Keirsey Temperament Paper



Keirsey Temperament Paper

1. After taking the temperament test, I got the result of being a Guardian. Guardians are the most common profile because it accounts for 45% of the population. Guardians are the ones who preserve the social institutions and ensure everything runs smoothly as the way they are currently. In other words, guardians prefer to preserve status quo and they would avoid unnecessary changes. It is also mentioned that guardians honor customs and traditions greatly, which also enhances the status quo argument. Guardians are generally serious and adamant about their work and responsibility; they have a strong sense of right and wrong. Besides that, guardians are practical, realistic, and down-to-earth. Guardians do things based on facts rather than intuition or emotion. They follow existing rules and are not comfortable blazing new trail or new way of doing something. Guardians are meticulous about procedures and they are cautious of changes because they feel awkward dealing with a new situation.

2. I am considered to be a guardian in the Keirsey Temperament Test. Based on my Keirsey type, if there is a change in the company, I will be likely to object it. For example, if the company is trying to introduce a modern technology, I will tend to avoid using the new technology. As a guardian, if a job is being delegated to me, I will be very dedicated in the job which makes me a reliable person to be delegated work. When working on a project, I appreciate teamwork and I like to develop a good rapport between team members. I also possess an excessive sense of right and wrong, so I am always cautious of not doing the wrong thing. I believe that someone who has done good deed should be rewarded while those who made mistake should be punished. Also as a guardian, during work, I like to execute a task by using the common/old way. I prefer status quo and the things they are currently; I hate dealing with changes or coming up with a new trail to perform a task. For a guardian, when I am analyzing a proposal or suggestion, I would analyze it based on its realism. I am very realistic and down-to-earth, so facts appeal me the most. Besides that, as a guardian, whenever there is an opportunity presented before me, I would think twice, or even thrice, before taking a risk. I try to avoid taking risk at all costs because it is not realistic and things might go wrong. I will do a lot of researches and if previous example, case study, or evidence tells me that it is not worth taking the risk, I will then not consider taking the risk at all. An analogy is that I rather take the long safe road than taking the express way which is pretty risky.

3. I agree with part of the guardian description in the Keirsey Temperament Test. It says that I am realistic which I think is very true. I do appreciate a good rapport between team members a lot because it will create a positive atmosphere at the workplace. If someone presents a proposal to me, the presented realism indeed appeals me the most. When I analyze a situation, I tend to go for its realism and probability of occurrence. I will agree with a certain idea if it actually will work in reality. Keirsey says that I dislike changes which I agree to some extent. When a change occurs, I will analyze its advantages and disadvantages. If the change will make life easier for me or it will boost the productivity of my job, I will definitely support it. On the other hand, if the change seems to bring more trouble than benefits, I will avoid adapting to the change. Hence, this still goes under my realistic personality. In addition, the same goes for upcoming opportunity; I will analyze the opportunity by means of facts and data. The realism of an opportunity is my main concern but it is not the only thing that will affect my decision; I don’t reject taking risk as long as it is fairly reasonable.

On another hand, I have to disagree with some of the personalities described of me by the Keirsey Temperament Test. I am not too stringent about being right or wrong. When something goes wrong, law and authority is not the typical way I will go about fixing the problem. Therefore, this is inconsistent with the guardian’s personality described by the Keirsey. I also don’t think that there is only one correct way of doing something. Besides that, I am not a person who follows the routine way or encourages others to preserve the status quo. I hardly encourage others to perform a task the way it was usually done.

4. As a guardian, I tend to act very serious upon the tasks delegated to me. This is a good behavior that will enhance my leadership because I will be dedicated in my task and I take huge responsibility on my job. I will ensure everything will be done correctly and in time. Another guardian’s behavior is to take pride in being trustworthy and dependable. As a guardian, I will try my best to impress others so that they will think of me as a trustworthy person who can get things done. Such behavior will enhance my leadership. Besides that, guardian tends to preserve the way things are and ensure everything runs smoothly. This is a good behavior because it will ensure all the operations in a corporation are on the right track and the desired result will be achieved. However, there are some behaviors of a guardian that will hinder my leadership capability. As a guardian, I prefer the status quo. As a result, I will overlook the importance of adapting changes in a corporation which will make me outdated with the robust world. Being a guardian also, I tend to encourage my coworkers to do things in the routine way. This is definitely a behavior that will hinder my leadership capability because I am preventing my coworkers’ innovative and creative thoughts, which in turn make the result to be typical and mundane. Besides that, a guardian tends to weighs heavily on authority and a sense of right and wrong. Hence, all coworkers will be treated in an impersonal way which will create a negative working atmosphere.

5.

| |Me | | | |

| |Guardian |Artisan |Idealist |Rational |

| |Strengths |Strengths |Strengths |Strengths |

|Me | |1. Daring and risk- taking |1. Romantic |1. Hunger for achievement |

|Guardian | |2. View of the future |2. Diplomatic skill |2. Capability of inventing |

|Weaknesses | |3. Spontaneity |3. Imagination | |

| | |4. Impact on others |4. Self-renewal | |

| | |5. Adaptability | | |

| |1. Supervision to others | |1. Humanity |1. Reasoning |

|Artisan |2. Reliable | |2. Interpersonal integration|2. Planning |

|Weaknesses |3. Realistic | |3. Benevolent |3. Strategic analysis |

| |1. Realistic |1. Daring | |1. Rationality |

|Idealist |2. Reliable |2. Adaptability | |2. Strategic analysis |

|Weaknesses |3. Sense of legitimacy | | | |

| |1. Communication |1. Communication |1. Emotional intelligence | |

|Rational |2. Supervision to others |2. Spontaneity |2. Humanity | |

|Weaknesses |3. Selfless |3. View of the future |3. Emphatic in action | |

| | |4. Impact on others |4. Relationship with others | |

The table above summarizes the strengths and weaknesses of each personality type and also shows how they compensate each other. The rationals are strong in reasoning and strategic analysis, which are the weaknesses of artisans and idealists. Hence the artisans and idealists should adopt reasoning skills from rationals. On the other hand, artisans have the strengths of spontaneity and adaptability while guardians and rationals are lacking in these skills. Idealists have strong interpersonal and diplomatic skills, which should be learned by guardians, artisans, and rationals. This is especially important for rationals because rationals are egocentric. Idealists are self-renewal while guardians oppose to changes. To be more receptive to changes, guardians have to learn from idealists the way to renew oneself. Both artisans and idealists need to be more realistic like guardians. At times, they need to consider the realism of a situation so that they don’t take unnecessary risks. Besides that, rationals need to learn emotional intelligence from the idealists. All in all, the weaknesses of a personality type can be improved by learning the strength of another personality type.

Bonus

Rick told us in class that he believes at least 60% of us in the class will fall under the same category. I assume by that, he meant potential leaders tend to share the same personality type. I feel really curious and doubtful about this because I think all leaders have their different leadership styles, thus having different personality types. To further investigate this, I segregated my friends into two groups namely, leaders and followers. I have them take the test and record their personality type.

| |Artisan |Guardian |Idealist |Rational |

|Leaders |1 |1 |3 | |

|Followers |2 |5 |1 | |

From the table above, I deduce that there is not a specific personality type that leaders belong to. The leaders do not entirely fall into a same category, ditto with the followers. Therefore I cannot conclude that all leaders share the same personality type. However I notice an interesting trend. Keirsey says that 45% of the population falls into guardian category. Coincidentally for this case study, I found that 46% of my friends who took the test are guardians. Hence I am prone to believe that the majority of people have the guardian behavior.

Since I cannot segregate my friends by leadership capability, I opt to carry out another method to segregate them. I decide to segregate them by their personality as known to me. My goal is to compare if their perceived personality matches that of Keirsey.

| |Artisan |Guardian |Idealist |Rational |

|3 friends whom I perceived |2 |1 | | |

|as artisan | | | | |

|5 friends whom I perceived | |5 | | |

|as guardian | | | | |

|4 friends whom I perceived | | |4 | |

|as idealist | | | | |

|1 friend whom I perceived as|1 | | | |

|rational | | | | |

| |Keirsey’s personality |

| |Artisan |Guardian |Idealist |Rational |

Perceived personality |Artisan |3 |3 | | | | | |Guardian | |5 |6 | | | | |Idealist | | |4 |4 | | | |Rational | | | |1 |0 | |

From the above tables, it is apparent that the method of segregating my friends by perceived personality works pretty well. This explains that Keirsey does a good job in segregating people by their personality instead of leadership capability. This makes sense because it is a temperament test but not a leadership test.

Bonus #2

I did the Grid Test which helps determining one’s leadership style. I think it will complement the temperament test I have taken. The result says that my dominant leadership style is the 1, 9 style which is accommodating (yield and comply). I demonstrate a low concern for result but a high concern for others. I emphasize on team building where a good rapport exists between all team members. Coincidentally, this matches my guardian personality in Keirsey which I was described as someone who is cooperative in implementing goals. Apparently, my speculation was correct that these two tests will complement each other because they both involve a test on my personality and behavior. One drawback of my accommodating leadership style is that it encourages coworkers to slack off because they aren’t given any pressure to meet the dateline. The Grid Test mentions that in the presence of pressure given by the team leader, the subordinates tend to work harder to achieve the goals. Combining both the Keirsey Temperament Test and the Grid Test, I deduce that I tend to work seriously if I were delegated a job and I am working on my own. However when it comes to teamwork, I will focus on building a good rapport instead on urging my teammates to finish their task. Therefore, it is something I should work on to improve.

Although this test takes awfully long, I encourage those who have taken the Keirsey Test to also take the Grid Test because it will give him/her a better insight of his/her personality. The Grid Test even allows us to compare the strength and weakness of each leadership style just like what we did in question #5.



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