nominalist
Supporting Member
Joined: 28 Jun 2007
Gender: Male
Posts: 2,740
Location: Lower Rio Grande Valley of Texas (born in NYC)
16 Feb 2008, 1:47 pm
16 Feb 2008, 4:17 pm
I am calling it The Autism Scale for Expressive Adults or the TASEA (pronounced "tassy").
I was wondering if some of the members of WP might be interested in helping me test it out. It's not in an electronic format, just in Word, and I will be self-scoring it so it may take me a little while to get back with you with your scores. If you're interested, please PM me and I can either paste it into the return PM or I can send it to you as an email attachment; whichever you're most comfortable with.
Thanks!
PS- After doing the questionnaire, if you want to give feedback or suggestions, you're welcome to do so. Also, I will soon be putting out a more simplified version to match this one in case some auties find this version too difficult to fill out, since it does use a 9-point scale on most questions.
It's already been done (or tried) by Leif and Inger, and it's ultimately futile; they just amend the scores to suit those they want to recruit!
A better, and far more objective test of your "autism", is based on the originator (long dead) of a theory of personality, which you can try here (and elsewhere on this site, if you care to search for it):
http://chandlermacleod.com/cmbestfit/content/btw.cfm
If you are afraid to find what you really are, don't try this test...or else make excuses about why you couldn't complete it!
This describes me perfectly!
NAE style people have many of the attributes of successful research scientists, capable of producing original ideas, committed to their projects and creative in their thinking. Essentially they are "experts" who do not relate readily and easily to others and they strive to achieve their personal goals, using their own capabilities rather than utilising team synergy. They thoroughly enjoy working on their creative projects and, at times, can become so immersed in the process that the actual goal becomes clouded.
They will strive for idealistic perfection and, when another person (in authority) seeks to impose pragmatic limitations on them, they do not willingly or easily accept the constraints. They possess a degree of self-management that helps to damp down automatic reactions to pressure, so they don't immediately reject the suggestion, especially if it is put in a rational and factual manner. However, it will be apparent that they do not invite critical contributions, and, in fact, open and easy communication with others is difficult. They are by no means rigid in their own thinking and, where they have free rein, they can readily visualise new approaches. It is only when they feel these changes are being externally imposed that stubborn, passive resistance will result.
It will be apparent from the above comment that their preferred work situation is one where they have a completely unambiguous project in front of them, where their freedom and/or constraints have been clearly identified, where methods have been agreed upon, and they now feel free to go on ahead in search of their results. They don't "need" other people around them for social contact or support and will, in fact, have difficulty in delegating activities. Ideally, therefore, they should have the opportunity to achieve their goals utilising personal resources rather than having to control or co-ordinate the activities of others.
Their particular style sees them self-contained, happy to work in isolation, not rejecting social contact out of hand but, "putting up with it" rather than enjoying it. They will communicate with competent people who know what they are doing, but explaining matters to the uninitiated is a chore. They will generally fulfil social obligations, but out of a sense of duty, rather than expected pleasure. It is typical that, having successfully completed their project, they would prefer to generate an academic submission or a detailed documentation of the results than communicate their findings in face-to-face situations and they would particularly dislike having to be the public presenter.
16 Feb 2008, 4:24 pm
'MP' style
These people have an abundance of sociability and energy, generally coupled with a competitive outlook, apparent self-confidence, impatience to make things happen and, unless there is a very sound level of self management, they can become argumentative when challenged, vigorously defending their point of view and not always operating on a purely factual basis. They will communicate directly and openly with everyone around them, freely expressing their opinions, whether others want to hear them or not. They want to be the centre of activity, preferably in a leadership position and one that carries with it some authority and prestige.
They will actively seek an outlet for their energies and they will show some intolerance of people who compete with them, especially those who criticise. Their rebuttal will generally be fairly loud and they argue rather than debate. Pressure builds considerably for them where they are not achieving, for it is very important for them to be able to show competence and to perform so that other people will recognise and praise them.
They like to be the focal point of the work group, especially where they have the authority to make things happen. They will display energy and enthusiasm in organising other people, directing the traffic as it were and, when things are going well, they will impact on their subordinate team as enthusiastic, managing the way and giving due recognition and praise to the people who contribute to their success. Their work role should give them an opportunity for both physical and mental activity. Being required to sit in isolation behind a desk handling an administrative workload would not be at all attractive to them.
Because of the abundance of social energy present, coupled with high achievement drive, they can be a very effective member of an enthusiastic work group. Similarly, in team sports they will also be regarded as a valuable member because of their real commitment to winning. Their communication with others in the work group will be highly effective and they are likely to take on a leadership role, even if it is not officially ascribed to them. When things are not going well, however, some of the bonhomie disappears and a lack of integration and a lessening of self-management will see them become more argumentative and aggressive in dealing with people they see as contributing to their difficulties. Very demanding people, they do not tolerate low achievement from others or themselves.
Yep that sounds pretty close to what I am like 
16 Feb 2008, 6:41 pm
When a person is somewhat shy, socially reserved, cautious in decision making and generally lacking in social confidence, then even the strongest levels of self-management will have difficulty producing integrated behaviour which is successful in the work place. There are built-in tendencies to have very little faith in oneself and, because of the highly imaginative content in their make up, they are prone to worry how other people are seeing them, reading far more into casual remarks than was probably intended by the person concerned. This 'touchiness' makes them quite vulnerable and, even though they will try to erect a protective barrier of strong self-control, the underlying doubts and apprehensions will still be present. Nevertheless, they will strive to do their work in a very conscientious manner.
There are many things that create pressure for them, not the least of which is being made the centre of public attention. They will do their best to avoid such potentially embarrassing situations, either by physically side stepping the situation, or psychologically closing off' and retreating into their own protective shell. Even as a participant in a meeting, they would need to be gently encouraged to state their point of view or they will not be heard. This is to be regretted for, to some extent, they can make a contribution of an imaginative or creative nature, especially when thinking along the lines of what precautions need to be taken.
They expect the worst, and there is, therefore, some scope for them to devise ways and means of overcoming difficulties. However, if left to their own devices, that would create considerable pressure. So, they need the background support of a manager or adviser to confirm that what they are thinking is correct and, to some extent, that gives them the confidence to go ahead and implement what they think is correct. These predictive attributes centre on what is likely to go wrong so, when forced into decision-making situations, it will exaggerate the pressure that they feel. Social and work stresses develop quite readily for this style of person, unless they are appropriately placed.
One of the essential elements of their work place is a need for structure to keep them on track but which allows them some latitude for use of their imagination and their creative thinking style. At the same time however, there needs to be a 'mentor" who is readily available and whom they are confident enough to approach. There needs to be clearly identified personal activities for them to carry out (rather than being one of a group) and, ideally, they should be able to put their thoughts or recommendations on paper so that another person can evaluate and confirm their recommendations. More than most people, they benefit from thorough induction and training.
Rarely are they going to display overt sociability. There is considerable reserve present, a scepticism with regard to other peoples' intentions, and a critical attitude to other peoples behaviour. They have their own standards, and basically want to be left alone to pursue their private interests. Whilst their is considerable sensitivity present, and sympathy for those experiencing difficulties, NDA style people are not well equipped to express those feelings, and work associates may gain the (incorrect) impression that they are unfeeling. They deliberately avoid being the centre of attention, and only reluctantly force themselves to attend social functions as a matter of duty.
Spot on with pinpoint accuracy in my case. What's more surprising is the fact that I even got a good result at all with such an utterly confusing test.
16 Feb 2008, 6:49 pm
16 Feb 2008, 10:06 pm
sinsboldly
Veteran
Joined: 21 Nov 2006
Gender: Female
Posts: 13,488
Location: Bandon-by-the-Sea, Oregon
17 Feb 2008, 12:14 am
17 Feb 2008, 5:19 pm
17 Feb 2008, 6:10 pm
17 Feb 2008, 8:53 pm
19 Feb 2008, 4:46 pm
hartzofspace
Supporting Member
Joined: 14 Apr 2005
Gender: Female
Posts: 7,138
Location: On the Road Less Traveled
19 Feb 2008, 5:28 pm
28 Feb 2008, 4:54 pm
I'm still wanting to collect more responses; if anyone else is interested, just PM me.
I've got 38 so far for the auties, only 7 controls though, so I need to go control-fishing, heh.
28 Feb 2008, 6:38 pm
28 Feb 2008, 8:08 pm
Cool, I'll PM you the questionnaire when I get home tonight (currently at school taking a break from a night class).
28 Feb 2008, 8:08 pm
I took the Chandler Macleod test... pretty good... I gave them 80%.
(BTW, interesting how our NT member who took it was the only one whose description included descriptions like "abundance of sociability and energy" and "effective member of an enthusiastic work group." 
)
The combination of the H and the E style results in an individual who is on the one hand procedurally driven, organised, methodical, pragmatic and objective and, on the other hand, ambitious, opportunistic, shrewd and commercially astute. Putting these together, this type of person will be detached and pragmatic when it comes to matters of a commercial nature, able to focus on new business opportunities but with sufficient tenacity and focus to channel their enthusiasm and ambition to fruitful and productive outcomes. They are calculated in terms of analysing and assessing potential ventures and able to seriously consider the worth of a possible new idea without becoming too wrapped up in seeing quick results with little effort. Certainly, they will prefer to tackle projects that are relatively short term in nature, where they can be quickly rewarded, but they are willing to put in the hard yards to achieve gains.
Financial success is important to them and they certainly like to be well rewarded for their efforts. Whilst they do like quick results, their need for routine practices, systems and processes provides them with a concrete and stable method of achieving the end goal. They will carefully and shrewdly plan out how they are to increase their wealth and are likely to take a large project and break it up into smaller parts rather than take a more expedient approach and use shortcuts. The combination of ambition, pragmatism and focus provides a very powerful quality for achieving goals which tend to be financial in nature. Irritability and frustration tend to occur when they are distracted from their routine, particularly when this means that their financial goals are not achieved in the time they have allocated.
People of this nature are often seen in work roles where there is a technical focus, such as IT, and environments focused on business outcomes. Autonomy is important to them and their approach to work will be independent and focused on the task at hand and the project goals they are required to achieve. At the same time, they are also clever with respect to developing relationships with people who are useful to them in achieving their goals and, whilst they will generally impress as businesslike in their interpersonal interactions, they can also bring some charm and affability, which is a powerful combination in terms of developing business relationships and impressing as professional. Whilst the affability does tend to be superficial, it still achieves the desired outcome of gaining people's "buy in". They certainly look after their own interests and they can be talkative with respect to discussing a particular project they are working on and focusing on the benefits of that project, particularly where they want to get an individual's interest.
This individual will be out to set goals and methodically achieve those goals, in order to receive benefits for themselves. Channeling this type of behaviour can produce some very successful results. However, it also means they can be very focused on doing things their own way and you may need to convince them to your point of view if your ideas and theirs are not well aligned. They will respond well to people who are similarly objective, pragmatic and focused on a result and therefore people who tend to "go with the flow" or try to engage in a great deal of social chit chat that they feel is irrelevant to their particular area of interest will simply annoy them.
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