ISTP · Gwanin Hannu
ISTP a wurin aiki: ayyukan da suka dace da salon aiki (Gwanin Hannu)
ISTP mutum ne mai son kaɗaici, mai aiki da zahiri, mai tsauri da mai sassauci. 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 ISTP yakan ci karo da saɓani.
Kuna da shiru, kuna aiki da zahiri, kuna da gaskiya kuma kuna da sassauci. Kuna son fahimtar yadda abubuwa suke aiki ta hanyar yin aiki da su, kuna ƙirƙirar mafita nan take kuma kuna kare ’yancinku.
Yadda ISTP 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 kun fi son ayyuka na zahiri masu sakamakon da ake gani, kuma kuna amincewa da hanyoyin da aka riga aka tabbatar suna aiki.
Wataƙila kuna gabatar da hankali, ma’auni da sakamako, kuma ba ku jin nauyin faɗin gaskiya mai ɗaci.
Wataƙila kuna aiki ta hanyar fashewar kuzari, kuna saurin sabawa da sauyi kuma kun fi son abubuwa dabam-dabam fiye da tsayayyun al’adu.
Ayyukan da suka fi dacewa da ISTP: 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.
Aikin hannu da kayan aiki, injuna, tsirrai ko dabbobi.
- Babu wata sifa ta Big Five da take hasashen sha’awar ayyuka na zahiri (aikin hannu) da ƙarfi, don haka matsayin wannan fanni ya fi faɗin wani abu game da sauran fannonin sha’awarku fiye da wannan fanni kansa.[1]
Tsara bayanai, bayanan ajiya da matakai cikin daidaito.
- Sha’awar tsari tana da matsakaiciyar alaƙa da ƙwazo: harafinku na P (Mai sassauci).[1]
Bincike, nazari da warware matsaloli masu sarƙaƙiya.
- Sha’awar bincike tana da alaƙa da buɗaɗɗen tunani, kuma harafinku na S (Mai aiki da zahiri) yana nuna cewa buɗaɗɗen tunaninku ƙasa yake.[1]
Ayyukan da suka haɗa “Na zahiri” da “Na tsari”
Fannonin sha’awarku guda biyu mafi ƙarfi a haɗe. Misalai ne da za a bincika, ba hasashe ba.
Sifofin ISTP a wurin aiki: bincike da shawarwarin aiki
- Ayyuka masu ɗawainiya dabam-dabam da saurin samun martani sun dace da ku. Ku aro tsari daga kayan aiki, ranakun ƙarshe da abokan aiki.
- A wani bincike na dogon lokaci, ƙwazon da aka auna tun farkon rayuwa ya yi hasashen matsayin aiki da samun kuɗi a gaba. Kayan aiki, ranakun ƙarshe da abokan da kuke ba da rahoto gare su hanyoyi ne na zahiri na aron tsari.[2]
- 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).[3]
- A matsakaici, masu kafa kamfani suna da ɗan ƙarancin sauƙin kai fiye da manajoji.[4]
- Kuna iya yin nasara inda ake daraja ra’ayi na suka: binciken kuɗi, shari’a, zuba jari, kula da inganci ko gyaran rubutu.
Ƙarfin ISTP a wurin aiki
- Kuna saurin sabawa idan tsare-tsare suka canza, kuma ba ku da takura wajen ƙirƙirar mafita nan take.
- 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.[5]
- Kuna jin daɗin dogon aiki mai zurfin mai da hankali da yin aiki ku kaɗai.
- Kuna mai da hankali kan abin da yake aiki, kuma ba kasafai sabon abu yake jan ku ba saboda kawai sabo ne.
- Sau da yawa kuna kawo hangen zahiri mai natsuwa a cikin ƙungiyoyin da ra’ayoyi marasa zahiri suka ɗauke hankalinsu.
Rassa huɗu na ISTP: 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 ISTP 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.[3]
- 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.[6]
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.[3]
- 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.[6]
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).[3]
- 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.[6]
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).[3]
- 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.[6]
Shawarwarin ci gaban sana’a ga ISTP
- 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.[7]
- Ku tsara taron zamantakewa da kuke jin daɗinsa da gaske, kuma ku ware lokacin hutawa bayansa.
- Buɗaɗɗen tunani yana hasashen nasara a horo. A fannonin da suke sauyawa da sauri, ku yi tsammanin ƙarin ƙoƙarin koyo.[8]
- Ku ƙara sabuwar ƙwarewa ko sabon abu ɗaya a lokaci ɗaya, kuma ku haɗa shi da wani abu mai amfani da kuke yi tuni.
- Ƙarancin sauƙin kai yana hasashen hanyoyi masu ɓarna a rashin jituwa.[9]
- Kafin ku ƙalubalanci wani, ku taƙaita matsayinsa ta yadda shi kansa zai yarda da shi.
- Ƙarancin ƙwazo yana da alaƙa da jinkirta abubuwa da halaye masu haɗari ga lafiya (abinci, motsa jiki, shaye-shaye).[10][11]
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.[12]
- 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.[13][14]
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
- Larson, L. M., Rottinghaus, P. J., & Borgen, F. H. (2002). Meta-analyses of Big Six interests and Big Five personality factors. Journal of Vocational Behavior, 61(2), 217–239.
- 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.
- 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.
- 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.
- 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.
- 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.
- Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26.
- Jensen-Campbell, L. A., & Graziano, W. G. (2001). Agreeableness as a moderator of interpersonal conflict. Journal of Personality, 69(2), 323–362.
- Steel, P. (2007). The nature of procrastination: A meta-analytic and theoretical review of quintessential self-regulatory failure. Psychological Bulletin, 133(1), 65–94.
- 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.
- 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.