Existing Career Theories Do Not Account for Modern Career Path. Discuss Two Career Theories with Reference to Both Research and Your Own Experience.

The Life-span, life-space theory has a focus on self concept. It is believed that career development is a continuous, life long process. Vocational self concept develops through physical and mental growth, observations of work, identification with working adults, general environment, and general

During the interview, Stashia presented issues of career changed frequently as she diverted from majoring in one career path to another. She divulged in the interview that she had once listened to others and not decided on her own path. She reported changing her major, considered doing things differently if she could, and not having taken any vocational assessments that would have helped her. The writer will conceptualize interviewees barriers with theories of career counseling.

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.”

The first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues.

According to John Holland’s Theory of Career Choice, he explains the significance of involving work related behavior. Holland makes a connection between personality type and working environment, and how these two aspects guide one to career success and satisfaction. After taking the personality test, I found out that I am an extrovert. Being a very social person, I need to have a job that is not boring, keeps me on my toes, and I am constantly being challenged in. After working at the Property Management Company I learned that just when you think your day can’t get any more hectic, it does. So you always have to be alert and ready to handle whatever comes your way. This is exactly the kind of job I want, and although some people may get freaked out and scared by this, things like that are what make me happy and feel accomplished.

A brief background overview on a few career development theories will help direct this literature review and give a foundation to current theories in career development. Career development is a complex, lifelong process that is influenced by a variety of factors. Niles and Harris-Bowlsbey (2005) defined career development as “the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span” (p. 12). Although there are many career development theories, this literature review will focus on just a few. Donald Super’s Life-Span, Life-Space Career Theory highlights the “complex and multifaceted nature of career development” (Niles & Hutchinson, 2009, p. 69). Super’s theory builds upon 14 assumptions and supports three key aspects of career development: life-span, life-space, and self-concept (Niles & Hutchinson, 2009). Life-span focuses on the development over one’s life through growth, exploration, establishment, maintenance, and

I believe that my personality and the expected work roles and environment align with each other very well, and so my career choice is congruent with my traits (Zunker, 2016). As seen in the assessment that draws the personality types from Holland’s theory, my personality closely aligns with what employers desire in school counselors (123test, 2017). Employers desire someone who can interact with others and help them solve problems, which aligns with social and conventional categories found as described by Holland’s theory (Zunker, 2016). The work setting is an office space and in schools, which is an environment I desire to work in (BLS, 2015). As such, I

Holland’s Model of Personality and Occupational Types is a model that takes the personality of an individual, analyzes it and then puts you in a section where one might succeed in that type of career path. There are six different sections and I am going to analyze all six and see where I may fit best.

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

Career adaptability is defined as “the readiness to cope with the predictable [and unpredictable] tasks of preparing for and participating in the work role” (Savickas, 1997, p. 254). Career development is an important factor to achieve success in life. Every person needs prosperity and happiness in life and has some targets to achieve. Accomplishing those targets is the basic goal for every individual. In this competitive era, analysing and setting up a career plan is the most crucial part of our lives. Everybody has desires in life and particular levels they might want to reach. To do so one must know what is important for them. Map out your strengths, weaknesses, identify your career paths including analysing your passions. This promotes

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

This theory suggests that people can be characterised in terms of their resemblance to each of the six personality types referred to as the modal-personal-orientations: Realistic, Investigative, Artistic, Social, Enterprising and Conventional (RIASEC). When people see the connection between themselves and the personality type, the more likely they are to possess the traits and behaviours associated with that particular personality type. Similarly, career and occupational environments can also be characterised in terms of their similarities and support of the six personality types referred to as modal-occupation-orientations. The six basic modal-personality-orientations and six modal-occupation-orientations

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.

The purpose of this paper is about taking a personality test and seeing if they match with someone’s career choices. There is a famous one that is mostly used was developed by Carl G. Jung and was later modified by Isabel Myers-Briggs. This test is common to be used by someone that is trying to find their career path before college and some employers use it to see if someone is a fit in their company. But can a test like this can really define that a career is perfect for someone or can it tell an employer if they could be a good employee. They can give someone an idea on possible careers path but that person would have to be happy with their choice. The test could help someone to determine what careers that could be the most fulfilling or rewarding and are most successful in.

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