TPC-Journal-V2-Issue3

The Professional Counselor \Volume 2, Issue 3 185 In other words, they engage more in external activities and rely on being in the company of other people. Nevertheless, their preferred lifestyle indicates that they wish for lesser external activity. Figure 5 shows that the administrative officers’ lifestyle distribution scattered in four different lifestyle categories. Generally, the scores for all four different lifestyles are within the acceptable range of 40–60, except for a few outliers found in the recognition and introversion quadrants. These outliers indicate that a small number of administrative staff are focusing too much on recognition which could potentially cause dissatisfaction in life if their expectations are not met (Gough & Heilbrun, 2010). One of the administrative officers is extremely introverted in his or her lifestyle, suggesting that the officer likes to work by himself, is not keen on social or community activities, and is not much involved in self-reflection or self-motivation. Figure 5. Lifestyle of Administrative Officers Lifestyles of Support Staff The four-quadrant graph shows that as a whole, the support staff’s real and preferred lifestyle is within the recognition quadrant (Figure 6). Nevertheless, the support staff appear to be active in social activities and seem to prefer higher level recognition. The scatter plot in Figure 6 reveals that most of the support staff’s scores are within the acceptable range of 40–60, except for a few outliers located at the recognition, introspection and introverted quadrants. These outliers indicate that a small number of support staff are focusing too much on recognition which could potentially cause dissatisfaction in life if their expectations are not met (Gough & Heilbrun, 2010). Support staff with rather extreme introversion and introspection behaviors are those who prefer to work by themselves and do not like to socialize or engage in introspective activities (e.g., self-reflect).