USPP
Unit for the Study of Political Psychology
Normal variants of basic personality patterns tapped by the Millon Inventory of Diagnostic Criteria (MIDC). Click on the patterns to learn more about their adaptive variants.
MIDC Personality Patterns
(Normal, Adaptive Styles)
Scale 1A: Dominant (Controlling) Pattern
Enjoy the power to direct others, and to evoke obedience and respect from them
Tend to be tough and unsentimental
May sublimate power-oriented tendencies in publicly approved roles and vocations, but these inclinations become evident in occasional intransigence, stubbornness, and coercive behaviors
Typically make effective leaders, being talented in supervising and persuading others to work for the achievement of common goals
Scale 1B: Dauntless (Venturesome) Pattern
Independent, refusing to be fettered or coerced; exhibit a strong need for autonomy and self-determination
Unconventional; seek to do things their own way and are willing to take the consequences of doing so
Act as they see fit regardless of how others judge them
Inclined at times to elaborate on or shade the truth
Not highly conscientious; willing to ride close to the edge of the law
Do not assume customary responsibilities; may assert that too many rules stand in the way of freedom and inventiveness
Prefer to think and act in an independent and creative manner
Dislike following routine; may tend to act impulsively and irresponsibly
Do what they want or believe to be best without much concern for the effects of their actions on others
May be somewhat distrusting, skeptical about the motives of others and refusing to be fettered or coerced, they exhibit a strong need for autonomy and self-determination
Scale 2: Ambitious (Confident) Pattern
Display an interpersonal boldness, stemming from a belief in themselves and their talents
Competitive, ambitious, self-assured
Naturally assume positions of leadership
Expect others to recognize their special qualities and cater to them
Audacious, clever, and persuasive
Charming; able to win others over to their own causes and purposes
Lacking in social reciprocity
Sense of entitlement; assume that what they wish for is their due
Often successful in their ambitions
Typically effective leaders
Scale 3: Outgoing (Gregarious) Pattern
Gregarious; go out of their way to be popular with others
Confident in their social abilities
Feel they can readily influence and charm others
Possess a personal style that makes people like them
Enjoy social activities
Like meeting new people and learning about their lives
Talkative, lively, socially clever
Enjoy social events; thrive on being the center of attention
May become easily bored, especially when faced with repetitive and mundane tasks
Often experience intense and shifting moods
Enthusiastic; often effective in energizing and motivating others
Enterprising; may be highly skilled at manipulating others to meet their needs
Scales 2/3: Ambitious-Outgoing Mixed Pattern
Clever and charming
Skilled at attracting and seducing others
Highly ambitious
Tend to be undisciplined
Erratic history of successes, failures, and abandoned hopes
Strong need for excitement, stimulation, and challenge
Easily bored by routine activities; may act impulsively
Display a tendency to be overly but transiently attached to one thing or person after another
Exhibit a restless, "driven" quality which may be accompanied by a deficit in social dependability
Hastily assume agreements
May experience difficulty in honoring their promises or meeting their obligations
More attuned to their own needs than to those of others
Scale 4: Accommodating (Cooperative) Pattern
Accommodating, participatory, compromising, and agreeing
Congenial obligingness is voluntary rather than being coerced or the product of self-derogation
Cooperative and amicable
Disinclined to upset others
Willing to adapt their preferences to be compatible with those of others
Trust others to be kind and thoughtful
Willing to reconcile differences to achieve peaceable solutions
Considerate and willing to concede when necessary
Cordiality and compromise characterize their interpersonal relationships
Scale 5A: Yielding (Self-effacing) Pattern
Disposed to act in a subservient and self-abasing manner
Tend to placing self in an inferior light or abject position
Allow, even encourage, others to take advantage of them
Typically unassertive and deferential
May view self as their own worst enemy
Behave in an unpresuming, self-effacing, even self-derogating manner
Tend to avoid displaying their talents and aptitudes
Obsequious and self-sacrificing in their interactions with others
Can be depended on to adhere to the expectations of those they follow
Typically possess abilities far in excess of those they lay claim to
Scale 5B: Contentious (Oppositional) Pattern
Often assert that they have been treated unfairly, that little of what they have done has been appreciated, and that they have been blamed for things that they did not do
Believe that opportunities have not worked out well for them and that good things don’t last
Often resentful of what they view as unfair demands placed on them
May be disinclined to carry out responsibilities as well as they could
When matters go well, they can be productive and constructively independent-minded, willing to speak out to remedy troublesome issues
Scale 6: Conscientious (Dutiful) Pattern
Conventional, orderly, and perfectionistic
Respectful of tradition and authority
Act in a reasonable, proper, and conscientious way
Do their best to uphold conventional rules and standards, following given regulations closely, and tend to be judgmental of those who do not
Well-organized and reliable
Prudent and restrained; risk-averse
May appear to be overly self-controlled, formal and inflexible in their relationships, intolerant of deviance, and unbending in their adherence to social proprieties
Dutiful and diligent about their responsibilities
Dislike having their work pile up, worry about finishing things, and come across to others as highly dependable and industrious
Scale 7: Reticent (Inhibited) Pattern
Tend to downplay personal abilities
Tend to be shy and sensitive, and to experience feelings of anxiety and uncertainty
Sensitive to social indifference or rejection, feel unsure of themselves, and wary in new situations, especially those of a social or interpersonal character
Somewhat ill at ease and self-conscious; anticipate running into difficulties in interrelating and fear being embarrassed
May feel tense when they have to deal with persons they do not know, expecting that others will not think well of them
Prefer to work alone or in small groups where they know that people accept them
Once they feel accepted, they can open up, be friendly and cooperative, and participate with others productively
Scale 8: Retiring (Aloof) Pattern
Few social or group interests
Minimal need to give and receive affection and to show feelings
Inclined to have few relationships and interpersonal involvements, and do not develop strong ties to others outside of a small circle of close family and friends
Typically viewed as calm, placid, untroubled, and possibly indifferent
Rarely express inner feelings or thoughts to others
Most comfortable when left alone
Tend to work in a slow, quiet, and methodical manner, remaining in the background in an undemanding and unobtrusive way
Comfortable working by themselves; not easily distracted or bothered by external events
Somewhat deficient in the ability to recognize the needs or feelings of others
May be viewed as socially awkward, even insensitive, lacking in spontaneity and vitality
Page maintained by Aubrey Immelman
www.csbsju.edu/Research/Pattern-Characteristics.html
Last modified: 06/07/2000