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I find it hard to be open about my failures or shortcomings.

I can often sense things in interactions that others may miss.

While walking through a division’s warehouses, you notice a piece of machinery being operated without the required safety guards in place. When you bring this to the attention of the Supervisor who is present, they say it was a temporary workaround to meet a tight production deadline and that “everyone knows how to stay safe.” You’re not aware of any reported injuries so far. What would you do?

I am most comfortable when there is structure and order.

I tend to suspect the worst in others.

You discover that a new Manager extended a verbal job offer to a candidate without involving HR or following the company’s established hiring process. No background check was initiated, the compensation offered was outside the approved salary band, and there’s no signed requisition on file. When you raise the issue, the Manager brushes it off, saying, “We needed someone fast—I’ll deal with the paperwork later. This one will be on me and I’ll make sure it all gets straightened out.” What should you do?

You receive a call from the General Manager of a division: several ICE agents have shown up unexpectedly and are requesting access to employee records and work areas. They have not provided a warrant or subpoena, but they are insisting on speaking with Supervisors and reviewing documents. Employees are starting to panic, and leadership is unsure how to proceed. What would you do?

I believe that people are not to be trusted.

I try to surpass coworkers’ accomplishments.

I often doubt myself and my abilities at work.