Frank Parsons And John Holland And Holland's Theory Of Vocational Choice

Myers and Briggs created a personality test that not only will help people to figure out their personality types, but at the same time it aids in the discovery of which career pathways people should take based on their specific personality traits. Based on the personality trait INFP that was given to me from the Myer-Briggs test I have quite a few career pathways that fit my personality. Some of the career choices suited to my personality is a writer, counselor, teacher/professor, psychologist, psychiatrist, musician, or a religious worker; which seems like a pretty broad selection. Although there is a broad selection of careers that would suit my personality none of which are the career path that I have chosen; which is to become a physical therapist, but if I was not set on a goal some of these career ideas would not seem too bad. While reading the list of jobs suited for my personality I was surprised to see that psychologist was on the list because before I decided to go for physical therapy I wanted to pursue a career in that exact field. As for most of the other fields mentioned above I

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.

Obtaining a career focus is valuable in any college student’s lifetime; therefore, it would be profitable to meet with a career counselor to discuss occupational goals and interests. Moreover, involvement with the Focus 2 assessment is another contributing factor used to guide the career decision making process. The Focus 2 is comprised of five simple tests that will analyze compatible careers for the individual taking the assessment. Mr. Richard Glass, the career counselor that agreed to meet with me, believes that the work interests assessment produces the most promising results. For instance, my work interests fall under the social, artistic, and investigative categories. Through computerized analysis, I was given a list of occupations that would agree with the data received. The content of this paper will evaluate the results of the Focus 2 assessment, in addition to the major points discussed by Mr. Glass. Come the end of this paper, the reader will gain a better understanding of my work

Choosing a vocation can be a daunting task. With the world ever-evolving, one may come across a new attractive career every year. In order to ensure optimal job satisfaction, it is vital to educate oneself about every alluring prospect prior to committing. Simple factors like the time commitment and salary can mean the difference between a content existence and a miserable one.

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.”

After reading about the six different occupational themes, I think the theory that goes with my work personality the most is the conventional theme. Those that fit the conventional theme typically have a need to feel secure and like to be in a routine, they value structure. They are organized, efficient, and detail-oriented. I think I fit this category because I really value organization, routine, and structure. Conventional people are typically interested in accounting, investing, and information systems. At work they deal with numbers and data, setting up procedures and systems, and keeping records. These work activities and interests describe what I am interested

Introduction: The following report sheds light on one specific career option that a group of three scholars chose and shows how their personality traits as well as their interests and employment backgrounds make them either the most qualified or the least qualified for the job position. The job that the group chose was intelligence analyst. The report will explain whether or not there should be competitiveness between the group members when it comes to applying for a similar job in the near future. When one is applying for a career there are many things employers take into consideration. Among the highest are the applicants ' willingness to work in the career field and in the set location. The applicant experience and the applicants ' personality traits that make them stand out from the other applicants are also extremely important.

When making career decisions that are in harmony with one’s self and with the will of God (Christian, 208) one should be praying for wisdom to make godly decisions, sensing inner

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).

In 1980, Donald Super introduced a theory that described career development in terms of life stages and life roles. Super was one of the first theorists to discuss the constantly evolving nature of career development, and the importance of finding a balance between career and personal life. Super’s developmental model emphasized how personal experiences interact with occupational preferences in creating one’s self-concept. Super discussed how each of us progress through various life and career development stages, including growth, exploration, establishment, maintenance, and disengagement. He also discussed that each of us take on different roles as we go through life, such as a child, student, leisurite, citizen, worker, parent, and spouse. Each of these roles has an impact on our personal and professional development, and on our work/life balance. Finally, his “archway” of career determinants detailed how both personality characteristics (intelligence, needs, values) and societal characteristics (labor market, school, family) influence our career choices and have a major impact on our career development.

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.

Gysbers (2003) proposes that the value of career theories comes from providing practitioners with a framework to examine client behaviour, help understand the possible meanings of or explanations for the behaviour and subsequently, enables them to identify and respond to clients’ goals or problems. Significantly then, such theories may help explain an individual’s vocational behaviour, such as their initial career choice or later aspects of career development. This essay attempts to identify the theoretical framework that will underpin my guidance practice in the future.

Many theories of career development are derived from theories of personality (Sharf 1997). They attempt to illuminate the interrelationship of individual personality and behavior with work and careers. However, some prevailing career development theories were based solely on research on white males from middle- and upper-middle-class backgrounds, so their applicability to women, people of color, and other socioeconomic groups has been called into question. In addition, the focus on individual psychological or personality characteristics does not take into account the wider environmental context in which people make career decisions, thus failing to recognize the constraints faced by some