Personality test for Muhammad Ahsan
The WorKUno Test Result is structure in 4 main sections:
Section 1: Summary of results
Section 2: Detail Test Results for three dimensions:
2.1 Your Personality Type
2.2 Your Career preferences
2.3 Your Strengths
Section 3: Your main Potential areas, it describes where your main areas of potential are.
Section 4: Your Perfect Potential Area: Based on your results we will propose a combination where your Potential Areas can naturally mix.
THE Bhagavad Gita is an Indian spiritual text of about 700 verses. The classic takes the form of a conversation between Krishna and Arjuna. The book by Debashis Chatterjee weaves their beautiful battlefield conversation into a narrative on the problems faced by leaders such as Arjuna and the solution provided by Krishna from a perspective that is both compelling and contemporary.
In this book, Krishna guides Arjuna through the ABCs of leadership. A for authenticity or truth; B stands for Being, which is the fundamental raw material for becoming a leader; and C stands for Convergence, which a leader achieves between his or her current reality and his & her goal, or between a problem/ challenges and its solution.
In the chapter “Leaders are Masters of their Minds”, the book poses the question: How does one begin the conquest of the turbulent mind? Krishna’s prescription is to return to the calm and stillness of the real self. Self-image is characterised by change and anxiety while the real self stands still in intense observation.
Stillness is the power behind intense action. Timeless leaders have taught us the art and science of always being still. Timeless leaders succeed only by the application of stillness. A mind that is restless, anxious, and nervous always misses the mark. Only a steady, controlled, almost machinelike hand can shoot the arrow that hits the bull’s eye. Krishna speaks of being indivisibly one with one’s goal, even like the arrowhead that has struck into the target.
An undivided concentration naturally brings about an absolutely unshakable stillness. The journey towards self-realisation involves the disciplines of silence and solitude. The Bhagavad Gita tells us: “The unreal has no being: the real never ceases to be. The final truth about them both has thus been perceived by the seers of ultimate reality”.
In the concluding chapter, the book relates the plight of the modern leader stuck on the information superhighway. Krishna argues that the busy mind is a mob of unprocessed thoughts and emotions. The only way to deal effectively with this mob is to create distance between the mob and the observer, who can now see the mob without being part of it. This observer within the leader is like the screen on which a filmed drama is projected.
Perception is how individuals organize sensory information to understand their environment. Emotional intelligence involves the ability to understand one's own and other people's emotions to guide thinking and actions. It has five components: self-awareness, managing emotions, self-motivation, empathy, and handling relationships. Emotional intelligence improves personal and professional lives. In personal life, it leads to better relationships, ability to accept change, and a happier life. In professional life, it allows for clearer thinking, better conflict resolution, managing job stress, better customer service, and improved job performance.
The document provides information about forming groups and group dynamics. It discusses criteria for defining a group, reasons for using groups, types of groups, reasons people join groups, and stages of group development including forming, storming, norming, performing, and adjourning. It also covers topics like communication processes, cohesion, influence, goals, power, and how groups are affected by factors such as their composition, size, and cohesion.
Under mentioned five simple exercises can help you recognize, and start to shift, the mind-sets that limit your potential as a leader.
1. Find your strengths
2. Practice the pause
3. Forge trust
4. Choose your questions wisely
5. Make time to recover
The document discusses key aspects of human relations and relationships. It covers:
- Humans are social beings who live in societies with traditions, rituals, values and laws.
- Each individual has a unique sense of self and self-awareness, which is important for effective communication, building empathy, and personal development.
- Good human relations are based on love, understanding, trust and caring, and are important for social and professional success.
- Several theories of human relations are described, emphasizing the importance of meeting social and motivational needs in organizations.
Psychology offers a wide variety of career paths. This document outlines several potential careers in psychology and the educational requirements for each. Careers discussed include crisis hotline adviser, word processor salesperson, mental health assistant, personnel director, school psychologist, clinical psychologist, and consulting psychologist. For most careers, at least a bachelor's degree is required, while careers like clinical psychologist require a PhD or PsyD. The document provides details on the typical daily responsibilities and skills required for each career path.
Emotional intelligence how to utilize emotional intelligence in the workplaceChloe Cheney
Emotional Intelligence is important for anyone who wants to excel in personal and professional life. Here's how to use emotional intelligence in the workplace:
THE Bhagavad Gita is an Indian spiritual text of about 700 verses. The classic takes the form of a conversation between Krishna and Arjuna. The book by Debashis Chatterjee weaves their beautiful battlefield conversation into a narrative on the problems faced by leaders such as Arjuna and the solution provided by Krishna from a perspective that is both compelling and contemporary.
In this book, Krishna guides Arjuna through the ABCs of leadership. A for authenticity or truth; B stands for Being, which is the fundamental raw material for becoming a leader; and C stands for Convergence, which a leader achieves between his or her current reality and his & her goal, or between a problem/ challenges and its solution.
In the chapter “Leaders are Masters of their Minds”, the book poses the question: How does one begin the conquest of the turbulent mind? Krishna’s prescription is to return to the calm and stillness of the real self. Self-image is characterised by change and anxiety while the real self stands still in intense observation.
Stillness is the power behind intense action. Timeless leaders have taught us the art and science of always being still. Timeless leaders succeed only by the application of stillness. A mind that is restless, anxious, and nervous always misses the mark. Only a steady, controlled, almost machinelike hand can shoot the arrow that hits the bull’s eye. Krishna speaks of being indivisibly one with one’s goal, even like the arrowhead that has struck into the target.
An undivided concentration naturally brings about an absolutely unshakable stillness. The journey towards self-realisation involves the disciplines of silence and solitude. The Bhagavad Gita tells us: “The unreal has no being: the real never ceases to be. The final truth about them both has thus been perceived by the seers of ultimate reality”.
In the concluding chapter, the book relates the plight of the modern leader stuck on the information superhighway. Krishna argues that the busy mind is a mob of unprocessed thoughts and emotions. The only way to deal effectively with this mob is to create distance between the mob and the observer, who can now see the mob without being part of it. This observer within the leader is like the screen on which a filmed drama is projected.
Perception is how individuals organize sensory information to understand their environment. Emotional intelligence involves the ability to understand one's own and other people's emotions to guide thinking and actions. It has five components: self-awareness, managing emotions, self-motivation, empathy, and handling relationships. Emotional intelligence improves personal and professional lives. In personal life, it leads to better relationships, ability to accept change, and a happier life. In professional life, it allows for clearer thinking, better conflict resolution, managing job stress, better customer service, and improved job performance.
The document provides information about forming groups and group dynamics. It discusses criteria for defining a group, reasons for using groups, types of groups, reasons people join groups, and stages of group development including forming, storming, norming, performing, and adjourning. It also covers topics like communication processes, cohesion, influence, goals, power, and how groups are affected by factors such as their composition, size, and cohesion.
Under mentioned five simple exercises can help you recognize, and start to shift, the mind-sets that limit your potential as a leader.
1. Find your strengths
2. Practice the pause
3. Forge trust
4. Choose your questions wisely
5. Make time to recover
The document discusses key aspects of human relations and relationships. It covers:
- Humans are social beings who live in societies with traditions, rituals, values and laws.
- Each individual has a unique sense of self and self-awareness, which is important for effective communication, building empathy, and personal development.
- Good human relations are based on love, understanding, trust and caring, and are important for social and professional success.
- Several theories of human relations are described, emphasizing the importance of meeting social and motivational needs in organizations.
Psychology offers a wide variety of career paths. This document outlines several potential careers in psychology and the educational requirements for each. Careers discussed include crisis hotline adviser, word processor salesperson, mental health assistant, personnel director, school psychologist, clinical psychologist, and consulting psychologist. For most careers, at least a bachelor's degree is required, while careers like clinical psychologist require a PhD or PsyD. The document provides details on the typical daily responsibilities and skills required for each career path.
Emotional intelligence how to utilize emotional intelligence in the workplaceChloe Cheney
Emotional Intelligence is important for anyone who wants to excel in personal and professional life. Here's how to use emotional intelligence in the workplace:
Human leadership is grounded in self-respect and unconditional love. It comprehends and honors all people’s equal right to equity, dignity and integrity. It recognizes all people for who they are, accepts their unique contribution, treats them with respect and recognizes their value. Even for the toughest of scenarios, it leads with rational compassion to serve everyone right.
This document provides a summary of an AMCAT assessment report for an individual. The report includes summaries of the individual's AMCAT scores, personality assessment results, job fit analysis, and recommendations for improving skills. Key sections summarized are the individual's scores on modules like English comprehension, logical reasoning and financial accounting. It also analyzes their personality traits like extraversion, conscientiousness and emotional stability. Further, it evaluates their fit for roles like marketing, administration and teaching, identifying skills to improve for different roles. Finally, it provides a study plan and resources to aid skill development.
The document discusses Holland's theory of six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Each type is described in 1-2 sentences focusing on their preferences, abilities, and values. For example, the Realistic type prefers working with objects and tools, has mechanical or athletic abilities, and values tangible things. The document aims to help readers understand Holland's theory by providing brief descriptions of each personality type.
This document discusses the Platinum Rule relationship strategy developed by Dr. Tony Alessandra. The Platinum Rule treats people based on their personality type, which Alessandra classified into four styles: Directors, Socializers, Thinkers, and Relaters. Understanding these personality styles helps one communicate more effectively with others by recognizing how each type wants to be treated. The document provides descriptions of each personality style and strategies for interacting with each type based on their traits and behaviors. It concludes that applying the Platinum Rule framework builds rapport and leads to more productive relationships.
This document provides summaries of concepts related to goal-based life planning, wealth management, financial planning, emotional intelligence, investing, and risk management. It discusses defining life goals and values, creating a financial plan to support life goals, developing emotional skills like optimism that lead to success, and strategies for managing risks, investing for the long-term, and leaving a legacy. Key quotes emphasize the importance of prioritizing happiness over money and focusing on quality time with others.
This document provides the results of an iStar personality assessment for Player 29p. The assessment identifies Water as the individual's Keynote element, representing authenticity and focus on relationships. Additional strengths include skillfulness (Fire), knowledge (Earth), and duty (Air). A list of careers, fields of study, motivators, and stressors is provided for each element. The summary emphasizes using all elements for goals and communicating effectively with others despite differences.
Almost anybody you can ask has their opinion about everything. Their opinion may be true, untrue, proven or in doubt. It might be personal, conditioned by family upbringing, determined by situations, social background, culture, religion, or politics. But the fact remains that everybody has already made-up their minds about most of the things in life. These opinions are our schemas. For the purpose of simplicity, schemas can be described in the context of this article as a framework of interpretations of anything. In other words, everybody have their own framework of interpretations. If everybody have their own framework of interpretations, then open-mindedness is definitely not prevalent.
This document discusses employee motivation. It begins by defining motivation as taking control of one's mind to turn problems into solutions and achieve goals. It discusses the importance of motivation and costs of failing to engage employees. It then outlines different theories of motivation, from focusing on basic needs to also responding to rewards/punishments to having an internal drive to learn and create. It criticizes treating employees as things rather than whole persons and discusses how to satisfy employees' physical, mental, emotional and spiritual needs. It also discusses the power of beliefs, imagination, self-talk and framing challenges positively or negatively to impact motivation. The overall message is that motivation comes from within when one sees their work as fulfilling their whole self rather than just physical
This document discusses personality types and their impact on student career choices. It begins by introducing career choices and personality traits. It then discusses factors that influence career choices such as parental pressure, peer persuasion, past performance, potential, placements, and personality. The document outlines four main personality types: Drivers, Analytical, Expressive, and Amiable. It also discusses the Big Five model of personality traits: Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism. The document provides an overview of how personality impacts career decision making for students.
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Go to our discussion forum to continue the conversation: https://forum.coacharya.com/t/coaching-across-boundaries/291
This document provides a StrengthsFinder 2.0 report for an individual named Andrea Ferrarini. Their top five themes as identified by the assessment are Activator, Individualization, Communication, Restorative, and Positivity. The report then provides insights and questions to help the individual better understand their strengths and how to apply them, including potential career paths and ideas for action. It encourages the individual to leverage their talents to add value within their role, team, and organization.
The document outlines objectives for a learning session on counseling. It aims to help learners identify the goals and scope of counseling, demonstrate comprehension of counseling principles, and comprehend core counseling values. Specific learning objectives include being able to cognitively identify counseling goals and scope, psychomotorly demonstrate comprehension of principles, and affectively comprehend core values. The target value is mental health awareness. Learning resources listed include textbooks and a review discussion on essential social science skills and how they relate to future careers.
The document discusses personality from several perspectives. It defines personality and describes its physical, mental, emotional, social, spiritual, and moral aspects. Factors like heredity and environment that influence personality are examined. Differences in personality types like extroverts and introverts are outlined. The role of personality in business and job performance is covered. Filipino values and cultural influences on personality are also summarized. Mature personality traits are listed. Suggestions for improving one's own personality are provided.
This chapter discusses how constructive self-disclosure can improve interpersonal relationships and teamwork. It defines self-disclosure as revealing private thoughts and feelings, and notes that doing so appropriately can increase understanding between people and strengthen bonds. The Johari Window model illustrates four areas of information that impact understanding within relationships: open, blind, hidden, unknown. Barriers like lack of trust must be overcome for effective self-disclosure, which benefits from practices like describing feelings accurately and repairing damaged relationships through apology and forgiveness.
This document provides an overview of 3 modules for career planning:
1. Career goals and life goals
2. Knowing yourself
3. Conducting your search
It discusses setting S.M.A.R.T goals, identifying your values, interests, skills, and work environment preferences. Methods of conducting a career search include an intuitive approach, short search using tests, and long search with guidance from an expert. The benefits of thorough career planning are also outlined.
Seven habits of highly effective peoples - Gerhardtgenesissathish
The document provides an overview of leadership qualities and strategies for career success based on Stephen Covey's Seven Habits of Highly Effective People. It discusses the importance of understanding the big picture, empowering and developing people, and adapting to different situations. It also covers personal leadership through strategic planning, mentors, and continuous self-improvement. Teamwork, culture, and the four levels of leadership are examined. Finally, the seven habits are summarized with a focus on being proactive, beginning with the end in mind, and putting first things first.
The document provides an overview of leadership qualities and Stephen Covey's Seven Habits of Highly Effective People. It discusses that effective leadership requires understanding the big picture, empowering and developing teams, and adapting to different situations. It also outlines the seven habits which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing, and sharpening the saw.
The document discusses the importance of behavioural emotional intelligence (EQ). It states that EQ involves skills like self-awareness, social awareness, self-management, and relationship management. Research shows that EQ can be developed and predicts job performance, with high EQ individuals tending to be star performers. EQ is distinct from IQ in that it focuses on managing emotions rather than cognitive abilities. The document then provides examples of EQ competencies and models.
This document provides a self-evaluation questionnaire to help students choose their educational or career path. It includes sections to help students identify their values, personality type, skills, subject strengths, and academic performance. The questionnaire uses rating scales and lists of options for students to assess factors about themselves that can inform their decision on further education.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
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Human leadership is grounded in self-respect and unconditional love. It comprehends and honors all people’s equal right to equity, dignity and integrity. It recognizes all people for who they are, accepts their unique contribution, treats them with respect and recognizes their value. Even for the toughest of scenarios, it leads with rational compassion to serve everyone right.
This document provides a summary of an AMCAT assessment report for an individual. The report includes summaries of the individual's AMCAT scores, personality assessment results, job fit analysis, and recommendations for improving skills. Key sections summarized are the individual's scores on modules like English comprehension, logical reasoning and financial accounting. It also analyzes their personality traits like extraversion, conscientiousness and emotional stability. Further, it evaluates their fit for roles like marketing, administration and teaching, identifying skills to improve for different roles. Finally, it provides a study plan and resources to aid skill development.
The document discusses Holland's theory of six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Each type is described in 1-2 sentences focusing on their preferences, abilities, and values. For example, the Realistic type prefers working with objects and tools, has mechanical or athletic abilities, and values tangible things. The document aims to help readers understand Holland's theory by providing brief descriptions of each personality type.
This document discusses the Platinum Rule relationship strategy developed by Dr. Tony Alessandra. The Platinum Rule treats people based on their personality type, which Alessandra classified into four styles: Directors, Socializers, Thinkers, and Relaters. Understanding these personality styles helps one communicate more effectively with others by recognizing how each type wants to be treated. The document provides descriptions of each personality style and strategies for interacting with each type based on their traits and behaviors. It concludes that applying the Platinum Rule framework builds rapport and leads to more productive relationships.
This document provides summaries of concepts related to goal-based life planning, wealth management, financial planning, emotional intelligence, investing, and risk management. It discusses defining life goals and values, creating a financial plan to support life goals, developing emotional skills like optimism that lead to success, and strategies for managing risks, investing for the long-term, and leaving a legacy. Key quotes emphasize the importance of prioritizing happiness over money and focusing on quality time with others.
This document provides the results of an iStar personality assessment for Player 29p. The assessment identifies Water as the individual's Keynote element, representing authenticity and focus on relationships. Additional strengths include skillfulness (Fire), knowledge (Earth), and duty (Air). A list of careers, fields of study, motivators, and stressors is provided for each element. The summary emphasizes using all elements for goals and communicating effectively with others despite differences.
Almost anybody you can ask has their opinion about everything. Their opinion may be true, untrue, proven or in doubt. It might be personal, conditioned by family upbringing, determined by situations, social background, culture, religion, or politics. But the fact remains that everybody has already made-up their minds about most of the things in life. These opinions are our schemas. For the purpose of simplicity, schemas can be described in the context of this article as a framework of interpretations of anything. In other words, everybody have their own framework of interpretations. If everybody have their own framework of interpretations, then open-mindedness is definitely not prevalent.
This document discusses employee motivation. It begins by defining motivation as taking control of one's mind to turn problems into solutions and achieve goals. It discusses the importance of motivation and costs of failing to engage employees. It then outlines different theories of motivation, from focusing on basic needs to also responding to rewards/punishments to having an internal drive to learn and create. It criticizes treating employees as things rather than whole persons and discusses how to satisfy employees' physical, mental, emotional and spiritual needs. It also discusses the power of beliefs, imagination, self-talk and framing challenges positively or negatively to impact motivation. The overall message is that motivation comes from within when one sees their work as fulfilling their whole self rather than just physical
This document discusses personality types and their impact on student career choices. It begins by introducing career choices and personality traits. It then discusses factors that influence career choices such as parental pressure, peer persuasion, past performance, potential, placements, and personality. The document outlines four main personality types: Drivers, Analytical, Expressive, and Amiable. It also discusses the Big Five model of personality traits: Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism. The document provides an overview of how personality impacts career decision making for students.
Fons Trompenaars, a globally acclaimed cross cultural coach and consultant, provides his insights on how to coach across cultural boundaries
Go to our discussion forum to continue the conversation: https://forum.coacharya.com/t/coaching-across-boundaries/291
This document provides a StrengthsFinder 2.0 report for an individual named Andrea Ferrarini. Their top five themes as identified by the assessment are Activator, Individualization, Communication, Restorative, and Positivity. The report then provides insights and questions to help the individual better understand their strengths and how to apply them, including potential career paths and ideas for action. It encourages the individual to leverage their talents to add value within their role, team, and organization.
The document outlines objectives for a learning session on counseling. It aims to help learners identify the goals and scope of counseling, demonstrate comprehension of counseling principles, and comprehend core counseling values. Specific learning objectives include being able to cognitively identify counseling goals and scope, psychomotorly demonstrate comprehension of principles, and affectively comprehend core values. The target value is mental health awareness. Learning resources listed include textbooks and a review discussion on essential social science skills and how they relate to future careers.
The document discusses personality from several perspectives. It defines personality and describes its physical, mental, emotional, social, spiritual, and moral aspects. Factors like heredity and environment that influence personality are examined. Differences in personality types like extroverts and introverts are outlined. The role of personality in business and job performance is covered. Filipino values and cultural influences on personality are also summarized. Mature personality traits are listed. Suggestions for improving one's own personality are provided.
This chapter discusses how constructive self-disclosure can improve interpersonal relationships and teamwork. It defines self-disclosure as revealing private thoughts and feelings, and notes that doing so appropriately can increase understanding between people and strengthen bonds. The Johari Window model illustrates four areas of information that impact understanding within relationships: open, blind, hidden, unknown. Barriers like lack of trust must be overcome for effective self-disclosure, which benefits from practices like describing feelings accurately and repairing damaged relationships through apology and forgiveness.
This document provides an overview of 3 modules for career planning:
1. Career goals and life goals
2. Knowing yourself
3. Conducting your search
It discusses setting S.M.A.R.T goals, identifying your values, interests, skills, and work environment preferences. Methods of conducting a career search include an intuitive approach, short search using tests, and long search with guidance from an expert. The benefits of thorough career planning are also outlined.
Seven habits of highly effective peoples - Gerhardtgenesissathish
The document provides an overview of leadership qualities and strategies for career success based on Stephen Covey's Seven Habits of Highly Effective People. It discusses the importance of understanding the big picture, empowering and developing people, and adapting to different situations. It also covers personal leadership through strategic planning, mentors, and continuous self-improvement. Teamwork, culture, and the four levels of leadership are examined. Finally, the seven habits are summarized with a focus on being proactive, beginning with the end in mind, and putting first things first.
The document provides an overview of leadership qualities and Stephen Covey's Seven Habits of Highly Effective People. It discusses that effective leadership requires understanding the big picture, empowering and developing teams, and adapting to different situations. It also outlines the seven habits which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing, and sharpening the saw.
The document discusses the importance of behavioural emotional intelligence (EQ). It states that EQ involves skills like self-awareness, social awareness, self-management, and relationship management. Research shows that EQ can be developed and predicts job performance, with high EQ individuals tending to be star performers. EQ is distinct from IQ in that it focuses on managing emotions rather than cognitive abilities. The document then provides examples of EQ competencies and models.
This document provides a self-evaluation questionnaire to help students choose their educational or career path. It includes sections to help students identify their values, personality type, skills, subject strengths, and academic performance. The questionnaire uses rating scales and lists of options for students to assess factors about themselves that can inform their decision on further education.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
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1. WorkUno Potential Areas Test Results
1
WorKUno Test Results for
Muhammad Ahsan
The WorKUno Test Result is structure in 4 main sections:
Section 1: Summary of results
Section 2: Detail Test Results for three dimensions:
2.1 Your Personality Type
2.2 Your Career preferences
2.3 Your Strengths
Section 3: Your main Potential areas, it describes where your main areas of
potential are.
Section 4: Your Perfect Potential Area: Based on your results we will
propose a combination where your Potential Areas can naturally mix.
2. WorkUno Potential Areas Test Results
2
Section 1: Summary WorkUno Test Result to
Muhammad Ahsan
Main Potential Areas:
Personal Improvement Writer + HR Manager-Promoter +
Computer Science Investigator =
Proposed Best combination;
Personal Improvement, HR and Computer Science Writer
Manager / Promoter / Investigator
Main activities /Goal:
Personal Improvement and Conciliating on Writing, HR Management-
Promotion and Computer Science Investigation.
The possibility that someone else would have your same Strengths, Occupations and
Personality is 1 in Billions. That means that you are unique and that if you focus on your
potential, you could be the best in the world.
Key question: How can I Conciliate Personal Improvement and combine
Writing, HR Management-Promotion and Computer Science Investigation?
Potential Area # 1: Personal Improvement Writer: Personal Improvement and
Conciliating on Writing based on Pattern Identification and Motivation.
Potential Area #2: HR Manager-Promoter: HR Management-Promotion based on
Recognition, Group Relationships and Spiritual Values.
Potential Area #3: Computer Science Investigator: Computer Science Investigator
based on Knowledge, Discern and Inquiry.
3. WorkUno Potential Areas Test Results
3
Section 2: Test Results for three dimensions and detail information
Note: The color represents the attributes that are similar
Yellow: Social Improvement Green: Creativity/Arts Blue: Investigation
Red: Business / Administration
2.1-Your Personality Type:
INFP: Idealist + Healer (Personal Improvement + Conciliating)
2.2- Your Career preferences:
First area: Literary Arts (A) 90
Second area: Computer Science & Technology (I) 83
Third area: Promotion (E) 77
Fourth area: Government & Public Administration (E) 72
Fifth area: Legal Practice & Support (E) 70
2.3-Your Strengths:
1.Learner
2.Significance
3.Intellection
4.Ideation
5.Input
6.Relator
7.Positivity
4. WorkUno Potential Areas Test Results
4
Detail Information of Your Test Results:
2.1-Your Personality Type: Idealist
Keyword: Personal Improvement
Idealists (NFs), as a temperament, are passionately concerned with personal growth
and development. Idealists strive to discover who they are and how they can become
their best possible self -- always this quest for self-knowledge and self-improvement
drives their imagination. And they want to help others make the journey. Idealists are
naturally drawn to working with people, and whether in education or counseling, in
social services or personnel work, in journalism or the ministry, they are gifted at
helping others find their way in life, often inspiring them to grow as individuals and to
fulfill their potentials.
All Idealists share the following core characteristics:
Idealists are enthusiastic, they trust their intuition, yearn for romance, seek their
true self, prize meaningful relationships, and dream of attaining wisdom.
Idealists pride themselves on being loving, kindhearted, and authentic.
Idealists tend to be giving, trusting, spiritual, and they are focused on personal
journeys and human potentials.
Idealists make intense mates, nurturing parents, and inspirational leaders.
Idealists are sure that friendly cooperation is the best way for people to achieve their goals.
Conflict and confrontation upset them because they seem to put up angry barriers between
people. Idealists dream of creating harmonious, even caring personal relations, and they have a
unique talent for helping people get along with each other and work together for the good of all.
Such interpersonal harmony might be a romantic ideal, but then Idealists are incurable romantics
who prefer to focus on what might be, rather than what is. The real, practical world is only a
starting place for Idealists; they believe that life is filled with possibilities waiting to be realized,
rich with meanings calling out to be understood. This idea of a mystical or spiritual dimension to
life, the "not visible" or the "not yet" that can only be known through intuition or by a leap of
faith, is far more important to Idealists than the world of material things.
Highly ethical in their actions, Idealists hold themselves to a strict standard of personal integrity.
They must be true to themselves and to others, and they can be quite hard on themselves when
they are dishonest, or when they are false or insincere. More often, however, Idealists are the
very soul of kindness. Particularly in their personal relationships, Idealists are without question
filled with love and good will. They believe in giving of themselves to help others; they cherish a
few warm, sensitive friendships; they strive for a special rapport with their children; and in
marriage they wish to find a "soulmate," someone with whom they can bond emotionally and
spiritually, sharing their deepest feelings and their complex inner worlds.
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Idealists are relatively rare, making up no more than 15 to 20 percent of the population. But their
ability to inspire people with their enthusiasm and their idealism has given them influence far
beyond their numbers.
2 .1.a-Your Personality Sub-Type: Healer (INFP)
Keyword: Conciliating
Healers present a calm and serene face to the world, and can seem shy, even distant around
others. But inside they're anything but serene, having a capacity for personal caring rarely found
in the other types. Healers care deeply about the inner life of a few special persons, or about a
favorite cause in the world at large. And their great passion is to heal the conflicts that trouble
individuals, or that divide groups, and thus to bring wholeness, or health, to themselves, their
loved ones, and their community.
Healers have a profound sense of idealism that comes from a strong personal sense of right and
wrong. They conceive of the world as an ethical, honorable place, full of wondrous possibilities
and potential goods. In fact, to understand Healers, we must understand that their deep
commitment to the positive and the good is almost boundless and selfless, inspiring them to
make extraordinary sacrifices for someone or something they believe in. Set off from the rest of
humanity by their privacy and scarcity, Healers can often feel even more isolated in the purity of
their idealism.
Also, Healers might well feel a sense of separation because of their often misunderstood
childhood. Healers live a fantasy-filled childhood-they are the prince or princess of fairy tales-an
attitude which, sadly, is frowned upon, or even punished, by many parents. With parents who
want them to get their head out of the clouds, Healers begin to believe they are bad to be so
fanciful, so dreamy, and can come to see themselves as ugly ducklings. In truth, they are quite
OK just as they are, only different from most others-swans reared in a family of ducks.
At work, Healers are adaptable, welcome new ideas and new information, are patient with
complicated situations, but impatient with routine details. Healers are keenly aware of people
and their feelings, and relate well with most others. Because of their deep-seated reserve,
however, they can work quite happily alone. When making decisions, Healers follow their heart
not their head, which means they can make errors of fact, but seldom of feeling. They have a
natural interest in scholarly activities and demonstrate, like the other Idealists, a remarkable
facility with language. They have a gift for interpreting stories, as well as for creating them, and
thus often write in lyric, poetic fashion. Frequently they hear a call to go forth into the world and
help others, a call they seem ready to answer, even if they must sacrifice their own comfort.
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2.2- Your Career preferences:
Note: Main Careers: Occupations with the highest score. Additional Careers:
Occupations with the second higher score.
First area: Literary Arts (A) 90
Main Careers: 1.Poet or Lyricist (A),2.Writer or Author (A),3.Creative
Writer (A).
Additional Careers: Not Apply.
Second area: Computer Science & Technology (I) 83
Main Careers: Not Apply.
Additional Careers: 6.Network Systems & Data Communications Analyst
(I),7.Computer Programmer (I),8.Network Architect or Engineer
(I),9.Computer or Information Scientist (I),10.Computer Systems Analyst
(I),11.Computer Software Engineer, Systems Software (I),12.Computer
Software Engineer, Applications (I), 15.Computer and Information System
Manager (E).
Third area: Promotion (E) 77
Main Careers: 4.Marketing Manager (E),5.Public Relations Manager (E).
Additional Careers: Not Apply.
Fourth area: Government & Public Administration (E) 72
Main Careers: Not Apply.
Additional Careers: 13.Government Service Executive (E), 14.Human
Resources, Training, or Labor Relations Specialist (E).
Fifth area: Legal Practice & Support (E) 70
Main Careers: Not Apply.
Additional Careers: Not Apply.
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2.3- Your Strengths:
1.Learner 2.Significance 3.Intellection 4.Ideation 5.Input 6.Relator
7.Positivity 8.Belief
1. Learner: People strong in the Learner theme have a great desire to
learn and want to continuously improve. In particular, the process of
learning, rather than the outcome, excites them.
Keyword: Knowledge
2. Significance: People strong in the Significance theme want to be very
important in the eyes of others. They are independent and want to be
recognized.
Keyword: Recognition
3. Intellection: People strong in the Intellection theme are characterized by
their intellectual activity. They are introspective and appreciate intellectual
discussions.
Keyword: Discern
4. Ideation: People strong in the Ideation theme are fascinated by ideas.
They are able to find connections between seemingly disparate
phenomena.
Keyword: Pattern Identification
5. Input: People strong in the Input theme have a craving to know more.
Often they like to collect and archive all kinds of information.
Keyword: Inquiry
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6. Relator: People who are strong in the Relator theme enjoy close
relationships with others. They find deep satisfaction in working hard with
friends to achieve a goal.
Keyword: Group Relationships
7. Positivity: People strong in the Positivity theme have an enthusiasm
that is contagious. They are upbeat and can get others excited about what
they are going to do.
Keyword: Motivate
8. Belief: People strong in the Belief theme have certain core values that
are unchanging. Out of these values emerges a defined purpose for their
life.
Keyword: Spiritual Values
You can see a detail video of your Strengths in the following page:
http://freestrengthsfinder.workuno.com/strengths-themes-videos.html
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How your Strengths naturally combine?
1.Learner 2.Significance 3.Intellection 4.Ideation 5.Input 6.Relator
7.Positivity 8.Belief:
Mix: 1.Knowledge 2.Recognition 3.Discern 4.Pattern Identification
5.Inquiry 6.Group Relationships 7.Motivate 8.Spiritual Values.
Combination 1: 2.Significance + 6.Relator + 8.Belief:
Mix: Recognition, Group Relationships and Spiritual Values.
Combination 2: 1.Learner + 3.Intellection + 5.Input:
Mix: Knowledge, Discern and Inquiry.
Combination 3: 4.Ideation + 7.Positivity:
Mix: Pattern Identification and Motivation.
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Section 3: Your main Potential areas, describes the areas where
you can create more synergy between your strengths,
occupations and personality.
Potential Area #1: Personal Improvement Writer
Personality: 1.INFP: Idealist + Healer (Personal Improvement +
Conciliating)
Main Occupations: 1.Poet or Lyricist (A), 2.Writer or Author (A), 3.Creative
Writer (A).
Strengths: 4.Ideation + 7.Positivity
Main Activities / Goal: Personal Improvement and Conciliating on
Writing based on Pattern Identification and Motivation.
Potential Area #2: HR Manager-Promoter
Main Occupations: 4.Marketing Manager (E), 5.Public Relations Manager (E),
13.Government Service Executive (E), 14.Human Resources, Training, or Labor
Relations Specialist (E).
Strengths: 2.Significance + 6.Relator + 8.Belief
Main Activities / Goal: HR Management-Promotion based on
Recognition, Group Relationships and Spiritual Values.
Potential Area #3: Computer Science Architect - Investigator
Main Occupations: 6.Network Systems & Data Communications Analyst (I),
7.Computer Programmer (I), 8.Network Architect or Engineer (I), 9.Computer or
Information Scientist (I), 10.Computer Systems Analyst (I), 11.Computer Software
Engineer, Systems Software (I), 12.Computer Software Engineer, Applications (I).
Strengths: 1.Learner + 3.Intellection + 5.Input
Main Activities / Goal: Computer Science Investigator based on
Knowledge, Discern and Inquiry.
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Section 4: Your Potential Main Area: Based on your results we
will give to you a proposed mix of your potential areas, where
they can mix, this combination is very powerful because is using
all your potential areas.
Your main Potential Combination:
The possibility that someone else would have your same Strengths,
occupations and personality is 1 in Billions. That means that you are unique
and that if you focus on your potential, you could be the best in the world.
Main Potential Areas:
Personal Improvement Writer + HR Manager-Promoter +
Computer Science Investigator =
Proposed Best combination;
Personal Improvement, HR and Computer Science Writer
Manager / Promoter / Investigator
Main activities /Goal:
Personal Improvement and Conciliating on Writing, HR Management-
Promotion and Computer Science Investigation.
Key question: How can I Conciliate Personal Improvement and combine
Writing, HR Management-Promotion and Computer Science Investigation?
Potential Area # 1: Personal Improvement Writer: Personal Improvement and
Conciliating on Writing based on Pattern Identification and Motivation.
Potential Area #2: HR Manager-Promoter: HR Management-Promotion based on
Recognition, Group Relationships and Spiritual Values.
Potential Area #3: Computer Science Investigator: Computer Science Investigator
based on Knowledge, Discern and Inquiry.
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In order that you can become the most successful this is the first step: Identify your
Perfect Potential area.
We recommend as next steps to study and develop your potential areas in order that
you can become 1 in millions or billions.
We provide guidance and coaching in order that you can do it in an accelerated way.
Our services are affordable and 100% total satisfaction guaranteed.
Not having someone guiding ourselves, sometimes causes that we don´t improve as
fast as we can and also to lose momentum.