John Holland 's Theory Of Types

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

John Holland was a remarkable psychologist that took special interest in career choice and personality traits. Holland’s career counseling perspective started while studying at the University of Minnesota for graduate school in counseling. In graduate school, was when he discovered that people express personality in various ways (Nauta, 2010, p.12). He expressed that personality and career interests work together somehow (Nauta, 2010). The John Holland’s Typology “is the concept that one chooses a career to satisfy one’s preferred modal personal orientation” (Zunker, 2012, p. 27). He made two major points about how people are influenced for a career choice. The first point was that people search for an environment that they can utilize their skills and abilities, and reveal their values and attitudes in the most influential way. The second point was that “a person’s

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.

After reading and learning about Holland’s Six Personality and Occupational Types I have discovered that the one that is most similar to what I am would be a mixture of artistic, social, and enterprising. I would not be able to pinpoint myself to just one type because I found too many similarities between the descriptions and myself to settle to just one. The reason I would consider myself to be artistic is because I have always been an extremely crafty person, I was a competitive dancer for 17 years, as well as enjoy writing for fun. I would also consider myself social because I spend most of my time trying to help people. I try to share my knowledge of what I know to others, as well as try to be as helpful, and an advocate for certain ideas to others. Lastly, I would consider myself to be of the Enterprising type of personality trait because I am a Public Relations and Marketing major, meaning the basis of my job is going to be to try to persuade people and convince them of either an idea with PR, or an actual product with marketing. I like to think that I have a lot of positive energy, that im a go-getter and that I am extremely sociable.

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

There are two career development theories which is quite coinciding with my career development. The first one is the vocational choice theory of Holland (1997), it teaches me how to choose a career at the very beginning. Holland’s theory is based on the assumptions that the individuals always make vocational choices based on their personalities and interest inventories is essentially the same as personality inventories. Holland supposes the psychological relevant stereotypical view will influence the occupational choices individuals make. What’s more, he believes that individuals can identify vocational goals by clarifying their personality and they can only be successful and content if they choose their jobs congruent with their personalities. Thus Holland classifies six pure personality types and six working environments which are realistic, investigative, artistic, social, enterprising and conventional. Actually Holland’s theory help me a lot in my career development, especially when I was confused about my future. Holland provides an instrument showing occupational titles and activities which are suitable for the six

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)

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.

John Holland’s RIASEC (1997) theory has had a major influence within the field of career counseling. His theory, which promotes that satisfaction increases when there is similarity between individuals’ interests and related environments, has led to the development of many useful, reliable, and valid inventories, such as the Self Directed Search. The Self Directed Search (SDS) is a popular assessment that has been used by more than 30 million people worldwide, and it is available in multiple administration formats (e.g., paper and pencil, Internet, computer software). The SDS is used to assess the career interests of adolescents and adults and it has become popular in college and university career centers, courses, and counseling settings (Holland, Fritzsche, & Powell, 1994). The SDS was developed on the assumption that people can be closely classified into six different groups or personality types: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. The SDS ultimately estimates how closely you resemble each of the types. Your scores are used to derive a three-letter Summary Code, where the first letter shows the type you resemble most, the second letter shows the type you resemble somewhat less and the third letter indicates the type you resemble less still. The test itself is broken down into 228-item self-report interest inventory that yields scores for six RIASEC types. The SDS assessment includes four sections yielding

Work-related preference frameworks imply that personality aspects persuade person-job fit. This paper hub on personality factors and career fulfillments of human resources in their workplace.