Motivational Appraisal of Personal Potential
NARRATIVE INTERPRETATION
INTEREST IN JOB CONTENT
(Those tasks you want to perform)The Interest section identifies the ideal job content for you by identifying your motivations and preferences, called Worker Traits. These traits are listed in order of priority. Typically, what one wants to do is that which he/she is most likely to do and do it often enough (including training for it) to transform the raw interest into real skills, and then, to stay on that job. The Interest section of your MAPP report outlines your preferences toward work in relation to people, creativity, social activities, routine, tools, equipment and more. The Interest section is the first glance of your top motivators. Each section thereafter will inter-relate and you will begin seeing themes about the types of tasks and work that you prefer.
Brent is motivated to assertively or aggressively gain personal recognition, status, prestige, and worth in the process of social, organizational, and/or vocational interaction with others. Brent looks for opportunity, challenge, and risk if and when odds are strongly favorable. But Brent does not prefer challenge or risk if they might result in loss of status, role, or ownership. In many vocational activities, recognition is a primary motivator and, therefore, an important asset. Brent probably understands what Mark Twain meant when he said, "I can write for two weeks on one compliment."
Brent is motivated to manage people and their activities. Such management can be exercised with a variety of talents Brent may possess and for a variety of reasons. The primary reasons may be: 1) to exercise executive, managerial, or supervisory responsibility and authority, 2) to have the management position, role and recognition, 3) to not be in a subordinate, supervised position or role. Because emphasis is on the management of people, this is seen by Brent as a service role where the managing is in the interest of those being managed. Whether Brent is motivated and equipped to manage on a "take charge" or "given charge" basis (an important difference) can be determined by the motivational strength and involvement of other related traits.
Brent prefers to associate with others socially, organizationally, and recreationally. In addition to assuring company with others, association is an important arena and environment for interacting with people in a variety of ways: leadership, managing, supervising, communicating, serving, caring, etc. Other traits have to be considered to determine how and why Brent is motivated to associate and interact with others.
Brent is motivated to work on projects that are planned, scheduled, and completed. This indicates a preference to complete a project rather than leave it unfinished. But completion or achievement may be offset by switching to a project of higher priority and/or interest, with the hope that the uncompleted project may be done another day. What is not completed will probably be kept in mind until it is completed.
Brent is interested in ideas, concepts, and meaning as part of perceptual and mental activities. Intellectual, theoretical and/or creative activities are balanced with other activities and do not have a priority or emphasis.
Along with other mental activities, Brent is aware of abstract ideas and concepts. Ideas about new or different ways of doing things are commonly called innovating or inventing. Rather than creating in ways unrelated to present or past activity, Brent uses an abstract, innovative, and/or creative set of preferences, to extend or expand what already exists.
Brent has a curiosity and awareness about the nature and utility of things. Analysis and experimentation are part of vocational and recreational activities. But those are probably not specialized or professional activities. Instead, they are a part of a mix of functional preferences. Preferences that are technically oriented cause Brent to think systematically and to be motivated where challenging activities are developmental or experimental.
Brent enjoys social or vocational interaction with others but is not dependent on direct contact and association. If some work responsibilities or activities require functioning apart from others, it can be done without the need for social breaks to be with others. This flexibility is an asset in trade activities, operating machines or equipment, and in many technical and outdoor activities.
Brent prefers and may even require change and variety. Sameness and routine cause loss of interest, drive, and energy. Brent probably sees a truth in the saying "a change is as good as a rest." This individual enjoys vocation, recreation, and/or vacations that include lots of change and variety, new challenges and experiences as well as new contacts and acquaintances.
Brent is motivated very little by physically working with things and objects as a primary or important part of work or recreation. Other activities carry a higher priority. Sensory/physical traits have probably not been developed well enough to be considered a motivational feature of work.
TEMPERAMENT FOR THE JOB
(How you prefer to perform tasks)This Temperament section identifies the motivation and talent an individual possesses in twelve Worker Trait Areas and coincides with the Interest section. The Temperament and Interest sections say the same thing from a different perspective. Your highest motivators will be displayed first. In this section you will learn things such as; do you prefer lots of change and variety on the job, are you persuasive, do you prefer to work in teams or independently, are you a naturally driven to evaluate and analyze, and more.
Brent prefers and needs change and variety. Change is motivating, stimulating, and energizing. Brent looks for new options, challenges, assignments, acquaintances, relationships, and even new careers in new places. Brent tires of sameness, repetition, and routine even in activities that were interesting at the start. Once things become routine for Brent, this becomes a motivation to move on to more interesting things.
Brent is strongly motivated to be organizationally active with others. Brent senses and accepts a certain degree of self-assumed responsibility for the good, growth, and gain of others.
Brent is strongly motivated to: 1) have direct access to the listener, 2) intentionally, assertively (maybe aggressively), orally communicate to the listener, 3) cause the listener to hear and understand what is said, 4) cause the listener to willingly or otherwise accept what was said, and 5) cause the listener to act on what was said if that was the intent. Persuasion suggests confrontation of wills and may include intimidation, intentional or otherwise, overt or covert. It is important to look at other traits to identify the motivation, purpose, style and objective of this persuasive trait. Brent is going to persuade; the only questions are: when, how, and for what purpose.
Brent accepts and exercises responsibility for organizational management but may not necessarily seek out that role for self. Emphasis is on management of people, but that is directly tied to performance of existing, available skills and abilities. Performance and results are the main emphasis. Other traits must be studied to determine if Brent manages best on a take charge or given charge basis which has much to do with how personally or impersonally, performance-based or service-based, that management style will be.
Brent willingly accepts responsibility for exercising motivated talents. These may include leadership and/or management talents and, therefore, involve responsibilities for others. This is an important, broad, in-depth factor that includes social, leadership, management, and mental activities. Perception and thinking include seeing the big picture and handling responsibilities in that context.
Most likely, Brent is logical and analytical and is motivated to make sense of perceptions by identifying how things logically fit together. This motivation fits well with scientific, research, management and literary and/or computational preferences. This mix of motivational preferences usually function in a conceptual context.
Brent's preferences tend to be naturally empathetic, sympathetic, generous, and helpful. Brent is probably always ready to offer a helping hand to others. (Note: If benevolence is to be a part of vocational or volunteer activities, it is important to identify how it best functions with other traits.) Brent has a natural motivation towards being generous and helpful relative to current hurts, needs, problems, and wishes of others, particularly those who are in direct contact.
Brent sees self as talented, self-sufficient, and goal-oriented. Most likely, Brent regards work activity and goals as more important than association, interaction, or involvement with people. If vocation calls for working with others, or managing the skills and or abilities of others as part of achieving work objectives, Brent is motivated and equipped to do that. When others are selected for existing, deliverable skills and/or abilities; then performance is expected. But independent, self-directed, self-achieved activity is preferred.
Brent is open-minded, curious, creative, and innovative, having new ideas and concepts and preference to be involved in creative or developmental activities. These are complementary preferences and motivations rather than any major drive or specialization. It is important, then, to determine how these fit in with other mental and functional preferences and motivations.
Brent does not prefer being tied to or tied down by timed, repetitious sensory/physical activity. Such work quickly becomes boring, frustrating, and stressful. In such work, Brent seeks and needs frequent breaks and other change and/or variety. Performance and quality of work tend to fade as repetitive activity continues.
Brent does not generally see, retain, and/or recall verbatim detail and, instead, shows an awareness of concepts, patterns, general ideas, etc. Brent "Gets the drift" of what is seen, read, or heard. Recall is in general and in relative terms and not in specifics. Numbers are sometimes transposed. Words are read as form or pattern rather than by specific letters. Although this concept is built around ability, addressed here is how these abilities generally affect current preferences and specific motivations pertaining to the situation.
Brent does not prefer or need to be managed by others. It is important to study related Worker Traits to determine whether Brent is motivated to manage, influence, persuade, or work independently. Persons who don't wish to be managed sometimes do not perform or adjust well when closely monitored or supervised. They resent being dominated, managed, or controlled by others.
APTITUDE FOR THE JOB
(Expression of performing tasks)This is a highly generalized section in which the narrative deliberately focuses on the combination of motivations and preferences as they relate to personal talents or skills. It lets the individual look into a vocational mirror and see his/her own talents and then decide for themselves where they fit and function the best with regard to motivation and preference. It is another context in which to see if priorities are mental, sensory, or physical: "To thine own self be true."
Philosophical, cultural, scientific, literary, managerial, and/or computational work, more than likely, represent very important types of mental activities for Brent. Being capable in those activities, Brent's mind is naturally receptive to consider abstract ideas, theory, concepts, inquiry, exploration, analysis, logic, systems, and procedures. Factors in this aptitude section, plus the data and reasoning sections show the degree of motivation and talent Brent has for each of those mental activities. High rating for this trait indicates an intellectual orientation that is functional in, or has potential for, academic, scientific, research, literary, executive, or consulting activities.
Brent's preferences fully support holistic, conceptual perception, and thinking relative to the basic nature, utility, potential, or strategic possibility of what is being observed or considered. This includes intuition, insight, creativity, curiosity, experimentation, and innovation in various degrees. Ideas are at the heart of this talent. The basic orientation is perceptual and mental seeing.
Brent's preferences and motivations are derived from understanding the deeper or 'real' meaning of ideas and words and uses them effectively in written or oral communication. Literary in this factor means intentional search for ideas expressed by the minds of others for one's own use, assimilation, learning, etc. The source can be books, other publications, historical documents, research information, drama, movies, television, the "information highway" or internet, etc. Emphasis is on communication: picking up information from minds of others or communication aimed toward the minds of others. Journalism and writing are major activities. Literary activity is not exclusively intellectual, academic, or cultural. It may be an end in itself as in a bookworm for instance. And literary activity is not always accompanied by communicative activity, written or oral. On the other hand, communicative activity need not be literary in the classic sense. And one need not be persuasive to be communicative, but it helps. When the trait is highly motivated, as it is here, it suggests both literary and communicative abilities that are or could become a usable skill or a developed talent. By now you can see that only a review of all traits will clearly show the specific content of Brent's literary and/or communicative preferences and motivations.
Sensory/mental awareness of "pieces of the picture" is capacity for comparative, intra-holistic recognition of parts relative to other parts and/or the big picture. It includes ability to see essential detail and make visual/mental comparison and discrimination relative to relationships of objects. The definition says "pieces of the picture," so it recognizes the picture and its larger context, but this trait still emphasizes pieces and their status as pieces. Brent prefers to see the big picture by first putting all the 'pieces' together. Most likely Brent already sees pieces as pieces rather than the big picture first and then breaking it apart into all the various pieces.
Although Brent does not specifically prefer mathematics, motivation is not swayed one way or the other as there is an adequate awareness and ability utilizing mathematics. Other traits will indicate which kind of math that preference applies to: theoretical, statistical, analytical, computational, business, administrative, clerical, arithmetic, or posting. Wherever it works best, it is a vocational asset.
Brent has a moderate level of motivation when considering activities where attributes include: sensory/physical coordination, dexterity, timing, rhythm and ability to perform simultaneous function - called "eye-hand-foot coordination" by the Dictionary of Occupational Titles. Brent's motivational level is effected by whatever ability the mind can adequately and immediately link physical reaction, perception and/or senses. Most likely there is not a 'second nature' response in most instances where an immediate response is required by the mind.
Brent's preferences are effected but not dominated by such things as beauty, color, and spatial measure: size, shape, perspective, and dimension. If and how that artistic awareness is applied depends on the presence, motivation, and influence of related traits and to what extent talents and or abilities exist. (NOTE: art, photography, oil painting, sketching, abstract art, mechanical drawing, landscape architecture for golf courses, layout of newspaper ads, computer publishing are all examples of potentially appealing activities given certain skill sets). Depending on the extent to which talents and abilities may exist will determine certain motivational levels Brent will have and how these preferences will be used and applied.
Brent's motivations and preferences adequately relate to the activities of the mind and its immediate response to use available talent as a first response. (Note: This is a 'general' definition that identifies how well and quickly the mind decides what to do physically and how to do it). Where the motivation for the activity is only moderately present, it is unlikely that it will have primary vocational emphasis or motivation. Truly motivated activities for Brent can be either physical or mental depending on other factors (addressed in other traits within this assessment).
Brent has clear preferences that do not include handling minute manipulation of detail for extended periods of time. If asked, splicing telephone wires at a switchboard installation or knitting a sweater to enter in a county fair competition, Brent would likely indicate that these are not a preferred career or avocation.
In activities where Brent's motivational levels are highest is where awareness of specific detail is most likely. Otherwise, preferences lean towards other considerations not necessarily oriented toward details. Brent probably knows the saying 'There is a place for everything . . .', but everything doesn't always (or very often) get to that assigned place. If involved too much or too long where a preference for detail is required, Brent can actually experience a certain, (what can only be considered a mental form of) claustrophobia that may have adverse effects on mental activity.
Brent is not motivated for what is called `workbench' activity where a person manually (primarily arms, hands, fingers) processes materials. There can be many reasons for disinterest in that activity: 1) Brent is motivated to do other things, 2) Brent does not naturally have the talent for sensory/physical activity of that kind, 3) the activity is too monotonous for Brent's activity preferences, or 4) it is too non-social where social activities are preferred. It is important to identify the reason(s) so Brent can function where natural talent or already existing skills and abilities as well as motivation are greater.
PEOPLE
(How you relate to people, in priority order)In this section, seven people factors cover important activities related to the interaction of a person with other persons. These are very important for individuals motivated and perhaps even naturally talented or specifically trained for associating and interacting with people. They may also be important traits for certain “people intensive” jobs. Low motivational ratings in this section may also be quite positive and valuable, if occupations necessitate or require that an individual function apart from others, manage his/her own activities, or be satisfied with work in isolation.
Highly motivated persuasion means that Brent intends to assertively, even aggressively, make direct personal contact with others, orally project a message with the deliberate intent and attempt to cause the listener or listeners to hear what is said, accept what is said, and act on what was said, so that Brent can close the deal. If it is for commission (i.e., in the seller's interest), it will be a hard-sell even though it might come across as a soft-sell. If it has philosophical or benevolent objectives, it will be a soft-sell. But if Brent is defending and/or championing the cause of the underdog or the less fortunate, then it will seem as if some modern-day Don Quixote and/or Joan of Arc are doing the persuading. (Note: As a single trait, persuasion is the most deliberately assertive, often aggressive, psychological expression/effort of an individual.)
This high drive to negotiate is intellectual more than psychological, assertive more than aggressive, logical more than emotional, strategically winning the contest more than persuasively winning a skirmish. Brent is strongly motivated to represent one position in a confrontation of different views and objectives and is motivated and determined to apply logic, strategies, and communicative skills to cause agreement, compromise, concession, or submission by opposing positions or views. Persuasion is probably involved; at least it is an asset, but it is not essential. Intimidation may be involved, but it is considered a poor tool for achieving objectives. Strategic thinking is preferred as the key element and is also represented in the reasoning section (Factor 1).
Brent's motivations are heightened significantly by persuasive, gregarious, auditory-musical, visual-artistic, and communicative traits to entertain others with intent to convince them toward a particular idea, viewpoint, direction, objective, or product. In this motivational context, entertainment is more than pleasing people. It has promotional and marketing objectives. Some preferred activities include: marketing, sales, public relations, television commercials, lobbying, political campaigns, promotional consulting, sports announcing, etc. Motivations may also be driven at the prospect of efforts to get ahead in various areas of entertainment and/or acting, i.e., to advance one's own career. Persuasion is the primary preferred trait. A high level of motivation exists because there is an element of risk involved where the effort has a goal tied to the end of the act.
Brent's personal motivations support the willing acceptance of responsibility for planning, assigning, and supervising work activities of others in operational or administrative activities. Preferences focus on daily scheduling, procedures, expediting, motivating, solving problems as they arise, and meeting functional objectives. This sort of preference considers the prime responsibility as developing the will to work with employees and motivating them to higher levels of attainment and performance.
Philosophical, literary, scientific, managerial and/or persuasive traits may be involved in Brent's motivation and drive to educate, train, or influence others. The main preference is to share knowledge and information that will be useful. So, conveying information to others assumes that educating self precedes educating others. Brent is motivated by learning, seeing the big picture, recognizing how pieces fit the picture, and prefers passing information on to others. Because so many traits might be involved in instructing activities, it is important to scan the other traits to see which traits are important.
Brent is motivated to voluntarily communicate to others with the intent or hope that the information will be in their interest and for their benefit. At this motivational level, it is probable that Brent is more strongly motivated in benevolent and literary traits rather than just this persuasive trait. The persuasive trait here might have a lower motivational level, however, the sense of service responsibility will cause certain willingness, even duty, to communicate persuasively if warranted.
Brent does prefer considering people both philosophically, and psychologically. This natural motivation towards an interest in people causes a personal, ethical interest in the potential and destiny of others. If that interest is reinforced by strong benevolence, Brent prefers to be active in service directly involved with and beneficial for others. It is important to see what motivational levels exist for Brent with regard to benevolence, gregariousness, managerial activities, persuasiveness and/or dedication to harmonious relations. Each or all of those traits can be interactive with this mentoring trait and strongly influence the if, how and why that mentoring is done.
Rather than a motivation for putting others first, Brent's preferences revolve around self as a first priority. Brent is motivated by self-interest, status, and recognition. Brent does not like to lose, so all options and choices are evaluated on the basis of the chance of gain versus the chance of loss before a decision or commitment is made. Stress and frustration are experienced when things aren't going Brent's way. Pleasure, enthusiasm, and energy are experienced when things are going Brent's way. Association and relationships are chosen, maintained, or abandoned on the basis of self-interest.
THINGS
(How you relate to things, in priority order)Working with things, manipulation of materials and processes, and cognizance of operational and mechanical forces or objects, highlights this Worker Trait Code section. None of the factors in this section are directly related to people nor call for exclusive talents whether or not they exist within the individual. However, these factors do call for the interaction and interplay between mental, sensory, physical, and mechanical skills and/or abilities as possessed by the individual. If the individual has a natural mechanical savvy, and likes to work with his/her hands, this becomes a highly important and relevant Worker Trait Code section.
Brent has natural preferences related to mechanical, technical, or systems engineering. It includes natural mechanical savvy about "what makes things tick" and motivation to design, assemble, build, install, or operate machines, equipment, or systems. Engineering may or may not be the major vocational activity.
Brent has a certain level of preference for working with machines, and probably has the ability to operate controls and observe machine performance or is adequately motivated to learn the required skills. Current personal motivations support Brent coping well with the routine involved with fixed-site machine operation. Brent is moderately motivated for on-site machine operation rather than being dedicated to that activity. So tenure in the position may not be guaranteed for an extended time for this individual. However, merit raises, variety of work assignments or activities, etc, may heighten motivational levels.
Brent has motivational levels that support operating heavy, mobile equipment such as trucks, earth-movers, cranes, etc. (NOTE: Sensory/physical skills are involved and important: e.g., coordination, dexterity, timing, spatial awareness: size, shape, distance, dimension, perspective, relationship; depth perception). Because motivational levels are only moderate for equipment operation, Brent identifies more with the required talent or abilities rather than with the equipment; i.e., "it's another job". Nonetheless, persons whose natural preferences support a natural mechanical savvy are always interested in tools, appliances, machines, or equipment. Moderately motivated, this operator trait is probably not occupationally specialized.
Brent is moderately motivated to be responsible for technical, operational control of tolerances and quality; for attainment of precise standards and identification of defects. (NOTE: This is a very important preference in industries where production, maintenance, and repair require exact precision, high quality, and almost zero in allowable defects or error).
Brent's motivational level supports the ability (either existing or because of pending training) to be perceptive and alert relative to monitoring operational processes by use of technical recording instruments. This includes remaining interested, alert and responsible throughout steady operational shifts. This activity could appropriately be called operational/clerical because it means monitoring what is going on.
Given the full description of any activity requiring a sensory/physical aptitude for feeding materials into machines or offbearing materials from machines efficiently and steadily, Brent's preferences for being involved start at a moderate motivational level. Such activity is usually associated with assembly line processing. It is important to review other worker trait factors to determine if and how long Brent would remain motivated and how that level would effect tolerance, or coping with being locked in with machine-mandated performance. One must be content with this kind of activity before one can be satisfied by it or motivated to continue doing it.
Brent is not motivated toward processing activities, no matter what is being processed or who is doing the processing. There is no natural preference for this sort of activity.
Manual labor is not an activity where Brent is in any way motivated. Routine, elementary, sensory/physical activity is not preferred; instead, it probably is experienced as boring, frustrating, and stressful.
DATA
(How you relate to data, in priority order)The data section identifies preferences, motivations and priorities for certain kinds of mental activities. If interests and preferences are primarily intellectual, academic, scholarly, scientific, mathematical, or professional, this may be the most important section of the Worker Trait Code System for the person appraised. If his/her preferences are not primarily mental, this section may have little value. If these factors are important for this profile, then factors in the reasoning, math, and language sections will also be both relevant and important.
Brent is strongly motivated to coordinate: to take actions, to manipulate that which is at hand in order to "get the show on the road." Because of the strong motivational levels for this, it is very important to determine whether Brent has first seen the big picture, pulled in important pieces of the picture, made plans, and developed strategies before taking action. If "Coordination" is the top priority, it becomes a "General Patton Syndrome" which is to begin the charge, then identify the objective, and hope that someone follows with the supplies. If there are equal motivational levels in this trait as in other mental traits, it still means enthusiasm and drive to take action, but it is balanced with other related functions. This trait represents preferences that are goal oriented!
Preferences that direct mental activity for Brent are naturally curious, inquisitive, investigative, exploratory, analytical, and experimental. Words such as "if" and "why" are central to this trait. It is a factor that fits exactly between synthesizing and comparing, with emphasis on synthesizing. Analysis is more than seeing the big picture, or seeing how the pieces fit the big picture. The motivation to engage an activity or process comes from nonlinear speculating about new forms, possibilities, relations, and fits. In other words, it tends to be an executive function dedicated to possibilities.
"Synthesize: putting two or more things together to form a whole; the combination of separate elements of thought into a whole; the operation by which divided parts are united" (Webster). Brent is motivated by seeing the big picture so much so that (s)he, attempts to see all parts of the picture in that larger context, then sees all parts relative to each other, but still within that larger context. Perception and thinking are therefore holistic and conceptual. Philosophical and intuitive processes are involved. Scientific, managerial, and/or literary preferences may also be involved. Other mental factors in this section are subordinate, secondary, or complementary to this primary motivational attribute. This is an overview and scanning activity that includes ideas, concepts, theory, fiction, hypothesis and assessment. (Note that words in the last sentence are unrelated to logic that Webster defines as "the science of the operations of the understanding subservient to the estimation of evidence.") For Brent, preferences for this sort of synthesis will allow it to get no further toward logic than estimating.
Brent is highly motivated when given the task of identifying factors that are important for vocational use. This trait, comparing includes: 1) awareness of the context (big picture) in which the factor or factors would or could fit; 2) relationship of the factors to other factors within that larger context; 3) new possibilities of linkage or relationships of factors to the big picture; and/or 4) new possibilities of linkage or relationships of factors with factors in a new context. (NOTE: This is an important trait for research, technical activities, systems engineering, operations management, and administrative activity). Many trait combinations can be involved in this activity: scientific, literary, tangible problem solving, visual-artistic, philosophical, and managerial. It is important to identify which of those traits are involved in Brent's perceptual/mental preferences.
Brent is motivated to a degree for handling and solving routine, factual, mathematical problems. This set of preferences holds value in operational, technical, processing, or administrative activities. (NOTE: When interacting with other traits, as it does here, this trait has vocational value in many areas).
Brent's motivational levels support being conscious of the importance of information and evidence relative to the "whole story" of a subject or topic. This support extends into perception that there is a natural sorting process of separating what is important from what is trivial. And Brent is most likely to be deliberate, methodical, and thorough in compiling, labeling, and storing information for later use.
Brent does not prefer mailroom activities; i.e., duplicating and processing forms, bulletins, envelopes, etc. Detail and routine are most likely avoided as are activities related to them.
REASONING
(How you relate to reasoning, in priority order)This Reasoning section is closely linked with the Data section. The Data section identifies an individual's priorities or preferences (high and low) for ways of thinking, while the Reasoning section focuses on where, why, and how this thinking will most likely be applied. Just like the linkage between the Interest and Temperament sections, Data and Reasoning are coupled very tightly as well.
Brent is strongly motivated to apply thinking to the big picture through holistic ideas, concepts, options, and strategies. This does not mean, suggest, or imply that thinking is kept only in a holistic context but it does mean that the first and constant priority or preference for consideration and focus are on the big picture. (Example: Brent more likely prefers to be an executive rather than a manager, and more inclined to be a manager rather than a supervisor.) Considering how pieces of the picture are brought in to the big picture stimulates motivation for the activity.
Brent applies scientific/technical/logical thinking (to the fullest extent this ability exists) to identify, analyze, and solve challenges and/or problems; to collect data, establish facts, connect abstract and concrete variables, draw valid conclusions, determine appropriate action, devise strategies and systems to achieve objectives. (NOTE: This is engineering in the industrial and technical sense). Brent probably relates to the following quote as it illustrates this trait: "What marks the mind of the strategist is an intellectual elasticity or flexibility that enables him to come up with realistic responses to changing conditions...In strategic thinking, one first seeks a clear understanding of the particular character of each element of a situation and then makes the fullest possible use of human brainpower to restructure the elements in the most advantageous way." (Keniche Ohmae, The Mind of the Strategist)
Brent is motivated and perhaps even mentally equipped for troubleshooting: to recognize or otherwise identify problems or developing problems in familiar operational or procedural areas; to tackle problems with intent to solve the problems and restore function to former levels or better. (NOTE: This requires onsite familiarity with those operations, a sense or suspicion of where things might or could break down, and savvy about ways to fix the problem).
Given the vocational task, Brent's motivational level is adequate to participate where understanding of operational aspects of systems, procedures, and/or maintenance is required. Because Brent has only motivation for an activity that is based on repetition (in both function and time), it is likely that tenure will not be for the long haul unless Brent seeks, needs, or enjoys stability and routine. (NOTE: Motivation doesn't guarantee the ability or talent just as aptitude for an activity doesn't guarantee the motivation).
Methodical, meticulous, routine activities do not motivate, are not acceptable, or tolerable for Brent. Change, variety, options, challenge, and opportunity to move up based on merit represent more preferred activities.
Brent is not motivated to participate where simple, routine, basic tasks are primary.
MATHEMATICAL CAPACITY
(How you relate to the applied usage of math)Math is a natural talent like art or music and requires a certain natural preference. In most instances, you have it or you don't; you like it or you don't. If the individual has talent for math, this section shows where the greatest vocational interest and motivation occurs, and that is where he/she has probably developed the most talent or could. Low ratings for some or all of these factors imply that math, or possibly that specific application of math, is not a motivational factor to this individual.
Brent is motivated to work with a wide variety of theoretical math concepts; make original application of those concepts; apply knowledge of advanced mathematical or statistical techniques to new areas of challenge, interest, or opportunity. Motivation is derived from conceptual, analytical, curious, and exploratory thinking. Research and theoretical logic probably appeal greatly to Brent's mind.
Statistical, investigative use of mathematics plays a major role in what motivates Brent. This kind of math is valuable for many kinds of engineering activities: mechanical, systems, hydraulic, geological, computer, etc. Methodical, logical, pragmatic, and objectivism are central to the activity. Computers are typically essential for this work. The above examples of activities and descriptions most likely represent an ideal environment.
(NOTE: Accounting Control of Numbers is "management math" because management uses it for tracking, analyzing, and verifying business activities and performance). Brent prefers management math because it includes a specialization for managing with math, i.e., making management decisions with knowledge gained from this level of mathematical activity. This includes budgets, operation-based forecasts, competitive risk analysis, etc. (NOTE: Chief Financial Officers, Comptrollers, bank officers, CPAs, and auditors rate high in this trait).
Brent has a moderate motivation where business math related to commercial calculations and transactions are called for. This means there exists a natural ability to be competent and accurate with addition, subtraction, multiplication and division. (NOTE: Where the ability does not already naturally exist for Brent, in this instance, motivational levels support training, most likely).
Brent's motivation for considering numbers probably supports a natural ability to: add, subtract, multiply, and divide and come up with the right numbers each time. Some assume this is natural for all persons. In reality it isn't so.
Brent does not prefer activities requiring verbatim perception, recording, and/or processing of details, especially where numbers are involved.
LANGUAGE CAPACITY
(How you relate to the usage of language)Four language traits are included in the narrative to cover basic activities that utilize words. They aren't very specific, but there are related factors for literary, journalistic, and communicative activities in the Interest, Temperament, Data, People, Aptitude and Reasoning sections. If a high motivational and/or preference level exists for one or more factors in this section, scan those other sections to discover preferences the individual has for those activities. Not all jobs call for orators or authors, while some jobs require such skills.
Brent is highly motivated to consider creative writing and communicating at professional levels. Preferences are holistic, conceptual, imaginative, and creative. "Ideas trigger more ideas" can probably be said about Brent. High motivational levels for this worker trait indicate an interactive combination of literary and philosophical traits. As Dean W. R. Inge said, "Literature flourishes best when it is half a trade and half an art." That probably makes a great deal of sense to Brent. Motivation at this level indicate preferences that probably include writing fiction, poetry, scripts for movies or television, advertising copy, marketing copy, teaching creative writing, etc.
Logical explanation and education can be motivational for Brent in some instances. This motivational level is based on the complementary interaction of a number of traits: social, leadership, influential, technical, service and functional. Review of all worker traits will identify Brent's specific journalistic motivations and or preferences.
For Brent technical information management is not a motivational factor. There is seemingly too much detail, routine, and paper work to maintain interest beyond a brief period of time.
Brent does not pay particularly close attention to non-motivational information, data, or detail such as elementary and basic instructions. The natural preference may be to simply use common sense or to experiment in order to figure it out.
INTEREST IN JOB CONTENT
(Those tasks you want to perform)The Interest section identifies the ideal job content for you by identifying your motivations and preferences, called Worker Traits. These traits are listed in order of priority. Typically, what one wants to do is that which he/she is most likely to do and do it often enough (including training for it) to transform the raw interest into real skills, and then, to stay on that job. The Interest section of your MAPP report outlines your preferences toward work in relation to people, creativity, social activities, routine, tools, equipment and more. The Interest section is the first glance of your top motivators. Each section thereafter will inter-relate and you will begin seeing themes about the types of tasks and work that you prefer.
Brent is motivated to assertively or aggressively gain personal recognition, status, prestige, and worth in the process of social, organizational, and/or vocational interaction with others. Brent looks for opportunity, challenge, and risk if and when odds are strongly favorable. But Brent does not prefer challenge or risk if they might result in loss of status, role, or ownership. In many vocational activities, recognition is a primary motivator and, therefore, an important asset. Brent probably understands what Mark Twain meant when he said, "I can write for two weeks on one compliment."
Brent is motivated to manage people and their activities. Such management can be exercised with a variety of talents Brent may possess and for a variety of reasons. The primary reasons may be: 1) to exercise executive, managerial, or supervisory responsibility and authority, 2) to have the management position, role and recognition, 3) to not be in a subordinate, supervised position or role. Because emphasis is on the management of people, this is seen by Brent as a service role where the managing is in the interest of those being managed. Whether Brent is motivated and equipped to manage on a "take charge" or "given charge" basis (an important difference) can be determined by the motivational strength and involvement of other related traits.
Brent prefers to associate with others socially, organizationally, and recreationally. In addition to assuring company with others, association is an important arena and environment for interacting with people in a variety of ways: leadership, managing, supervising, communicating, serving, caring, etc. Other traits have to be considered to determine how and why Brent is motivated to associate and interact with others.
Brent is motivated to work on projects that are planned, scheduled, and completed. This indicates a preference to complete a project rather than leave it unfinished. But completion or achievement may be offset by switching to a project of higher priority and/or interest, with the hope that the uncompleted project may be done another day. What is not completed will probably be kept in mind until it is completed.
Brent is interested in ideas, concepts, and meaning as part of perceptual and mental activities. Intellectual, theoretical and/or creative activities are balanced with other activities and do not have a priority or emphasis.
Along with other mental activities, Brent is aware of abstract ideas and concepts. Ideas about new or different ways of doing things are commonly called innovating or inventing. Rather than creating in ways unrelated to present or past activity, Brent uses an abstract, innovative, and/or creative set of preferences, to extend or expand what already exists.
Brent has a curiosity and awareness about the nature and utility of things. Analysis and experimentation are part of vocational and recreational activities. But those are probably not specialized or professional activities. Instead, they are a part of a mix of functional preferences. Preferences that are technically oriented cause Brent to think systematically and to be motivated where challenging activities are developmental or experimental.
Brent enjoys social or vocational interaction with others but is not dependent on direct contact and association. If some work responsibilities or activities require functioning apart from others, it can be done without the need for social breaks to be with others. This flexibility is an asset in trade activities, operating machines or equipment, and in many technical and outdoor activities.
Brent prefers and may even require change and variety. Sameness and routine cause loss of interest, drive, and energy. Brent probably sees a truth in the saying "a change is as good as a rest." This individual enjoys vocation, recreation, and/or vacations that include lots of change and variety, new challenges and experiences as well as new contacts and acquaintances.
Brent is motivated very little by physically working with things and objects as a primary or important part of work or recreation. Other activities carry a higher priority. Sensory/physical traits have probably not been developed well enough to be considered a motivational feature of work.
TEMPERAMENT FOR THE JOB
(How you prefer to perform tasks)This Temperament section identifies the motivation and talent an individual possesses in twelve Worker Trait Areas and coincides with the Interest section. The Temperament and Interest sections say the same thing from a different perspective. Your highest motivators will be displayed first. In this section you will learn things such as; do you prefer lots of change and variety on the job, are you persuasive, do you prefer to work in teams or independently, are you a naturally driven to evaluate and analyze, and more.
Brent prefers and needs change and variety. Change is motivating, stimulating, and energizing. Brent looks for new options, challenges, assignments, acquaintances, relationships, and even new careers in new places. Brent tires of sameness, repetition, and routine even in activities that were interesting at the start. Once things become routine for Brent, this becomes a motivation to move on to more interesting things.
Brent is strongly motivated to be organizationally active with others. Brent senses and accepts a certain degree of self-assumed responsibility for the good, growth, and gain of others.
Brent is strongly motivated to: 1) have direct access to the listener, 2) intentionally, assertively (maybe aggressively), orally communicate to the listener, 3) cause the listener to hear and understand what is said, 4) cause the listener to willingly or otherwise accept what was said, and 5) cause the listener to act on what was said if that was the intent. Persuasion suggests confrontation of wills and may include intimidation, intentional or otherwise, overt or covert. It is important to look at other traits to identify the motivation, purpose, style and objective of this persuasive trait. Brent is going to persuade; the only questions are: when, how, and for what purpose.
Brent accepts and exercises responsibility for organizational management but may not necessarily seek out that role for self. Emphasis is on management of people, but that is directly tied to performance of existing, available skills and abilities. Performance and results are the main emphasis. Other traits must be studied to determine if Brent manages best on a take charge or given charge basis which has much to do with how personally or impersonally, performance-based or service-based, that management style will be.
Brent willingly accepts responsibility for exercising motivated talents. These may include leadership and/or management talents and, therefore, involve responsibilities for others. This is an important, broad, in-depth factor that includes social, leadership, management, and mental activities. Perception and thinking include seeing the big picture and handling responsibilities in that context.
Most likely, Brent is logical and analytical and is motivated to make sense of perceptions by identifying how things logically fit together. This motivation fits well with scientific, research, management and literary and/or computational preferences. This mix of motivational preferences usually function in a conceptual context.
Brent's preferences tend to be naturally empathetic, sympathetic, generous, and helpful. Brent is probably always ready to offer a helping hand to others. (Note: If benevolence is to be a part of vocational or volunteer activities, it is important to identify how it best functions with other traits.) Brent has a natural motivation towards being generous and helpful relative to current hurts, needs, problems, and wishes of others, particularly those who are in direct contact.
Brent sees self as talented, self-sufficient, and goal-oriented. Most likely, Brent regards work activity and goals as more important than association, interaction, or involvement with people. If vocation calls for working with others, or managing the skills and or abilities of others as part of achieving work objectives, Brent is motivated and equipped to do that. When others are selected for existing, deliverable skills and/or abilities; then performance is expected. But independent, self-directed, self-achieved activity is preferred.
Brent is open-minded, curious, creative, and innovative, having new ideas and concepts and preference to be involved in creative or developmental activities. These are complementary preferences and motivations rather than any major drive or specialization. It is important, then, to determine how these fit in with other mental and functional preferences and motivations.
Brent does not prefer being tied to or tied down by timed, repetitious sensory/physical activity. Such work quickly becomes boring, frustrating, and stressful. In such work, Brent seeks and needs frequent breaks and other change and/or variety. Performance and quality of work tend to fade as repetitive activity continues.
Brent does not generally see, retain, and/or recall verbatim detail and, instead, shows an awareness of concepts, patterns, general ideas, etc. Brent "Gets the drift" of what is seen, read, or heard. Recall is in general and in relative terms and not in specifics. Numbers are sometimes transposed. Words are read as form or pattern rather than by specific letters. Although this concept is built around ability, addressed here is how these abilities generally affect current preferences and specific motivations pertaining to the situation.
Brent does not prefer or need to be managed by others. It is important to study related Worker Traits to determine whether Brent is motivated to manage, influence, persuade, or work independently. Persons who don't wish to be managed sometimes do not perform or adjust well when closely monitored or supervised. They resent being dominated, managed, or controlled by others.
APTITUDE FOR THE JOB
(Expression of performing tasks)This is a highly generalized section in which the narrative deliberately focuses on the combination of motivations and preferences as they relate to personal talents or skills. It lets the individual look into a vocational mirror and see his/her own talents and then decide for themselves where they fit and function the best with regard to motivation and preference. It is another context in which to see if priorities are mental, sensory, or physical: "To thine own self be true."
Philosophical, cultural, scientific, literary, managerial, and/or computational work, more than likely, represent very important types of mental activities for Brent. Being capable in those activities, Brent's mind is naturally receptive to consider abstract ideas, theory, concepts, inquiry, exploration, analysis, logic, systems, and procedures. Factors in this aptitude section, plus the data and reasoning sections show the degree of motivation and talent Brent has for each of those mental activities. High rating for this trait indicates an intellectual orientation that is functional in, or has potential for, academic, scientific, research, literary, executive, or consulting activities.
Brent's preferences fully support holistic, conceptual perception, and thinking relative to the basic nature, utility, potential, or strategic possibility of what is being observed or considered. This includes intuition, insight, creativity, curiosity, experimentation, and innovation in various degrees. Ideas are at the heart of this talent. The basic orientation is perceptual and mental seeing.
Brent's preferences and motivations are derived from understanding the deeper or 'real' meaning of ideas and words and uses them effectively in written or oral communication. Literary in this factor means intentional search for ideas expressed by the minds of others for one's own use, assimilation, learning, etc. The source can be books, other publications, historical documents, research information, drama, movies, television, the "information highway" or internet, etc. Emphasis is on communication: picking up information from minds of others or communication aimed toward the minds of others. Journalism and writing are major activities. Literary activity is not exclusively intellectual, academic, or cultural. It may be an end in itself as in a bookworm for instance. And literary activity is not always accompanied by communicative activity, written or oral. On the other hand, communicative activity need not be literary in the classic sense. And one need not be persuasive to be communicative, but it helps. When the trait is highly motivated, as it is here, it suggests both literary and communicative abilities that are or could become a usable skill or a developed talent. By now you can see that only a review of all traits will clearly show the specific content of Brent's literary and/or communicative preferences and motivations.
Sensory/mental awareness of "pieces of the picture" is capacity for comparative, intra-holistic recognition of parts relative to other parts and/or the big picture. It includes ability to see essential detail and make visual/mental comparison and discrimination relative to relationships of objects. The definition says "pieces of the picture," so it recognizes the picture and its larger context, but this trait still emphasizes pieces and their status as pieces. Brent prefers to see the big picture by first putting all the 'pieces' together. Most likely Brent already sees pieces as pieces rather than the big picture first and then breaking it apart into all the various pieces.
Although Brent does not specifically prefer mathematics, motivation is not swayed one way or the other as there is an adequate awareness and ability utilizing mathematics. Other traits will indicate which kind of math that preference applies to: theoretical, statistical, analytical, computational, business, administrative, clerical, arithmetic, or posting. Wherever it works best, it is a vocational asset.
Brent has a moderate level of motivation when considering activities where attributes include: sensory/physical coordination, dexterity, timing, rhythm and ability to perform simultaneous function - called "eye-hand-foot coordination" by the Dictionary of Occupational Titles. Brent's motivational level is effected by whatever ability the mind can adequately and immediately link physical reaction, perception and/or senses. Most likely there is not a 'second nature' response in most instances where an immediate response is required by the mind.
Brent's preferences are effected but not dominated by such things as beauty, color, and spatial measure: size, shape, perspective, and dimension. If and how that artistic awareness is applied depends on the presence, motivation, and influence of related traits and to what extent talents and or abilities exist. (NOTE: art, photography, oil painting, sketching, abstract art, mechanical drawing, landscape architecture for golf courses, layout of newspaper ads, computer publishing are all examples of potentially appealing activities given certain skill sets). Depending on the extent to which talents and abilities may exist will determine certain motivational levels Brent will have and how these preferences will be used and applied.
Brent's motivations and preferences adequately relate to the activities of the mind and its immediate response to use available talent as a first response. (Note: This is a 'general' definition that identifies how well and quickly the mind decides what to do physically and how to do it). Where the motivation for the activity is only moderately present, it is unlikely that it will have primary vocational emphasis or motivation. Truly motivated activities for Brent can be either physical or mental depending on other factors (addressed in other traits within this assessment).
Brent has clear preferences that do not include handling minute manipulation of detail for extended periods of time. If asked, splicing telephone wires at a switchboard installation or knitting a sweater to enter in a county fair competition, Brent would likely indicate that these are not a preferred career or avocation.
In activities where Brent's motivational levels are highest is where awareness of specific detail is most likely. Otherwise, preferences lean towards other considerations not necessarily oriented toward details. Brent probably knows the saying 'There is a place for everything . . .', but everything doesn't always (or very often) get to that assigned place. If involved too much or too long where a preference for detail is required, Brent can actually experience a certain, (what can only be considered a mental form of) claustrophobia that may have adverse effects on mental activity.
Brent is not motivated for what is called `workbench' activity where a person manually (primarily arms, hands, fingers) processes materials. There can be many reasons for disinterest in that activity: 1) Brent is motivated to do other things, 2) Brent does not naturally have the talent for sensory/physical activity of that kind, 3) the activity is too monotonous for Brent's activity preferences, or 4) it is too non-social where social activities are preferred. It is important to identify the reason(s) so Brent can function where natural talent or already existing skills and abilities as well as motivation are greater.
PEOPLE
(How you relate to people, in priority order)In this section, seven people factors cover important activities related to the interaction of a person with other persons. These are very important for individuals motivated and perhaps even naturally talented or specifically trained for associating and interacting with people. They may also be important traits for certain “people intensive” jobs. Low motivational ratings in this section may also be quite positive and valuable, if occupations necessitate or require that an individual function apart from others, manage his/her own activities, or be satisfied with work in isolation.
Highly motivated persuasion means that Brent intends to assertively, even aggressively, make direct personal contact with others, orally project a message with the deliberate intent and attempt to cause the listener or listeners to hear what is said, accept what is said, and act on what was said, so that Brent can close the deal. If it is for commission (i.e., in the seller's interest), it will be a hard-sell even though it might come across as a soft-sell. If it has philosophical or benevolent objectives, it will be a soft-sell. But if Brent is defending and/or championing the cause of the underdog or the less fortunate, then it will seem as if some modern-day Don Quixote and/or Joan of Arc are doing the persuading. (Note: As a single trait, persuasion is the most deliberately assertive, often aggressive, psychological expression/effort of an individual.)
This high drive to negotiate is intellectual more than psychological, assertive more than aggressive, logical more than emotional, strategically winning the contest more than persuasively winning a skirmish. Brent is strongly motivated to represent one position in a confrontation of different views and objectives and is motivated and determined to apply logic, strategies, and communicative skills to cause agreement, compromise, concession, or submission by opposing positions or views. Persuasion is probably involved; at least it is an asset, but it is not essential. Intimidation may be involved, but it is considered a poor tool for achieving objectives. Strategic thinking is preferred as the key element and is also represented in the reasoning section (Factor 1).
Brent's motivations are heightened significantly by persuasive, gregarious, auditory-musical, visual-artistic, and communicative traits to entertain others with intent to convince them toward a particular idea, viewpoint, direction, objective, or product. In this motivational context, entertainment is more than pleasing people. It has promotional and marketing objectives. Some preferred activities include: marketing, sales, public relations, television commercials, lobbying, political campaigns, promotional consulting, sports announcing, etc. Motivations may also be driven at the prospect of efforts to get ahead in various areas of entertainment and/or acting, i.e., to advance one's own career. Persuasion is the primary preferred trait. A high level of motivation exists because there is an element of risk involved where the effort has a goal tied to the end of the act.
Brent's personal motivations support the willing acceptance of responsibility for planning, assigning, and supervising work activities of others in operational or administrative activities. Preferences focus on daily scheduling, procedures, expediting, motivating, solving problems as they arise, and meeting functional objectives. This sort of preference considers the prime responsibility as developing the will to work with employees and motivating them to higher levels of attainment and performance.
Philosophical, literary, scientific, managerial and/or persuasive traits may be involved in Brent's motivation and drive to educate, train, or influence others. The main preference is to share knowledge and information that will be useful. So, conveying information to others assumes that educating self precedes educating others. Brent is motivated by learning, seeing the big picture, recognizing how pieces fit the picture, and prefers passing information on to others. Because so many traits might be involved in instructing activities, it is important to scan the other traits to see which traits are important.
Brent is motivated to voluntarily communicate to others with the intent or hope that the information will be in their interest and for their benefit. At this motivational level, it is probable that Brent is more strongly motivated in benevolent and literary traits rather than just this persuasive trait. The persuasive trait here might have a lower motivational level, however, the sense of service responsibility will cause certain willingness, even duty, to communicate persuasively if warranted.
Brent does prefer considering people both philosophically, and psychologically. This natural motivation towards an interest in people causes a personal, ethical interest in the potential and destiny of others. If that interest is reinforced by strong benevolence, Brent prefers to be active in service directly involved with and beneficial for others. It is important to see what motivational levels exist for Brent with regard to benevolence, gregariousness, managerial activities, persuasiveness and/or dedication to harmonious relations. Each or all of those traits can be interactive with this mentoring trait and strongly influence the if, how and why that mentoring is done.
Rather than a motivation for putting others first, Brent's preferences revolve around self as a first priority. Brent is motivated by self-interest, status, and recognition. Brent does not like to lose, so all options and choices are evaluated on the basis of the chance of gain versus the chance of loss before a decision or commitment is made. Stress and frustration are experienced when things aren't going Brent's way. Pleasure, enthusiasm, and energy are experienced when things are going Brent's way. Association and relationships are chosen, maintained, or abandoned on the basis of self-interest.
THINGS
(How you relate to things, in priority order)Working with things, manipulation of materials and processes, and cognizance of operational and mechanical forces or objects, highlights this Worker Trait Code section. None of the factors in this section are directly related to people nor call for exclusive talents whether or not they exist within the individual. However, these factors do call for the interaction and interplay between mental, sensory, physical, and mechanical skills and/or abilities as possessed by the individual. If the individual has a natural mechanical savvy, and likes to work with his/her hands, this becomes a highly important and relevant Worker Trait Code section.
Brent has natural preferences related to mechanical, technical, or systems engineering. It includes natural mechanical savvy about "what makes things tick" and motivation to design, assemble, build, install, or operate machines, equipment, or systems. Engineering may or may not be the major vocational activity.
Brent has a certain level of preference for working with machines, and probably has the ability to operate controls and observe machine performance or is adequately motivated to learn the required skills. Current personal motivations support Brent coping well with the routine involved with fixed-site machine operation. Brent is moderately motivated for on-site machine operation rather than being dedicated to that activity. So tenure in the position may not be guaranteed for an extended time for this individual. However, merit raises, variety of work assignments or activities, etc, may heighten motivational levels.
Brent has motivational levels that support operating heavy, mobile equipment such as trucks, earth-movers, cranes, etc. (NOTE: Sensory/physical skills are involved and important: e.g., coordination, dexterity, timing, spatial awareness: size, shape, distance, dimension, perspective, relationship; depth perception). Because motivational levels are only moderate for equipment operation, Brent identifies more with the required talent or abilities rather than with the equipment; i.e., "it's another job". Nonetheless, persons whose natural preferences support a natural mechanical savvy are always interested in tools, appliances, machines, or equipment. Moderately motivated, this operator trait is probably not occupationally specialized.
Brent is moderately motivated to be responsible for technical, operational control of tolerances and quality; for attainment of precise standards and identification of defects. (NOTE: This is a very important preference in industries where production, maintenance, and repair require exact precision, high quality, and almost zero in allowable defects or error).
Brent's motivational level supports the ability (either existing or because of pending training) to be perceptive and alert relative to monitoring operational processes by use of technical recording instruments. This includes remaining interested, alert and responsible throughout steady operational shifts. This activity could appropriately be called operational/clerical because it means monitoring what is going on.
Given the full description of any activity requiring a sensory/physical aptitude for feeding materials into machines or offbearing materials from machines efficiently and steadily, Brent's preferences for being involved start at a moderate motivational level. Such activity is usually associated with assembly line processing. It is important to review other worker trait factors to determine if and how long Brent would remain motivated and how that level would effect tolerance, or coping with being locked in with machine-mandated performance. One must be content with this kind of activity before one can be satisfied by it or motivated to continue doing it.
Brent is not motivated toward processing activities, no matter what is being processed or who is doing the processing. There is no natural preference for this sort of activity.
Manual labor is not an activity where Brent is in any way motivated. Routine, elementary, sensory/physical activity is not preferred; instead, it probably is experienced as boring, frustrating, and stressful.
DATA
(How you relate to data, in priority order)The data section identifies preferences, motivations and priorities for certain kinds of mental activities. If interests and preferences are primarily intellectual, academic, scholarly, scientific, mathematical, or professional, this may be the most important section of the Worker Trait Code System for the person appraised. If his/her preferences are not primarily mental, this section may have little value. If these factors are important for this profile, then factors in the reasoning, math, and language sections will also be both relevant and important.
Brent is strongly motivated to coordinate: to take actions, to manipulate that which is at hand in order to "get the show on the road." Because of the strong motivational levels for this, it is very important to determine whether Brent has first seen the big picture, pulled in important pieces of the picture, made plans, and developed strategies before taking action. If "Coordination" is the top priority, it becomes a "General Patton Syndrome" which is to begin the charge, then identify the objective, and hope that someone follows with the supplies. If there are equal motivational levels in this trait as in other mental traits, it still means enthusiasm and drive to take action, but it is balanced with other related functions. This trait represents preferences that are goal oriented!
Preferences that direct mental activity for Brent are naturally curious, inquisitive, investigative, exploratory, analytical, and experimental. Words such as "if" and "why" are central to this trait. It is a factor that fits exactly between synthesizing and comparing, with emphasis on synthesizing. Analysis is more than seeing the big picture, or seeing how the pieces fit the big picture. The motivation to engage an activity or process comes from nonlinear speculating about new forms, possibilities, relations, and fits. In other words, it tends to be an executive function dedicated to possibilities.
"Synthesize: putting two or more things together to form a whole; the combination of separate elements of thought into a whole; the operation by which divided parts are united" (Webster). Brent is motivated by seeing the big picture so much so that (s)he, attempts to see all parts of the picture in that larger context, then sees all parts relative to each other, but still within that larger context. Perception and thinking are therefore holistic and conceptual. Philosophical and intuitive processes are involved. Scientific, managerial, and/or literary preferences may also be involved. Other mental factors in this section are subordinate, secondary, or complementary to this primary motivational attribute. This is an overview and scanning activity that includes ideas, concepts, theory, fiction, hypothesis and assessment. (Note that words in the last sentence are unrelated to logic that Webster defines as "the science of the operations of the understanding subservient to the estimation of evidence.") For Brent, preferences for this sort of synthesis will allow it to get no further toward logic than estimating.
Brent is highly motivated when given the task of identifying factors that are important for vocational use. This trait, comparing includes: 1) awareness of the context (big picture) in which the factor or factors would or could fit; 2) relationship of the factors to other factors within that larger context; 3) new possibilities of linkage or relationships of factors to the big picture; and/or 4) new possibilities of linkage or relationships of factors with factors in a new context. (NOTE: This is an important trait for research, technical activities, systems engineering, operations management, and administrative activity). Many trait combinations can be involved in this activity: scientific, literary, tangible problem solving, visual-artistic, philosophical, and managerial. It is important to identify which of those traits are involved in Brent's perceptual/mental preferences.
Brent is motivated to a degree for handling and solving routine, factual, mathematical problems. This set of preferences holds value in operational, technical, processing, or administrative activities. (NOTE: When interacting with other traits, as it does here, this trait has vocational value in many areas).
Brent's motivational levels support being conscious of the importance of information and evidence relative to the "whole story" of a subject or topic. This support extends into perception that there is a natural sorting process of separating what is important from what is trivial. And Brent is most likely to be deliberate, methodical, and thorough in compiling, labeling, and storing information for later use.
Brent does not prefer mailroom activities; i.e., duplicating and processing forms, bulletins, envelopes, etc. Detail and routine are most likely avoided as are activities related to them.
REASONING
(How you relate to reasoning, in priority order)This Reasoning section is closely linked with the Data section. The Data section identifies an individual's priorities or preferences (high and low) for ways of thinking, while the Reasoning section focuses on where, why, and how this thinking will most likely be applied. Just like the linkage between the Interest and Temperament sections, Data and Reasoning are coupled very tightly as well.
Brent is strongly motivated to apply thinking to the big picture through holistic ideas, concepts, options, and strategies. This does not mean, suggest, or imply that thinking is kept only in a holistic context but it does mean that the first and constant priority or preference for consideration and focus are on the big picture. (Example: Brent more likely prefers to be an executive rather than a manager, and more inclined to be a manager rather than a supervisor.) Considering how pieces of the picture are brought in to the big picture stimulates motivation for the activity.
Brent applies scientific/technical/logical thinking (to the fullest extent this ability exists) to identify, analyze, and solve challenges and/or problems; to collect data, establish facts, connect abstract and concrete variables, draw valid conclusions, determine appropriate action, devise strategies and systems to achieve objectives. (NOTE: This is engineering in the industrial and technical sense). Brent probably relates to the following quote as it illustrates this trait: "What marks the mind of the strategist is an intellectual elasticity or flexibility that enables him to come up with realistic responses to changing conditions...In strategic thinking, one first seeks a clear understanding of the particular character of each element of a situation and then makes the fullest possible use of human brainpower to restructure the elements in the most advantageous way." (Keniche Ohmae, The Mind of the Strategist)
Brent is motivated and perhaps even mentally equipped for troubleshooting: to recognize or otherwise identify problems or developing problems in familiar operational or procedural areas; to tackle problems with intent to solve the problems and restore function to former levels or better. (NOTE: This requires onsite familiarity with those operations, a sense or suspicion of where things might or could break down, and savvy about ways to fix the problem).
Given the vocational task, Brent's motivational level is adequate to participate where understanding of operational aspects of systems, procedures, and/or maintenance is required. Because Brent has only motivation for an activity that is based on repetition (in both function and time), it is likely that tenure will not be for the long haul unless Brent seeks, needs, or enjoys stability and routine. (NOTE: Motivation doesn't guarantee the ability or talent just as aptitude for an activity doesn't guarantee the motivation).
Methodical, meticulous, routine activities do not motivate, are not acceptable, or tolerable for Brent. Change, variety, options, challenge, and opportunity to move up based on merit represent more preferred activities.
Brent is not motivated to participate where simple, routine, basic tasks are primary.
MATHEMATICAL CAPACITY
(How you relate to the applied usage of math)Math is a natural talent like art or music and requires a certain natural preference. In most instances, you have it or you don't; you like it or you don't. If the individual has talent for math, this section shows where the greatest vocational interest and motivation occurs, and that is where he/she has probably developed the most talent or could. Low ratings for some or all of these factors imply that math, or possibly that specific application of math, is not a motivational factor to this individual.
Brent is motivated to work with a wide variety of theoretical math concepts; make original application of those concepts; apply knowledge of advanced mathematical or statistical techniques to new areas of challenge, interest, or opportunity. Motivation is derived from conceptual, analytical, curious, and exploratory thinking. Research and theoretical logic probably appeal greatly to Brent's mind.
Statistical, investigative use of mathematics plays a major role in what motivates Brent. This kind of math is valuable for many kinds of engineering activities: mechanical, systems, hydraulic, geological, computer, etc. Methodical, logical, pragmatic, and objectivism are central to the activity. Computers are typically essential for this work. The above examples of activities and descriptions most likely represent an ideal environment.
(NOTE: Accounting Control of Numbers is "management math" because management uses it for tracking, analyzing, and verifying business activities and performance). Brent prefers management math because it includes a specialization for managing with math, i.e., making management decisions with knowledge gained from this level of mathematical activity. This includes budgets, operation-based forecasts, competitive risk analysis, etc. (NOTE: Chief Financial Officers, Comptrollers, bank officers, CPAs, and auditors rate high in this trait).
Brent has a moderate motivation where business math related to commercial calculations and transactions are called for. This means there exists a natural ability to be competent and accurate with addition, subtraction, multiplication and division. (NOTE: Where the ability does not already naturally exist for Brent, in this instance, motivational levels support training, most likely).
Brent's motivation for considering numbers probably supports a natural ability to: add, subtract, multiply, and divide and come up with the right numbers each time. Some assume this is natural for all persons. In reality it isn't so.
Brent does not prefer activities requiring verbatim perception, recording, and/or processing of details, especially where numbers are involved.
LANGUAGE CAPACITY
(How you relate to the usage of language)Four language traits are included in the narrative to cover basic activities that utilize words. They aren't very specific, but there are related factors for literary, journalistic, and communicative activities in the Interest, Temperament, Data, People, Aptitude and Reasoning sections. If a high motivational and/or preference level exists for one or more factors in this section, scan those other sections to discover preferences the individual has for those activities. Not all jobs call for orators or authors, while some jobs require such skills.
Brent is highly motivated to consider creative writing and communicating at professional levels. Preferences are holistic, conceptual, imaginative, and creative. "Ideas trigger more ideas" can probably be said about Brent. High motivational levels for this worker trait indicate an interactive combination of literary and philosophical traits. As Dean W. R. Inge said, "Literature flourishes best when it is half a trade and half an art." That probably makes a great deal of sense to Brent. Motivation at this level indicate preferences that probably include writing fiction, poetry, scripts for movies or television, advertising copy, marketing copy, teaching creative writing, etc.
Logical explanation and education can be motivational for Brent in some instances. This motivational level is based on the complementary interaction of a number of traits: social, leadership, influential, technical, service and functional. Review of all worker traits will identify Brent's specific journalistic motivations and or preferences.
For Brent technical information management is not a motivational factor. There is seemingly too much detail, routine, and paper work to maintain interest beyond a brief period of time.
Brent does not pay particularly close attention to non-motivational information, data, or detail such as elementary and basic instructions. The natural preference may be to simply use common sense or to experiment in order to figure it out.