Analyzing John Holland's Theory

Dr. John Holland created a theory and inventory to help describe personality types that can be used to identify occupations that are best suited for a particular personality type, or “Holland Code.”

To help clients through the process about their career goals they can explore their skills and limitation while balancing their interest and openness to the idea. As readily apparent, the information collected during the evaluation phase enables the counselor and client to use occupational information resources to access the appropriateness of the client’s expressed vocational objectives (Rubin and Roessler, 2008). Clients can utilize The New Guide for Occupational Exploration, use The Self-Directed Search, Occupational Outlook Handbook, also The Worker Traits Data Book. These resources inform the client on professional requirements, intellectual limitation in the profession and/any other needs the clients may need to explore for their given goal. Transferable skills

Centered on Holland’s theory of personality types and his contention that the most effective way to determine what occupational preference an individual chooses remains in asking the individual directly; he developed the section called “Occupational Daydreams” (Christensen, K. C., Gelso, C.J., Williams, R.O. & Sedlacek, W.E., 1975). Here the individual lists six occupations that they might have thought or dreamed about over their lifetime. The individual is instructed to list the most recent first and then work backwards. Following the listing, the individual is to use the Occupational

Patton and McMahon (2006) developed a systems theory framework for development of careers called the Therapeutic Framework. The system categorizes the various factors that influence the choice of career into individual factors (for both the learner who is to choose their career and their counselor), organizational factors, or environmental factors (Patton & McMahon, 2006). The system also recognizes the effect of timing on these factors; thus incorporating the aspects of past, present and future (McMahon, Forde, & Dickson, 2015).

This paper will provide an introduction to the career counseling process through the examination of Ruby, a client, and how her case could be handled. It will provide basic background information about Ruby and her current career situation. In addition, I will explore the career counseling process beginning with a look at the overall goals of career counseling theories to Ruby’s situation. Finally, formal and informal tools will be introduced and recommended in an effort to demonstrate options for providing Ruby with a comprehensive and effective career counseling process.

A history of the development of assessments, tools, and interventions allows us to understand motivations, trends, and environmental/social/ political factors that have affected how we historically and currently serve clients (Harrington & Long, 2013). Practitioner knowledge of the evolution of assessment in the field of career counseling is critical to inform how career counselors move forward to ensure that clients remain the top priority as career counselors continue to innovate and develop career services (Harrington & Long, 2013). Little education was needed to be a counselor and there was less jobs to

Holland’s Theory can be summarized as follows: In western culture what are referred to in this theory as, “Holland’s Codes”, make up one of six personality types (Career Key Organization, 1997) (see details and specifics in section two). Workers in any given

Holland’s Theory of Types is based on the assumption that personality types are reflected in an Individuals choice of employment. Individuals have a natural inclination to gravitate towards like- minded people, who in turn reinforce their ideas and view of the world, and who see things from the same perspective. In the work

People search for career environments where they can use their skills. People who choose to work in an environment similar to their personality type are more likely to be successful and satisfied. The six personality types stated in the Holland theory are realistic, investigative, artistic, social, enterprising and

At some point in any worker’s life, a career choice must be made. This is not always as easy as it seems. Many individuals struggle to make these career choices and often need the help of a career counsellor. There are certain theories that career counsellors use to help these individuals. The purpose of this assignment is to explain four of the main career theories as well as what they entail. After each theory has been thoroughly grasped in this assignment, a clear example will be given as to how these theories relate to the world of work.

For many people, finding a career that is both fulfilling and practical is a strenuous task. Fortunately, there is a plethora of different interventions, techniques, assessments, and inventories designed to aid those individuals in making the wisest career choices possible. But are any of those routes inherently better than the others? Or are all the differing options separate but equally effective? Donald Super’s Life Span Theory and John Holland’s Theory of Vocational Choice are just two of the many theories used for career counseling. Both methods are distinct in the way they approach career issues, yet despite their differences, there are some resemblances between the two theories as well. Comparing and contrasting these two theories will make it easier to see if one theory is better than the other for career counseling or if they are both equally effective.

This paper is a career counseling plan for Katie Golanski and examines her current skills, potential and as well as future goals. Several assessments will be examined and applied to this plan, such as the Kuder scale, and Meyers Brigg. Specific career counseling theories will also be applied to the output. Finally, recommendations for Katie will be made to best utilize her assets.

The career coaching spectrum identifies career work and practices in order to assist sense-making and facilitate a greater understanding of the

11.9) Hollands theory was the things that influence our occupational choices. An influence of occupational choice would be based on your personality. People base their jobs and occupations on their characteristics most of the time. Holland theory gives us 6 categories that we can be placed in to choice the occupation that best fits our personality. The first option is realistic people who fit in here have high straight, practical problem salving skills, and enjoy little social interactions. People who fit this category could be a truck driver, construction worker, or a farmer because these jobs rely more on straight and practical thinking rather than the social aspect of things. The second option is investigation these people enjoy concept and theoretical thinking, they prefer to think things through rather than be practical, and the social side is low. These people most likely want a degree in something secularly like math and science. The third option social these people have high verbal and social skills and enjoy working with people. These people are best suited to be a teacher, social worker, or a canceller. The forth option is conventional these people are good t following directions, and dislike unstructured work. These people are best suited for a job with clear responsibility and little leader ship such as a bank teller or secretary. The fifth option is enterprising these people have high verbal, social, and leadership skills. People who land here are best suited to

Career Counseling, or Career Services depending on the institution, is frequently offered on a one-on-one basis, but at times this service is provided through group workshops, classes, or computerized guidance systems. Traditionally a standard function of the career services role is to help students develop job search skills however the scope of the