Orhan Kalayci

Career Analysis

By

MAPP

Motivational Appraisal of Personal Potential

International Assessment Network
7600 France Avenue Suite #550
Minneapolis, MN 55435 U.S.A.
Phone: 612-921-9368
Facsimile: 612-844-9025

TABLE OF CONTENTS

(Sections not hyperlinked are only available
on the Career Motivational Appraisal)

1. NARRATIVE INTERPRETATION

1. INTEREST IN JOB CONTENT
2. TEMPERAMENT FOR THE JOB
3. APTITUDE FOR THE JOB
4. PEOPLE
5. THINGS
6. DATA
7. REASONING
8. MATHEMATICAL CAPACITY
9. LANGUAGE CAPACITY

 

2. WORKER TRAIT CODE SYSTEM

1. WORKER TRAIT SCORES
2. INTEREST IN JOB CONTENTS (Those tasks you want to perform)
3. TEMPERAMENT FOR THE JOB (How you prefer to perform tasks)
4. APTITUDE FOR THE JOB (Expression of performing tasks)
5. PEOPLE (How you relate to people, in priority order)
6. THINGS (How you relate to things, in priority order)
7. DATA (How you relate to data, in priority order)
8. REASONING (How you relate to reasoning, in priority order)
9. MATHEMATICAL CAPACITY (How you relate to the applied usage of math)
10. LANGUAGE CAPACITY (How you relate to the usage of language)
11. WORKER TRAIT CODE CHARTS

 

3. VOCATIONAL ANALYSIS

1. MAJOR VOCATIONAL AREAS
1. FINE ARTS
2. BUSINESS RELATIONS
3. CLERICAL
4. COUNSELING, GUIDANCE, SOCIAL WORK
5. CRAFTS (Skilled Trades)
6. EDUCATION AND TRAINING
7. ELEMENTAL WORK
8. ENGINEERING
9. ENTERTAINMENT
10. FARMING, FISHING, FORESTRY - OUTDOOR, REMOTE
11. INVESTIGATE, INSPECT, TEST - LAB/FIELD SERVICE
12. LAW AND ENFORCEMENT
13. MACHINE WORK
14. MATH AND SCIENCE
15. MEDICINE AND HEALTH
16. MERCHANDISING
17. PERSONAL SERVICE
18. TRANSPORTATION, PUBLIC
19. WRITING
2. TOP TEN VOCATIONAL AREAS

NARRATIVE INTERPRETATION

The INTEREST section identifies the ideal job content for the individual by identifying the human talents, called Worker Traits, which he or she brings to the job. These talents are listed in their order of motivational priority and are central to the vocational potential of an individual. 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.

Orhan is perceptually, subconsciously, and consciously aware of fantasy, symbols, and symbolic relationships, abstract ideas, options, and choice of options as they relate to creative or innovative activities. Perception triggers ideas in Orhan's mind, a process which just happens - a process often called intuition. It is not conscious effort to logically "come up with" creative ideas; instead, the process is best identified with the statement that "a thought struck me." Carl Jung said, "Art is innate in the artist, like an instinct that seizes and makes a tool out of the human being. The thing that in the final analysis wills something in him is not he, the personal man, but the aim of the art."

Orhan is conscious of existence, meaning, purpose, potential and destiny of humankind, people, and self. Orhan is motivated by a self-felt, self-accepted calling to the cause of good, growth, and gain in the lives of others. Influential communication of ideas is a primary way of achieving those objectives. Perception and thinking tend to be holistic and conceptual; i.e., seeing the big picture. It is important to see which of the other traits are interactive with this trait because there can be many interesting combinations. This is a major trait in cultural, intellectual, academic, and creative activities. It includes ideas, concepts, theory, ethics, and values.

Orhan seeks association 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 Orhan associates and interacts with others.

Orhan is motivated to manage people and their activities. Such management can be exercised with a variety of talents and a variety of reasons. The primary reasons are: 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 a seen by Orhan as a service role where the managing is in the interest of those being managed. Whether Orhan 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 traits such as persuasive, benevolent need of harmony, etc.

Orhan has natural savvy and curiosity about the nature of things and about "what makes things tick" and possesses a mind which is inquisitive, exploratory, analytical, and experimental. "Technical" orientation is often the interaction of two or more of these traits: Scientific, Natural/Outdoor, Mechanical, and Managerial. It is important to identify the other traits involved to determine whether Orhan is more technical, scientific or systems-oriented or if these talents are balanced.

Orhan enjoys being in the limelight when recognition is earned, deserved, or given. However, there is no "ego trip" involved in the effort. Orhan can comfortably function in the foreground or the background. Nonetheless, recognition is an energizing vocational factor.

Orhan enjoys working at projects which 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.

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 talented for associating and interacting with people. They may also be important traits for certain "people intensive" jobs. (Low 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.)

"Mentor: a wise or faithful adviser or monitor." Orhan is interested in and conscious of existence, meaning, purpose, potential, and destiny of mankind, people, persons, and self; with self-felt, self-accepted responsibility to influence and/or cause good, growth, and gain in the lives of all concerned. Orhan has intuition and philosophical curiosity which causes an awareness of personality, intentions, emotions, ethics, values, and moods of other persons, and of self. By itself, this is not benevolence; it may or may not be accompanied by strongly (or moderately) motivated benevolence. If it is, this trait is compulsively central to personal and vocational activities. If not, it tends to be more philosophical or academic in nature, but still service oriented.

Philosophical, literary, scientific, managerial and/or persuasive traits may be involved in Orhan's talent and drive to educate, train, or influence others. The main objective is to share knowledge and information that will be useful. So, conveying information to others assumes that educating self precedes educating others. Orhan enjoys learning, sees the big picture, recognizes how pieces fit the picture, and gains from passing information on to others. Because so many traits might be involved in instructing activities, it is important to scan the Worker Traits to see which traits are important.

Highly motivated persuasion means that Orhan 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 Orhan 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 soft-sell. If it has philosophical or benevolent objectives, it will be soft-sell. But if Orhan 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. Orhan 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 a poor tool for achieving objectives. Strategic thinking is the key element and is also represented in the reasoning section (Factor 1).

Orhan willingly accepts responsibility for planning, assigning, and supervising work activities of others in operational or administrative activities. Emphasis is on daily scheduling, procedures, expediting, motivating, solving problems as they arise, and meeting functional objectives. This activity has prime responsibility for developing the will to work in employees and motivating them to higher levels of attainment and performance.

Orhan feels both privilege and responsibility to use communicative talent (including persuasion) to voluntarily provide beneficial information to others. This includes strongly motivated benevolent and literary traits. Self-satisfaction comes almost exclusively from the subjective realization that the information, voluntarily given, has been helpful to other persons. That service communication is enhanced by Orhan having empathetic interest in knowing the other person or persons, their needs, wishes, and communicative (listening) orientation. Nonpersuasive service communication can become persuasive and persistent when expressed in the interest of someone needing Orhan to stand up for them.

Orhan relies on 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 Worker Trait context, entertainment is more than pleasing people. It has promotional and marketing objectives. Some activities for this trait are: marketing, sales, public relations, television commercials, lobbying, political campaigns, promotional consulting, sports announcing, etc. It can also be the effort of the individual to get ahead in various areas of entertainment and/or acting, i.e., to advance one's own career. Persuasion is the primary trait. There is an element of risk involved because the effort has a goal tied to the end of the act.

Orhan is empathetically and sympathetically aware of the hurts, needs, problems, and wishes of others and is willing to help whenever possible. There is inclination and willingness to get personally involved in the personal lives of others in order to help with one's talents and resources. Although this social service trait is only moderately motivated, it is hard to ignore or say "no" to anyone less fortunate.

Working with things, manipulation of materials and processes, and cognizance of operational and mechanical forces or objects, highlight this Worker Trait Code section. None of the factors in this section are directly related to people nor call for exclusive mental talents. However, these factors do call for the interaction and interplay between mental, sensory, physical, and mechanical skills. 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.

Orhan has interest and talent 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. Orhan's specific engineering orientation becomes clear when all factors in this Worker Trait Code section are studied. Many traits can be involved in various combinations. It is advisable to also review the interest and temperament sections.

In this section MAPP presents those ten occupational titles with the highest motivation and greatest potential for the individual's success. When people are searching for careers or being considered for jobs, this list of the ten top occupations should be given serious consideration.