Contents

1. Introduction.................................................................................................................................................4

2. Overview of the aim positions.....................................................................................................................4

3. Assessments brief summary........................................................................................................................5

3.1 Myers Briggs (MBTI) Assessment....................................................................................................5

3.2 Values Assessment.....................................................................................................................................7

3.3 Emotional Intelligence (EI) Assessment...........................................................................................7

3.4 Big Five Personality Assessment...............................................................................................................9

3.5 The Belbin Team Roles Assessment.......................................................................................................10

3.6 Networking Assessment...........................................................................................................................11

4 SWOT analysis of myself..........................................................................................................................13

5 References..................................................................................................................................................13

6 Appendices.................................................................................................................................................15

1. Introduction

Each person has particular personality traits, formed from their experiences in life,

social connections, values and family (Cervone, 1997). Stryker (1981) also, add that culture

and religion have a strong influence on someone’s personality trait, that could influence their

career as well. However, Dandapani (2006), affirms that through the self-concept, the

individual can develop some traits in their personality to adjust for a situation.

There are several tests to help the individual discover their traits (Jordan, 2011).

According to Howze (2013) one of the main motivators for people to use personality tests is to

develop the right traits to provide them with a successful career.

This paper will present the results of a self-analysis process that was conducted using

six different personality assessment tests as well as from other feedback received from

educational, professional and personal experiences. The personality tests that were used

include the Myers Briggs (MBTI), Values assessment, Emotional intelligence, Big Five

personality assessment and Belbin Team roles and Network.

This paper will also include a self-analysis conducted by the subject themselves which

includes their strengths, weaknesses, opportunities and threats. All of these different forms of

analysis are all considered in relation to the students’ desired careers.

2. Overview of the aim positions

After I finished my industrial mechanic technician course, I realized that I love

working with people and processes more than with machines. That is why I ended up doing a

degree as a Processes Engineer. Through my career, I have worked in Quality standard and

Control, and with Project Management which are all focused on people and processes.

While I was working in those departments, I did a little bit of everything. Anyhow,

those experiences made me desire to work as a Project Manager, Processes Analyst, HR

Manager and Business Analyst Consultant. I am able to see myself happily working in may

diverse industry, except the Food industry. Because of my background, I have a strong

tendency to look for jobs in Engineering Companies.

3. Assessments brief summary

3.1 Myers Briggs (MBTI) Assessment

Katharine Cook Briggs and Isabel Briggs, created The Myers Briggs Type Indicator

(MBTI), based on Carl Jung’s psychological types (Rutzick, 2007). According to Chung

(2018), MBTI allows individuals to assess their personality type through a questionnaire

about behaviour in ther life. The MBTI categorise people into sixteen categories which are

all equivalent with no single category superior to another. These sixteen categories or types

are a combination of “extroversion or introversion, sensing or intuition, thinking or feeling

and judging or perceiving” (Weldon, 1995). These eight personality traits assess the

individual attitude and mental function, categorizing the person in the most four predominate

traits (Wheeler, 2004).

Also, MBTI has been widely utilised in many organizations, both to select the right

candidates for a position and to find the right team members for a project from current

employees, (Ham, 2016). Nevertheless, Glenn (2002) affirms that most companies use the

MBTI for career development, and commonly for hiring people companies focus more on the

candidate’s previous experiences and face to face interview performance.

This personality test can help managers to effectively interact with their team, learn

how their members like to receive information, how the managers can communicate with the

team and how to promote interaction between team members (Weldon, 1995). Finally,

Rodriguez (2013) affirms that by knowing their personality type can allow employees to can

take advantages by working on their constraints and maximizing their strengths.

From the MBTI test I received the ESFJ (Extravert, Sensing, Feeling and Judging)

personality traits (Figure 1). These results conclude that I am the kind of person that is a

good host, has a high sense of justice and values, and am always aware of the dangerous

things around (Appendice, MBTI Results). Wheeler (2004) state that the ESFJ cognitive

characteristics are: factual, personable, cooperative, practical, decisive and process-oriented.

According to Weldon (1995) my personality slogan is: ‘Host and hostess of the world’. Also,

my trait is to be harmonizing, and my main characteristics are gracious and good

interpersonal skills.

A person with a ESFJ personality can be fulfilled and content in careers related with

health care, social work and education field. The most chosen professions are clergy and

hairdressing (Weldon, 1995). Wheeler (2004) also says that religion can be occupational

tendencies of the ESFJ. Besides that, the ESFJ are good at supervising and managing people

(Appendice, MBTI Results).

I agree with the results regarding my personal characteristics, but I am not sure about

the careers results, as I do not see myself work in a health care or social work field. Although,

I am a caring person and I do often spend my time caring for my family and friends. While I

as in Brazil, I used to volunteer in social programs there. Also, I like to be involve in social

programs, it is a dream of mine to visit Africa to conduct charity work but this sort of activity

is something that I would prefer to do in my personal time and not as a professional job.

I used to be a religious person in the past, and while I was attending the catholic

church, I was involved heavily in the church activities such as the choir and various charity

groups. Regarding the education field, I would consider working as a teacher, but it is my

retired dream job. I mainly see myself working in big companies, developing teams, leading

teams, solve processes problems and helping the business to grow. That is why I believe that

my desired jobs are as a Project Manager, Processes Analyst, HR Manager and Business

Consultant.

Anyhow, I believe that in general the ESFJ personality is a good match for me as I am

the kind of person that like to work nearby people and by interacting with people. I am also a

process-oriented person and my friends and family do consider me as a good host, a caring

person and someone who can provide advice.

FIGURE 1 MBTI RESULT – ESFJ (BRIGGS, 2018)

3.2 Values Assessment

Each individual experiences life in a different way, which creates different

perceptions and beliefs for each of us (Schwartz, 1987). Steenhaut (2006) add that personal

values are all about the individual beliefs and behaviours. The personal values show what is

important for each person, which means that people may not have same values or not give the

same importance to a particular value compared to someone else (Rokeach, 1973).

There are several theories that classify and describe personal values. This paper is

adopting Martin Seligman theories, where the values categories, represents both a value and

personality strength. According to this theory there are the six values categories of Wisdom

and Knowledge, Humanity, Courage, Justice, Temperance, and Transcendence (Logan,

2010).

For my Personal Values Survey result, among the six values categories, my three

highest averages were: Justice, Humanity and Courage. Following in the Figure X my main

value with a brief description of the strengths.

Value Strengths Justice Being an active citizen, socially responsible, loyal and a team member.

Fairness Leadership

Humanity Love Kindness Social Intelligence

Courage Bravery Persistence Integrity Vitality

Considering these results I have to agree with them. My close friends and family

also consider that I am a loyal person. I also tend to be a leader in many situations, normally I

am the person that stands up to start organize and delegating tasks. Regarding humanity, I

normally care a lot for people’s feelings and conditions. I am always getting involved in

community projects, social programs and charity programs.

I believe that courage is a major strength that I possess. I also like to challenge

myself, for example, six months after losing my Mum, I chose to come to Australia with just

a few English words. Two years after arriving I was able to start this master. Financially I

have been supporting myself, paying my general bills and university tuition by using some

savings from Brazil, plus all the money I earn from my current hospitality and cleaning jobs.

It is useful to relate these values to my dream job. The Virtue of Justice can be good,

as I want to be a project manager or a HR Manager. The Virtue of Humanity can fit in a HR

Manager position. Finally, the Virtue of Courage, can help me to be successful in one of

those careers, as I am persistent person and I will not let myself be stopped by any barriers

that I face.

3.3 Emotional Intelligence (EI) Assessment

Kirk (2011) affirms that most models for emotional intelligence (EI) embrace the

individual perception, understanding and management the emotion in themselves and in

others. According to Davis (2005), leaders that have an EI skills set, can “motivate

themselves, and do better manage relationships”. Davis (2005) and Goleman (1996) agree,

that compared to IQ which is something that an individual is born with, EI is a skill that can

be learnt. Furthermore, Jewett (2018) says that leaders that do not have EI always want to

change their team whereas on the other hand, those who learn how to use the EI end up

having a high-performance team.

The most common benefits for a leader to learn and develop their EI skill into the

workplace are: to remain as good professionals, to have fulfilling work relationships and to

decrease failure in the business (Jewett, 2018). In addition, Coleman (2015) states that “high

EI has a positive impact on client relations, business development and employee turnover

rates”. Finally, Goleman (1996), the leader in EI research, affirms that companies that chose

to adopt EI in their leadership structure, increases the chances of improving financial results,

have better the organisational environments and improve their workforce productivity.

Initially companies or leaders that want to develop their EI skills, need to align it with

the organisational strategy. Furthermore, it is necessary understand the capabilities and

competency of the team or leaders for initiate the process to grow EI. However, it is not an

FIGURE 2 EMOTIONAL INTELLIGENCE TYPES (GOLEMAN, 1996)

easy and quick process and it does require perseverance and continuous follow-up and

feedback.

There are several models of Emotional Intelligence. This paper is using Goleman’s

model, which is composed of four domains, as shown in the Figure 2. I have done the EI test

through the Global Leadership Foundation website, and my highest score was in Social-

Awareness, as show in the Figure 3.

FIGURE 3 MY EMOTIONAL INTELLIGENCE RESULTS

According to the Appendix EI result, the Social-Awareness domain, means that I have

the following competencies: empathy, organizational awareness and self-orientation. I agree

with these results. Normally I read peoples behaviour and situations to decide how I am going

to act to get what I want or to intervene, pacify and make the best win-win result for

everyone.

Eslinger (1998) states that people with the empathy characteristic, are more open to

sharing experiences, considering the feelings of others and having a better understanding of

peoples’ feelings. Goleman (2002), also adds that this trait helps people to get along with

people having different views.

For Instance, I always try to understand peoples feelings. I am the sort of person that

have friends from everywhere and I can hold conversations with people that normally others

do not like. In previous work experience, I found myself successful, when it came to

negotiating and solving process issues, because I could easily read people and situations.

Comparing this EI result with the careers that I aim for, I believe that I could have

good chances of became a successful HR Manager, Processes and Business Analyst.

Although I am not sure if I would make a successful leader or manager, as they generally

need to make quick and difficult decisions and sometimes empathy can interfere with the

decision making process. The ideal scenario is to build my EI in the Relationship

Management Domain.

3.4 Big Five Personality Assessment

In 1992 Goldberg, created the Big Five Personality test. This model is one of the most

common one used in academic psychology. It defines the individual traits, using the most

characteristics that stand out normally: Extroversion, Agreeableness, Conscientiousness,

Neuroticism and Openness to Experience (Goldberg, 1993). Following my score for this test

in the table 1.

Traits Score Agreeableness 37 Conscientiousness 33 Extroversion 31 Openness to Experience 30 Neuroticism 23

Those results appear to match with the results I had for the MTBI test, Values test and

Emotional Intelligence Test. My friends and family always say that I am generous, hospitality

and agreeable person. In particular I believe that Agreeableness could be one of my biggest

traits. Relating it to a corporative environment, it can be a strength, as I always try to keep my

work place harmonious, because I believe it can brings fulfilment to my team.

However, although I consider myself as a very conscientiousness person, I do not

think I always pay proper attention to small details. I prefer to see the big picture of things

than investigate and focus on the details. Besides that, I am not a very stressed person, but I

always doworry about many different things, sometimes I experienced changes in my mood

and when I have some expectation that isn’t met, I will feel very anxious. Although, I believe

my neuroticism trait is very balanced, because I rarely lose control of my emotions, and

always try to be positive and see the other side of things.

So far, those traits can be helpful to my dream jobs, as a Project and HR Manager,

Processes Analyst and Business Consultant.

3.5 The Belbin Team Roles Assessment

In recent years organisations have been attributing the success of companies and

projects to the work team performance (Urubkov, 2017). Senior (1997) state that the team

performance are correlated with the abilities and behaviour of each team member.

In order to support leaders to build high performance teams Dr. Meredith Belbin

developed the work team concept in 1981 to evaluate people social skills. This concept

presents nine behaviour individual clusters as following, Shaper, Plant, Co-ordinator, Monitor

Evaluator, Resource Investigator, Implementer, Team Worker, Completer-Finisher and

Specialist (Belbin Team Role, 2018).

Dr. Meredith Belbin created the Belbin test to help individuals identify their

behaviour, participation and interaction while working in teams (Veske, 2017). The nine

behaviours are subdivided into three types of team role: oriented, action oriented and people.

My test results through the Belbin Teste showed that my personal skills in teams are:

Shaper and Coordinator. I agree with that result, and in previous experiences I was successful

leading people to provide quick results.

As a Shaper, I fit in the action type and as Coordinator I belong in the people type.

According to Veske (2017) the Shaper is someone who “sets challenges, is dynamic and

overcome obstacles” and the Coordinator is someone“who is mature, confident and goal

oriented”.

All behaviours possess strengths and allowable weaknesses (Anderson, 2004). My

results detailed are in the Appendix section. Following in the Figure 4 my results briefly

based upon in Team Building book by Alistair Fraser and Suzanne Neville.

FIGURE 4 STRENGTHS AND WEAKNESS (NEVILLE, 1993)

My abilities as a shaper and coordinator suggest that I would be good as a manager

and leading people. Although, according to Neville (1993), the Coordinator tends to clash

with Shapers, I believe that because I have these two abilities, I may be able to balance these

and became a successful project manager and HR Manager.

However, I have to be actively aware that my weakness do not impact negatively on

my team results. Also, to be a Business Consultant, I have to be aware that it can require

technical and creative skills.

3.6 Networking Assessment

Network can be practice in two ways, face to face and through social media (Wright,

2013). The most popular and effective way of achieving a large and constant connections is

by networking through social media (Lejano, 2013).

Lejano (2013) states that Social Networking is the practice of making and expend

contacts through social media. Also, Phillips (2017) affirms that, nowadays, networking is a

means to an end fulfilment. There are many social media tools that can be used to connect

people, such as, Facebook, Twitter, LinkedIn and Instagram (Bigelow, 2016).

Social Networking has a strong influence globally in how the economy, marketplace

and education institutions work (Bowley, 2015). Additionally, it is a big responsible for the

consumer behaviour changes and workplace prospects (Dutta, 2010).

For instance, Mckinsey Global Institute affirms that organisations that adopt social

media can achieve between $900 billion to $1.3 trillion of value (G., 2012). Besides that,

Dutta (2010) says that the top 50 chief executive are using more social media as an online

venue.

According to Dutta (2010) there are three main reasons for leaders to use social media

in a professional sense: to build their personal brand, to quickly engage with their peers and

for the opportunity to learn. Casciaro (2016) add that networking can “improve the capacity

to innovate, the quality of work and job satisfaction”. To build a successful social network

and select the right tool, an indivual needs to formulate strategies.

As a strategy, individuals need to set a goal, be authentic, limited the audience and

search the tools available (Dutta, 2010). Besides that Michaels (2013) affirms that the best

strategy to be highly successful in social networking is to be prepared to create win-win

relationships, where the person needs to follow up constantly, giving and receiving value.

Through the Network test by Daft, I got a score number 9 in 12, which indicates that

that I am an excellent networker. I consider myself a good networker. For social network I

use three tools, Instagram, Facebook and LinkedIn. For work purposes, LinkedIn is the tool

that I selected due to its professional focus.

My main goal in LinkedIn is to find a job and be up to date with the marketplace. On

LinkedIn, I selected all the companies I wanted to work for and created an online connection

with almost all employees. Besides that, I visited my friends profile and connected with their

friends that also have high positions.

I end up having more than 1000 friends on LinkedIn and I found out that it is not

super beneficial. According to Samuel (2016). The more people we connect with on

LinkedIn, the less valuable it becomes, as you decrease the benefits of intimacy and trust.

Besides that, I am not creating a win-win relationship with my connections, what can make

my LinkedIn even less attractive.

A part of that, in face to face networks I believe that I am more successful. I regularly

have open and sincere conversations with many people. I also, avoid debates and arguments

and I am a good listener. Although, I could add some of the Patricia Fry tips to improve some

of my communications skills: give compliments, and use humour (Fry, 2010).

4 SWOT analysis of myself

Analysing and combining all assessments results, I could summarise through a SWOT

analyses, my main strengths, weakness, opportunities and Threats.

In general, I have many strengths that can be useful to be a leader and a manger in the

future. Although, I also have to be aware about my weakness and threats and develop

strategies to improve those, for avoiding a negative impact in my career. I also identified

some good opportunities that I can explore, such as restructuring my social media

networking.

STRENGHTS WEAKNESSES

1. Practical and strong people skills

2. Sense of Duty (responsibilities)

3. Very Loyal

4. Sensitive and Warm

5. Coordinate people, delegate activities and put people to work together

6. Good to identify the right skills for tasks that need to be done

1. Vulnerable to Criticism

2. Irrational and Impatience

3. lack of Plant (Genius and creation)

4. Low implementer (Self-Discipline and routine)

5. Not full attention to details

OPPORTUNITIES THREATS

1. Restructure social media networking

2. Explore IT processes analysis and management

3. Learn more about IT system and software in general

4. Develop the emotional intelligence in the Relationship Management Domain for making decisions focusing in results rather peoples feeling.

1. Environment disorganized and full of changes

2. Work with people that are not collaborative

3. Get easily frustrate when my plans or my orders does not work

Personal SWOT Analysis

5. Elevator Pitch

Highly accomplished energetic Senior Project Management Office Analyst. Project Manager

Assistant and Quality Assistant professional with over ten years of experience, complemented

with a bachelor of Production (Processes) Engineering. Diverse experience across a range of

projects. Strong people skills; has trained Project Manager in the PMBOOK and conducted

training for new recruits. Innovative mindset, had published and presented academic at the

Conference of Innovation. Able to work in a fast-paced environment and successfully

managed the budget for 28 projects. Experienced in international projects and a bilingual

English and Portuguese speaker.

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4. Appendices

MBTI Result

Values Assessment Result

Emotional Intelligence Results

Big Five Personality Assessment

The Belbin Test