Dr. John Holland's Theory Used By The Army

There are many major criticisms and controversial issues surrounding career and vocational interest measures. Even the most widely accepted measure, the Strong Vocational Interest Blank, received disapproval regarding gender bias and lack of theory. Though gender bias seems to be a large issue regarding career and vocational measures, a main challenge in interest testing is determining if career preferences are constant (Kaplan & Saccuzzo, 2017). If a test has limited predictive validity, then a clinician could be giving career path advise to someone who loses interest in their job two short years later, which is not helpful in any sort. As important as reducing gender bias in a test is, I find myself identifying more with the issue of predictive

Psychology has aims to define, explain, and predict behavior. The field of Psychology has seen the many remarkable theoretician and practitioners. Carl Jung developed the theory on personality types. Meyers Briggs expanded those theories into an assessment known as the he Myers-Briggs Type Indicator (MBTI). MBTI consists of four dichotomies that include Extraversion/Introversion, Sensing/Intuitive, Thinking/Feeling, and Judgment/Perception.

The Strong Interest Inventory is a career assessment that began as the Strong-Campbell Interest Inventory in 1927 and was developed by E.K. Strong Jr. (Blackwell & Case, 2008). It was created from the observations that were made of the interests of workers in varying careers (Yazak, 2014). From such observations, Strong believed that individuals who have interest that are similar to those of people in a particular career tend to experience greater satisfaction if they work in that area than if they enter an occupation with people of dissimilar interests (Yazak, 2014).

In order for me to complete this career assessment paper, I initially took an Interest Inventory survey. Upon completing this process, it revealed that my personality profile score was (I, C, A). These three letters represented my strengths and interests in determining which career field would best suit me.

3. Henry Murray created a theory of personality traits that were organized by motivation, presses, and needs or the personological system (1938)

A person’s personality is his or her essence. It is what guides decisions, emotions, and even thoughts. Some may wonder if it is possible to explore every nuance of such a complex part of a being, but there are ways to determine what type of personality a person has, and then branch off into a more detailed examination of that person specifically. Combined with other factors, such as personality disorders and the environment that someone has grown up in, the Myers-Briggs Type Indicator, or MBTI, test (Enrichment 1) and analysis can determine an accurate portrayal of a personality. Created in 1943 by Katherine Briggs and Isabel Briggs Myers, it is a system made up of four basic functions and sub functions that combine to make a personality type. The mother and daughter team constructed it off of Jung’s theories (History 2). Based on this system, one of the most common personality types in the US population is called an ESTJ, and one of the least common personality types is called an INFJ. There are many differences and similarities between these two types. An ESTJ personality, overall, is practical, fact-based, and outgoing, whereas an INFJ personality is more private and makes decisions based on feelings; however, both are organized people who make good leaders and are capable of great success in roles that involve helping others.

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.”

Not only does it show what type of aspects I would fit in for my career, but it also gives the option to match it with specific jobs and career choices. This is helpful because it can confirm some of the careers that I was looking at before, but wasn’t sure if they would be a good fit. Along with the Holland, I think that the personality assessment was extremely helpful. Not only does it show what types of situations I can handle, I also think that it was the most accurate assessment overall. Most of what it stated I agreed with. I am the type of person to wait until the last minute to do something, and I do well under stress. I also like it because it tells me the type of work that I should be doing. I should be in a job that allows me to be in charge, go at my own pace and feel out the

I have performed similar quizzes in the past and each have had similar results to the Holland Career Assessment. I have began to seriously consider going into politics after my time in the Navy is through. I want to have a positive impact on people around me and each of the jobs I have chosen can do just that. This kind of tool is great way to narrow different degree paths for potential college students and the earlier this kind of assessment is performed, the better. A young person can begin to tailor jobs or apprenticeships in different areas to eliminate careers that are not interesting. An adult can do the same thing when changing careers to find a new career that matches his or her personality. It is also important to know the different

The prediction I made in the beginning of this assignment was not so different from the results at the end. The types which I thought I resembled the most resulted in a code of SEA. However, the results from the self-directed search resulted in one difference; the search gave me SEI. Since I was coded with an SEI, the five occupations which drew me in the most were a financial institution president, political scientist, nurse head, school principal, and psychologist. Overall, my self-rating assessment matched the results of the vocational assessment almost perfectly.

I selected career assessments because an employment or career change can happen to any client at any point during their lives. Drummond, Sheperis, & Jones (2015) state that individuals may benefit from vocational tests after high school, after college, or during a career change. Additionally, Drummond, Sheperis, & Jones (2015) state that some advantages of career assessments are helping a client discover new occupational interests that match their personality, as well as measuring their skillsets for varying occupations. There are several approaches to career assessments that include interest, beliefs, and capability types of inventories. Interest inventories have been available as early as 1914 and have continued to evolve over the decades (Harrington & Long, 2013). Currently, The U.S. Department of Labor, Bureau of Labor Statistics (2013) has a section on their website allocated for K-12

There comes a time in life where individuals have to leave school to join the world of work whereby they will work their way up to the top. This is where career development comes into place. Career development is defined as progress through various stages in a career (Schreuder & Coetzee,2011). These are stages one goes through in order to mature in a career and for development to even exist, one has to start with making a career choice then developing it .A career choice can be defined as the relation between people’s personality types and their different occupational environment in which they work in.

Though a generally overlooked and unappreciated field of work, career counseling has made significant impact in the field of psychology. Frank Parsons’ 1906 lecture, “The Ideal City,” emphasizes the need for young people to receive assistance in choosing a vocation (Niles & Harris-Bowlsbey, 2013). Further, Parsons was one of the pioneers in linking personality traits to vocational success, thus coining him as the father of vocational guidance (Niles & Harris-Bowlsbey, 2013).

Personality theories suggest explanations for behaviors and how to change them. Multiple personality theories exist however one of the most interesting is the theory of personality by Carl Rogers. Rogers writes, “the core of man’s nature is essentially positive” (1961, p.73). “Carl Ransom Rogers (January 8,1902- February 4, 1987) was an influential American psychologist who, along with Abraham Maslow founded the humanistic approach to psychology” (“Carl,” 2017, para. 1). Carl Rogers was an instrumental humanistic psychologist who received many awards including the first APA award for Distinguished Contributions to Applied Psychology in 1972 (“Carl,” 2017). Carl Rogers’ made many contributions to therapy

Outgoing and spontaneous, or level headed and reserved: these are ways in which people identify the others surrounding them every day. These personality indicators may seem easy to distinguish; however, at times, finding one’s own personality type can be difficult. In the early 1900s, a Swedish psychologist named Carl Jung introduced the idea of categorizing personalities into identifiable types (Boeree). By investigating the subconscious, Jung was able to classify personality types that have certain characteristics in common. This became known as typology (Boeree; TheFreeDictionary.com). Several years later, Katherine Briggs and her daughter, Isabel Briggs-Myers, took Jung’s typology to the next level. Together they separated