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Self assessments have been used widely in recent decades. The usefulness and truthfulness of these assessments depend entirely upon the user. Utilizing a self assessment tool for the betterment of self is the goal of this report. In this report, I have completed 3 different self assessments to analyze myself. The first assessment that will be discussed is the Jung Personality Test. The next one will be the Team Role Preference Survey followed by the Work Locus of Control Survey. Each of these surveys focuses on various behavioural and personality traits. The Jung Personality Test focuses on four principal physiological functions by which we view the world: feeling, intuition, sensation, and thinking. The team Role Preference Survey is geared towards identifying an individual’s preferred roles in meetings and team activities. The Work Locus of Control is designed to determine control beliefs in the workplace. The results obtained from the three surveys indicated predominantly what I already knew about myself. My teamwork ability and my interpersonal skills allow me to be an effective mediator. My locus of control being in-between confirms my suspicion that I believe in effort equals reward but also that external factors are always an influence.

Jung Personality Test
The Jung Personality test is also known as the Myers-Briggs Type Indicator (MBTI), which is an assessment that is designed to help someone who is taking the test understand his/her preference towards perceiving and judging information through four categories; Sensing vs. Intuition, Thinking vs. Feeling, Perceiving vs. judging and Extrovert vs. Introvert. After taking the assessment, the results indicated that I have a slight preference of Introversion over Extraversion (22%). I also have slight preference of Intuition over Sensing (12%) as well as a moderate preference of Thinking over Feeling (25%) and a moderate preference of Judging over Perceiving (56%). Overall, I was classified as an Introverted iNtuitive Thinking Judging (INTJ), which I believe to be very accurate.

INTJs are very decisive, original, and insightful; these traits push other people to accept the INTJ’s ideas simply because of that sheer willpower and self-confidence (n.d.). This quote seems to best describe the INTJ personality. They are perfectionists in nature and have a seemingly endless capacity for self improvement. They have a great drive for implementing their ideas and achieving their goals. Unsurprisingly, this accurately describes my persona. I constantly strive to put my thoughts into action and constantly look to improve myself. This professional persona of being an INTJ however does come with downsides which this test has pointed out to me. As an INTJ, I do have trouble in personal romantic relationships. The time spent being a perfectionist drastically reduces my time available for social events and such. This makes it rather hard to find someone as well as the time to invest into a relationship. This a great revelation to me because I had not realized how much time I had dedicated to being perfect. Through this knowledge, I aspire to spend more time looking for relationships and social interaction. This will be done by spending more time studying in public environments such as the library, as well as through joining university clubs to meet people with similar interests. Through such activities, I believe I can achieve my goal.

Team Role Preference Survey
In order to assess my compatibility and role in a team environment, I took the Team Role Preference Survey. This survey looks for the best fit that an individual finds while working in a group environment. Combining individuals specializing in each of these areas will theoretically provide the ultimate team. In regards to my test scores, I achieved a 10 for encourager, 12 for gatekeeper, 12 for harmonizer, 10 for initiator, 12 for summarizer. As an encourager, I build and maintain effective relationships with group members and foster commitment to the group. The 10 I got in this category accurately describes me, because I tend to be actively involved in discussions and trying to get everyone’s ideas heard. As a gatekeeper, I encourage and facilitate participation within the group to ensure all team members contribute to the project. I feel the 12 that I got in this category accurately represents me because I am always trying to get everyone involved. As a harmonizer, I manage the group discussions and mediate conflicts while reducing tension. The 12 I got in this category is accurate of me because I manage the group discussion while ensuring conflicts do not erupt. As an initiator, I am efficient in setting group goals and looking for ways to work on these goals. This leadership role describes me somewhat because I do like to take charge when possible. As a summarizer with a 12, I feel that taking notes and summarizing meetings fits me well. I found this to be a surprise because summarizers usually tend to be non-leaders. I generally opt for a more leadership oriented position.

The theory behind this test has helped me understand more about myself in terms of fitting in within a group environment. I found that I would fit best within the roles of gatekeeper and harmonizer, which aren’t surprising. “According to self-assessment feedback on personality, the key motivation that drives my behavior is to be respected, to be academically qualified, and to be righteous. The key components to work as a successful harmonizer; one need to be respected, should be well-equipped with the knowledge of subject matter, and should be righteous to resolve the team conflicts” ( Waseem, A.). In terms of my personal development with these findings, I would utilize my skills as a harmonizer more effectively to mediate conflicts within my group of friends. Usually I tend to avoid disputes, but now I realize that my harmonizing ability could be used during those times. In my academic life, I aspire to use the findings I got to better form constructive teams to accomplish assignments effectively. I feel that as the harmonizer, I would be most effective in assembling the team and ensuring that the team works together in a righteous manner. In my career life, I will utilize the results obtained to more effectively mediate co-worker disputes as well as to provide a more leadership role within my work team.

Work Locus of Control
A locus of control survey is designed to give an individual a better understanding of their control beliefs in the workplace. Individuals with a high internal locus of control believe that events in their life are a result of their own actions, while those with a high external locus of control believe that the events in their life are primarily a result of outside forces (e.g. other people, fate, chance) acting upon them. Prior analyses have displayed a positive association between locus of control and educational achievement, where those with a higher inner locus of control tended to have a higher level of education. My score was 44 in this test, indicating that I have a locus that is in-between, but closer to the internal locus of control side. This was an expected result for me because I am constantly looking for ways to increase my productivity at work/school and constantly looking for ways to move up within my organization. I strongly believe that my successes and failures at work are correlated with my direct effort and enthusiasm with what I do.

External factors do affect my performance at work, but my belief is that my successes depend almost entirely upon my effort. “One of the most consistent and widespread findings in the general research literature is the association between an external LOC and poor physical and mental health” (Hurrell, J., et al.). I definitely want to have a higher internal locus on control. In light of these findings, I can increase my effectiveness at work by spending an extra hour per day doing activities that would help me at work. These activities could be research at home on the web or it could be going to company social gatherings. Such activities will increase my focus on work and allow me to have a higher locus of control.

Overall, the results obtained from the three surveys indicate things I already knew about myself. There were some surprises, which I intend to make use of, as indicated in my SMART goals. These surveys are a great reminder that I need to improve upon some of my less redeeming traits and keep my more redeeming traits on top. These traits that I have identified will help me navigate my personal and professional lives in a much more directed and meaningful way, instead of just “going with the flow”. All of the lessons learned within these surveys will help me establish a career in the field I desire and to become an effective professional.


Hurrell, J., Joseph, J., & Murphy, L. R. (n.d.). Locus of control. Retrieved
from http://www.ilo.org/oshenc/part-v/psychosocial-and-organizational-factors/individual-factors/item/54-locus-of-control on April 5, 2014 (n.d.). INTJ Personality. Retrieved from http://www.16personalities.com/intj-personality on April 5, 2014. Waseem, A.. My team roles preference scale. Retrieved from http://www.adilwaseem.com/my-team-roles-preference-scale on April 5, 2014.

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