Managers must organize, lead and control a diverse and ever changing staff, but how? With so many different personalities in the work place managers that strive to mesh them in a cohesive way tend to succeed. Using the two most popular personality identifiers, Myers-Briggs as well as the Big Five, managers can cater to specific employee needs. Understanding these two methods are crucial for successful managers in today’s ever-changing business world. The two personality indicators, Myers-Briggs and Big Five, are descriptive personality domains that fall under different psychological traits. Myers-Briggs was developed in the 1960s focusing on two different functions, rational and irrational. Four different pairs of preferences make up the overall concept behind the Myers-Briggs. When determining the different traits, managers must understand that no one personality type is better then another. The first major aspects of the Myers-Briggs type indicator deals with attitudes, extraversion and introversion. Extrovert personalities are those who are do first, act and reflect after situations. These persons are very motivated by action and doing. On the other hand, introverts tend to spend time thinking situations out, reflecting then acting as necessary. Neither of the two are better then the other but it is crucial for managers to understand what their employees are, extra or introvert. Secondly the Myers-Briggs speaks to the perceiving and judging functions of the individual psyche. When dealing with employees managers must understand how they perceive information. Those that sense tends to believe in the different information received and will be more likely to ignore their first “hunch”. On the contrary an intuition-based employee uses an abstract perception of information. Employee’s ability to judge outcomes, problems and different business decisions are based on