Book Review and Analysis, Color Q - Research Paper Example

COLOR Q ANALYSIS (A Book Review) of (affiliation) Introduction No two persons are exactly alike, even the identical twins. This is because each person is a unique individual, and each person has his or her own personality traits, skills, and all other distinguishing features. These characteristics translate into different preferences, capabilities, and attitudes towards work, society and other people. This partly explains why some people excel in some types of work or professions, while others falter within the same environment and jobs.

It has intrigued so-called people experts, as to what makes people tick or bring out the best in them. Various theories have been propounded in this regard, and in the same vein, several metrics have been proposed on how to measure the aptitude of people with regards to what interests them the most in terms of work challenges, what motivates them to do their best, and other measurements. Several examples of how to measure or gauge the ability of people are the intelligence quotient, the emotional quotient, and the cultural quotient.

This brief paper discusses how color can also be used to measure the capabilities and capacities of people with regards to work challenges, sort of a color-coding scheme, wherein people can be categorized and so they will know how they will be able to maximize their talents, skills, and abilities in a career that best suits them. Discussion Using colors to classify people into certain categories is a great help because it is easy to implement, test it on people, and even easier for them to understand because it is quite simple.

It is based on the ideas of the great psychologist Carl Jung, and so has some scientific basis in it. A careful examination of this approach has shown it has validity, because it is found to be accurate. It is not surprising how people choose particular colors, such as shirts or painting their rooms. The use of colors to ascertain the personality type of a person is based on the idea that people respond to certain questions subconsciously, and their answers are then grouped into the colors to describe that personality.

The general idea is that different people have different talents or passions, which bring out the best in them. This approach makes use of their natural talents by finding the best career match for them, in the type of jobs where they can excel. It is a great help to people who may have no idea of what they are really good at, and at the same time, helps to improve their working relationships with peers and supervisors to increase efficiency. The theory of using a color-coding system has been used on millions of people and this had helped them tremendously in their careers by making them understand themselves better.

In this connection, the system utilizes a set of self-assessment questions which requires very honest answers, in order to be really reflective of how the colors can be used to determine a right type. It is then used to match people with what drives them passionately in their work, and in the process hopefully make a big difference by the large improvements in their work output. Based on the said self-administered set of questions, I found out that my primary color is blue, and my secondary color is red.

This information essentially means I am very theoretical, highly competitive, and always driven by the need to acquire more knowledge, which I think is quite accurate in terms of describing my innate qualities. Further, this means I am very good at hypothetical situations and able to think in strategic terms (Zichy & Bidou, 2007, p. 8) in which precision in thinking and language are required, where concepts and ideas are discussed at length and to be explored further. My secondary color means I do not like hierarchies and schedules, to be rather not bound by conventions or traditional thinking; I tend to trust only my logic.

I feel perfectly happy and all right in my present job in mortgage insurance. It is a job that requires deep thinking on how to further improve work processes and make it flow smoothly so I get a lot of time to myself, so I can think better and accomplish my tasks faster. Furthermore, I am not micromanaged by anyone, and this is a very conducive working environment for me. It is a job which is thoroughly enjoyable for me, as the work complements my personality type of being introverted. I feel recharged being alone, as I sometimes find being around with people is a distraction to my work; people who make comments interrupt my line of thinking (ibid. p. 11).

My ideal environment for work is one that is quiet, with no distractions, and less people to interact with, although I do not exactly dislike people, but just they cause break or interruption in the type of work I like best. So I consider dealing with numbers, graphs, and data to be better in terms of accomplishing my work, and I consider that is one of my strengths. My weakness is a preference to work alone, and I might be disadvantaged if asked to work together in a team or in most cases today, in any project-related work where teamwork is required for success.

I try to limit dealings with other people to an absolute minimum. In this regard, I consider my present work in mortgage insurance to be an ideal career already, even into the foreseeable future. Conclusion People need to know their personality types in order to maximize their full potential and also so they can attain happiness and contentment in their work, when everything is enjoyable. It is advisable that people take the time and effort to learn their personality colors, so they can have a career match.

They may take a Myers-Briggs Type Indicator (MBTI) test to better understand themselves and make the most out of their lives and professions (Quenk, 2009, p. 93). References Quenk, N. L. (2009). Essentials of Myers-Briggs Type Indicator Assessment (2nd ed.). Hoboken, NJ: John Wiley & Sons, Incorporated. Zichy, S. & Bidou, A. (2007). Career match: Connecting who you are with what you'll love to do. New York, NY: American Management Association.