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YellowLabHarleyReply 1 to SACA
After completing both personality tests and comparing the results, I have learned that I am a natural leader. I am confident and an original thinker, and believe strongly in myself. I am a strong individualist who seeks new angles or novel ways of looking at life. I am extremely capable and intelligent and strives to always do my best and continue to move in a positive direction. I have learned that and was already fully aware that obstacles are one of my biggest challenges. I stayed focus on my goals, creatively develop a plan and then pour all my energy into achieving my objective. Because I get so inspired and involved in what I am doing, my energy level can be awesome to behold. According to the Jung test, my personality type is the most independently individualistic (Jung, 2017). I am generally an anxious person who worries about things and tend to spend quiet time alone.It has been concluded that my Jung personality type is Introvert-iNtuitive-Thinker-Judger (INTJ). This means that I am a reflective, reserved and private individual. I pay more attention to information that is imaginative and original, and focus on the future. I make decisions using logic and impersonal analysis and think with my head rather than my heart. I prefer a lifestyle that is decisive, planned and orderly. I like a life that is organized and controlled. I think both tests were accurate. They basically gave obvious characterizations of my personality. There is nothing I would change about these tests and would not devise my own. Based on my work experiences, I do believe these tests would be effective in the workplace. They can definitely help each person to take a step back and evaluate their own character and put them into perspective. Essentially, adjusting or improving any character can positively impact the work environment. According to the Saylor Foundation, positive affective people tend to be happier at work, and their happiness spreads to the rest of the work environment (The Saylor Foundation, 2014, p. 17).
Reply 1 to JOFI
1. I would have to see evidence that when designing the tests, their creators took reasonable precautions to prevent people from answering in a way that they perceived would present themselves in a more favorable light.
2. It might be a good idea to cross reference the answers given by the test taker with references from previous supervisors, co-workers... which I guess is really just a way of implementing the desired control in 1), above.