ENFJ · Mai Ba da Shawara
ENFJ a wurin aiki: ayyukan da suka dace da salon aiki (Mai Ba da Shawara)
ENFJ mutum ne mai son jama’a, mai hasashe, mai tausayi da mai tsari. A ƙasa: fannonin sha’awa da ayyukan da waɗannan sifofi suke karkata zuwa gare su, abin da binciken da aka wallafa ya ce game da su a wurin aiki, da inda ENFJ yakan ci karo da saɓani.
Kuna son jama’a, kuna da tausayi, kuna son bincike kuma ana iya dogara da ku, haɗin da ya dace wajen tara mutane a kan wani ra’ayi. Sau da yawa ku ne kuke ɗaukar nauyin kiyaye jituwar ƙungiya da tabbatar da cewa an kammala abubuwa.
Yadda ENFJ yake aiki, harafi bayan harafi
Yadda kowane harafi yakan bayyana. Waɗannan bayanin sifofin ne, ba sakamakon bincike ba.
Wataƙila kun fi yin tunani da kyau a fili, a taruka, kiraye-kiraye da gajerun hirarraki. Aikin da yake da yawan mu’amala da abokan aiki, abokan ciniki ko masu sauraro yakan ba ku kuzari maimakon ya gajiyar da ku.
Wataƙila ra’ayoyi, tsare-tsare da damammaki suna jan hankalinku, kuma kuna gajiya idan aiki ya zama maimaitawa kawai.
Wataƙila kuna lura da yadda shawarwari suke shafar mutane kuma kuna daraja yanayin haɗin kai a ƙungiya.
Wataƙila kuna tsarawa tun da wuri, kuna cika alkawari kuma kun fi son bayyanannun ranakun ƙarshe da nauye-nauye.
Ayyukan da suka fi dacewa da ENFJ: fannonin sha’awa da sifofinku suke karkata zuwa gare su
Fannonin sha’awa na RIASEC na Holland su ne tsarin da aka saba amfani da shi wajen ba da shawarar sana’a. Sifofin hali suna hasashen sha’awa a matsakaici ne kawai, don haka ku ɗauki waɗannan a matsayin wurin fara bincike.
Ƙirƙira, zane da bayyana ra’ayoyi.
- Buɗaɗɗen tunani, harafinku na N (Mai hasashe), yana da alaƙa mafi ƙarfi tsakanin sifofi da sha’awa: da sha’awar fasaha.[1]
Koyarwa, taimako, hidima da raya mutane.
- Sha’awar zamantakewa tana da alaƙa da son jama’a, kuma da rauni da sauƙin kai: haruffanku na E (Mai son jama’a) da F (Mai tausayi).[1]
Jagoranci, rinjayarwa, sayarwa da gina kasuwanci.
- Sha’awar kasuwanci tana daga cikin alaƙoƙi mafi ƙarfi tsakanin sifofi da sha’awa, kuma tana tare da son jama’a: harafinku na E (Mai son jama’a).[1]
Ayyukan da suka haɗa “Na fasaha” da “Na zamantakewa”
Fannonin sha’awarku guda biyu mafi ƙarfi a haɗe. Misalai ne da za a bincika, ba hasashe ba.
Sifofin ENFJ a wurin aiki: bincike da shawarwarin aiki
- Masu kafa kamfani suna da ƙwazo fiye da manajoji, kuma ƙwazo yana da alaƙa da shugabanci.[2][3]
- Wani nazari na bincike na ƙarni ɗaya ya kammala cewa ƙwazo yana da alaƙa da sakamako da yawa a wurin aiki, daga ƙwazon aiki zuwa zama a aiki, ko da yake yawanci a matsakaici.[4]
- A wani bincike da ya bibiyi mutane tun daga yarinta har zuwa tsufa, ƙwazo ya yi hasashen matsayin aiki da samun kuɗi a gaba.[5]
- Son jama’a yana hasashen ƙwazon aiki musamman a matsayin gudanarwa da sayarwa.[6]
- A wani nazari na nazarce-nazarce kan nasarar sana’a, son jama’a ya nuna ƙananan alaƙoƙi masu kyau da albashi da ƙarin girma, da kuma alaƙa ɗan babba da gamsuwa da sana’a.[7]
- Ku nemi aikin da ba za ku daina koyo ba: bincike, zane, dabaru, rubutu ko sababbin fannoni.
- Sauƙin kai yana hasashen ƙwazon aiki gabaɗaya da rauni ne kawai a ayyuka dabam-dabam.[6]
Ƙarfin ENFJ a wurin aiki
- Daga cikin sifofin hali, ƙwazo shi ne mai hasashen ƙwazon aiki mafi daidaito a dukkan rukunonin ayyukan da aka bincika.[6]
- A makarantar sakandare da jami’a, yana da alaƙa da makin karatu da ƙarfi kamar basira.[8]
- A matsakaici, mutane masu yawan ƙwazo suna rayuwa tsawon lokaci, wani ɓangare saboda kyawawan halaye na lafiya.[9][10]
- Son jama’a ita ce sifar da ta fi daidaito wajen alaƙa da wanda yake fitowa a matsayin shugaba a cikin ƙungiyoyi.[3]
- A matsakaici, masu son jama’a suna ba da rahoton ƙarin jin daɗin rai.[11]
Yadda sifofin ENFJ suke haɗuwa
Bayanan haɗe-haɗe suna sa sakamakon bincike dabam-dabam gefe da gefe. Ba bincike ne dabam a kan wannan nau’i kansa ba.
Rassa huɗu na ENFJ: yadda suka bambanta a wurin aiki
Sifofi biyu da gwajin gargajiya na haruffa huɗu ba ya auna su, natsuwar zuciya da gaskiya da tawali’u, suna raba ENFJ zuwa rassa huɗu.
Wataƙila kuna tsayawa daram a ƙarƙashin ranakun ƙarshe, suka da koma baya, kuma wataƙila abokan aiki suna duban ku idan abubuwa suka lalace. Wataƙila kuna damuwa da adalci da yin abubuwa yadda ya kamata, kuma muƙamai, alawus-alawus da matsayi ba sa motsa ku sosai.
- A nazarce-nazarce kan nasarar sana’a, saurin damuwa (kishiyar harafinku na C) yana daga cikin alaƙoƙi marasa kyau mafi ƙarfi da gamsuwa da sana’a.[7]
- Gaskiya da tawali’u su ne masu hasashe mafi ƙarfi a tsarin HEXACO na ƙarancin ɓata ɗabi’a a wurin aiki (sata, zagon ƙasa, rashin ɗa’a), wanda ya fi muhimmanci a ayyukan da aka gina a kan aminci.[13]
Wataƙila kuna tsayawa daram a ƙarƙashin ranakun ƙarshe, suka da koma baya, kuma wataƙila abokan aiki suna duban ku idan abubuwa suka lalace. Wataƙila matsayi, karɓuwa da lada suna motsa ku, kuma ba ku jin nauyin tallata aikinku.
- A nazarce-nazarce kan nasarar sana’a, saurin damuwa (kishiyar harafinku na C) yana daga cikin alaƙoƙi marasa kyau mafi ƙarfi da gamsuwa da sana’a.[7]
- Ƙarancin gaskiya da tawali’u ita ce sifa a tsarin HEXACO da ta fi alaƙa da halaye masu cutarwa a wurin aiki. Dogon aiki yana tafiya ne a kan kyakkyawan suna, don haka bayyanannun ƙa’idojin ɗabi’a fa’ida ce a gasa, ba asara ba.[13]
Wataƙila kuna saurin lura da haɗari da matsaloli kuma kuna kula sosai da yin abubuwa daidai, amma matsi mai ɗorewa yana cin ku fiye da yawancin mutane. Wataƙila kuna damuwa da adalci da yin abubuwa yadda ya kamata, kuma muƙamai, alawus-alawus da matsayi ba sa motsa ku sosai.
- A nazarce-nazarce, saurin damuwa yana da alaƙa mara kyau da gamsuwa da sana’a, don haka ku ba da babban nauyi ga siffofin aikin da suke rage damuwa mai ɗorewa (yawan aiki da ake iya hasashe, shugaba mai goyon baya).[7]
- Gaskiya da tawali’u su ne masu hasashe mafi ƙarfi a tsarin HEXACO na ƙarancin ɓata ɗabi’a a wurin aiki (sata, zagon ƙasa, rashin ɗa’a), wanda ya fi muhimmanci a ayyukan da aka gina a kan aminci.[13]
Wataƙila kuna saurin lura da haɗari da matsaloli kuma kuna kula sosai da yin abubuwa daidai, amma matsi mai ɗorewa yana cin ku fiye da yawancin mutane. Wataƙila matsayi, karɓuwa da lada suna motsa ku, kuma ba ku jin nauyin tallata aikinku.
- A nazarce-nazarce, saurin damuwa yana da alaƙa mara kyau da gamsuwa da sana’a, don haka ku ba da babban nauyi ga siffofin aikin da suke rage damuwa mai ɗorewa (yawan aiki da ake iya hasashe, shugaba mai goyon baya).[7]
- Ƙarancin gaskiya da tawali’u ita ce sifa a tsarin HEXACO da ta fi alaƙa da halaye masu cutarwa a wurin aiki. Dogon aiki yana tafiya ne a kan kyakkyawan suna, don haka bayyanannun ƙa’idojin ɗabi’a fa’ida ce a gasa, ba asara ba.[13]
Shawarwarin ci gaban sana’a ga ENFJ
- A wani bincike na fili, manajoji masu son jama’a sun sami sakamako mafi rauni wajen jagorantar ƙungiyoyi masu ƙwazo, saboda ba su buɗe kunne sosai ga ra’ayoyin ’yan ƙungiya ba.[14]
- Ku saba da yin tambayoyi kafin ku faɗi ra’ayinku. Wannan yana taimakawa musamman a ƙungiyoyi masu ƙwazo.[14]
- Kuna iya rasa sha’awa idan abu ya zama na yau da kullum. Ku tsara matakin kula da ayyuka tun da wuri.
- Ku haɗa ƙirƙirar ra’ayoyi da ranar ƙarshe ko da wanda zai taimaka muku ku kammala.
- Sauƙin kai yana da alaƙa ta kishiyar juna da samun kuɗi, kuma tasirin ya fi girma a wajen maza.[15]
- Ku ɗauki tsayawa kan matsayinku a matsayin ƙwarewa. Kirki da faɗin abin da kuke buƙata a fili suna tafiya tare sosai.
- Manyan ma’auni za su iya zama taurin kai idan tsare-tsare suka canza. Ku bar sarari a jadawalinku.
Yaya ƙarfin waɗannan sakamako yake?
- Haruffa huɗu na gargajiya suna daidai da huɗu daga cikin sifofin Big Five (son jama’a, buɗaɗɗen tunani, sauƙin kai, ƙwazo), shi ya sa binciken Big Five ya shafe su.[16]
- Alaƙoƙin da ke tsakanin sifofi da sakamako gaskiya ne amma kowanne ƙarami ne: alaƙar da aka saba gani tana kusan 0.10 zuwa 0.30, don haka sifofi suna sauya yiwuwa ne maimakon su yanke sakamako. Wani babban aikin maimaita bincike ya tabbatar da yawancin alaƙoƙin da aka gwada, yawanci da tasiri ɗan ƙasa.[17][18]
Layukan da ba su da majiya shawarwarin aiki ne ko bayanin sifofi, ba sakamakon bincike ba.
Gwajin kyauta yana auna dukkan sifofi shida a matsayin percentile kuma yana nuna muku wane reshe ne ku daga cikin huɗu. Tambayoyi 62, kusan minti 8, ba rajista.
Ku yi gwajin kyautaShafukan da suka shafi wannan
Majiyoyi
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- Zhao, H., & Seibert, S. E. (2006). The Big Five personality dimensions and entrepreneurial status: A meta-analytical review. Journal of Applied Psychology, 91(2), 259–271.
- Judge, T. A., Bono, J. E., Ilies, R., & Gerhardt, M. W. (2002). Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87(4), 765–780.
- Wilmot, M. P., & Ones, D. S. (2019). A century of research on conscientiousness at work. Proceedings of the National Academy of Sciences, 116(46), 23004–23010.
- Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52(3), 621–652.
- Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26.
- Ng, T. W. H., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58(2), 367–408.
- Poropat, A. E. (2009). A meta-analysis of the five-factor model of personality and academic performance. Psychological Bulletin, 135(2), 322–338.
- Kern, M. L., & Friedman, H. S. (2008). Do conscientious individuals live longer? A quantitative review. Health Psychology, 27(5), 505–512.
- Bogg, T., & Roberts, B. W. (2004). Conscientiousness and health-related behaviors: A meta-analysis of the leading behavioral contributors to mortality. Psychological Bulletin, 130(6), 887–919.
- Lucas, R. E., & Fujita, F. (2000). Factors influencing the relation between extraversion and pleasant affect. Journal of Personality and Social Psychology, 79(6), 1039–1056.
- Feist, G. J. (1998). A meta-analysis of personality in scientific and artistic creativity. Personality and Social Psychology Review, 2(4), 290–309.
- Pletzer, J. L., Bentvelzen, M., Oostrom, J. K., & de Vries, R. E. (2019). A meta-analysis of the relations between personality and workplace deviance: Big Five versus HEXACO. Journal of Vocational Behavior, 112, 369–383.
- Grant, A. M., Gino, F., & Hofmann, D. A. (2011). Reversing the extraverted leadership advantage: The role of employee proactivity. Academy of Management Journal, 54(3), 528–550.
- Judge, T. A., Livingston, B. A., & Hurst, C. (2012). Do nice guys—and gals—really finish last? The joint effects of sex and agreeableness on income. Journal of Personality and Social Psychology, 102(2), 390–407.
- McCrae, R. R., & Costa, P. T. (1989). Reinterpreting the Myers-Briggs Type Indicator from the perspective of the five-factor model of personality. Journal of Personality, 57(1), 17–40.
- Soto, C. J. (2019). How replicable are links between personality traits and consequential life outcomes? The Life Outcomes of Personality Replication Project. Psychological Science, 30(5), 711–727.
- Ozer, D. J., & Benet-Martínez, V. (2006). Personality and the prediction of consequential outcomes. Annual Review of Psychology, 57, 401–421.