Personality profiling and performance predicting tests have now become standard within large corporations and multinationals. There is no end to the systems that have been developed for this task; you may be familiar with the Jung-Myers-Briggs assessment, DISC profiling or even the Kiersey Temperament Sorter. Employers are always looking for systems that will allow them to understand what a person is good and bad at with a simple endgame: to put the right people in the right job positions so that a company may capitalize on the skills of its employees with maximum efficiency. If you put someone suited to research into a managerial position, for example, then you can expect problems.
The Five Structures
BaZi Profiling teaches us that each person has one of ten possible Day Masters. In addition to this, they also have one of five possible Structures. A person's Day Master tells us about their essence - their true nature. Which Structure they fall under, however, is more important from an employer's point of view - because their Structure tells us about their interactions with others and work ethic. It follows, therefore, that when assessing a candidate's suitability for a post, you should be looking at which of the five Structures they possess. You can then use this information to gauge how suitable a person is for a given task, whether or not they are a team player, etc.
There are Five Basic Structure types in BaZi Profiling: Wealth Structure, Output Structure, Companion Structure, Influence Structure and Resource Structure.
Any given person can basically be categorised as predominantly having the traits of one of the five Structures.
Here are the traits of each Structure.
The Wealth Structure Person is: independent, self-confident, responsible, result-driven, hard-working, bottom-line centric. They are exceeding practical, supremely grounded, and they work with a machine like efficiency. Wealth Structure People are best suited to positions of authority as they get things done! If you are looking to hire a team leader or manager, you want someone who thinks about results to be in charge of other employees because their work ethic will positively affect those around them.
The Output Structure Person is: creative, a visionary, a dreamer, evangelistic, a daredevil, a rebel with a cause, hyper-confident, innovative, energetic, and reform-driven. Output Structure People are performance driven people who thrive under the glare of the spotlight. They love presenting, pitching, brain-storming, getting on a soapbox and being noticed. If you are looking for an employee who can think outside the box and who gets a thrill from coming up with unique, over-the-top concepts and ideas, then seek out people of this Structure. Be aware that they tend to be stubborn, argumentative, demanding, tempestuous and sometimes prone to illusions of grandeur.
The Companion Structure Person is: persuasive, sociable, chatty, a smooth operator, networking extraordinaire, competitive, strong-willed, egotistical, hyper-confident, fly-by-the-seat of their pants, team-work centric, a natural salesperson, outgoing, altruistic. Companion Structure People see life as a race. Everything is a competition to them and this means that they are never content with the status quo. If you are looking for someone in your organisation who will inspire team spirit and a common drive then look no further! You may need to account, however, for the fact that they can be disorganize and spontaneous. Their lack of a structured approach and susceptibility to peer pressure means that they may not be well suited to all lines of work.
The Influence Structure Person is: likeable, pleasing, consensus driven, pliant, anti-conflict, sensitive, precise, cooperative, thorough, measured, execution driven, the peacemaker, middle manager, diplomatic, tactful. The Influence Structure person is the perfect follower, a person who never steps out of line and always knows his/her place in life. They won't make waves at the workplace but this also means that if your team or project is in need of a shake-up they aren't the first person you should call. Their strengths, instead, lie in the way they deal with other people. Employer may do well to place these people in positions where they interact with customers or clients as they are pleasant to be around. This Structure tends however to shy away from taking the lead and their almost passive nature means that they are unlikely to rise to positions of importance on the corporate ladder.
The Resource Structure Person is: questioning, analysis driven, intellectual, methodical, thorough, knowledgeable, well-read, detail orientated, cautious, precise, systematic, structured, orderly, balanced, patient, reliable, and steady. The Resource Structure Person is the consummate advisor; always armed with all the facts and figures, presented and analysed in every way possible. If you are in a position to make decisions then placing a Resource Structure Person by your side is a smart move. They may not be capable of making the tough calls themselves but they certainly know what should be done on paper! These people, however, do not operate well under pressure and have a tendency to procrastinate if left unchecked.
|