Malaga also noted how the MBTI could strengthen teams by ensuring they were diverse in their MBTI types. One of the hiring managers noted that the Big Five Model could be used instead because it also measures extroversion and introversion. While a few of the managers agreed, the team ultimately decided to stick with the MBTI as the tool's use was clearly part of Malaga's vision for the company. Questions 5-16. After reading the case, what are your thoughts on the MBTI? Why do you think management at Sky responded so favorably to the MBTI? Do you think they would respond differently or change their ways if they knew the lack of empirical evidence for the MBTI? Why or why not? 5-17. Is there another personality framework that would have been more effective in achieving Malaga's goals? If so, why do you think this framework would have been more effective? If you were a hiring manager on the team at Sky, what would you suggest to the rest of your team, and how would you convince them to go with your idea? 5-18. Evaluate the hiring staff's decision-making process for hiring a new software engineer. To what extent should the individual's personality traits factor into the decision-making process? How should the organization use the personality data to make decisions?