type and Professional Orientation Among Technology Education Teachers. Retrieved December 20, 2004.
External linksEdit
Authorized Myers-Briggs / KeirseyEdit
- Prelude Character Analysis
- MajorsPTI - Advanced Personality Type Inventory
- humanmetrics.com
- personalitytest.net
- similarminds.com
Additional information and essays on all 16 Myers-Briggs Type Indicator ProfilesEdit
- 16types.com - Complete resource for understanding the 16 personality types.
- BestFitType.com - Explore all 16 personality types.
- CognitiveProcesses.com - Explore the 16 personality types from the Jungian perspective.
- Typelogic.com
- Links to different descriptions of the 16 Types
- Life Explore - Information regarding typology (i.e. MBTI)
- TypologyCentral- A personality type indicator community.
|This page uses Creative Commons Licensed content from Wikipedia (view authors).
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text:
Far West Songs
Oh Susanna (1) (Traditional)
From "A Song-book of Folk and Pop Music"
by Mario Papa & Giuliano Iantorno, Zanichelli Editore, Bologna, 1977
I come from Alabama with my banjo on my knee,
I'm going to Louisiana my true love for to see.
It rained all night the day I left,
The weather, it was dry,
The sun so hot I froze to death,
Susanna don't you cry.
Oh Susanna, oh don' t you cry for me,
I've come from Alabama with my banjo on my knee.
I had a dream the other night
When everything was still,
I thought I saw Susanna
A-coming down the hill.
The buckwheat cake (2) was in her mouth,
A tear was in her eye,
Says I, I'm coming from the South,
Susanna don't you cry.
Oh Susanna, oh don' t you cry for me,
I've come from Alabama with my banjo on my knee.
(1) This song is very famous all over the world; you have probably heard it in films featuring the fabulous Far West.
(2) Buckwheat cake: a cake prepared in the States with maize flour especially for breakfast.
Western Songs
The Scotch-Irish settled in America at the end of the 18th century, after most of the good land along the Atlantic had been divided among the wealthy families in the New World. So they moved west and settled in the mountains that stretch from the eastern state of Pennsylvania to the southern state of Georgia. They built small farms in the forested valleys and along the sides of rocky hills. They farmed, hunted, cut wood, mined cool, made strong liquor and kept up the musical tradition of their countries of origin. Their songs told stories of ill-fated lovers, of everyday work and problems, with simple lively melodies. It was a music of wild Scottish and Irish dances, and its instruments were chiefly stringed instruments.
The opening of the American West to settlers brought still another change to the mountain song. These songs were created by the cowboy, a man who worked with cattle in the American West. A simple minded man with an earthbound way o f life, the cowboy sang songs that were simple in design with little variety in rhythm and melody. He was a lonely man and his songs were filled with a desire for home, a girl and peace from the long day's hard work.
Western and Country music has a quality of sound all its own, a way of singing, and a special feeling for instrumentation. The subject of a song may vary, but you will find in this music a closeness to reality, honesty in dealing with such real lif e problems as death, love, being poor, but most of all you will find a remarkable sense of humour.
(Adapted from Chapter 5 « Country and Western » in Popular music by John Rublowsky, © 1967 by /ohn Rublowsky, Basic Books Inc. Publishers.
New York)
Alabama and Louisiana are two southern states in the USA. Louisiana belonged originally to France and took its naname from the King of France Louis XlV. Only later it became one of the United States. Alabama is known as the "Heart of Dixie". Dixie or Dixieland is the name often given to the southern States. The explanation for this name comes from the fact that a Louisiana Bank once printed ten-dollar notes bearing the French word "dix" which in English means "ten" (1). According to this story, people called Louisiana "dix's land", then shortened to "Dixie" or "Dixieland". Dixie has also another meaning: it is the title of a song written by Daniel Emmett in 1859 which became popular all over the States. Dixieland is often referred to as the typical rhythmical music played by bands in the States in the early 1900.
(1) The dollar became the basic unit of money in the United States after the Revolutionary War. The name comes from the old German word "thal", which means "valley". One of the earliest coins of this type was made in 1519 in the valley of St Joachim in Bohemia and as called "Joachimsthaler" and later "thaler". The word "thaler" was brought to the States by German immigrants, and the English speaking people pronounced it "dollar".

subset: commoncrawl


text:
That was the best ugly game ever.
Lakers Fan Photos: Send Us Your Images
It was no work of art. The winning team shot 32 percent. The pace was slow. The refs let them play, as evidenced by the scratches dripping blood on Pau Gasol's arms after the game.
Sports news
It was the kind of game the Celtics wanted.
But it was a game the Lakers won, 83-79. Los Angeles beat Boston at its own game. The Lakers were grittier. The Lakers were tougher and stronger. Boston was missing shots down the stretch and the Lakers hit them.
The Lakers are now back-to-back NBA champions. At the start of next season banner 16 will go up in Staples Center, just one shy of Boston's record.
The Lakers did it behind Ron Artest — the one Laker who seemed unaffected by the pressure — who had 20 points including a key late three. They did it behind Gasol taking over late against a worn-down Celtics in the fourth quarter. They did it behind their own defensive effort.
"This is the sweetest," Kobe said comparing this to his four previous titles. "We've been downplaying the whole series between us and the Celtics, and we had to focus on what we had to do, but we understood how bad the city wanted it, there's no question about it. This one is by far the sweetest because it's against then and because it's the hardest one so far."
It was hard because it was Boston's kind of game. The Celtics came out playing physically on defense, taking away the Lakers primary options, forcing the Lakers to shoot 22 percent in the first quarter. Kobe Bryant wanted desperately to put his imprint on the game but Boston trapped him, they pushed him off his spots, and he shot 1 for 7 in the first quarter. And Boston was up 9 after one.
The Lakers shot just 26 percent for the first half. In the third quarter the lead climbed to 13 for Boston. Lakers fans were on edge.
But the size of the Lakers kept wearing on a Boston team that missed Kendrick Perkins (the starting center who tore two ligaments in his knee last game).
"I thought the lack of size at the end of the of the day was the difference in the game," Celtics coach Doc Rivers said. "I thought a couple things hurt us – when Rasheed (Wallace) started getting cramps, that was killer for us because they attacked out lack of size after that, and then it made me, forced me to extend Kevin (Garnett's) minutes, which I know is not good."
Pau Gasol, "befuddled" by Wallace in the first half (to use Phil Jackson's term), started to come to life. The Lakers were making their big run. Boston could no longer run its offense through the post because the Celtics big men were too tired to be effective, Rivers said.
So when Boston needed points, they turned to Ray Allen, the hero of Game 2. And he missed. He was 3 of 14 on the night, 2 of 5 in the fourth quarter. He was missing threes and missing layups.
It wasn't just Allen.
"You know, it's the fist time all year that you can actually say at the end of the day we were old because at the end of the game because we didn't have enough bodies," Rivers said, referring to Perkins. "I thought it hurt us."
Meanwhile the Lakers made shots. Artest hit a key three. Derek Fisher hit a key three because it wouldn't be a big game if Fisher didn't hit a big shot. Kobe Bryant got Ray Allen to foul him on a three, then drained all the free throws.
Then Gasol grabbed a key offensive rebound. He out gritted the Celtics. Sort of like Artest had all night, a couple times just taking the ball away from Boston with physical force.
The finesse Lakers won ugly. And in Los Angeles that is a beautiful thing.
Kurt Helin lives in Long Beach, CA, and is the Blogger-in-Chief of NBC's NBA blog Pro Basketball Talk (which you can also follow in twitter).


text:
Saturday ⤴
05 January
06 January
07 January
08 January
09 January
10 January
11 January
Submit a Still Add your own still and we'll feature it here.
Not Coming to a Theater Near You is a film resource that assumes a bias towards older, often unpopular, and sometimes unknown films that merit a second look. Read more about us or Get in touch.


text:
February 11, 2013
Action is something Americans of both parties demand of their presidents these days. This is natural for Democrats, whose heritage is all action, starting with Franklin Roosevelt and his Hundred Days. But Republicans like energy and a big executive as well. Over the course of the campaign this past year, any number of political stars, including Governor Mitch Daniels of Indiana, argued that only an energetic candidate would be up to the job of managing the U.S. fiscal crisis. Mitt Romney worked hard to let voters know his party could beat the Democrats in the legislative arena. He swore up and down that, à la Roosevelt, he would get off to a running start, sending five bills to Congress and signing five executive orders on his first day in the Oval Office.
Evidence from a near-forgotten period, the early 1920s, instructs us. In those days the country was suffering economic turmoil similar to our own. Because of a crisis — World War I — the government had intruded in business and financial markets in unprecedented fashion, nationalizing the railroads, shutting down the stock market, and entering the debt market with war bonds.
Central bankers warned that the only reason the government's large debt hadn't set off a fiscal apocalypse was that interest rates had not yet commenced what they deemed an inevitable rise. Angry veterans, many of them disabled, were having trouble finding jobs, and many people assumed a new federal entitlement, veteran pensions, would be established within the year. A recent and active president, Theodore Roosevelt, had taught the nation that the Oval Office was a "bully pulpit."
But this was not the view of the two candidates on the 1920 Republican ticket, Warren Harding of Ohio and Calvin Coolidge of Massachusetts. The pair coolly campaigned on the humdrum, underwhelming motto of "normalcy," meaning a reduction in uncertainty. The White House was no bully pulpit; the Republican elephant should not be an elephant in a china shop. After winning the presidency, Harding continued to endorse inaction. "No altered system will work a miracle," Harding told the crowds at his March 1921 inauguration. "Any wild experiment will only add to the confusion. Our best assurance lies in efficient administration of the proven system." Harding wanted to ensure that government did less so that commerce might enjoy free range. He pushed for and got tax cuts for businesses hindered by large levies, and he readied a plan to privatize naval oil reserves.
Harding also provided displays of austerity. He canceled an inaugural ball that was to be held at the public's expense, and even let his wife Florence know she would not need a ball gown. He backed and signed a budget law that helped the executive curtail congressional spending. And he crafted a compromise with veterans that enabled the government to avoid granting the expected veteran pensions: It would provide hospitals, but not cash, for vets.
But despite these measures, Harding was not really cut out to be a small president. His personality was big, and he tended to do things in a big way. The inconsistency between the man and his announced intentions was evident even on the night of the inauguration: The official ball was indeed canceled, but the Hardings put on finery and partied at an opulent private ball held by the owner of the Washington Post, Edward McLean, and his wife, Evalyn.
Harding's friends loved him, and he loved them back — too much. More than once he appointed old cronies to office, regardless of their merits. To head the Veterans Bureau, the product of his compromise with the vets, Harding tapped his old acquaintance Charles Forbes. An Ohio buddy, Harry Daugherty, got the attorney general's post.
Even when it came to legislating smaller government, Harding tended to favor a big style, demanding extra sessions of Congress to implement his agenda.
Soon it all went wrong for Harding. The president's demand for special legislative sessions backfired, because it gave lawmakers more time to introduce legislation of their own, and therefore gave Harding more projects to battle. His exuberant affection for his former colleagues in the Senate made it especially difficult for him to oppose their legislation, and in the end he vetoed only six bills. The buddies he appointed to high office routinely undermined his case for small government.
The sale of some of the Navy's oil reserves — a reasonable-sounding privatization — morphed into the scandal we know as Teapot Dome because Harding allies, including campaign donors, handled the transaction improperly. The neat Veterans Bureau compromise failed because Charles Forbes took large kickbacks on the construction of the veterans' hospitals. When Americans saw that government-run hospitals were corrupt, demands for direct payments seemed reasonable.
Within two years, Harding's legislative campaign had stalled, a casualty of the inconsistency between the personality and the program of the 29th president.
After Harding died suddenly in 1923 while on a trip to the West, the taciturn Coolidge became president, and he went on to be elected in his own right in 1924. Coolidge's aims differed little from Harding's: Indeed, he told the Post's McLean that he aimed to carry out Harding's plans "to perfection." But where Harding had relished the limelight, Coolidge shrank from it. Where Harding had led, Coolidge now delegated. As vice president, the New Englander had struck Washington socialites with his silence, and as president he continued to do so.
Many rated Coolidge weak. Some were even astounded that the presidency should come to such a nonentity. H. L. Mencken wondered at a country that, given all the possible choices for president, "including thousands who are handsome and many who are wise, [would] pick out the Hon. Mr. Coolidge to be the head of state." Thrifty to the point of stinginess, Coolidge eschewed attention and insisted the White House do so as well. Observant Washingtonians noted that the food at the White House became less good and that the liquor no longer flowed as it had in Harding's day. Coolidge kept the White House kitchen on such a tight budget that he drove out the housekeeper who had served there since the Tafts' day.
He so irritated many in Congress that lawmakers overrode some of his vetoes. In frustration, he resorted to the pocket veto, which could not be overridden. In total Coolidge issued 50 vetoes, among them 30 pocket vetoes. And he declined to run for reelection in 1928, forgoing a near-certain chance at victory. That earned him the contempt of his very practical party.
But Coolidge's minimalism did not represent weakness. Sometimes it takes more strength to be small than to be big, and that was true in Coolidge's case.
As I recently noted in these pages ("Calling Cal," August 13), Coolidge's modesty was an expression not of uncertainty but of an obsession with avoiding the corruption of office. By 1929, when Coolidge left Washington, he had completed the legislative tasks Harding had only started. His 50 vetoes had held back the Progressives; his federal budget contained less spending in 1929 than it had in 1924. The harmony between Coolidge's modest goals and his modest comportment lent the whole undertaking credibility. He restored the reputation of the presidency and the federal government, wiping away the damage of Harding's tenure.
Unfortunately, the small presidency did not last more than a few weeks beyond Coolidge's departure from office in 1929. Even before the stock-market crash later that year, his successor, Herbert Hoover, was making big plans. "There is another atmosphere around there [in addition to] the Coolidge atmosphere," wrote the journalist William Allen White. "It is the Roosevelt atmosphere, stepped down through a vast transformance, but still Rooseveltian, muffled but quite as vigorous. At the table Hoover lets the conversation die. Roosevelt never did. But at the desk, I fancy, Hoover gets more done than Roosevelt. And both are going in the same direction."
My sense is that many Republican political failures, long-term or short-, can be blamed on the party's unwillingness to try out the small presidency again. The first such failure was the unfortunate Hoover, who, as Romney might have done, favored engineering. Loving nothing better than managing the complex details of grand deals, Hoover often concluded agreements that pleased all parties but hurt the economy. An example was his meticulous negotiation of the Smoot-Hawley tariff. Hoover was so pleased with his adaptations to a mechanism called the "flexible tariff" that he overlooked the damaging signal the tariff sent to foreign nations. They retaliated, accelerating the downward spiral of world trade.
Next came the Kansan Alf Landon, Franklin Roosevelt's opponent in 1936. Landon ran on a platform only slightly less ambitious than Roosevelt's — New Deal Lite — and lost. In the early 1970s, Richard Nixon similarly blurred the distinction between the two parties when he opted to play economic superhero at Camp David, ending the gold standard and imposing wage and price controls. These policies were popular at the time, but they hurt the party for decades: "We are all Keynesians now," Nixon's phrase, too often meant we were all Democrats as well. Ronald Reagan, strong as he was, also fits in here. We can see some of Coolidge in him, for, like Coolidge, he cut taxes, looked away from details, and delegated routinely. But his willingness to permit continued federal spending produced a record of deficits that would undermine the Republican reputation for fiscal probity.
Republicans who are thinking past January's ceremony to future inaugurations might consider this strategy: For small government and big results, don't just think small. Be small, too.
– Amity Shlaes, who directs the George W. Bush Institute's economic-growth program, is the author of the bookCoolidge, forthcoming from HarperCollins.


text:
Ancestry.com , you must forgive Stanczyk. With the cacophony of the Terroristic Bombing at the Boston Marathon, The Fertilizer Explosion in West, TX, Chinese Earthquake and so many big news stories that kept my attention, I had neglected to read your email.
This week Ancestry fixed at least two of my bugs. I cannot test the other bug. Let me back up a bit. Long time readers may remember my blog article, "Thinking About @Ancestrydotcom 's GEDCOM" from (1st-March-2013). In that article, I asked Ancestry.com to fix three things:
- CHAR tag in their GEDCOM export
- Support diacriticals ex.: ą ć ę ł ń ó ś ź ż (in proper Polish nouns)
- Phantom Notes ???
I am here to publicly THANK YOU, Ancestry.com for taking my tweets at (Twitter: @Ancestrydotcom ) and fixing these problems. I assume #3 was fixed too, but I have no way to test your fix (as I had deleted the offending comments in March). But I am here to tell the INTERNET that Ancestry.com took my tweets and opened a ticket and fixed the bugs!
Now my diacriticals which I entered into my Ancestry.com family tree were exported from Ancestry.com website, downloaded to my laptop, where I examined the GEDCOM file in gVIM (I am still a techy at heart) and saw the new CHAR tag in the GEDCOM file!
I then imported the GEDCOM into RootsMagic (which I knew supported diacriticals) and voila there was my data all proper in RootsMagic!
Ancestry used a value of UTF-8 for the CHAR tag. This allowed me to keep my diacriticals on the export. So now my Family Tree in Ancestry and my Family Tree in RootsMagic can have identical data. I no longer lose my valuable work from Ancestry (or have to re-enter the data on my laptop).
So I hope my readers follow my example and Tweet at Ancestry. You too can help improve their software, when you find bugs and request bug fixes. I hope my fixes help other genealogists (like the many Polish genealogists who read this blog). NOW we have diacriticals. See they are a kindly 800 lb. (362.87 kg) Gorilla of the genealogy world. That is why I am a subscriber — they value me as a customer.
THANKS AGAIN, Ancestry!


text:
Door Mirror Right Manual Adjustment
$33or four payments of $8.25 with Afterpay more info
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Part Number: 20LA-90-5321-A
Make: FORD
Model: LASER
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Regular visitors will have noticed ever increasing amounts of spam on the Trading Gurus Community Forum. On November 24th 2012 we implemented some changes:
1. New users will be moderated 2. Registered users who have a post count of zero will not be able to view attachments or download code. 3. Registered users who have a post count of zero will not be able to create a new thread
As an additional countermeasure we anticipate introducing a modest paywall in the near future.
If this is your first visit here our apologies for the inconvenience.
Existing users may wish to contribute their ideas to this thread.
Assuming you have a large enough "bank", do you need to bother trading anyone else's money? If you don't have a bank you need to build one somehow!


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Part 20: Proper Patching
The correct way to fix rust
Years ago, a lot of "car guys" considered a rust hole repair as juststuffing a news-paper in the hole, smearing a mixed plastic substanceover it, and a close match of rattlecan paint to finish it off.Thankfully, the hobby has forced us to take better care of ourdisappearing autos, and rust repair has definitely been an issue. Rustis a corrosion product primarily consisting of hydrated iron oxide.Whether you live along the coastline, inland, in a large city or smallvillage, rust is a serious problem. All vehicles are subject to at leastone of the following factors: rain, snow, humidity, damp salty air, wetroads, the home garage, atmospheric chemicals, car washing, and so on.All of these considerably accelerate the corrosion of vehicles.Hopefully, everyone has taken the necessary steps to prevent rust fromoccurring on their Mopars, but let's say you have a hole that needsrepaired. Well, we're here to help.
We decided to have Muscle Car Restorations (MCR) in Chippewa Falls,Wisconsin, show us how they would repair a hole in the rearquarter-panel of a car. these guys are so good at what they do we areconfident (with proper care) the rust will not come back. You would needsome pretty extensive tools to properly handle a repair like this. Itemslike an air compressor, welder, and cutting tools are just thebeginning.


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The annual Food & Wine Fest scheduled Oct. 4 in St. Spyridon Cathedral, 102 Russell St., Worcester, is a celebration of great food, wine and microbrews.
The fundraiser for Holy Trinity Nursing and Rehabilitation Center in Worcester puts special emphasis on Mediterranean cuisine.
The event will be held from 5:30 to 9 p.m. in St. Spyridon�s Cotsidas Auditorium. Free parking will be in the cathedral�s parking lots.
Cost: $40 per person; $75 for two, prepaid; $50, at the door. For tickets or more information, call (508) 425-7651 or send email to firstname.lastname@example.com.
The dish:
A silent auction is planned, so get ready to bid.
Enjoy music by Ed Hyder�s Park Avenue Band.
Wine lovers will be able to learn more about Italian and German wines at a tasting presented by Jim Vasiliadis, owner of O�Hara�s Wine & Liquors in Worcester, and Dr. Bob Ouelette, noted wine connoisseur.
Stacy Woods, certified wine educator, will give a �Sensory Perception� seminar from 7 to 7:30 p.m. Get to know the various components of wine. It�s not just about taste!
Participants: Park Grill & Spirits (formerly Biagio�s), Caravan Coffee, Ciao Bella Restaurant, Coral Seafood, Crown Bakery, Culpepper�s Bakery & Cafe, Ed Hyder�s Mediterranean Marketplace, the Flying Rhino, Garden Fresh, George�s Bakery, Grill on the Hill at Green Hill Golf Course, Holy Trinity, Jopa�s Webster House Restaurant, Lago Ristorante, Mrs. Mack�s Bakery, Nuovo Restaurant, Piccolo�s, Polar Beverages, Shiraz Armenian Cuisine and Zorba�s Taverna Restaurant and Bar, all in Worcester; the Castle Restaurant in Leicester; The Manor Restaurant in West Boylston and Sonoma in Princeton.
Chris Liazos, former owner of the Webster House Restaurant in Worcester, coordinates this event.
Chris really knows how to pull together a great party that�s not only fun, but also helps raise money for a worthy cause.
Lots of chefs and bakers on board, so drop by to schmooze.
Glorious food. In the mood, eat dessert first!
Shrewsbury Street businesses, Mezcal Tequila Cantina, Sweet and Brew City Grill & Brew House will participate in The Phantom Gourmet Food Festival scheduled from noon to 4 p.m. Sept. 30 at Lansdowne and Ipswich streets (next to Fenway Park), Boston.
Mezcal will present its guacamole at the fest; Sweet, a chocolate cake with Phantom Gourmet Chianti frosting and a Phantom Gourmet Sauvignon Blanc white peach sangria cake; Brew City, bacon infused chocolate.
Festival tickets: $40, per person in advance; $50 the day of the event. All food sampling is included in the ticket price. Visit www.phantomgourmet.com.
One hundred of the Phantom Gourmet�s favorite foods will be featured. An estimated 10,000 Phantom �Phans� will consume half a million pieces of food on the day of the festival, presented by Dadgar Insurance.
At this incredible block party, enjoy music and special parties inside some of the restaurants on Lansdowne Street.
Jimmy�s Tavern & Grill, 50 Boston Turnpike, Shrewsbury, has added new dinner specials to the menu. The offer began Sept. 25.
The $11.99 meals, which include soup or salad:
New York sirloin steak (7-ounce), topped with Madeira mushroom sauce; grilled Caribbean shrimp, two skewers over jasmine rice with a sweet chili dipping sauce; smothered chicken, grilled chicken breast with saut�ed mushrooms, onions, country gravy and melted pepper Jack cheese; chicken and eggplant Parmigiana, melted Parmesan and mozzarella cheese with linguini; Asian salmon, rice noodles, green onions, almonds.
Circle Oct. 11 on the calendar, the date of a wine dinner at Jopa�s Webster House Restaurant, 1 Webster St., Worcester.
The dinner, �Wines of South America,� will begin at 6 p.m. Cost is $70 per person, inclusive. Call (508) 757-7208.
The menu will include ensalada, Chilean sea bass with mojo sauce, roasted chicken breast, tenderloin medallion with chimichurri sauce and rocambole de chocolate (chocolate cake with chocolate cream filling).
During October, the restaurant will feature German food and beers. Check out the menu, which will include sauerbraten, weinersnitchel, German meatballs, blaukraut (braised red cabbage), potato pancakes, German-style potato and bratwurst.
Visit http://websterhouserestaurant.com for more info.
Northworks Bar & Grille, 106 Grove St., Worcester, will be open for lunch on Saturdays beginning Sept. 29.
Hours: Noon to 3 p.m. The menu will feature Black Angus burger specials, �Burgers & Bloody�s,� Burgers & Draft Beer and special build-your-own burger selections. Reduced pricing on the items.
Allan Eisenberg �s �Two on the Aisle� can be heard on WCUW 91.3 FM at noon Thursdays, beginning Oct. 4.
Eisenberg said he will continue to review theater, concerts and restaurants.
An event to benefit Habitat for Humanity-MetroWest/Greater Worcester�s Fales Street Build project in Worcester is scheduled Oct. 4 at The People�s Kitchen, 1 Exchange Place, Worcester.
Niche Hospitality Group, which owns and operates The People�s Kitchen, will sponsor a tasting of food, boutique wines, beers and crafted cocktails.
Tickets purchased in advance are $25 per person ($15 per person for 21- to 30-year-olds) and can be purchased by calling the Habitat for Humanity-MetroWest/Greater Worcester office, (508) 799-9259, or visit www.habitatmwgw.org. Click on donate.
Tickets at the door will be $30 per person ($20 per person for those 21-30 years old).
Niche Hospitality Group staff members recently volunteered time at Habitat�s Fales Street site, where a two-bedroom house is being built.
Raise your glass in support of the project!
Joshua Ives of Fiskdale took first place in the Fleischmann�s Yeast �Sensational Sandwich Bread� contest at the Big E held at the Eastern States Exposition Fairgrounds in West Springfield. Ives won a $150 cash prize, and he now moves on to national judging, where he and 34 other first-place winners from state and county fairs across the country will compete for the $1,000 grand prize.
Here�s the recipe for Ives� Mediterranean-style meatloaf sandwiches on focaccia, courtesy of Fleischmann�s:
Focaccia: Mix 1 package Fleischmann�s Rapid Rise Yeast, 1/2 teaspoon sugar and 2 cups warm water. Let stand until bubbly. Combine 4 cups all-purpose flour, 1 cup potato flakes, 3 tablespoons extra virgin olive oil, 1-1/2 teaspoons salt, fresh ground black pepper (to taste), 2 tablespoons fresh rosemary, chopped, 2 tablespoons fresh thyme, chopped, 2 tablespoons fresh sage, chopped and yeast mixture. Mix and knead until dough is smooth and elastic. Sprinkle 1 tablespoon cornmeal on greased cookie sheet and, with wet hands, spread dough into a rectangle. Spread a thin layer of olive oil on top, cover with plastic wrap and set aside until doubled in size, about 1 hour. While dough is rising, preheat oven to 425 degrees and place a pan of water on the middle shelf. When dough is puffy, brush it with olive oil, then spread � cup caramelized onions, 1/2 teaspoon sea salt and ground pepper (to taste) on it. Place on bottom rack of oven and bake until golden brown and crispy, about 25 minutes.
For sandwich:
When bread is cool, slice lengthwise and place 4 slices cooked meatloaf, 2 ounces goat cheese, 1 cup fresh arugula and 1 tablespoon sundried tomatoes on one half, then top with the other half.
A Fall Cider Festival is scheduled from 1 to 4 p.m. Oct. 6 at Julio�s Liquors, 140 Turnpike Road, Westboro Shopping Center, Westboro.
Free to the public.
If you have a tidbit for this column, call (508) 868-5282. Send email to email@example.com.


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THE SQL Server Blog Spot on the Web
I'm nearing the end of a SQL Server upgrade project, migrating from SQL Server 2000 to SQL Server 2008 R2. The company uses SQL Server Agent to run about 150 jobs which execute DTS packages to do the work of moving data around. Now, there are any number of ways to move these jobs from one server to the other, but I wanted to be able to exclude certain jobs, make some minor changes before loading them onto the new server, that kind of thing. PowerShell makes that relatively easy to do.
First, most of the jobs were owned by some login, many of which represent people no longer with the company. This happens over time, but should be cleaned up. To quickly modify the jobs to all be owned by 'sa', it's just a few lines of code:
# Connect to the instance using SMO
$s = new-object ('Microsoft.SqlServer.Management.Smo.Server') $inst
# Iterate through the jobs to reset the job owner
foreach ($job in $s.JobServer.Jobs) {
if ($job.Owner -ne 'sa') {
$job.OwnerLoginName = 'sa'
My scripts usually pass in $inst as the SQL Server instance name as a command-line argument, so I can use the script on any server. Once this script was done all the jobs are owned by sa, and I don't have to worry about enabling old logins on the new server. Next thing is to script out the jobs into .sql files, one for each job. In this case I pass in a base directory path as a second command-line argument. Then I use PowerShell to create the Jobs directory under that (note that if you're using a named instance, I'd recommend using the encode-sqlname cmdlet to turn the $inst variable into an encoded name to prevent the backslash from creating problems):
# Create the Database root directory if it doesn't exist
if (!(Test-Path -path "$base\$inst\Jobs\"))
New-Item "$base\$inst\Jobs\" -type directory | out-null
$homedir = "$base\$inst\Jobs\"
The next step is to set the properties for the script files:
# Instantiate the Scripter object and set the base properties
$scrp = new-object ('Microsoft.SqlServer.Management.Smo.Scripter') ($s)
$scrp.Options.ScriptDrops = $False
$scrp.Options.WithDependencies = $False
$scrp.Options.IncludeHeaders = $True
$scrp.Options.AppendToFile = $False
$scrp.Options.ToFileOnly = $True
$scrp.Options.ClusteredIndexes = $True
$scrp.Options.DriAll = $True
$scrp.Options.Indexes = $True
$scrp.Options.Triggers = $True
Then we can cycle through the jobs and create scripts for each job on the server.
# Create the script file for each job
foreach ($job in $s.JobServer.Jobs) {
$jobname = $job.Name
$scrp.Options.FileName = "$homedir\$jobname.sql"
There are some jobs on the original server that won't move - things like maintenance plan jobs, which I'm replacing with more efficient methods, so having individual script files allows me to simply delete the script files for the jobs not moving to the new server. Once I've done that I have another script which will load the script file into a PowerShell variable, and using invoke-sqlcmd, create the job on the new server. Now, each script file ends with a 'GO' statement, and invoke-sqlcmd doesn't like that, so I want to strip it out, which is easy enough to do with the Replace method. The problem is that it also contains a GOTO command to bypass the error notification. I use the Replace() method to get around that by first replacing GOTO with OTOG, then replacing GO with an empty string, then replacing OTOG again with GOTO.
The other 'tricky' thing I had to do was to convert the script file to a PowerShell string. I use the Get-Content cmdlet to pull the script into a PowerShell object. I then use the here-string construct with the PowerShell object inside the here-string, and that converts it from an object to a System.String object for me, and then I can easily supply that string as the query for invoke-sqlcmd.
# Get all the files with a .sql extension in the directory and cycle through them
$files = get-childitem $basedir | where {$_.Name -like '*.sql'}
foreach ($file in $files) {
$fname = $file.Name
$sql = get-content "$basedir$fname"
$qry = @"
$qry = $qry.Replace('GOTO','OTOG')
$qry = $qry.Replace('GO','')
$qry = $qry.Replace('OTOG','GOTO')
invoke-sqlcmd -ServerInstance $inst -Database master -Query $qry
Now the jobs are loaded on the new server, but of course the problem is that they're ACTIVE. Until we go live we don't want them running, so we need to disable them en masse. That's pretty simple as well.
$jobs = $s.JobServer.Jobs
foreach ($job in $jobs) {$job.IsEnabled = $False; $job.Alter()}
And now the jobs are all in place, and ready to be enabled once the green light is given on the migration.
Hi Allen, as always a nice Powershell example. In my humble opinion we can change tha lines in the script to replace GO in the script process and using regex. This way we dont need to search in the .sql files. Something like
($scrp.Script($job) ) -replace "\bGO\b","" | Out-File "$($homedir)\$($jobname).sql"
Nice job Sir :)
You're my hero! I'm in the process of migrating and/or upgrading all of our servers to 2008R2 and was thinking about ways to migrate the agent jobs.
If you use the SMO method ExecuteNonQuery which is part of the Database class, you don't need to strip out the GO statements as ExecuteNonQuery understands GO:
#See BatchSeparator property
#Using ExecuteNonQuery
$s = new-object ('Microsoft.SqlServer.Management.Smo.Server') $inst
$d = $s.databases["msdb"]
This T-SQL Tuesday is about using PowerShell to do something with SQL Server. Now, if you've read any
Hi Allen, this article was very useful to me; I have used your code to migrate jobs from one server instance to another.
Regarding the last bit of code that applies the scripts to the target server, I think doing it like below avoids having to worry about GO statements:
$newProd = "XXXX\XXXXXXXX";
$homedir = "...\";
$files = get-childitem $homedir | where {$_.Name -like '*.sql'};
foreach ($file in $files)
Invoke-Sqlcmd -ServerInstance $newProd -Database "UTILITY" -InputFile $homedir$file;
i want learn how jobs are created and how a particular script can be associated with a newly created job..
Iqbal, here's an article I recently wrote that'll help you. http://sqlmag.com/powershell/use-powershell-create-agent-jobs
Awesome article.
One thing I would add is that $job.IsEnabled can be set to $False right before scripting (so that we don't have to come back and set IsEnabled after running the scripts). Since we're not altering the $job object on the origination server, it's a safe operation.
I found unless I cut/paste in SSMS (QE), Agent Job Tokens do not get updated correctly 2008 -> 2014 for $(ESCAPE...


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Basic Boat Info
Engines / Speed
- Make: Yanmar
- Model: 6LPA-STP2
- Fuel: Diesel
- Engine Power: 315hp
- Type: Inboard
520 Shore Drive
Oakdale, New York, US, 11769
Tel:631-589-7779 631-774-4439
Take a tried and true hull design that harkens to the glory days of the downeast-style lobster boat, update it with a refreshing sedan and cockpit treatment, and you have the Pilot 355 Sedan. This boat easily outpaces the competition - prove it to yourself and check out our Do The Math section for a head-to-head comparison!
The first thing you will notice about the Pilot 355 Sedan is the all-weather sedan cockpit deck. Enclosed on three sides with an available aft enclosure, this area may turn out to be the focal point of your activities aboard. The full helm sports a swivelling companion chair to port, and lies just forward of the Pilot 355 Sedan's cockpit galley. This alfresco cooking area features an electric grill, stainless steel sink, refrigerator/freezer, microwave, and generous storage, all topped with a genuine Corian countertop. To add to this area's charm, we've provided comfortable lounge seating for up to 6 people that can dine at the convenient folding dinette table. The Pilot 355 Sedan will truly take dining and entertaining to the next level.
When its time to relax below, you can retreat into the warmth of an inviting cherry wood interior with a gorgeous cherry plank sole. As you descend, you'll note the pleasant 6'3" of headroom, with the feeling of spaciousness further achieved by five strategically positioned, screened stainless steel portlights. Watch your favorite programs on the standard 20" flat panel TV with DVD. When its time to turn in, a queen size island berth will sleep you in comfort, and the convertible sofa will expand to full-size upper and lower berths. You can sleep four adults in the comfortable salon of the Pilot 355 Sedan! The wet head is easy to maintain fiberglass with a Corian-topped vanity, and a roomy cedar-lined hanging locker will hold your clothing.
The Company offers the details of this vessel in good faith but cannot guarantee or warrant the accuracy of this information nor warrant the condition of the vessel. A buyer should instruct his agents, or his surveyors, to investigate such details as the buyer desires validated. This vessel is offered subject to prior sale, price change, or withdrawal without notice.


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Targeting conservatives violated 8 of 10 tenets of proposed Taxpayer Bill of Rights.
National Taxpayer Advocate Nina Olson issued her required mid-year report to Congress on Wednesday and fleshed out one policy prescription that might head off any future scandal involving the Internal Revenue Service's efforts to determine which quasi-political groups deserve tax-exempt status.
In addition to her perennial pleas for greater funding is a separate "special report." Here Olson reiterated her call for enactment of a Taxpayer Bill of Rights, noting that if her version were in force, eight of its 10 tenets were violated by the delayed and improper screening of applications.
She then repeated what policy wonks have heard from lawmakers looking into how the IRS Exempt Organizations division came to single out mostly conservative nonprofit groups for extra scrutiny in their applications. In a nutshell, the IRS lacks a clear criteria for making the calls, both in the law and in regulations going back to the 1950s.
Section 501(c)(4) of the tax code provides that an organization may qualify for tax-exempt status if it is "operated exclusively for the promotion of social welfare," Olson notes. Treasury regulations provide that an "organization is operated exclusively for the promotion of social welfare if it is primarily engaged in promoting in some way the common good and general welfare of the people of the community."
Leaving aside the question of how "exclusively" came to be defined as "primarily" (which is viewed by some commentators as merely 51 percent), the report says, there is very little guidance to guide IRS employees in determining whether an organization is operating "primarily" for social welfare purposes or what level of political campaign activity is permissible, she said. Among the open questions for Congress or the Treasury Department are the following:
- Is there a fixed percentage that should be used to measure whether an entity is "primarily" engaged in social welfare activities (e.g., 51 percent)?
- What factor or factors are controlling? In seeking to measure whether an entity is "primarily" engaged in social welfare activities, one could focus on the percentage of the entity's expenditures, the percentage of the entity's time, the percentage of the entity's email blasts or advertisements or other factors.
- If the IRS considers multiple factors, should all factors receive equal weight, and if not, how should the relative weighting be determined?
Makes one yearn to work for the IRS.
NEXT STORY: A Better-Prepped FBI Director?


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TALLAHASSEE -- Taking the gavel from his father-in-law, former House Speaker Allan Bense, Will Weatherford was unanimously voted as the chamber's next speaker.
The following is the prepared text of his acceptance speech this morning.
In speeches like this, people often say, "we are living in unprecedented times." Perhaps that's true. It's not something we can judge, but rather history judges for us.
What I do know is that we are living in a time when the people of Florida expect us to act. Despite our efforts, more than eight percent of Floridians still cannot find a job. Half of Florida's homeowners are underwater on their mortgages. More than three and a half million Floridians are on food stamps. One third of all Florida high school students do not graduate.
These are problems that are often avoided because they seem insurmountable. Yet, these are problems that we cannot afford to ignore. Florida must take the reins and determine our own destiny.
So many of us were watching the national elections that just ended two weeks ago. Both sides were pinning a great deal of hope for the outcome. Whether you were happy or disappointed with the results, the truth is, the election is over. We have a President. To those who wish him to fail or the Congress to fail, you are wishing for America to fail.
While we long for Washington D.C. to put away the pettiness and end the gridlock, we cannot wait for them to figure it out. We cannot expect them to solve our problems. Florida has an opportunity to lead. More importantly, we have an obligation to lead.
We must fulfill the original intent of our federal system of government; letting states like Florida serve as laboratories of our democracy. We will do all we can to find innovative and lasting solutions that can be a model for our nation. Florida should be the haven where hard work is valued, ingenuity is welcomed, and success is widely achievable.
Today is not a day to lay out specific policy plans. Members, rest assured that day will come. We will have a clearly defined legislative agenda.
Over the next two years, there will be many issues that are presented to this legislative body. We will prepare – to the best of our ability – approaches that will be based on the principles of the majority and the legitimate concerns of the minority. We will define success by the degree in which the solution genuinely matches the problem – not on the chamber or leader that initiated the idea. Not who gets the credit or the blame. Not the score between the House and Senate.
Because whether we realize it or not, we sometimes lose sight of what really matters. On an individual level and on an institutional level we need to have greater grasp of our purpose, our mission, and our reason for serving. We must have a clear understanding of why we're here and how our actions will impact our communities and our state.
If your remember nothing else, remember this: we are not here to serve as passive brokers for the special interest groups. We are here to be the chamber of ideas and solutions. We are also here to lead, to govern and to offer bold, transformational ideas. Every member of this Chamber has a personal responsibility to learn, to know and to understand these issues so that we may be knowledgeable brokers of lasting solutions.
We should do this in a way that respects this institution and all those who have been chosen to serve by Floridians from every walk of life and across every geographic boundary, boundaries that frankly, after two years of redistricting meetings, I am painfully familiar with.
Also, we must work together. As I stand before you today, I do not have to make a bold statement or a new commitment to work in a bipartisan manner with the minority party. On this matter, you can expect my future actions to match my prior years of bipartisanship. What I can commit to is that you will always be treated with fairness and respect – no matter which party you represent.
Today, you have elected me Speaker of this House. Not just the Speaker of the Republican Majority, but of the entire House – Republicans and Democrats. And I plan to embrace that role.
But let me be clear: bipartisanship is a two way street. There is an opportunity for the loyal opposition. My colleagues on the back row, you have the discretion on how you will engage in this process. Will you use your power and position to surprise and embarrass the majority in order to grab a good headline? Will you challenge us on the policy or politics?
The choice is yours and I have faith you.
I welcome and value the spirited debate and the clash of ideas. It is good and healthy for this process and it produces better solutions. What we all have to understand is that our enemies are not sitting in this chamber or down the hall across the rotunda.
Our enemies are real and they are worthy of the fight. Our enemies are unemployment, poverty, illiteracy, broken systems, broken government and burdensome regulation. These are the enemies that are wreaking havoc on our people and on our state.
I believe that government is not the answer to each of these problems, but our actions can be helpful or hurtful to the individuals who are fighting to achieve the American dream.
It is up to us to choose how we will act. We will define our time. We will determine whether we are going to be big enough for the moment. We will shrink or we will rise.
This term of two years goes by so fast. Today, the gavel was passed to me by Speaker Allan Bense. In the blink of the eye, I will pass it on to another Speaker.
Two years is so short, and the task is so daunting. You may ask yourself, what can we really do in two years? My friends, we can do a lot. Consider this: the U.S. Constitution was written in 116 days. The Empire State Building was built in one year and 45 days. The Apple iPhone was designed in under two years. The code for Facebook was written in 42 days. Perhaps one of the greatest speeches of all time was written in under two days. No, it wasn't this speech. It was the Gettysburg Address.
We have no excuse. We will need a clear focus, a collaborative purpose and a leadership of conscience that is willing to do what is right.
As you probably noticed, in each of your offices, I gave you a countdown clock. The date is set for Election Day in 2014. It is a digital reminder of the sands of time that are falling on our service here. The voters gave us two years. Not four, not eight, two.
Our time is short. The clock is ticking. Let us make the most of every single second.
There are people who are counting on us. I am counting on you. So that when that clock runs out may it be said of us that we were bold, we served with a purpose and we fulfilled our promise to Florida.
I am so honored to be your Speaker. Thank you. God Bless you and God Bless our Florida.