How Personality And Individual Differences Affect Career Choice And Success

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.”

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.

With little wonder I was classified as an Idealist, more precisely an INFJ. Past personality/career assessments that I participated in support the results of the Keirsey Sorter. I am satisfied with the Idealist temperament summary, as I wish to work with individuals. Helping others strive for self-knowledge and self-improvement speaks to my career ambitions. I have worked considerably at attending to my inner self with respect to deciphering my passion. Assisting ones search for self is what gets my interests flowing. Keirsey parallels my feelings in regards to friends and family. My friendships are very profound, in fact, deeper than numerous familial relationships. I strive to have a particularly dear and loving connection with my

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.

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.

Career ambition has been widely studies in legislative studies (Black, 1972; Brace, 1984; Fowler & McClure, 1990; Hibbing, 1986; Lawless, 2012; Micozzi, 2014; Rohde, 1979; Schlesinger, 1966). Generally speaking, legislative studies focused on who run for the Congress, and what differences in legislative behaviors between legislators with diverse types of career ambitious. And also, some scholars, regarding legislature as collective activities situation, tried to analyze how career ambition affect policy network, measured by co-sponsorship activities (Micozzi, 2014). But these findings are rarely applied to public administration and policy studies, although one exception found correlations between career ambitions and policy innovation (Teodoro,

As already mentioned existing career theories dealing with vocational personality and environment Holland (1976) and Scheine’s anchors (1978) have been well respected and very adequate for many years.Those theories were helping many people to form and succeed in their career paths.

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).

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 assignment asks me to summarize my results and observations from the four career profile activities. Those four career profile activities are Interests, Personalities,Values, and Skills. All four of these topics help define who you are, what you are good at, and what actions you will take. For the first career profile activity, Interest, I will be talking about my results from my three letter code(RIASEC) and my SDS(Self-Directed Search) assessment. For the second career profile activity, Personalities, I will be talking about my results from my preliminary MBTI mini(Myers-Briggs Type Indicator) code, my “functional pair” in my preliminary MBTI, and information about the characteristics of my MBTI. For the third career profile

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.

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

There are multiple theories of personality and leadership assessments that have proven effective in helping individuals achieve their full career potential. The “Big Five” theory of personality, for example, measures the five broad areas of personality, including extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience (Srivastava, 2015). Other types of assessments, such as the more simple leadership assessment we explored, simply measure leadership qualities, such as emotional intelligence and confidence. In exploring a couple of such resources in more depth, such as the leadership assessment provided by the University of Kent’s Career Enhancement Center, as well as the Myers-Briggs Personality Type Indicator, it is clear that understanding more about oneself can lead to enhanced career choices.

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

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).