Unit 1 Self-Assessments

Samantha Delgado

Arizona State University

27 October 2023
Section #1: Kuder Interests Assessment

The Kuder Career Interests Assessment has been quite an enlightening experience for me.

It's opened up a world of different interests, career options, and potential majors based on how I

answered its questions. The heart of this revelation lies in the Holland Score, which came out as

ECR, standing for Enterprising (E), Conventional (C), and Realistic (R) traits. Each of these

traits gives a glimpse into my personality and what kind of jobs I might be into.

The Enterprising (E) trait shows that I lean towards careers that promise good money and

personal satisfaction. It puts me in the "influencer" category, which means I might have a knack

for persuading and motivating others. On the flip side, the Conventional (C) trait suggests I like

to work with established practices and do some heavy-duty information processing. Lastly, the

Realistic (R) trait points towards physical jobs and situations where there's a clear-cut solution.

Surprisingly, my Enterprise interests score shot up to the highest level, reaching the top

of the chart. The Conventional score, while still in the high range, was a bit lower. All the other

scores were pretty close together in the medium range. This makes it seem like I'm pretty

adaptable in most areas, but I shine the most in roles where I can influence and make things

happen.

Now, when we look at the suggested careers, a pattern emerges. Out of the 20 options

recommended to me, a whopping 17 of them involve managerial roles. It's clear that I'm inclined

towards positions that require leadership, decision-making, and overseeing operations.

What's interesting is that a lot of these recommendations point to master's programs and

specialized educational tracks rather than your typical bachelor's degrees. This suggests that the

roles I'm interested in may require a deeper level of expertise. Another intriguing thing is that

many of the suggested careers match my previous experiences. I've worked in the restaurant,
hospitality, and food service industries as a server, bartender, and even as an office leasing agent

before my current job at a non-profit. These past roles resonated with me because I got to interact

with people and see the immediate impact of my work. It's fascinating how this aligns with the

career recommendations.

As I think about my future, I'm drawn to the field of human resources, but I want to steer

clear of employee relations. Instead, I'm interested in roles like human resources project

management and operational management. This seems to fit nicely with the insights from the

Kuder Career Interests Assessment, confirming that these roles might be a good fit for me.

Section #2:

The results of the Kuder Skills Confidence Assessment differ somewhat from those of the

previous Kuder Interest Assessment, shedding light on a distinct facet of my capabilities. In the

KSCA, my interests were highlighted in the realms of Social (S), Enterprising (E), and

Conventional (C). Notably, the new addition here is the "Social" category, which was absent

from the previous results.

The questions in this assessment presented a different perspective compared to the

Interest Assessment. It led to some confusion, as I don't consider myself an outright and open

extrovert. However, it's important to note that in this context, "Social" doesn't necessarily equate

to being an extrovert. Instead, it signifies an inclination towards careers that involve assisting

others in their behavioral actions and providing guidance, particularly in a career context.

What's intriguing is that many of the career options presented in the Skills Confidence

Assessment align with my aspirations for the future. These include roles such as a Human

Resources Manager, Equal Opportunity Representative and Officer, Human Resources

Development, and Human Resources Management/Administration. Currently, I'm working in

Human Resources as an Administrative Coordinator, and I envision staying in this role until I

gain the necessary experience to move up the managerial ladder. It's fascinating to see how these

results resonate with my career goals and the trajectory I see for myself.

A significant portion of the suggested careers is centered around managerial roles but

with a social dimension. These encompass fields like human development, human resources,

organizational studies, and similar domains. The inclusion of "organizational assessment" as one

of the majors is particularly interesting, given that my current major is organizational leadership.

This discovery provides assurance that my chosen major aligns with my future career path,

despite its absence in the first assessment.

Some of the assessment questions probed my confidence in tasks like roofing, tax

preparation, and mediating conversations. I found soft skills to be easily adaptable, and I felt

confident in my ability to engage with people effectively. However, I expressed little confidence

in tasks such as flooring installation or examining biology cells. It's important to note that I

approached the test under the assumption that I only possess my current knowledge, without any

guidance or instructions. While I believe that most tasks can be learned with the right guidance, I

may have approached the test in a way that reflected this perspective. I genuinely believe that

social behaviors can be the most challenging skill to acquire, as compared to other tasks that are

often solution-based and can be learned from textbooks or observation.

Section #3: Career Anchors

Taking the Motivation and Career Anchors Assessment has offered me significant

insights into my career motivations and preferences. In this assessment, my two highest-scoring
career anchors were security, stability, and organizational identity, along with managerial

competence. My lowest-scoring career anchor was entrepreneurial creativity.

The Security, Stability, and Organizational Identity as a main anchor did not surprise me.

These anchors emerged as my primary career motivators, reflecting my strong desire for a stable

and secure work environment. I thrive in roles and organizations that offer continuity, enabling

me to build a solid and lasting identity within the company. I appreciate clearly defined roles and

career paths that provide a sense of security. Especially with the economic turmoil of our

country, I want to know my job is safe and secure.

My secondary career anchor, Managerial Competence, highlights my interest in

management and leadership roles. I find fulfillment in positions that allow me to use my

managerial skills to guide and lead teams, contributing to organizational success. I think I

expected this result with the other results I have received thus far.

My lowest-scoring career anchor, entrepreneurial creativity, suggests that I might not lean

towards risk-taking or venturing into new business endeavors. However, it's essential to

understand that career anchors can evolve over time. While it may be less dominant now, it

doesn't imply a lack of creativity but rather a lower inclination toward entrepreneurial or high-

risk ventures. I do not see myself owning my own business and I do not have a drive to do so at

this time of my life. I would like to improve processes, but I do not see any fulfillment in

creating a business or venture. Many questions surrounded this topic and because of my own

mindset, I do think it is surprising that many people seek it out.

In terms of connections with my current work and life, my career anchors significantly

influence my choices. For example, in my current role as a HR Coordinator, I notice a strong

alignment with my primary career anchors, as it is an essential job within the organization that
cannot be eliminated.Additionally, my interest in managerial competence is reflected in the way

I approach leadership and team management in my role.

As for my lowest-scoring career anchor, it doesn't mean that I lack creativity, but it

suggests that I might be more inclined toward established and stable career paths rather than

entrepreneurial pursuits. However, these assessments are valuable tools for self-reflection, and

they provide guidance rather than defining rigid career paths.

Incorporating additional support, such as career counseling or mentorship, can further

enhance the usefulness of the career anchors assessment. It can help me better understand how

my anchors evolve and how to leverage this knowledge for informed career choices, aligning my

career with my values and motivations.

Section #4:

At work, I've had the opportunity to engage in the DiSC Style Assessment, which delves

into four key traits: Dominance, Influence, Steadiness, and Compliance. This assessment is a

common practice in our workplace, where all employees undergo it, and their DiSC style is

compared either to their entire team or their direct manager. In my case, my style exhibits high

Influence (I) and high Dominance (D). Essentially, this means that I possess strong influencing

and dominant traits. When I compared my profile to the rest of my team, I noticed that I'm the

sole individual with a high D on the scoreboard. This highlights my inclination to create various

meeting times and ensure that tasks are carried through. I firmly believe that a blend of all these

traits is essential within a team. There are no inherently right or wrong traits, and I recognize that

there are some traits I'd like to further develop, like my Steadiness trait. Nevertheless, this
assessment has provided me with valuable insights into adapting my communication style to

effectively collaborate with team members who have different preferences.

In addition to the DiSC assessment, I've also had the chance to take the Myers-Briggs Test

multiple times throughout my life. I consistently receive an ENTP style, which signifies

extroverted, intuitive, thinking, and perceiving traits. The Myers-Briggs test not only explores

various behaviors exhibited by individuals but also highlights potential career choices. I

particularly appreciate this test because it resonates closely with my own character. Furthermore,

most of the suggested career paths align with my skills and aspirations, emphasizing managerial

roles.

However, what stands out to me is that most of these assessments also shed light on areas

where I can improve, such as my patience and tolerance for individuals with differing working

styles. I view these assessments as valuable tools for examining both my strengths and areas in

need of development, especially in the context of working collaboratively within a team.