Stacey tens to be generally very busy, working diligently to accomplish some activity. Although she may tend to be deliberate, methodical and predictable, she may also be very self-reliant and very industrious, continually striving for new personal accomplishments. In fact, the intensity and purposefulness of her efforts may be apparent in her gait, posture and demeanor. She tends to like people and will generally stop to chat for a moment when approached by a friend or co-worker. Yet she may be a bit impatient - anxious to get back to the task at hand. She may tend to get thoroughly absorbed in an activity, and may resist any attempt to interrupt her. A list of tasks and activities to be completed, with the completed items crossed off, may be part of her routine. She may show frustration if the list becomes too long or if she is unable to complete an activity she considers important.

Tending to be strongly motivated by her own personal goals, Stacey generally tends to know what she wants and where she wants to go. This clear sense of purpose may cause her to become totally involved in whatever she is doing. She may seek to learn everything she can from the present situation in order to apply that knowledge toward the fulfillment of her goals.

Stacey tends to have a high opinion of her work and may set high standards for accomplishment. Her value to the organization is her ability to set and achieve key objectives. She tends to want full credit for everything she does, and she may willingly take the blame when something goes wrong. In fact, she may do a task personally to make sure it is done right. In order to ensure personal accountability in any group setting, she may quickly seek to define her areas of responsibility and the specific accountabilities of each member of the work group. This emphasis on personal accountability may stem in part from her concern that others may have standards inferior to her own. She may also become frustrated by a lack of noticeable progress or by people within the group who have conflicting goals.

Stacey may tend to evaluate herself and others on the basis of the concrete results they achieve. She tends to look for specific accomplishments, not talk or theory. In terms of task, she tends to consider the quantity and quality of items produced, services performed or units sold. ON a personal level, she may evaluate results based on salary increases, promotions or other forms of recognition. This strong focus on results may cause her to overlook the contributions of members of the group who play a more indirect role, such as support staff or those who maintain harmony and communication with the group.

If things are not going well, stacey may become frustrated and impatient with others. She may fail to communicate adequately, often choosing to complete a task personally, even if it has been given to someone else. At other times, she may check up on others so often that it makes if difficult for them to do their work.

Stacey may tend to approach a new problem or decision in a rather direct manner. She generally tends to study the problem,gather all the available information and request opinions from others involved. Then she may come to her own decision based upon her own personal goals. Although she tends to carefully watch the results of that decision, she may be reluctant to make a change without clear evidence that a change is required.