DISC Test (2013)

http://www.123test.com/id=fa8b8ad0e257f1c02013

Oh well.. This didn't change too much, but good enough.

Introduction

Your specific distribution of scores on the DISC personality test is an indication of your unique personality. You can think of this as your DISC Personality 'DNA'. In the pie chart below you see your distribution of scores.

The highest percentage is likely to be your most dominant personality factor, the second highest your next most dominant personality factor and so on. As such for you the DISC factors are ordered as: Dominance, Influence, Steadiness, Compliance.

DISC Personality Model

To help you understand the DISC model of personality here are definitions of the four factors measured.

Dominance	Describes the way you deal with problems, assert yourself and control situations.
Influence	Describes the way you deal with people, the way you communicate and relate to others.
Steadiness	Describes your temperament - patience, persistence, and thoughtfulness
Compliance	Describes how you approach and organize your activity, procedures and responsibilities.

Your DISC personality type

Your unique sequence of scores characterizes you in a specific way. The positive impact you are likely to make on people is:

You have a strong inner motivation to influence people and circumstances. You thrive on competitive situations and challenging assignments.
The stresses and pressures of everyday work and life are unlikely to reduce your effectiveness and enthusiasm.

DISC Patterns or Profiles

As you will appreciate, there are literally thousands of different combinations of scores. Therefore to help interpretation, communication and understanding, DISC Personality Model experts have defined - through statistical analysis of the score combinations - fifteen DISC 'Patterns' or 'Profiles'.

The 'Profiles' are often given names. The objective of these names is to give a single descriptive term that captures the essence of that Profile. Names often used are Achiever, Coach, Evaluator, Counselor, Creative, Individualist, Inspirational, Investigator, Objective Thinker, Perfectionist, Persuader, Practitioner, Enthusiast, Results-Oriented or Specialist

To understand the DISC theory even further descriptions are given for people who score comparatively high and comparatively low on each of the four DISC dimensions.

Dominance

Comparatively High

Here are some traits and behaviours that describe people who are comparatively high in Dominance:

• enjoy competition and challenge.
• are goal orientated and want to be recognised for their efforts.
• aim high, want authority and are generally resourceful and adaptable.
• are usually self-sufficient and individualistic.
• may lose interest in projects once the challenge has gone and they tend to be impatient and dissatisfied with minor detail.

They are usually direct and positive with people, enjoying being the centre of attraction and may take it for granted that people will think highly of them.
They may have a tendency to be rather critical of others. Consequently, other people may tend to see them as being rather domineering and overpowering.

Comparatively Low

Here are some traits and behaviours that describe people who are comparatively low in Dominance:

• tend to want peace and harmony.
• prefer to let others initiate action and resolve problems.
• are quiet and indirect in their approach to most situations.
• are usually cautious and calculate risks carefully before acting.

They are generally well liked because of their mild and gentle nature. Other people will tend to see them as being patient, calm, thoughtful and a good listener.

Influence

Comparatively High

Here are some traits and behaviours that describe people who are comparatively high in Influence:

• are strongly interested in meeting and being with people.
• are generally optimistic, outgoing, and socially skilled.
• are quick at establishing relationships.

Sometimes their concern for people and people's feelings may make them reluctant to disturb a favourable situation or relationship.

Comparatively Low

Here are some traits and behaviours that describe people who are comparatively low in Influence:

• are usually socially passive.
• quite frequently have an affinity for things, machinery and equipment.
• are generally comfortable working alone.
• frequently have a tendency to be analytical and once they have sorted the facts out they communicate them in a straightforward direct way.
• tend to take little at face value.

They may well have learned and developed good social skills but they only bring these into play when logic dictates such tactics.

Steadiness

Comparatively High

Here are some traits and behaviours that describe people who are comparatively high in Steadiness:

• are usually patient, calm and controlled.
• have a high willingness to help others particularly those they consider as friends.

Generally they have the ability to deal with the task in hand and to do routine work with patience and care.

Comparatively Low

Here are some traits and behaviours that describe people who are comparatively low in Steadiness:

• tend to enjoy change and variety in their work and non-work life.
• are expansive by nature and tend not to like routine and repetitive work/activities.

They enjoy stretching themselves intellectually and physically.

Compliance

Comparatively High

Here are some traits and behaviours that describe people who are comparatively high in Compliance:

• are usually peaceful and adaptable.
• tend not to be aggressive.
• tend to be cautious rather than impulsive.
• avoid risk-taking.
• act in a tactful, diplomatic way and strive for a stable, ordered life.
• are comfortable following procedures in both their personal and business life.

They prefer sticking to methods that have proved successful in the past. They have a high acceptance of rules and regulations.

Comparatively Low

Here are some traits and behaviours that describe people who are comparatively low in Compliance:

• are independent and uninhibited.
• resent rules and restrictions.
• prefer to be measured by results and are always willing to try the untried.

Free in thought, word and deed, they long for freedom and go to great lengths to achieve it.
They feel that repetitive detail and routine work is best "delegated" or avoided.

Career test result (2013)

http://www.123test.com/id=e101387d1f5101f09

While I'm at it, I tried this new test and find it funny...

In this test you had to choose between pictures showing specific work activities. Each picture depicted work associated with a specific type of personality. These types are derived from Dr. John Holland's theory of careers and vocational choice, known as Holland Codes.

There are six personality types in Holland's model:

• Realistic: practical, physical, concrete, hands-on, machine, and tool-oriented
• Investigative: analytical, intellectual, scientific, explorative, thinker
• Artistic: creative, original, independent, chaotic, inventive, media, graphics, and text
• Social: cooperative, supporting, helping, healing/nurturing, teaching
• Enterprising: competitive environments, leadership, persuading, status
• Conventional: detail-oriented, organizing, clerical

Personality types and Holland Codes

Dr. Holland did not say that a person is just one of these types. Then there would be only six types of people in the world. Instead, any one person can have interests associated with all of the six types. When you rank the types, starting with those you have the most interest in to those you have the least interest in, you get your specific Holland Code.

There are some 720 different combinations possible, like ISERAC, AIRSEC, or CSERIA. Generally, however, only two or three letters are necessary to create a useful description, such as SC, IRC, or AIC. Such a description may apply to both a person and a work environment. By typifying both people and work environments with Holland Codes, we can calculate matches between them. This helps you assess a potential career or vocational choice.

Your personality type

You preferred 'Artistic' the most, followed by 'Enterprising' and 'Conventional'. Your six letter personality type is 'AECISR'. Your personal preference is also shown in a graph below.

Your personal Holland Code

Depending on how strongly you favor any specific type you can compose your own personal Holland Code. You do this by taking the first letters of the types you favor most. In your case, this is the letters A, E and C Your personal Holland Code then becomes either AEC, AE, EA or even EAC.

Your jobs

Here is a list of jobs that fit your Holland code AECISR. The list is only part of all jobs that fit your personality. You should use this list of occupations as prototypical examples. A total of 20 occupations are suggested based on your score.

Your list of suggested occupations
	Editors Plan, coordinate, or edit content of material for publication. May review proposals and drafts for possible publication. Includes technical editors.
	Reporters and Correspondents Collect and analyze facts about newsworthy events by interview, investigation, or observation. Report and write stories for newspaper, news magazine, radio, or television.
	Art Directors Formulate design concepts and presentation approaches for visual communications media, such as print, broadcasting, and advertising. Direct workers engaged in art work or layout design.
	Copy Writers Write advertising copy for use by publication or broadcast media to promote sale of goods and services.
	Technical Writers Write technical materials, such as equipment manuals, appendices, or operating and maintenance instructions. May assist in layout work.
	Set and Exhibit Designers Design special exhibits and movie, television, and theater sets. May study scripts, confer with directors, and conduct research to determine appropriate architectural styles.
	Commercial and Industrial Designers Develop and design manufactured products, such as cars, home appliances, and children's toys. Combine artistic talent with research on product use, marketing, and materials to create the most functional and appealing product design.
	Advertising and Promotions Managers Plan, direct, or coordinate advertising policies and programs or produce collateral materials, such as posters, contests, coupons, or give-aways, to create extra interest in the purchase of a product or service for a department, an entire organization, or on an account basis.
	Broadcast News Analysts Analyze, interpret, and broadcast news received from various sources.
	Graphic Designers Design or create graphics to meet specific commercial or promotional needs, such as packaging, displays, or logos. May use a variety of mediums to achieve artistic or decorative effects.
	Music Directors Direct and conduct instrumental or vocal performances by musical groups, such as orchestras or choirs.
	Interior Designers Plan, design, and furnish interiors of residential, commercial, or industrial buildings. Formulate design which is practical, aesthetic, and conducive to intended purposes, such as raising productivity, selling merchandise, or improving life style. May specialize in a particular field, style, or phase of interior design.
	Poets, Lyricists and Creative Writers Create original written works, such as scripts, essays, prose, poetry or song lyrics, for publication or performance.
	Public Relations and Fundraising Managers Plan, direct, or coordinate activities designed to create or maintain a favorable public image or raise issue awareness for their organization or client; or if engaged in fundraising, plan, direct, or coordinate activities to solicit and maintain funds for special projects or nonprofit organizations.
	Talent Directors Audition and interview performers to select most appropriate talent for parts in stage, television, radio, or motion picture productions.
	Interpreters and Translators Interpret oral or sign language, or translate written text from one language into another.
	Producers Plan and coordinate various aspects of radio, television, stage, or motion picture production, such as selecting script, coordinating writing, directing and editing, and arranging financing.
	Public Relations Specialists Engage in promoting or creating an intended public image for individuals, groups, or organizations. May write or select material for release to various communications media.
	Proofreaders and Copy Markers Read transcript or proof type setup to detect and mark for correction any grammatical, typographical, or compositional errors. Includes proofreaders of Braille.
	Choreographers Create new dance routines. Rehearse performance of routines. May direct and stage presentations.

Work Value Test (2013)

http://www.123test.com/id=dc875fb5f0dd01e2c

Looking back, I always do these things whenever I'm unemployed. And every single year. Lol

So, here's the result, which is different than last year's one.

Security/Stability

For these people, long-term security is important. A job is seen mainly as a means to secure a pension and a mortgage. The level of income is seen as less important than the security of an income and being able to hold on to a job. These people often look at how stable a company is when choosing a job. Reducing financial insecurity is important to people who find this career value important.

Power

These people like to be the ones pulling the strings. Power and influence are important aspects in their careers. They are driven by the desire to control or influence others, the environment, or the situation. In their career choices, the question of whether or not a job will give them more influence is the most important. They enjoy networking and to them, befriending or contacting someone new is often a way of gaining more influence.

Service/Dedication to a Cause

This person's most important value is the desire to contribute to the greater good. Based on personal values and norms, this person wants to "improve the world" or contribute to society in a meaningful way. This person will often set aside his/her own interests. Service-oriented people are driven by how they can help others.

Wealth

Wealth is related to the importance an individual attaches to material gain. Making money is often the most important reason for working. A high income and earning ever more money is an important career value and it determines a person's career choices. For such a person, a high or higher income is an important measure of success.

Autonomy/Independence

Autonomy can be an important value. People who find this value important have a need for independence and want to be able to make their own decisions. It should not come as a surprise that these people often are, or want to be their own boss. Their career choices are determined by the degree to which they can work autonomously and according to their own rules.

Status

Impressing others and prestige are primary motivators. This person likes being a member of a privileged group. Formal recognition of accomplishments is appreciated. They like to be looked up to. Status symbols, such as titles and official recognitions, are openly displayed. Making money or gaining power are not goals in and of themselves, but are more often just a way to obtain status.

Technical/Functional Competence

These individuals like being good at something. They are usually inquisitive and want to be perceived as the expert, the company's specialist. Specialists prefer to work on their own. Using their skills to meet a challenge is important to them.

Entrepreneurial Creativity

This person's main goal is to come up with new ideas or products. The important aspect of this value is being innovative. A procedural work environment that leaves little room for personal initiatives will be experienced as very restrictive. Creative people often prefer to work alone or in small teams.

Social Relationships

Social relationships are very important to people who find this career value important. Sociability and friendship are important reasons to have a job. There is no sharp boundary between work and private life. These people's career choices are driven by whether they will have or meet enough colleagues. How much they like their job, depends on the degree to which they can work with others and meet people.

My personality based on test result

Personality... As it said

2. Introduction to your scores

Your personality is described based on five personality traits: Emotional stability, Extraversion, Conscientiousness, Agreeableness and Openness. Each personality trait has two extremes. The meaning of the two extremes is explained to the left and right of the scale with your score. If your score is more to the left on the scale, the words on the left apply more to you. If your score is more to the right, the words on the right are more applicable. If your score is in the middle, the words on both sides apply to some degree. Scores to the left of the middle are called low or below-average scores. Scores to the right of the middle are above-average or high. An average score means that your score for that particular personality trait is generally the same as the average for the reference group. Statistical analysis is used to calculate the extent to which your scores differ from the average score. Qualifications like low, below-average, average or high are not results that can be considered good or poor. Some situations call for a certain trait while the same trait is not appreciated in other situations. A person who is usually calm and collected will generally suffer little from stress. Others may consider that person to be unenthusiastic or unsympathetic.
Your scores are calculated in relation to the adult Western population. Generally, a distinction is made between people who have taken the test to gain more personal insight and those who have done it for an assessment or job interview. In general, people who do a test to gain personal insight are more critical of themselves than those doing it for an assessment or job interview. It is important to compare scores with the correct reference group as this will affect your results. You are considered to have taken this test to gain more insight into your personality. Your scores were therefore determined based on a reference group of people who completed the test for the same reason.

2.1 'Emotional stability'

This personality trait pertains to the extent to which a person is sensitive to stimuli in the environment and needs to have certainty and stability.

Your score on this trait is above average. This means that in comparison with others, you are generally reasonably calm. When others are stressed, you tend to keep your cool. You are not very easily annoyed or insulted. You are less sensitive to what others think of you. Thus you are relatively untroubled by shame or anger. You are also not easily discouraged. As a result, you may appear to be somewhat controlled and satisfied. You are sometimes known as indifferent to some people: a person who can be unmoved and cold-blooded. This can work to your disadvantage, however, when many people around you are enthusiastic or distressed. In such situations, your calm may be interpreted as insensitivity or a lack of enthusiasm. You get along well with more stable personality types: people known to be cool-headed. You sometimes find it more difficult to deal with people who are nervous or whiny.

2.2 'Extraversion'

This personality trait pertains to the need for social stimuli. It sketches the extent to which a person goes looking for action and others, for the place where things are happening, or tends to avoid disturbances.

Your score on this trait is just below average. You are equally fond of having fun with others and being alone. In general, you are energetic but not overenthusiastic. You like your privacy but also do well in groups. At parties or in a group, you do not feel a need for attention. If asked or if there is a reason to do so, you will voice your opinion. You do not feel the need to be busy all the time, but you are also not one to simply relax. You feel comfortable with people who are not afraid to take the initiative when the situation arises. But you can also deal with people who are more introverted or who crave attention. You enjoy contact with others, but this is not essential. You can appear to be both hesitant and spontaneous. In principle, an average score on this scale makes you open to both those who are reserved and extroverts.

2.3 'Conscientiousness'

This personality trait pertains to purposefulness. It reflects the extent to which a person is focused, exact and orderly, or flexible instead.

Your score on this trait is just above average. This indicates that you are a person who has his/her affairs reasonably well organized. You like to take a systematic approach without being too prudent. It is probably relatively easy for you to find a healthy balance between your work and your private life. You are the kind of person who can achieve impressive results with relatively little effort. However, striving for perfection is not in your nature. In other words, you are a person who acts to achieve a certain goal but who is willing to compromise. This makes you both effective and flexible, so that many people consider you to be a pleasant colleague or person. In general, you get along well with people who like order and neatness. As long as they are not too persistent.

2.4 'Agreeableness'

This personality trait pertains to attentiveness and people mindedness. It indicates the extent to which a person is interested in other people, and how affable the person is. A lower score points to a more business-like and functional approach.

Your score on this trait is average. You can be very friendly but also relatively direct. In general, you are interested in people and their motives, but can also be business-like. When you do things, you are guided by rationale on the one hand and the circumstances on the other. This means that you can take the feelings of others into account, but can also be relatively direct and less diplomatic. As a result, people will consider you to be both friendly and direct. In other words: a person who is not afraid to say what needs saying, but who is also able to do so in a friendly manner. You get along well with people who are nice but also capable of standing up for themselves. As long as they are not arrogant or individualistic.

2.5 'Openess'

This personality trait pertains to originality and intellect. It is related to the extent to which a person searches for new insights, or has a more practical, routine-like attitude.

Your score on this trait is just above average. Part of you is practical. Why make things difficult? But every now and then, with due cause, you will break away from routines or fixed patterns and be open to new ideas, or want to discuss things. You do like challenges and enjoy exchanging views at time. However, finding new ideas and experiences does not always have central focus in your life. In general, you focus on the here and now, but are willing to try something new if necessary or intriguing. Thus your approach is pragmatic. Many people appreciate the fact that you are not constantly wondering whether things can be done differently or better. By nature, you get along well with people who are original without simply refusing to maintain the status quo.

3. Key personality types

In this section, whether combinations of personality traits will result in an additional key personality type is reviewed. You have seen your score for each of the main traits for the Big Five. The score was assessed in terms of (very) high, (just) above-average, average, (just) below-average or (very) low. Combining the non-average scores results in key personality types that significantly add to your five personality traits. A key personality type can be used to summarize your personality based on your scores for the Big Five. A person with an very high score for Emotional stability and an very high score for Extraversion can also be very decisive. This person will be relatively unaffected by stress while also being the type to easily take charge. A person who scores above average for these personality traits but not very high has this personality type to a somewhat lesser degree. The personality type is then applicable clearly or depending on the situation rather than very clearly
Your scores for four of the five scales in the Big Five were average, meaning that none of the combinations of the personality dimensions can supply additional and meaningful information. This means that your personality profile is rather balanced. The advantage of a balanced profile is that in terms of personality, you feel at ease in many situations and many consider you to be a pleasant individual. As a result, you are generally relatively flexible and easy to deal with. People with more extreme scores will generally place more specific demands on their environment and will not feel equally at ease in any situation. People with a more balanced personality, like you, are not as troubled by that.

4. Summary

Some people are naturally more modest while others gladly sing their own praises. Because this report reflects how you see yourself, the results may have been influenced in a certain direction. You can also have someone else who knows you relatively well complete the test about you. Differences as compared to the test you completed for yourself may say something about your self-image or the way you show yourself to others.
Personality traits are generally considered to be relatively constant over the course of time. It is therefore wiser to look at the traits that you have and how they can be used to your advantage than to try to change a trait. That is much more difficult if not impossible, and requires relatively much more energy. Moreover, a certain trait that is less desirable in some situations can be highly advantageous in another situation, work or otherwise. The challenge is finding a hobby, study, partner, and home or work environment that is the best suited to your personality. The better the fit between your environment and your personality, the more at ease you will be and the better you will feel. This can be translated into happiness, success or pleasant relationships with others.
Lastly, it should be noted that this test measures five of your personality traits. A person's personality cannot, however, be completely expressed in five traits. Each individual is too unique to determine exactly how his or her personality works merely based on a list of questions. This test gives you the vocabulary with which you can look at yourself in comparison to others and learn from that comparison. In other words, understand that the test summarizes your personality without an ultimate total judgment. That is theoretically nearly impossible to do.


So.. to sum it up... I even haven't read it all. But I guess I'm just average. Haha...

What do I look for in my career life?

Career values

Your career values

Your answers determine the importance that the nine career values have for you. The nine career values are Wealth, Service/Dedication, Entrepreneurial Creativity, Autonomy/Independence, Security/Stability, Power, Technical/Functional Competence, Social Relationships, and Status.
The graph below shows how important each career value is to you. After the graph, each value is explained in detail, in the order of its importance to you. At the end of the page, we explain ways you can further investigate your own personal career values.

Power

These people like to be the ones pulling the strings. Power and influence are important aspects in their careers. They are driven by the desire to control or influence others, the environment, or the situation. In their career choices, the question of whether or not a job will give them more influence is the most important. They enjoy networking and to them, befriending or contacting someone new is often a way of gaining more influence.

Wealth

Wealth is related to the importance an individual attaches to material gain. Making money is often the most important reason for working. A high income and earning ever more money is an important career value and it determines a person's career choices. For such a person, a high or higher income is an important measure of success.

Security/Stability

For these people, long-term security is important. A job is seen mainly as a means to secure a pension and a mortgage. The level of income is seen as less important than the security of an income and being able to hold on to a job. These people often look at how stable a company is when choosing a job. Reducing financial insecurity is important to people who find this career value important.

Technical/Functional Competence

These individuals like being good at something. They are usually inquisitive and want to be perceived as the expert, the company's specialist. Specialists prefer to work on their own. Using their skills to meet a challenge is important to them.

Social Relationships

Social relationships are very important to people who find this career value important. Sociability and friendship are important reasons to have a job. There is no sharp boundary between work and private life. These people's career choices are driven by whether they will have or meet enough colleagues. How much they like their job, depends on the degree to which they can work with others and meet people.

Autonomy/Independence

Autonomy can be an important value. People who find this value important have a need for independence and want to be able to make their own decisions. It should not come as a surprise that these people often are, or want to be their own boss. Their career choices are determined by the degree to which they can work autonomously and according to their own rules.

Entrepreneurial Creativity

This person's main goal is to come up with new ideas or products. The important aspect of this value is being innovative. A procedural work environment that leaves little room for personal initiatives will be experienced as very restrictive. Creative people often prefer to work alone or in small teams.

Status

Impressing others and prestige are primary motivators. This person likes being a member of a privileged group. Formal recognition of accomplishments is appreciated. They like to be looked up to. Status symbols, such as titles and official recognitions, are openly displayed. Making money or gaining power are not goals in and of themselves, but are more often just a way to obtain status.

Service/Dedication to a Cause

This person's most important value is the desire to contribute to the greater good. Based on personal values and norms, this person wants to "improve the world" or contribute to society in a meaningful way. This person will often set aside his/her own interests. Service-oriented people are driven by how they can help others.


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Well that's all that took me for now. I need money. Hahaha... Who doesn't? But perhaps all of this will change in the future. But in the mean time? I won't deny this too...

 

My DISC test going...

http://www.123test.com/id=af4453e21be3018f1
Your specific distribution of scores on the DISC personality test is an indication of your unique personality. You can think of this as your DISC Personality 'DNA'. In the pie chart below you see your distribution of scores.
The highest percentage is likely to be your most dominant personality factor, the second highest your next most dominant personality factor and so on. As such for you the DISC factors are ordered as: Dominance, Influence, Compliance and Steadiness.

Your DISC personality type

Your unique sequence of scores characterizes you in a specific way. The positive impact you are likely to make on people is:
You have a strong inner motivation to influence people and circumstances. You thrive on competitive situations and challenging assignments.
The stresses and pressures of everyday work and life are unlikely to reduce your effectiveness and enthusiasm. 
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Looking at the result makes me think again about my working experiences. And I do find that once I lost the challenge the job gives me, I tend to try finding another challenges out there. Perhaps I'm not suited to work in the office, but up until now I still don't know what kind of work suites me well. Hahaha ^_^"

But I'm willing to try my chance now. Perhaps my traits cannot be changed easily, but at least I'm trying my best to try.

Wish me luck!