VoSPA (Vocational Style & Personality Assessment€¦ · VoSPA (Vocational Style & Personality Assessment Report for: Wesley Completion: September 16, 2011 at 3:20 pm ... In the last

VoSPA (Vocational Style & Personality Assessment)

Report for: Dominic MatoukCompletion: September 27, 2011 at 11:14 am

© 2011 PsychTests AIM Inc.

VoSPA (Vocational Style & Personality Assessment

Report for: WesleyCompletion: September 16, 2011 at 3:20 pm

Dominic

Table Of Contents

1Table Of Contents ...................................................................................................................................................... 2Introduction ................................................................................................................................................................ 3Graphs ...................................................................................................................................................................... 5Details .......................................................................................................................................................................

17Career Matches .......................................................................................................................................................

Table Of Contents 1/22Table Of Contents

© 2011 Psychtests.com All Rights Reserved Page 1 of 22

Introduction

Now more than ever, people are defining themselves by their work. With 40 plus hours a week of work becomingthe norm for many, it has become increasingly important that people find jobs with which they are compatible, andultimately enjoy doing. A career mismatch can lead to a great deal of frustration and unhappiness. Across all jobsand careers, it is clear that people who enjoy their work tend to be better at what they do. We take this principle asthe premise of this Career Path & Aptitude Assessment. Aiming to measure particular aspects of Dominic's valuesand preferences and match him with jobs that he would likely excel at, this assessment can help broaden hisunderstanding of the available jobs out there.

The results for the assessment will be structured in the following manner: First you will receive a description ofDominic's career interests. These will also be ranked from most to least important. Second, you will receiveinformation about Dominic's intelligence types, which are the areas that he is either most naturally skilled in or theareas in which he has best developed his abilities. These will be ordered from his most skilled areas to his leastskilled areas. Thirdly, you will find Dominic's values and work styles. These include information about what heconsiders important to accomplish in his career and what drives him, and a description of the type of employee hewould be. In the last section, Dominic's career picks identified by the test will be listed, along with a description ofwhat the job entails, and information about salary and job requirements. The job titles, descriptions and basicinformation provided are taken from the O*NET database, created by the U.S. Department of Labor. You can findmore information about the recommended careers at the online O*NET Resource Center

In terms of the careers to which this assessment matched Dominic, it is important that he try to picture actuallydoing each job that he is matched with. Questions he may want to ask himself are:

"Where could I live if I had this job?""What would my day-to-day duties consist of?""Would I be proud to tell my friends or family that this is how I make a living?""Do I see myself doing this job well?""Do I see myself being happy while doing this job?""Would it satisfy my intellectual needs, financial needs, and mesh with my values?""For how long could I imagine myself working at each of these jobs? Could I enjoy this for a year, 5 years, 10years, or my entire working life?"

Dominic may not be able to answer some of the questions listed above depending on how much he knows abouteach career. We recommend that he conduct some of his own research on the careers and fields that interest him.Even if he thinks he has a good idea of what a particular job means on a day-to-day basis, he might want to checkagain - duties often change with the times and technology, and the definition of what it means to hold that job mighthave changed significantly. In terms of long-term job satisfaction, it is essential to have a clear idea about what hisday-to-day duties will include should he choose that occupation.

Introduction 2/22Introduction


Graphs

Interests

Social 92

Realistic 76

Artistic 74

Enterprising 72

Investigative 62

Conventional 56

Intelligence Types

Musical 96

Existential 96

Naturalistic 93

Interpersonal 80

Bodily-Kinesthetic 80

Spatial 74

Linguistic 72

Intrapersonal 72

Logical 68

Mathematical 44

Values

Achievement 80

Not important Very important

Recognition 78


Graphs 3/22Graphs


Independence 82


Teamwork 77


Altruism 87


Work Styles

The Entrepreneur 41

Not descriptive Very descriptive

The Generalist vs. Specialist 44

Generalist Specialist

The Steadfast Worker 59


The Master of Details 70


The Stoic Rock 53


The Adapter 61


The Innovator 68


The Initiator 62


The Achiever 50


The Leader 84


Graphs 4/22Graphs


Those with a Social personality are considered the "helpers". These arepeople who find great joy and pride in working with and assisting others,and are likely to feel isolated in jobs with little social contact. As people-persons, they seem to have an uncanny knack for connecting with others,networking, and understanding human nature.

Typical Characteristics:

FriendlyNurturingPatientSociableEmpatheticCooperative

Those with a Realistic personality are considered the "doers". These arepeople who prefer hands-on, physical tasks like working with their hands,machinery, being in the outdoors, or working with animals. They're theones fixing, building, or creating something by the sweat of their brow, andenjoy putting their bodies to work.


PracticalDown-to-earthIndependentSystematicPerseverantPhysically-oriented

Those with an Artistic personality are considered the "creators". These arepeople who are constantly coming up with new ideas, and prefer to work inan environment that is unstructured and where they can expressthemselves creatively. Artists prefer to throw the proverbial rule book outand tackle tasks in their own way.


InnovativeUnconventionalUnsystematicIdealisticEmotionalExpressive

Details

In this section, you will find detailed information about Dominic's career interests, intelligence types, values, andwork styles.

Career Interests

Below are Dominic's results on the Career Interests. His career interests are the type of tasks that he would enjoydoing on daily basis or, to put it more broadly, the general "theme" of a typical work day. These interests are knownas the "Holland Codes".

Primary Interest

Social

Secondary Interest

Realistic

Influencing Interests

Artistic

Details 5/22Details


Those with an Enterprising personality are considered the "persuaders".These are people who enjoy working with others, but more so in the form ofleading. They are more likely to be the ones taking charge and making thedecisions, and enjoy power and status. If they're not already the onesrunning a company, chances are that it will be among the list of their manygoals.


PersuasiveAssertiveCharismaticAmbitiousConfidentDriven

Those with an Investigative personality are considered the "thinkers".These are people who enjoy solving problems, analyzing information,exploring, and conducting experiments. They thrive on mind-boggling,complex challenges and putting their intellectual skills to the test.Investigators are on a constant learning curve, continuously adding to theirwell of knowledge.


InquisitiveAnalyticalObservantLogicalIntellectualMeticulous

Those with a Conventional personality are considered the "organizers".These are people who thrive on structure, and can create order out ofchaos. Organizers tackle everything in life in a step-by-step manner, andtend to be masters at tasks that require an eye for detail and absoluteprecision. They are often known to have a knack for clerical tasks.


MethodicalConscientiousDetail-orientedEfficientConformingPersistent

Enterprising

Investigative

Conventional

Intelligence Types

Below are Dominic's results on the Intelligence Types section. When investigating different jobs, he should considerthe benefit of focusing on those that take advantage of his strengths. Evidently, he is more likely to excel in acareer in which the type of intelligence he possesses is an advantage.

Primary Intelligence Type

Musical

Musical intelligence encompasses the ability to compose and perform musical patterns, and recognize pitches,tones, and rhythms. This type of intelligence is most easily recognized in an environment in which music isimportant, instruments are readily available, or with activities that require rhythm, like singing or dancing. Peoplewith this intelligence have a knack for distinguishing a musical note and could match it if asked to do so. Playing aninstrument is probably (or would be) easier for these people than most. They are particularly sensitive to sounds

Details 6/22Details


Common capacities and strengths, or interests:

Can tell when music is off-keyPlaying an instrumentSingingSensitivity to soundsAbility to reproduce melody/rhythm; good auditorymemoryKnow tunes to many songsRhythmic way of speaking/movingMusical composition abilityAbility to recognize tonal patternsHumming and singingListening to different kinds of musicMay be quite good at logic and mathGood at learning/discerning accents in foreignlanguages

Famous people with Musical Intelligence:

Wolfgang Amadeus Mozart (composer)Michael Jackson (singer, songwriter, dancer)Simon Cowell (music executive)Eric Clapton (guitarist)Eminem (rapper)Celine Dion (singer)


MeditationSpiritualismMetaphysicsAwareness of, and deep connection to, theuniverseFine-tuned intuition

Famous people with Existential Intelligence:

Socrates (philosopher)Buddha (teacher and founder of Buddhism)Dalai Lama (spiritual leader of the Tibetan people)Jean-Paul Sartre (existentialist philosopher, writer)Mahatma Gandhi (spiritual/political leader)Fred Alan Wolf (physicist, writer)


Classification abilities; ability to discriminate

Famous people with Naturalistic Intelligence:

Charles Darwin (British naturalist)

within the environment, from running water to a bird's song.

Secondary Intelligence Type

Existential

Existential intelligence refers to the ability to master a set of diffuse and abstract theories about life and existence.People with this intelligence type are able to situate themselves within the time and space of the universe - theyenjoy pondering the significance of life, the meaning of death and the experience of love. This intelligence includespeople who are able to connect the dots to reveal a bigger picture. Some people with this intelligence may be giftedwith psychic ability.

Influencing Intelligence Types

Naturalistic

Naturalistic intelligence refers to a deep and extensive understanding of the natural world. With their keenobservational skills and classification abilities, people with this intelligence can easily identify and categorizevarious types of plants and animals. They enjoy exploring the outdoors. Individuals with "nature smarts" are veryperceptive to changes in their environment, and often have a deep connection to all living things.

Details 7/22Details


Classification abilities; ability to discriminateamong plants and animals, and even non-livingobjectsKeen observational skillsAttuned to nature; sensitivity to features of thenatural world (clouds, rock configuration)Affinity for animalsActivities outdoors (e.g. camping, gardening,scuba diving, etc.)Collecting and studying various aspects of natureBooks, TV shows, and magazines related to thenatural worldEnvironmental sciences, agriculture, geology,mineralogy, meteorology, astronomy, zoology,oceanography, botany

Charles Darwin (British naturalist)Jane Goodale (anthropologist)Jacques Cousteau (oceanographer andenvironmentalist)Gregor Mendel (biologist)John Muir (writer, naturalist, conservationist)Rachel Carson (biologist and ecologist)


Extroverted, cooperativeSought out by others for advice and counselingGood communication and social skillsEmpathy/sensitivity to others' feelings, moods,motivations (social insight)Leadership abilityNegotiating skillsSocializingGroup activities, brainstormingSocial sciences, teaching, training, coaching,politics, social workTalking over problems with someone else ratherthan alone

Famous people with Interpersonal Intelligence:

Oprah Winfrey (talk show host, actress, entrepreneur)Winston Churchill (politician, writer, historian)Florence Nightingale (nurse and health-care reformer)Erich Fromm (Sociologist)John F. Kennedy (politician)Mother Teresa (humanitarian)

Interpersonal

Interpersonal intelligence is the capacity to understand and interact effectively with others. This intelligenceinvolves the ability to discern the moods, temperaments, dispositions, motivations, and desires of other people andrespond appropriately. This is the "people-person" intelligence. It involves skills such as effective communication,working together with others towards a common goal, and noticing distinctions among individuals. People with thisintelligence tend to have a talent for interpreting and understanding the feelings of others. They learn best wheninvolved in team activities and cooperative ventures.

Bodily-Kinesthetic

An individual with bodily-kinesthetic intelligence possesses exceptional coordination and motor skills, and/or tendsto learn best through "hands on" type of activities. Body-kinesthetic intelligence is awakened through physicalmovement or tactile manipulation as in the area of sports, dance, and physical exercise, or sculpting and carpentry.People with this type of intelligence express themselves through their body, whether it's in the form of interpretivedance, drama, or building things. They tend to have very good motor-coordination, and excel in sports and/or craftslike carpentry or pottery.

Details 8/22Details



Athletic pursuitsPerforming arts (dancing, acting, music)Trades, manual labor, using toolsProtective services (police, fire fighters, soldiers)Medical services (surgeons, doctors, labworkers)Well-coordinated: good timing and control of"voluntary" movements and balanceMind/body connection; turning physical responsesinto reflexes (muscle memory)Inventive: creating things with hands; ability tohandle objects skillfullyTaking things apart and putting them backtogetherOutdoor pursuitsMartial Arts

Famous people with Bodily-Kinesthetic Intelligence:

Mikhail Baryshnikov (dancer, choreographer, actor)Carlos Santana (musician)Bruce Lee (martial artist, actor)Wayne Gretzky (hockey player)Criss Angel (magician)John Heysham Gibbon (first doctor to do an open heartsurgery)


Drawing or doodlingStrong sense of colorEasily form a mental image from a descriptionCan imagine easily how objects look fromdifferent anglesPatterns/designs, graphical skillsPaintingDesigningSculptingInterior decoratingGood visual memory and hand-eye coordinationWatching movies and looking at/taking photosDoing mazes or other visual type puzzles;noticing details in patterns and imagesVisual arts, GeometryThinking in 3DWork related to navigation and spatial orientation(flying, sailing, architecture, truck driving)

Famous people with Spatial Intelligence:

Pablo Picasso (artist)Irving Penn (photographer)Frank Lloyd Wright (architect)Leonardo Da Vinci (inventor, engineer, artist)Matt Groening (cartoonist)Amelia Earhart (pilot)

Spatial

Visual-Spatial intelligence refers to a highly developed capacity to perceive the visual world accurately and totransform, manipulate, and recreate mental images. People with this intelligence have the capacity to think in twoand three-dimensional ways - they "think in pictures". This ability is relevant in everyday activities and problems,from spatial orientation (reading maps, orienting oneself in a strange environment) to practical tasks (re-arrangingfurniture, maximizing closet space, parking a car). There is a strong likelihood that many people with thisintelligence type could draw well at an early age, preferring to show an idea on paper rather than explain it verbally.

Linguistic

Details 9/22Details



Advanced vocabularyWritingSpellingPlaying with wordsPublic speaking, JournalismConvincing othersTeaching, explainingDebatingLanguagesGood memory for quotes, people's names, etc.Telling jokes and storiesReading, story-tellingWord games, punsCrossword puzzles or games such as Scrabble ®

Famous people with Linguistic Intelligence:

William Shakespeare (playwright)Barbara Walters (broadcast journalist)Martin Luther King Jr. (activist, clergyman)Robert Frost (poet)Jerry Seinfeld (actor, comedian)Abraham Lincoln (16th President of the United States)


Strong-willed and independentLean towards being a loner (introspective)Higher-order thinking and reasoningHigh level of concentration/focus; self-motivatedRich inner lifeGood intuitionChoose projects with personalmeaning/importance.Working aloneLearning about yourselfReflectionIndependent activitiesPsychology, philosophy, theologyComplex ideas and problems, critical analysis,deconstructing arguments

Famous people with Intrapersonal Intelligence:

Sigmund Freud (psychologist)Confucius (Chinese philosopher)Emily Dickinson (poet)Helen Keller (author and humanitarian)Aristotle (Greek philosopher)Eleanor Roosevelt (politician, activist, author)

Individuals with linguistic intelligence have a highly developed capacity to use words effectively in writing or inspeech, as well as the ability to persuade, remember information, and explain. They possess excellent writingskills, are good at expressing themselves, and may have a knack for learning languages. They understand thingsbest when they are put into words, and probably read more than most people. At a young age, they probably pickedup vocabulary quickly and learned to read quite easily.

Intrapersonal

Intrapersonal intelligence is the capacity to detect and discern among one's own feelings (self-knowledge) and theability to use that knowledge for personal understanding. Individuals with this kind of intelligence are able toconstruct an accurate perception of themselves and use such knowledge in planning and directing their life. This isthe essentially private intelligence that does not need the interaction of others to realize its aspirations and goals.People with this intelligence have a strong sense of their own independent worth and exhibit certain intuitive skills.This deep sense of self-reliance means that they do especially well on their own and are self-starters who learnbest when left to their own devices.

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Good sense of cause and effectAbstract pattern recognition; symbolic thoughtInductive reasoning, deductive reasoning,sequential reasoningFinding relationships and connectionsScientific reasoning; proposing and testinghypothesesLogical thinkingDeciphering codes, solving mysteries, strategygamesProblem-solvingKeeping things in orderCurious about how things workLogic puzzles, games of strategy (e.g. chess)Solving scientific/technological problemsIT-related stuff, science

Famous people with Logical Intelligence:

Albert Einstein (physicist)Bill Gates (computer tycoon)Mae Jamison (female astronaut, chemical engineer,and medical doctor)Galileo Galilei (physicist, astronomer)Thomas Edison (inventor)Sherlock Holmes (famous detective character createdby Sir Arthur Conan Doyle)

Pros of Generalist career path:Offers more variety and adventure than thetypical, more linear career pathAllows for the development of a variety of skillsetsLess likely to get into a career rutTakes advantage of different aspects ofintelligence and interestsAllows people to become more flexible anddevelop learning techniques

Cons of Generalist career path:May at times prevent people from climbing the ranks inany one organizationCVs can look scattered to potential employersMight appear to lack commitmentPrevents development of expertise in any one particularareaStarting over in a new career or company can bestressful

Pros of Specialist career path: Cons of Specialist career path:

Logical

Individuals with logical intelligence tend to possess excellent reasoning skills. They can easily recognize and solveproblems using logical patterns to categorize, infer, make generalizations, and test hypotheses. This intelligence ismost often associated with scientific thinking. People with this intelligence type enjoy playing with abstract andlogical ideas. They learn best by approaching each problem as a puzzle to be solved.

Work Styles and Values

Below are Dominic's results on the Styles and Values section. They can offer helpful information about what'simportant to him in a job, and the type of employee he would be.

The Generalist vs. Specialist

According to Dominic's answers, he seems to fall in between the Generalist and the Specialist type career path. Hemay want to focus on one or two areas, but does not want to box himself in too much at this point. Both Generalists(people who like to try out a number of different positions during their career and who wish to develop a variety ofskill areas) and Specialists (people who like to develop their career in a particular job and become experts in thatfield) have their positive and negative aspects. See below for more information.



Pros of Specialist career path:A linear career path makes it easier to climb thecareer ladderAllows for a person to become a real expert in hisor her fieldEmployers often value employees who devotethemselves to one jobLoyalty is often rewarded financially

Cons of Specialist career path:May at times lead to boredom if the person is not in theright fieldCVs can appear to lack depth and varietyDevelopment of expertise can be overly focused in oneparticular areaCan make it difficult to adjust to forced changes, i.e.,job losses, changes intechnologies, etc.

Pros:Freedom to make own decisionsAbility to make own schedulePotential for great financial payoffA sense of ownership over careerA good outlet for personal creativity and ingenuityA good opportunity to dabble in a number ofdifferent aspects of businessWorking for self rather than for an organization

Cons:Financially risky to start a business; many start-ups failHaving to endure hardship while in the initial, difficultstart-up phase

The Entrepreneur

This assessment identified that Dominic has the potential makings of an entrepreneur. Although he didn't score atthe highest level on this scale, he might have what it takes to carve out his own niche in the world and to start abusiness. Entrepreneurs are special kind of people who have a special kind of job. In order to succeed as anentrepreneur, Dominic has to be skilled and talented in multiple disciplines and have the willingness to work longhours. In addition to needing people skills, business sense, a strong work ethic, and good ideas, entrepreneurs alsomust be willing to take calculated risks. Inherent in this risk-taking is the possibility of losing everything and havingto start over again. On the flip side, entrepreneurs have the highest potential for earnings and monetary success.

Keep in mind that having some of the makings of an entrepreneur does not mean that Dominic is ready to dropeverything and start up a business. There is no foolproof manual or higher-up to guide his progress and makedecisions for him. He will need to learn as he goes, make mistakes, and learn from them. That being said, it'sessential that he do his homework prior to starting a project or business. There is no guarantee of success -regardless of the brilliance of the idea, the people Dominic has working for him, or the strength of the market. Therisk involved in starting a business is precisely what makes the thought of being an entrepreneur so terrifying tosome, and so exciting to others.

In addition, simply having entrepreneurial potential does not mean that Dominic has to become one. There are manypeople happily employed by others who would make excellent entrepreneurs, but choose not to take that path forany number of reasons. It is worth noting that being an entrepreneur does not have to be a full time job - there areways Dominic can act as a mini-entrepreneur. One such example is people who are known as freelancers. Insteadof starting a business around a product, freelancers are essentially their own business, their product either beingtheir time, talents, ideas, or skills. If Dominic doesn't feel completely comfortable with the risk factors ofentrepreneurialism, or if he doesn't think he has a strong enough concept to create a business around, he canalways freelance his talents. Many people are employed part time and freelance their work part-time. There is nomagic formula to going it alone; everyone has different security needs and different ideas of what makes themhappy.

The following is a list of the pros and cons of working as an entrepreneur:



Values

Below are Dominic's results on the Values section. His values define what is important to him to achieve in hiscareer and the type of characteristics that he might look for in a company.

Primary Value

Altruism

People who are motivated by Altruism are ready to give their all on the job for the satisfaction of knowing they havehelped others. They could carry out this wish by being a good team player and helping others at work, or byworking directly with people who they wish to affect (the sick, the homeless, etc.). Whatever their approach, theyare energized by the idea of contributing to the others in a positive way, be it on an individual or societal basis. In anutshell, they need to see that their actions are doing some good for someone, somewhere.

Things that can hinder or sidetrack altruistic-oriented people:

Colleagues, managers, or companies that are complacent, cynical, or dishonest.Companies that don't enforce ethical practices.Companies that don't "give back" or contribute to society in a positive way.Meaningless tasks.

Secondary Value

Independence

People motivated by Independence need to have a sense of freedom in their jobs to make important decisions,work on their own schedule and choose their own approach to projects. Essentially, they desire a high level ofautonomy and flexibility. They are typically independent thinkers. This is not to say that they cannot work well withothers or are "rebels" of any kind - in fact, their independence is often a valuable asset. They generally takecomplete personal responsibility for what they do and exhibit high levels of internal motivation. They want to moldtheir work life into the shape they want it to take, whether working within the framework of a company or their ownbusiness. This normally requires a high level of self-confidence and persistence that is conducive to success.

Things that can hinder or sidetrack independence-oriented people:

Micromanagement.Lack of authority. Their worst-case scenario is when the manager delegates the responsibilities to them, butnot the authority to make decisions and to control the process.Inflexible schedules.Detailed timesheets.Ambiguity and unclear goals.Desire to work independently on projects, without guidance or SPECS, could result in going off on their owntangent, or expanding the project far beyond its original scope.

Influencing Values

Achievement

People with high Achievement values are driven by a sense of satisfaction at reaching goals or rising up to meetchallenges at work. What those challenges are depends specifically on each individual - they could range frommaking a big sale to successfully managing a team or designing a new product. They are typically energized by theopportunity to move up or advance in their career in some way, and enjoy excelling at their chosen endeavor.Goals, either their own personal objectives or those set by the company they're working for, give them the fuel they



need to progress. As for character traits, person with this motivator likely have high self-confidence, an on-goingdesire to better themselves, a proactive approach, and a positive outlook. They possess true devotion to goals andwant to stick things through.

Things that can hinder or sidetrack achievement-oriented people:

Not knowing what is expected of them.Lack of alignment between organizational goals and personal goals.Lack of opportunities to improve their skills.Stagnation.Lack of feedback about their performance.Lack of recognition.Colleagues who are too laidback and not pulling their weight. Sharing credit with slackers when it comes toteamwork.

Recognition

Individuals motivated by Recognition want to feel valued and see the visible signs that others are grateful for theirwork. This does not necessarily mean any public recognition, but involves acknowledgment at a root-level of theorganization - they want encouragement from their boss, co-workers, clients or anyone else their work might affectdirectly. Essentially, they are driven by the positive feelings they get from the knowledge that they are making avaluable, recognized contribution to the company. While they don't need their praises sung daily, a more regularform of appreciation would keep them energized.

Things that can hinder or sidetrack recognition-oriented people:

Unfairness, credit-hoggers.Managers who only give negative feedback (or no feedback at all), and don't praise for a job well done.Disapproval and criticism.A high need for approval, dependency issues, and selective attention to negative feedback.

Teamwork

People motivated by Teamwork Factors want their work to satisfy their need for contact with other people, and theyenjoy the feeling that they are part of a group or community. They are energized by social interaction and interestedin the intricacies of human nature - at least in a practical, day-to-day sense. Individuals with this profile work wellwith others. In the workplace, employees motivated by Teamwork can be useful for building relations with clients,selling, networking or whatever "social" aspects pertain to the industry. Essentially, they will be motivated by workthat allows them to remain in touch with other humans in some meaningful way.

Things that can hinder or sidetrack teamwork-oriented people:

Bullying and unfriendliness.Social isolation and solitary work.Lack of social activities.Staff full of introverts.

Work Styles

Below are Dominic's results on the Work Styles section. They characterize the type of employee he would be -namely, what would drive him and the type of assets he would bring to a company. In essence, his work style canbe considered his "professional identity".



Primary Work Style

The Leader

Those with a Leader work style naturally gravitate toward positions of authority, and will often be the ones who will"step up to the plate" when someone needs to take charge. They know how to handle groups of people with finesse- people just seem to want to follow their guidance. When they're at the head of the pack, they provide an examplefor the individuals they lead, and set the tone for the way work is carried out. While it may be a lot of weight tocarry for some, those with strong leadership potential appear to be inherently well-equipped to deal with theresponsibility of bringing out the best in others.

Secondary Work Style

The Master of Details

As their name implies, people with this work style are incredibly meticulous. Tasks and projects that requirepainstaking, precise work or simply have a lot of small but important details to cover are perfect for these sharp-eyed workers. Although their meticulous tendencies could sometimes border on perfectionism, or occasionallycause them to lose sight of the big picture, these are workers who would excel in jobs that require strict qualitycontrol.

Influencing Work Styles

The Innovator

Those with an Innovator work style frequently turn old ideas on their ear and come up with a creative, newapproach to a tired old problem. Their remarkable insight allows them to perceive opportunities that others mightmiss. Their innovative attitude can not only inspire creativity, but also helps in the problem-solving process.Innovators tend to be creative, open to new ideas, and can approach projects and problems in an inventive manner,which is essential in dynamic job fields where staying fresh and new is crucial to success.

The Initiator

People with an Initiative work style don't wait around for opportunities, projects, or tasks to fall onto their lap - theyare self-starters. They are driven at work, often taking proactive steps to increase their own productivity. Thosewith an Initiative work style are the ones coming up with new ideas and projects, demonstrating their ambition andwillingness to kick off new and exciting opportunities. When something needs to be done, these workers won't waituntil someone nudges them into action. They will often volunteer for tasks, even when it may not be entirely theirresponsibility. Initiative-type workers could be an asset in times of crisis, as they act rather than react.

The Adapter

Individuals with this works style can assimilate into any situation. They thrive in unpredictable work environmentsand are willing to cooperate with others. This doesn't mean that they will not assert themselves or will bend overbackwards to accommodate others - they are more of a "go with the flow" type, which allows them to be open toand at least mentally ready for unexpected situations. Work environments and projects that are dynamic tend to betheir strength. If Adapters are not the ones initiating a change in their environment, they are most likely the oneswho will deal with such changes with greater ease than others.

The Steadfast Worker

Steadfast workers are always there when needed. They are highly dependable, and will be the go-to people whensomeone is in a pinch - these are people who can be trusted to get a job done to the best of their abilities. They areloyal, hardworking people who strive to put in a steady effort, and may even go above and beyond the call of dutyon some occasions. Steadfast workers often become the solid foundation beneath the success of many companies,thanks to their unwavering effort, dependability, and dedication.



The Stoic Rock

There is little that can make people with this work style crumble. They are the pillars of poise and strength duringsituations in which most people would lose control of their emotions. These are individuals who can handle the mostchallenging situations or people with a seemingly unlimited level of tolerance. Stoic Rocks are an asset in high-stress, high-pressure situations, as they will be able to keep a cool, sensible head on their shoulders, andpotentially lighten the atmosphere for others.

The Achiever

People with an achievement-oriented work style are driven by a sense of satisfaction at reaching goals or rising upto meet challenges at work. What those challenges are depends specifically on each individual - they could rangefrom making a big sale to successfully managing a team or designing a new product. They are typically energizedby the opportunity to move up or advance in their career in some way, and enjoy excelling at their chosenendeavor. Goals, either their own personal objectives or those set by the company they're working for, give themthe fuel they need to progress. As for character traits, person with this motivator likely have high self-confidence,an on-going desire to better themselves, a proactive approach, and a positive outlook. They possess true devotionto goals and want to stick things through.



Industrial-Organizational Psychologists Detailed Info

While Dominic's interests are a good match for this job, he will need additional education in order to bequalified for it.

Farm and Home Management Advisors Detailed Info

Career Matches

Dominic's Matches

Here are the list of careers our system has matched Dominic with based on his career interests, values, andintelligence types. Make sure to take note of two things:

Recommended Careers: If, based on Dominic's personality, values, interests, and intelligence types, he ismatched with a career in which he is underqualified (his current education is not sufficient to fit the jobrequirements), you will see a red graduation cap below the graphs. If he is overqualified (his education is above andbeyond what is needed for the job), you will see a yellow graduation cap. A green graduation cap will appear ifDominic has the needed education level (e.g. Bachelor), but his degree must be relevant to the field. If this isn't thecase, in order to meet the requirements for the job, he will need to attain a degree in one of the areas that will belisted.

Education Percentages: In the description for each job, you will see a graph under the Education title, followed bya percentage, and a type of degree. The percentages indicate the number of people in that particular job thatpossess the listed degree (i.e. a degree that is relevant to the field). This is important information. If Dominic isinterested in a job in which most people possess a higher degree than he does, it may be more difficult for him to"get his foot in the door." In such cases, he should consider whether obtaining a higher education would be in hisbest interest.

Recommended Careers

Description

Apply principles of psychology to personnel, administration, management, sales, and marketing problems. Activitiesmay include policy planning; employee screening, training and development; and organizational development andanalysis. May work with management to reorganize the work setting to improve worker productivity.

Education

51 % Master's Degree

29 % Doctoral Degree

13 % Post-Doctoral Training

Psychology, General (CIP = 42.0101)Industrial and Organizational Psychology (CIP = 42.0901)

Description

Advise, instruct, and assist individuals and families engaged in agriculture, agricultural-related processes, or homeeconomics activities. Demonstrate procedures and apply research findings to solve problems; instruct and train inproduct development, sales, and the utilization of machinery and equipment to promote general welfare. Includes

Career Matches 17/22Career Matches


http://archprofile.com/pdf/factSheets/19-3032.00.pdf



Molecular and Cellular Biologists Detailed Info

Based on his interests, this is a good job match for Dominic. If the degree he plans to obtain is in the samefield and the same type, then he is on the right track. If, however, the degree he is planning to get is not in thisfield, please note that he will require one of the majors listed below.

county agricultural agents, feed and farm management advisers, home economists, and extension serviceadvisors.

Education


18 % Bachelor's Degree

3 % Post-Master's Certificate

Farm/Farm and Ranch Management (CIP = 01.0104)Animal/Livestock Husbandry and Production (CIP = 01.0302)Crop Production (CIP = 01.0304)Agricultural and Extension Education Services (CIP = 01.0801)Animal Nutrition (CIP = 01.0904)Work and Family Studies (CIP = 19.0000)Family and Consumer Sciences/Human Sciences, General (CIP = 19.0101)Business Family and Consumer Sciences/Human Sciences (CIP = 19.0201)Consumer Merchandising/Retailing Management (CIP = 19.0203)Family Resource Management Studies, General (CIP = 19.0401)Consumer Economics (CIP = 19.0402)Consumer Services and Advocacy (CIP = 19.0403)Family and Consumer Economics and Related Services, Other (CIP = 19.0499)Housing and Human Environments, General (CIP = 19.0601)Home Furnishings and Equipment Installers (CIP = 19.0605)Housing and Human Environments, Other (CIP = 19.0699)Adult Development and Aging (CIP = 19.0702)Family Systems (CIP = 19.0704)Child Development (CIP = 19.0706)Family and Community Services (CIP = 19.0707)Human Development, Family Studies, & Related Services, Other (CIP = 19.0799)Apparel and Textiles, General (CIP = 19.0901)Family and Consumer Sciences/Human Sciences, Other (CIP = 19.9999)

Description

Research and study cellular molecules and organelles to understand cell function and organization.

Education







field, please note that he will require one of the majors listed below.

Mental Health Counselors Detailed Info


Education Administrators, Elementary and Secondary School Detailed Info


Clergy Detailed Info

Molecular Biology (CIP = 26.0204)Cell/Cellular Biology and Histology (CIP = 26.0401)

Description

Counsel with emphasis on prevention. Work with individuals and groups to promote optimum mental health. Mayhelp individuals deal with addictions and substance abuse; family, parenting, and marital problems; suicide; stressmanagement; problems with self-esteem; and issues associated with aging and mental and emotional health.

Education


13 % Some College Courses


Substance Abuse/Addiction Counseling (CIP = 51.1501)Clinical/Medical Social Work (CIP = 51.1503)Mental Health Counseling/Counselor (CIP = 51.1508)Mental & Social Health Services & Allied Professions, Other (CIP = 51.1599)

Description

Plan, direct, or coordinate the academic, clerical, or auxiliary activities of public or private elementary or secondarylevel schools.

Education




Educational Leadership and Administration, General (CIP = 13.0401)Educational, Instructional, and Curriculum Supervision (CIP = 13.0404)Elementary & Middle School Administration/Principalship (CIP = 13.0408)Secondary School Administration/Principalship (CIP = 13.0409)Educational Administration and Supervision, Other (CIP = 13.0499)







Medical Scientists, Except Epidemiologists Detailed Info


Description

Conduct religious worship and perform other spiritual functions associated with beliefs and practices of religiousfaith or denomination. Provide spiritual and moral guidance and assistance to members.

Education


18 % Associate's Degree


Theology/Theological Studies (CIP = 39.0601)Divinity/Ministry (BD, MDiv.) (CIP = 39.0602)Pre-Theology/Pre-Ministerial Studies (CIP = 39.0604)Rabbinical Studies (CIP = 39.0605)Theological and Ministerial Studies, Other (CIP = 39.0699)Pastoral Studies/Counseling (CIP = 39.0701)Youth Ministry (CIP = 39.0702)Pastoral Counseling and Specialized Ministries, Other (CIP = 39.0799)Theology and Religious Vocations, Other (CIP = 39.9999)Clinical Pastoral Counseling/Patient Counseling (CIP = 51.1506)

Description

Conduct research dealing with the understanding of human diseases and the improvement of human health. Engagein clinical investigation or other research, production, technical writing, or related activities.

Education




Biomedical Sciences, General (CIP = 26.0102)Biochemistry (CIP = 26.0202)Biophysics (CIP = 26.0203)Molecular Biology (CIP = 26.0204)Cell/Cellular Biology and Histology (CIP = 26.0401)Anatomy (CIP = 26.0403)Medical Microbiology and Bacteriology (CIP = 26.0503)Immunology (CIP = 26.0507)Human/Medical Genetics (CIP = 26.0806)




Social and Community Service Managers Detailed Info


Physiology, General (CIP = 26.0901)Molecular Physiology (CIP = 26.0902)Cell Physiology (CIP = 26.0903)Endocrinology (CIP = 26.0904)Reproductive Biology (CIP = 26.0905)Neurobiology and Neurophysiology (CIP = 26.0906)Cardiovascular Science (CIP = 26.0907)Exercise Physiology (CIP = 26.0908)Vision Science/Physiological Optics (CIP = 26.0909)Pathology/Experimental Pathology (CIP = 26.0910)Oncology and Cancer Biology (CIP = 26.0911)Physiology, Pathology, and Related Sciences, Other (CIP = 26.0999)Pharmacology (CIP = 26.1001)Molecular Pharmacology (CIP = 26.1002)Neuropharmacology (CIP = 26.1003)Toxicology (CIP = 26.1004)Molecular Toxicology (CIP = 26.1005)Environmental Toxicology (CIP = 26.1006)Pharmacology and Toxicology (CIP = 26.1007)Pharmacology and Toxicology, Other (CIP = 26.1099)Biostatistics (CIP = 26.1102)Epidemiology (CIP = 26.1309)Medical Scientist (MS, PhD) (CIP = 51.1401)

Description

Plan, organize, or coordinate the activities of a social service program or community outreach organization.Oversee the program or organization's budget and policies regarding participant involvement, programrequirements, and benefits. Work may involve directing social workers, counselors, or probation officers.

Education




Human Services, General (CIP = 44.0000)Community Organization and Advocacy (CIP = 44.0201)Public Administration (CIP = 44.0401)Business/Commerce, General (CIP = 52.0101)Business Administration and Management, General (CIP = 52.0201)Non-Profit/Public/Organizational Management (CIP = 52.0206)Entrepreneurship/Entrepreneurial Studies (CIP = 52.0701)Business, Management, Marketing, & Related Support Services, Oth (CIP = 52.9999)




Training and Development Managers Detailed Info


Coaches and Scouts Detailed Info


Description

Plan, direct, or coordinate the training and development activities and staff of an organization.

Education




Human Resources Management/Personnel Administration, General (CIP = 52.1001)Human Resources Development (CIP = 52.1005)

Description

Instruct or coach groups or individuals in the fundamentals of sports. Demonstrate techniques and methods ofparticipation. May evaluate athletes' strengths and weaknesses as possible recruits or to improve the athletes'technique to prepare them for competition. Those required to hold teaching degrees should be reported in theappropriate teaching category.

Education




Physical Education Teaching and Coaching (CIP = 13.1314)Health and Physical Education, General (CIP = 31.0501)Sport and Fitness Administration/Management (CIP = 31.0504)





Documents

VoSPA (Vocational Style & Personality Assessment€¦ · VoSPA (Vocational Style & Personality Assessment Report for: Wesley Completion: September 16, 2011 at 3:20 pm ... In the last