MAPP Assessment.

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In this section MAPP presents your top 20 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 top occupations should be given serious consideration.

1	Secretarial: clerical; minor executive assignments	1
2	Corresponding: prepare, edit, send communications	1
3	Musical, Creative: compose, arrange, improvise	1
4	Customer Services: clerical, duplicating, sending	1
5	Creative Writing: author; imagination, vocabulary	1
6	Instructive, Fine Arts: drama, art, music	1
7	Radio, TV Announcing: poise, vocabulary, delivery	1
8	Musical, Vocal: singing, choral, solo; public	1
9	Musical, Instrumental: professional potential	1
10	Dramatics: interpret, portray roles	1
11	Interview/Inform: gather, dispense information	1
12	Guidance, Counseling: personal, work, school, spiritual	2
13	Translating/Editing: language, format, composition	2
14	Creative Entertainment: imagination; spontaneous	2
15	Kindergarten, Elementary Education: teach, nurture	2
16	Rhythmics: dancing, ballet; precision of movement	2
17	Driver, Public Transportation: bus, taxi, limousine	2
18	Trade Management: plan, oversee craft activities	2
19	Switchboard Service: relay incoming office calls	2
20	Promotion/Publicity: advertise, market, promote	2

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.

Cairsten is conscious of existence, meaning, purpose, potential and destiny of humankind, people, and self. Cairsten 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.

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

Cairsten enjoys associating and interacting with people but likes independence as well. So the activity, rather than people, is more than likely the deciding factor. Where mutual interest is the purpose for association, Cairsten willingly participates and cooperates. Where interests differ, Cairsten will independently pursue those interests.

Cairsten is moderately motivated to manage others on a social or organizational basis as part of overall vocational responsibilities and activities. Rather than functioning in the top executive or managerial position or role, Cairsten is possibly more comfortable with a position in middle management or as a group or team leader. Motivational levels of related traits can identify reasons and/or preferences for such management roles and responsibility.

Cairsten's preferences can include routine, organized, and methodical procedures, but this is not a need or dependency. Cairsten is most likely to adapt immediate preferences to change if it isn't too sudden, radical, or disruptive. The predominant motivation is to strike a good balance between stability and flexibility.

Cairsten prefers to be with people and will most likely avoid activities that are done apart from others. Cairsten considers "one-among-others" togetherness as an essential environment for personal, work, and/or recreational activities.

Cairsten is generally not interested in or motivated by scientific research of a technical nature or in technical systems, equipment, programs, or activities. This strongly suggests that trait combinations and/or trait motivation for scientific and/or technical activities are probably not vocationally important.

Deadlines do not motivate Cairsten as they only increase the pressure. "Deadline" is the word that comes to mind when Cairsten thinks or hears of plans, schedules, assignments, objectives, and/or goals. Cairsten needs and values leisure, flexibility, and opportunity to set and go at a self-pace (sometimes insisting on the right). If others try to push for faster performance from Cairsten, it could have the effect of slowing down progress even further.

Cairsten 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.

Cairsten has little need for or is not motivated by recognition, status, or competitive gain. Comfortable and satisfied with a subjective estimate of self in relation to others, opinions others hold about this person do not present serious effects, one way or the other. For Cairsten, personal and internal interests or drive motivates performance, not the promise of favor, recognition, or reward from external sources.

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.

Cairsten has a strong preference to work under the management or supervision of others who are competent and knowledgeable in their area of expertise. This also may indicate a preference to avoid work of an independent nature (i.e. self-directed, self-planned, self-managed). Performance, morale, energy, enthusiasm, and quality of work tend to reflect how satisfied Cairsten is with the working environment as created and managed by the motivational and inspirational leadership of a manager, director, supervisor, or lead-person.

Cairsten is most likely benevolent, voluntarily giving of self to help others, especially regarding current pain, hurts, stress, needs, and problems. This means empathetic, sympathetic, intentional, personal involvement in the personal lives of others to give help, sacrificially if necessary, and to subjectively gain personal satisfaction from providing personal service. (NOTE: emphasis is on the word "personal." This is a heart trait and is totally self-motivated and voluntary. It is one of the most strongly motivated traits in determining vocational dedication. The word "others" is important in the context of benevolence) Cairsten is probably more benevolent toward persons not intimately, formally, or organizationally related. (NOTE: Benevolence expects those in close relationships to join in the giving rather than being a priority recipient.) Nonetheless, Cairsten probably exhibits benevolence toward all persons. But benevolence does have priorities about eligibility of persons for help.

Cairsten 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.

Cairsten readily adapts to change and may even be stimulated by it or motivated because of it. But it is not so important that it forces termination or interruption of more routine activities. It is beneficial for some change, variety, or developmental progress to be in Cairsten's work and/or recreation. But Cairsten prefers that it not be an unexpected, abrupt, or radical change.

Most likely, Cairsten 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.

Cairsten has good ability to remember, find, and use exact detail. Although considered abilities, these generally effect motivations and preferences. This combination can be useful in many activities that include clerical, computational, administrative, literary, technical, operational, supervisory, and/or managerial.

Cairsten enjoys and benefits from being organizationally interactive with others in work or recreational activities. This sort of preference tends to represent a motivation toward association and service. Cairsten also has considerable social independence so organizational association with others tends to be on a mutual-interest or mutual-activity basis. If work requires functioning independently of or apart from others, Cairsten is comfortable with occasional nonsocial activities.

Cairsten 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.

Cairsten does not prefer the responsibility for organizational, operational, or administrative management. There is a certain level of avoidance for such a role in any activity.

Cairsten 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, Cairsten seeks and needs frequent breaks and other change and/or variety. Performance and quality of work tend to fade as repetitive activity continues.

Cairsten is not motivated to persuade and is probably ill-equipped to do so; instead, Cairsten can most likely be intimidated by persons who are highly persuasive.

Cairsten highly prefers a given, known, managed, and supported organizational position and role, in which and from which, to functionally serve the interests of the organization. This is an involved service role.

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."

Cairsten'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 Cairsten's literary and/or communicative preferences and motivations.

Cairsten's preferences, more often than not, are motivated by such things as sensing and seeing aesthetics, essence, philosophical and psychological meaning, and effect of color. Cairsten probably doesn't consider the saying, "Beauty is more than skin deep" as a cliche. Further, Cairsten considers pattern, texture, and spatial measure: size, shape, distance, dimension, perspective, relationship, etc. with the same regard. This includes abstract dimensions and patterns, graphics, layouts, etc. (NOTE: That higher artistic sense is the source of abstract art, animated films, computer graphics, fractal geometry, new clothing designs and styles, modern architecture, etc.) Cairsten would probably make a permanent mental note of the quote from Carl Jung, "The artist is essentially the instrument, and he stands below his work, for which reason we should never expect from him an interpretation of his own work. He achieved his highest with his composition."

Intellectual and/or analytical work, most likely represent somewhat important types of mental activities. A review of the other traits will identify Cairsten's potential for philosophical, cultural, scientific, managerial, and/or computational activities. Motivation for this factor means that interest in all areas listed probably does not mean equal motivation or ability for all.

Cairsten'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 Cairsten can be either physical or mental depending on other factors (addressed in other traits within this assessment).

Cairsten's preferences do not deter from seeing the big picture and handle things in that larger context. This ties yesterday and tomorrow to today, ties possibilities to present fact, and leaves open options instead of closed systems. This is a useful combination of preferences and abilities if Cairsten is involved in analysis, planning, strategy, assessment, or choice of options.

Cairsten's preferences and motivations most likely revolve around an adequate ability to see, retain, and recall detail. Preferences and motivations do not fixate on detail or a vocational specialization based on detail. (NOTE: Awareness of detail at this level is a useful talent in functional, operational, or administrative activities).

Cairsten is aware of details for their own sake, and sees the linkage and relationship associating that detail with something larger, unitary, and complete. Therefore detail is seen as a piece of the picture. If not seen as part of the known picture, it is seen as most likely important for a probable picture. In other words, Cairsten is motivated to build or fill something meaningful with what is at hand. This is a practical, objective, manipulative, or managerial orientation related to what must be or could be managed.

Cairsten 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. Cairsten'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.

Cairsten 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, Cairsten would likely indicate that these are not a preferred career or avocation.

Math may be about the same as a foreign language for Cairsten. At least, it is foreign to Cairsten's mental preferences in one-way or another. Mathematical problems seem to become bigger problems if Cairsten tries to solve them. Mental gears seem to get jammed in the middle of a math problem, and success in the form of a solution is without internal reward or satisfaction.

Cairsten 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) Cairsten is motivated to do other things, 2) Cairsten does not naturally have the talent for sensory/physical activity of that kind, 3) the activity is too monotonous for Cairsten's activity preferences, or 4) it is too non-social where social activities are preferred. It is important to identify the reason(s) so Cairsten 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.

Cairsten feels both privilege and responsibility to use communication (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. Cairsten is further motivated to learn and understand the other person(s) needs wishes and listening preferences. Non-persuasive service communication can become persuasive and persistent when expressed in the interest of someone needing Cairsten to stand up for them.

"Mentor: a trusted counselor or guide." Cairsten is interested in and consciously prefers to consider the 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. Cairsten has intuition and philosophical curiosity that causes an awareness of personality, intentions, emotions, ethics, values, and moods of other persons, and of self. By itself, this is not benevolence. If Cairsten is highly motivated for benevolent activities, this trait is compulsively central to personal and vocational activities. If there is a lack of personal motivation, then the preference for consideration tends to be more philosophical or academic in nature, but still service oriented.

Cairsten is moderately motivated by being "on stage" in order to pleasantly influence others toward a particular viewpoint, objective, or product. Cairsten probably has moderate to high motivational levels in other gregarious and persuasive traits. Cairsten is comfortable with a spokesperson role, and may even prefer it or be personally energized by it. Cairsten is only moderately motivated within this trait, (s)he is probably not "stage-struck" toward entertaining or acting to the exclusion of other activities or responsibilities. The preference is more toward influencing rather than promoting or selling.

Cairsten is motivated to educate, which means to share knowledge that will be useful for the persons taught. Instructing can be in many forms: teaching, training, influencing, and demonstrating. It is done through various combinations of traits, and there are many traits that could be involved. So it is necessary to scan all traits to discover why and how Cairsten prefers to or is motivated to instruct others.

Cairsten can be motivated in some situations to assume the responsibilities for planning, assigning, directing, supervising, and monitoring work activities of others. Preferences lean toward steady, on-site contact and interaction with those being supervised. Motivational levels are effected by the amount of responsibilities that include morale, attitudes, attendance, training, safety, and getting adequate quality and performance from employees.

Cairsten is ready, willing, and perhaps even able (or trainable) to persuasively influence others with the intent or hope to convince them to agree with what is said. Because this trait is moderately motivated, Cairsten is probably not inclined to make a living by selling on a commission basis. Instead, persuasion is interactive with other traits and finds expression in other ways such as teaching, counseling, etc.

Cairsten is empathetically and sympathetically aware of the hurts, needs, problems, and wishes of others and is motivated 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 only moderately motivated in this social service trait, it is hard for Cairsten to ignore or say "no" to anyone less fortunate.

Cairsten does not prefer to have the responsibility for, or involvement in, negotiating activities: is not motivated or comfortable to be in confrontational, adversarial, or competitive interaction with others, Cairsten would rather associate with others on the basis of mutual interest or service or even function independently.

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.

Given the option to participate where an aptitude for manual labor or basic labor activities is required Cairsten's preferences for participation is moderate. This type of activity involves easily used craft tools, repetitious activity, recognizable detail, outdoor physical exposure, and minor problem solving. It is most often a helper position that can be handled with minimum skill, training, instruction, or supervision. Please note the word "aptitude" which means ability to do something, with no mention or inference about whether the person wants to do it or gains satisfaction from it. It is, therefore, necessary to see other traits to determine if Cairsten has supportive motivational levels for such work to be satisfying on a steady basis.

Cairsten has moderate mental/sensory/physical preferences for handling material processing. This may or may not involve machines or machine operation. It basically means motivation to manage (i.e., functionally manipulate) things at hand from one place to another, from one process to another, from one material state to a new one because of the process. This can be machine work or craft work or even supervising ("bossing") the work of people.

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, Cairsten'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 Cairsten 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.

Cairsten 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 Cairsten coping well with the routine involved with fixed-site machine operation. Cairsten 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.

Cairsten 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, Cairsten 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.

Cairsten's preferences and motivations in vocational activity are not oriented toward routine, alert monitoring, recording, and reporting of operational or machine processes. Such activity is too clerical for Cairsten's preferences.

Cairsten is most likely not motivated to engage in activities requiring close, constant attention to precise standards, exact measurements, close tolerances, detection of minor defects, and long concentration on the process. Instead, there is a demonstrated preference for change, variety, and activities with less concentration and specialized focus.

Engineering activities, regarding mechanics, systems, etc., do not fit Cairsten's vocational interests.

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.

High motivational levels in the copy trait means more than laying a paper face down in a copy machine and pushing buttons. It includes: 1) awareness of spatial measure and layout: size, shape, dimension, perspective; 2) artistic ability for factual image reproduction; 3) attention to detail; 4) awareness of machine function and use; and 5) tolerance of or preference for routine. High motivational levels represent an asset for database management, administrative work, warehouse processing, or library activities as well. It is particularly valuable for persons operating printing or copy shops or persons involved in publishing with computers. Cairsten would most likely prefer activities that include as many of the attributes, mentioned above, as possible.

Cairsten'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 Cairsten is most likely to be deliberate, methodical, and thorough in compiling, labeling, and storing information for later use.

Along with other mental activities and preferences, Cairsten sees the big picture or assembles perceptions, thoughts, information, data, numbers, etc. in the context of the big picture. It is important to determine, by scanning other factors in this section, how high motivational levels are for synthesizing relative to other mental processes, regarding analyzing, comparing, and coordinating in particular. This comparison determines whether Cairsten prefers to start with the big picture, or build up to it later. Because Cairsten has moderate motivational levels for mental process, it will be more "down to earth" than "on cloud nine", more logical than fantasy or abstract.

Cairsten 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).

Cairsten prefers an emphasis on utility when called upon to recognize and identify or classify important factors related to the context, content, operations, and objectives of projects. (NOTE: This is an important trait for research, technical activities, systems engineering, operations management, and administrative activity).

Cairsten has analytical, research, and innovative preferences. Establishing an objective for new breakthroughs, innovative pathways, and achieving developmental progress motivate mental activity. It is important to determine where this analytical part of mental activity fits with other mental traits and their preferences or motivations. It assures that Cairsten is most likely open to new ideas and also motivated to identify the usefulness of those ideas.

Cairsten is not motivated to lead, manage, coordinate, manipulate, or administratively control processes. Therefore, mental preferences tend to be independent of strategic, competitive, operational, or administrative management or manipulation. Preferences behind 'thinking' tend to be an end in and of itself and possibly somewhat distant from direct functional applications.

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.

Depending on the situation, Cairsten generally prefers simple, routine tasks in a familiar environment. This preference of Cairsten's is probably limited to hearing or reading exactly what was meant and doing as instructed. (NOTE: This is a good trait for operational, administrative, or clerical activities. {In fast-food establishments for example, it is essential.}) Three kinds of persons typically have issues with this kind of job: 1) Those who don't hear (sometimes won't hear) or remember specific instructions, 2) those who feel entitled or licensed to do it some other way, and 3) those who simply cannot, for many reasons, "keep their nose to the grindstone" in such basic, routine tasks.

Cairsten's mental preferences include holistic and conceptual thinking, awareness of the essential meaning of things, ability to deal with abstract variables, consideration and selection of options. The big picture is kept in mind as Cairsten works with ideas, plans, or activities, which is where the motivational level is derived.

For Cairsten, natural preferences can comfortably adapt to get into the "swing of things" and "go with the flow." Becoming synchronized with operational flow can be the result of many trait combinations, the most likely being mechanical savvy, attachment to the familiar, and attention to detail, plus certain social traits at even low motivational levels. It is likely that Cairsten is motivated in methodical, thorough, and routine activities as long as those activities are a necessary part of interests with stronger motivational levels. (Note: Many people like methodical, meticulous, routine activities as a break or departure from vocational activities that call for constant change, variety, quick decisions, risk, etc.)

Cairsten 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, Cairsten's motivational level is adequate to participate where understanding of operational aspects of systems, procedures, and/or maintenance is required. Because Cairsten 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 Cairsten 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).

The preferences in Cairsten's mind tend to be oriented toward systems engineering: identifying, analyzing, and solving challenges and/or problems by collecting data, establishing facts, connecting abstract and concrete variables, drawing valid conclusions, determining appropriate actions, and devising strategies and systems to achieve objectives. Many traits are involved. Since there is a moderate motivational level to work with systems engineering for Cairsten, all of those traits may not have strong or equal motivational levels. Review of all traits will identify which area or areas of engineering represent higher motivational levels for Cairsten.

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.

Cairsten is naturally motivated when called upon to be aware of and attentive to detail in perception, recording, and processing. This is valuable in many occupations such as pharmacist, registered nurse, transportation and distribution, switchboard activity, data processing centers, etc.

Cairsten 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 Cairsten, in this instance, motivational levels support training, most likely).

Cairsten'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.

Statistical and/or investigative kinds of math are not motivational for Cairsten's perception of math and may even consider the practice as too esoteric. Arithmetic and business math may be within the range of what Cairsten considers self as able, but it still probably falls outside of what is motivational. In that instance, Cairsten probably relates to the old saying: "I can, but who says I want to?"

Management responsibility based on mathematical calculations and decisions is not a preferred activity for Cairsten.

Theoretical, abstract math does not define a preference for Cairsten, and perhaps math itself simply may not be a motivational factor. Review of all related traits identify if and where math may motivate Cairsten and how that may be applicable to occupational activities.

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.

Cairsten is motivated to describe, explain, teach, illustrate, and interpret. This is a journalistic trait dedicated to inform people. Social, leadership, influential, technical, service, and functional traits are involved as well. Therefore, it is necessary to review all worker traits to more closely identify Cairsten's preferences relative to this trait.

Cairsten has a unique motivation to carefully, thoroughly read simple explanatory or instructional statements (like the directions on the label of a soup can) and fully/accurately know what was said. (NOTE: This is not a widely shared trait. Unless the subject attracts the reader's attention in the first place, reading of elementary instructions is just scanning, and some information is probably overlooked, ignored, or bypassed. Cairsten should regard this unique asset as vocationally important.

Motivational levels for Cairsten support activities including word processing in its widest application: administrative, secretarial, editing, library referencing, management information systems, electronic transmission of information, etc. Preferences lean heavily toward proper language usage, spelling, punctuation, keyword identification, referencing, and cross-referencing. Attention to detail is essential and remains a motivational factor in vocational activity and success.

Cairsten 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 Cairsten. 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 Cairsten. 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.

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