Who am I Surveys

The Who Am I Surveys in myBlueprint are a valuable set of tools designed to help students gain deeper insight into their personal characteristics and how these traits align with potential occupations. Understanding the underlying theories of these surveys can provide a richer context for interpreting your results and making informed decisions about your education and career path.

Accessing the Surveys

To begin or continue any of the "Who Am I" surveys:

1. Open myBlueprint - if you're in SpacesEDU, click the top left of your account to select Education and Career Planning
2. Click Who am I in the navigation menu on the left side of the screen.
3. Click Start Survey (or Continue Survey to pick up where you last left off).

The Who Am I Surveys are designed to work together to provide you with a comprehensive set of occupation matches.

• Before completing the Knowledge and Motivations Surveys, you'll need to complete Learning Styles, Personality, and Interests
• Unlocking Matches: Once you have completed the first five core surveys - the Learning Styles Survey, Personality Survey, Interests Survey, Knowledge Survey, and Motivations Survey - myBlueprint uses the combined data from these results to instantly generate your initial list of Occupation Matches.
• Refining Your Scores: The Compatibility Surveys are then unlocked to help you refine and strengthen these matches. While the core five surveys reveal your preferred traits and styles, the Compatibility Surveys ask about your comfort level with the actual work tasks and activities involved in specific, real-world occupations. Completing these task-based surveys will adjust your match scores, making your final list of recommended occupations even more accurate and realistic based on the day-to-day realities of the job.

1. Learning Styles Survey

• Underlying Theory: This survey is based on the concept of Visual, Auditory, and Kinesthetic (VAK) learning preferences, which suggests that individuals typically have a dominant way of perceiving and processing information.

The Three Key Styles:

• Visual: Learning best through seeing (e.g., diagrams, reading, watching demonstrations).
• Auditory: Learning best through hearing and speaking (e.g., lectures, discussions, repeating information).
• Kinesthetic (Tactile): Learning best through physical experience, movement, and hands-on activities.
• Key Insight: While the survey highlights your strengths, it is recommended to engage all three learning approaches whenever possible. Using multiple senses and methods to interact with the same material enhances memory and understanding, as different activities utilize different parts of the brain. Play to your strengths first, then try new techniques to reinforce learning.

2. Personality Survey

This survey is most directly based on the Myers-Briggs Type Indicator (MBTI) framework, which itself is rooted in the work of Swiss psychiatrist Carl Gustav Jung.

• Underlying Theory: Jung's work, particularly in his 1921 text Psychological Types, described specific perspectives and preferences he believed could define, understand, and explain a personality. Katherine Cook Briggs and her daughter, Isabel Briggs Myers, developed this work into a practical instrument (the MBTI) by identifying four key Spectrums of personality, each with two opposing Preferences.

The Four Spectrums/Dichotomies:

1. Extraversion (E) vs. Introversion (I): How you direct and receive energy.
2. Sensing (S) vs. Intuition (N): How you take in information.
3. Thinking (T) vs. Feeling (F): How you make decisions.
4. Judging (J) vs. Perceiving (P): How you approach the outside world.

• Outcome: The combination of an individual's preference on each of the four Spectrums describes one of sixteen distinct personality types (e.g., ISTJ, ENFP).
• Key Insight: Personality Typing is a tool, not a test. While we may adopt all eight preferences at various times, our favored preferences (the ones we use more often) define our type, helping us understand our natural strengths and preferred ways of interacting with the world and others.

3. Interests Survey

• Underlying Theory: This survey is based on the RIASEC model from Dr. John L. Holland's Theory of Vocational Choice (also known as Holland's Codes). This theory posits that career choice is an expression of personality and that most people can be categorized into one of six personality types.

The Six Occupational Themes (RIASEC):

1. Realistic (Doers)
2. Investigative (Thinkers)
3. Artistic (Creators)
4. Social (Helpers)
5. Enterprising (Persuaders)
6. Conventional (Organizers)

Outcome: Each theme has its own set of generalized interests and attributes. Occupations are mapped by their fit with two or three of these themes. The survey helps map your personal preferences to occupations that share similar characteristics and working environments.

4. Knowledge Survey

• Underlying Theory: This survey is a direct, practical consolidation of academic learning. It organizes curriculum into 10 core subject areas (e.g., Science, Math, Arts).
• Purpose: The survey breaks down the common themes, strands, and learning objectives within each subject area.
• Outcome: By identifying the subjects you are most interested in learning more about, you can pinpoint specific courses, programs, and educational pathways that align with your intellectual curiosity and desire for future knowledge attainment.

5. Motivations Survey

• Underlying Theory: The Motivations Survey uses the framework of the Theory of Work Adjustment (TWA), developed by René Dawis, George England, and Lloyd Lofquist at the University of Minnesota. The central tenet of TWA is that work satisfaction and success are predicted by the degree to which an individual's needs and values align with the rewards and requirements of a job.
• Core Concept: Correspondence. Job satisfaction occurs when the rewards/reinforcers of a job (e.g., independence, recognition) match the individual's motivational factors (needs/values). Job success/satisfactoriness (from the employer's perspective) occurs when the individual's abilities match the job's requirements.
• Outcome: By outlining six key motivators individuals seek to satisfy, the survey helps you identify an occupation that is likely to be personally satisfying, which TWA suggests is a strong predictor of long-term workplace success.

6. Compatibility Surveys

• Underlying Theory: This survey relies on real-world occupation data sourced from organizations like the U.S. Department of Labor and the Standard Occupational Classification (SOC) system. The SOC system is a federal statistical standard used to classify workers into occupational categories.
• Purpose: The survey focuses on the actual tasks and activities performed within over 500 different occupations.
• Outcome: By having you evaluate specific work tasks, the Compatibility Survey provides a realistic assessment of your potential match for an occupation, helping you understand the practical day-to-day realities of a job.

Updated on: 30/10/2025