Personality Typage – (intro/extra)version

Part of profiling my own interests and motivations involves deciding where I stand in relation to other people.

Where do I fit in the scheme of things? Well, that depends on what the scheme is.

For example, the most popular schemes seem to revolve around a Jungian typology of (intro/extra)version. It doesn’t matter if the scheme is realistic or accurate, because all I’m really interested in is how I relate to other people. I need to use the most popular scheme. But the most popular schemes are commercialised, expensive, and beyond my reach.

So I’ve taken this free and easy one from Wikipedia, and added a column for myself at the left.

Extraversion-introversion is normally measured by self-report. A questionnaire might ask if the test-taker agrees or disagrees with statements such as I am the life of the party or I think before I talk. Imagine a questionnaire consisting of ten “agree or disagree” statements. For the first five questions, agreement indicates a tendency towards extraversion, while for the last five questions, agreement indicates introversion. Five people take this questionnaire and answer as follows.

So, where do I fit? Somewhere in the middle. I have both introvert and extravert tendencies, and apparently tend toward extraversion.

But that assessment is based only on the 10 questions above. The questions themselvesĀ  are faulty to some degree, just through lack of clarity. For instance, am I quiet around strangers? What does quiet mean in this case?

If I am in a queue for the checkout or bus, do I stand silently? Yes.

If I am in a pub on my own, do I sit away from the bar and keep to myself? Yes, but that’s one reason I don’t go to pubs on my own.

If I am at an event, like a seminar or performance, do I strike up a conversation with other attendees? Sometimes. It depends on whether I get a sense that other people are receptive to conversation with a stranger.

So, am I an extravert, introvert, or ambivert? It looks as though I’m the latter. Which is not helpful in identifying my superlatives, my strengths. I’m not about to go around telling people that I’m not particularly driven by either quality. So I need to find a different test, a different scheme that helps me find ways of framing and describing what I am driven by.

Values assessment – U Az

University of Arizona – Assessment Tools
Values assessment
The following is a list of personal values that many people have identified as being important to them in their careers.
Each value is ranked on a scale of 1-3.
There should be additional, more personal values added to these, such as the value of education or intellectual pursuits.

1 – Things I value most
Moral Fulfillment: Feel that my work contributes to a set of moral standards which I feel are very important.

Community: Live where I can participate in community affairs.
Help Society: Do something which contributes to improving the world we live in.
General Creativity: Have the opportunity to create new programs, materials, or organizational structures.
Physical Challenge: Do activities that use my physical capabilities.

Time Freedom: Be able to work according to my own schedule.

1.5 – Things I value a lot
Make Decisions: Have the power to decide courses of action and policies.

Change and Variety:
Have work activities which frequently change.
Work Alone: Do projects by myself, with limited contact with others.
Precision Work: Work in situations where attention to detail and accuracy are very important.

Work Mastery: Become an expert in whatever work I do.
Recognition: Be publicly recognized for the high quality of my work.

2 – Things I value more than most

Independence:
Be able to determine the nature of my work without significant direction from others

Security:
Be assured of keeping my job and receiving satisfactory compensation

Stability:
Have a work routine and job duties that are largely predictable
Artistic Creativity: Engage in creative artistic expression.
Aesthetics: Participate in studying or appreciating the beauty of things and ideas.
Help Others: Be directly included in helping other people, either individually or in small groups.

2.5 – Things I value somewhat
Knowledge: Engage in the pursuit of knowledge and understanding.

Influence People:
Be in a position to influence the attitudes or opinions of other people.
Public Contact: Have a lot of day-to-day contact with the public.
Supervision: Have a job in which I am directly responsible for the work of others.
Work with Others: Work as a team member toward common goals

Fast Pace:
Work in circumstances where work must be done rapidly

3 – Things I don’t particularly value
Adventure: Have work duties which require frequent risk-taking
Financial Gain: Have a high likelihood of achieving very great monetary rewards for my work

3.5 Things of no value or negative value

Competition:
Engage in activities which pit my abilities against others

Work Under Pressure: Work in situations where time pressure is prevalent

Excitement:
Experience a high degree of (or frequent) excitement in the course of my work

About The Riley Guide

About The Riley Guide

The Riley Guide is a directory of employment and career information sources and services on the Internet. It is primarily intended to provide instruction for job seekers on how to use the Internet to their best advantage, but recruiters and other career service industry professional will find information here to help them also.

Self-Assessment Resources
What is Self-Assessment?
* Types of Assessments Personality and Type Indicators
* Interest Inventories
* Skill Surveys
* Values Inventories

Keirsey Temperament Sorter
This test, made available online by David Keirsey, is like a short MBTI exam

MAPP – Motivational Assessment of Personal Potential
There is a free sample analysis you can try before purchasing one of their packages.

Value Questionnaire
This questionnaire from the University of Minnesota at Morris Career Center offers you an easy way to think about what is most important to you and what you might do to change things that you don’t like.