INTJ · Mai Dabara
INTJ a wurin aiki: ayyukan da suka dace da salon aiki (Mai Dabara)
INTJ mutum ne mai son kaɗaici, mai hasashe, mai tsauri 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 INTJ yakan ci karo da saɓani.
Kuna haɗa son ra’ayoyi da ladabin aiki tare da salo kai tsaye mai cin gashin kai. Kun fi son warware matsaloli ku kaɗai ko tare da ’yan mutanen da kuka amince da su, kuma kuna ɗora wa kanku da wasu manyan ma’auni.
Yadda INTJ yake aiki, harafi bayan harafi
Yadda kowane harafi yakan bayyana. Waɗannan bayanin sifofin ne, ba sakamakon bincike ba.
Wataƙila kun fi son yin tunani kafin ku yi magana, kuma kuna yin aiki mafi kyau a lokuta na mai da hankali. Ajandar da aka aiko tun da wuri, sadarwa ta rubutu da lokacin shiri sukan nuna mafi kyawunku.
Wataƙila ra’ayoyi, tsare-tsare da damammaki suna jan hankalinku, kuma kuna gajiya idan aiki ya zama maimaitawa kawai.
Wataƙila kuna gabatar da hankali, ma’auni da sakamako, kuma ba ku jin nauyin faɗin gaskiya mai ɗaci.
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 INTJ: 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]
Bincike, nazari da warware matsaloli masu sarƙaƙiya.
- Buɗaɗɗen tunani, harafinku na N (Mai hasashe), yana da alaƙa kuma da sha’awar bincike (nazari da bincike).[1]
Tsara bayanai, bayanan ajiya da matakai cikin daidaito.
- Sha’awar tsari tana da matsakaiciyar alaƙa da ƙwazo: harafinku na J (Mai tsari).[1]
Ayyukan da suka haɗa “Na fasaha” da “Na bincike”
Fannonin sha’awarku guda biyu mafi ƙarfi a haɗe. Misalai ne da za a bincika, ba hasashe ba.
Sifofin INTJ 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]
- Ku nemi matsayin da yake da kariyar lokaci don aiki mai zurfin mai da hankali da kuma damar sadarwa ta rubutu ko wadda ba sai an amsa nan take ba.
- A binciken nasarar sana’a, son jama’a yana da ƙananan alaƙoƙi masu kyau da albashi da ƙarin girma, don haka yana da amfani ku sa gudummawarku ta bayyana da gangan (rahotannin rubutu, nune-nune, wani mai goyon baya da ya san aikinku).[6]
- Ku nemi aikin da ba za ku daina koyo ba: bincike, zane, dabaru, rubutu ko sababbin fannoni.
- A matsakaici, masu kafa kamfani suna da ɗan ƙarancin sauƙin kai fiye da manajoji.[2]
- Kuna iya yin nasara inda ake daraja ra’ayi na suka: binciken kuɗi, shari’a, zuba jari, kula da inganci ko gyaran rubutu.
Ƙarfin INTJ a wurin aiki
- Daga cikin sifofin hali, ƙwazo shi ne mai hasashen ƙwazon aiki mafi daidaito a dukkan rukunonin ayyukan da aka bincika.[7]
- 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]
- Manajoji marasa yawan son jama’a sun sami sakamako mafi kyau fiye da manajoji masu son jama’a lokacin da suke jagorantar ƙungiyoyi masu ƙwazo, saboda sun fi saurare da amfani da ra’ayoyin ’yan ƙungiya.[11]
- Kuna jin daɗin dogon aiki mai zurfin mai da hankali da yin aiki ku kaɗai.
Yadda sifofin INTJ 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 INTJ: 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 INTJ 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.[6]
- 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.[6]
- 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).[6]
- 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).[6]
- 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 INTJ
- Wataƙila kuna buƙatar ƙoƙari da gangan don gina hanyar sadarwa da mutane da kuma a gan ku. Son jama’a yana da alaƙa da wanda yake fitowa a matsayin shugaba.[3]
- Ku tsara taron zamantakewa da kuke jin daɗinsa da gaske, kuma ku ware lokacin hutawa bayansa.
- 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.
- Ƙarancin sauƙin kai yana hasashen hanyoyi masu ɓarna a rashin jituwa.[14]
- Kafin ku ƙalubalanci wani, ku taƙaita matsayinsa ta yadda shi kansa zai yarda da shi.
- 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.[15]
- 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.[16][17]
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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- 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.
- 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.
- Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26.
- 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.
- 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.
- 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.
- Jensen-Campbell, L. A., & Graziano, W. G. (2001). Agreeableness as a moderator of interpersonal conflict. Journal of Personality, 69(2), 323–362.
- 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.