Our Services

Get 15% Discount on your First Order

[rank_math_breadcrumb]

respond to discussion 1MR

Respond to discussion


Abby

When taking the test, I discovered that I was 16% extrovert, 34% Intuitive, my feelings were 25%, and my judgment came in at 31%. I have taken this test for a class before, and my results were close to the recent ones. I do believe that they are correct when it comes to how I go about doing things and feeling things in my life. In the workplace, they are genuinely almost on point as well. The ENFJ shows me as someone who believes in dreams and is a faithful helper but can quickly become an enabler of others. With my jobs, I have always been the person who could see the big picture and juggle several projects and responsibilities simultaneously. This made me a great leader at work and allowed me to be placed over most projects.  

The ENFJ also showed that I know and appreciate people. Like most feelers, I am apt to neglect myself and my own needs for the needs of others. I have thinner psychological boundaries than most, and I’m at risk of being hurt or even abused by less sensitive people. I often take on more of the burdens of others than they can bear. I give my everything regarding work, others, and life, but I always put myself last. Being the youngest of 10 siblings with a 13-year age difference between me and the next oldest has made me more of a loaner because all my siblings were older and on their way out into the world. My parents were older when they were surprised to be pregnant with me, and I mean older. They were very strict, protective, and old-school traditional when it came to raising me, making me more wary of others. I learned that being placed in different situations in the work environment, you can’t just have one way of doing things because each situation is different and deserves to be treated as such. Taking the ENJF allowed me to see some things that need to be worked on and things that need to remain the same. 

less

Derik

The results of this personality test are not alarming to me in any way, they reflect me as a person and as a leader. The personality test gave me ENTJ, meaning Extravert, iNtuative, Thinking, and Judging. It said I am slightly more these things than the opposite, such as Introvert or Feeling rather than Thinking, just to name a couple. I do think of myself more as an extravert simply because I do not mind groups of people in any setting, and I do like talking to people, although I do still like and enjoy time to myself. I most certainly do use my intuition and feeling of situations rather than rely on waiting around and sensing how things are, and I also act on my thoughts more than acting on my feelings.

The sections of career choice and communication skills were also mostly accurate. Two of the career choices it gave me I have already done in life, which were working around planes (military job) and construction. It also says I would fit right in with Air Traffic Controllers, which I could never do. Although that does require quick thinking and the ability to talk to others, only a select few people are ever really good at ATC. The Behavior under Stress section was 50% accurate, I would say. It said I do not fold in tough situations, and actually thrive under stress, which I can and do. But it also said I open up to people as far as communication goes in stressful situations. That isn’t always true, because even though I thrive under stress, I tend to stick to myself to get a job done under stressful conditions rather than reach out to others, I think it just saves time on tasks.

The test gave me a few different famous people that match my personality type, but the one that stood out the most to me was Jim Carrey. He has always been one of my favorite actors, and I think we have very similar ways of communicating. I thoroughly enjoy communicating through comedy and sarcasm, I love making people laugh in all situations. He also carries himself in a high regard and knows his worth, and is not afraid to let people know his feelings, and neither do I. Even if what I say may make some feel uncomfortable, I will say it if it is necessary, and Jim Carrey has been documented several times doing this exact thing.

Share This Post

Email
WhatsApp
Facebook
Twitter
LinkedIn
Pinterest
Reddit

Order a Similar Paper and get 15% Discount on your First Order

Related Questions

Week 2 605

 research in ways that directly relate  For this learning assignment, you will begin the process of research in ways that directly relate to the final paper. This week you will write on your chosen topic from the list below using  one scholarly article that you find in the APUS Library or

CASE 3

Module 2 – Case Social Media and HR; Behavioral Anchored Rating Scales; Simulation Training Case Assignment After reading the required materials on social media found on the Background page for this module and your own library research, prepare a  4- to 5-page paper addressing the following: Discuss the influence social media

SLP 2

Module 2 – SLP Social Media and HR; Behavioral Anchored Rating Scales; Simulation Training Behaviorally anchored rating scales (BARS) directly assess performance  behaviors. The BARS method depends on critical incidents or short descriptions of effective and ineffective behaviors that ultimately produce a number value. The assessor is responsible for rating the

HR Final

 As managers and HR professionals, we must be proactive in addressing possible. 

discussion 2

Module 2 Discussion A popular type of training at all levels of an organization is simulation training/development. Simulation training uses a duplicate work environment that is set up independently of the work site. In this setting, trainees can learn under realistic conditions, but away from the pressures of interruptions. Based

Final

Instructions for final paper: Please look at the feedback from the paper you did for me before, and write the final paper based off the input. I have attached the draft paper that you did for me. Purpose: Complete an Applied Project Prospectus in OGL 570. Specifics:  This is an

team draft preview

Hello Tenacity Crew, Keep going! Yall are in the home stretch. When I reviewed your training, I saw multiple team members working on it, so hopefully this feedback is helpful in giving you an outsider’s view of the training so far. Fantastic work on the handout by the way! I

human resources

Maya has just been hired as the chief executive officer (CEO) to turn around Phoenix Solutions, a once-thriving tech company now struggling with declining revenues, high turnover, and employee engagement scores that are taking a nosedive. During her first week, Maya discovered that the performance management system was in shambles.

management

  A) Create your submission (answers) on PowerPoint slide(s), including a recording via video/audio (in your PowerPoint) explaining your submission, and addressing each question individually, which is to be at least 2 minutes and no more than 3 minutes.  Your file can be a PPT, mp4, but experience has proven

management

 The CEO of your organization wants to improve employee morale. Recently, she went to a conference at which she heard people talking about “open-book management.” According to the conference attendees, many companies have achieved good results by sharing all of their financial statements with employees. But your CEO isn’t sure

CASE1

Module 1 – Case Knowledge Transfer; Performance Management; On-The-Job Training Knowledge Transfer Many employers do not have a plan to manage and transfer knowledge. Because workforce dynamics have changed, there is a greater need than ever for a knowledge-transfer strategy. Business wisdom is taken from organizations with retirements, resignations, and

SLP1

Module 1 – SLP Knowledge Transfer; Performance Management; On-The-Job Training   (Signature Assignment: Oral Communications, Introduced Level) Required Video: Review the following video and follow it carefully as you prepare your assignment. For this assignment, view the video, which immediately follows. The video explains an exciting new performance appraisal approach where

Qualitative Data Collection & Analysis in Action

Qualitative Data Collection & Analysis in Action · Due Wednesday by 11:59pm Purpose: The purpose of this assignment is to provide students with hands-on experience in designing, collecting, coding, and analyzing qualitative data related to organizational leadership. Students will apply principles from Chapters 11 and 12 of the textbook to explore leadership behaviors,

Multicultural

Part A Discussion questions Where are you really from? It’s a question that immigrant communities of color across different generations are asked all the time. In this audio and video series, they take back the narrative and answer that question on their own terms, one conversation at a time —