Phase 2

Social psychology and personality psychology both came into fruition around the same time – the 1920’s and 1930’s. Needless

The Holland Code Assessment helped me to find my key interests. My top interest was in the conventional area. Before I took the assessment, I had a strong desire to have all the areas of my life structured. I find myself to be “by the book” at times, but I do exercise flexibility when it counts. When it comes to my work as a waitress for BJ’s Restaurants, I have to multitask, which can often be challenging. What makes my job easier is when I have the tables in my station served with a game plan. Whenever I am organized at work, it really

John Holland made his mark from 1953-1556 while working at Vocational Counseling Service in Perry Point Veterans Hospital followed by his work as the Director of Research for the National Merit Scholarship Corporation. His work at these two organizations leads to the first edition of Vocational Preference Inventory. In 1959, John Holland was published in the Journal of Counseling Psychology for his vocational theory (Gottfredson & Johnstun, 2009). He established his theory of matching people to vocations in the world of work. Although the trait and factor approach was established in 1909, John Holland took it a step further using the Army as his model (Bolles & Figler, 1999). John Holland was quoted, “I am a psychologist who

A survey was conducted at Texas A&M University in which the “Big Five” traits of Psychology were measured. The focus of the research is to use descriptive statistics to determine the average personality across the Texas A&M University student body and compare the results to the average personality across the University of Texas student body. Descriptive statistics describes the data that the researcher is analyzing in terms of the average and variability of the sample. Two types of descriptive statistics exist to describe the data: central tendency and variability. Central tendency describes the average of a sample by interpreting the mean, median, and mode. Variability describes the difference in the set of scores through the interpretation of standard deviation, variance, and range.

Duplox Copiers Canada Limited is experiencing several severe issues that are affecting the profitability of the firm. The main issues at DCCL are: employee turnover is increasing, employee morale is low, and customer satisfaction has dropped while customer complaints have increased, and ultimately the biggest issue is revenue and profits have both decreased. From analyzing DCCL, it was determined that several strategic issues, including the current reward and compensation system, are having negative effects on employees, management, and the organization as

Everybody has his or her own type of personality. We all act in a certain way that makes us who we are. It is believed that our parents, peers and, the environment we grow up in, shape us. Personality is describes as a combination of emotions, attitude, and behavioral patterns of an individual. There is a reason that we are the way we are and there are many theories that go along with that. Different theorist present their own definitions of the word personality based on their own theoretical positions. Which brings us to discussing Carl Jung’s theory of analytical psychology and Harry

The Holland Code was “...Developed by Dr. John Holland, who defined six categories of people based on personality, interests, and skills…” (page 499, The College Success Textbook). These six categories are: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. After taking this test you will get to have a three letter code that will tell you what three categories you fit best into. My Holland code is I.S.A., which means I’m Investigative, Social and Artistic.

One theme is that leadership and extraversion. These are common throughout all my tests, which shows me that it is not something that was a one-time outcome, it is obviously a large part of who I am and what I want my career to be like. There are a few mis-matched preferences for example being a leader and working individually. Looking at all my results, there are a few themes that appear consistent. For one, they all show that I am an outgoing, and a leader. As I stated earlier this is obviously a large part of who I am so it is something that I should be looking out for in a career. They also showed that I should work in some sort of social or human resources job. This also ties into education, which is something that I was considering for a long time. One part of my initial Holland Code that I do not see throughout my other assessments is Enterprising. I feel like this is not something I see in myself and I’m not sure what careers in this category I would

The topic for this week’s paper was to do an analysis about our own personality type and to include supporting documentation for why I either agreed or did not agree with the personality type that was determined from taking the Jung Typology Test.

After answering multiple questions for different situations I was able to obtain information about my personality. ENFJ is a very unique and has various skill sets that will allow me as individual to work in multiple roles. Occupations with good interpersonal skills that allow productive collaboration through any working process. Although this personality can be challenging it still has many benefits to help build careers successfully. There are many high rank positions that this particular personality type would be effective in. Some examples are sales, social services, community care, legal and the list goes on. In all of these roles there are a broad range of occupations that would fit perfectly based on the personality type. However, the ultimate focus is to reach their main dreams. Although they may see their selves as helpers or enablers, this creates the challenge.

A benefit of the Holland code is fast and easy to take. The result are available immediately, and they provide possible jobs that may fit your personality best. The Holland code also uses closed questions to increase the validity of the answer.

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)

In describing what personalities are like, Kelly abandons the classical threefold division of psychological phenomena: cognition, affection and conation (Kelly, 1955, p.130). Instead, he formulates his own personality theory with a single structure named "Construct". In this section, let's review the concept of construct and some of its features.

To understand personality there are three main aspects that must be looked at: LArsen and Buss Definition of personality, The Six Domains of knowledge of personality, and Costa and McCrae's Five Factor Theory. In this essay I will first break down larsen and Buss definition and connect it to the domains, then connect the domains to the five factor thoery (FFT).

Based on the work of Carl Jung, Isabel Myers and Katherine Briggs developed the Myers-Briggs Personality Type Indicator, a self-inventory geared toward helping individuals determine their personality types and individual areas of strength. “By helping people understand themselves, Myers and Briggs believed that they could help people select occupations that were best suited to their personality types and lead healthier, happier lives” (Cherry, 2015). This test, through helping me explore my own personality, likes and dislikes, strengths and weaknesses, and various preferences and compatibilities, has been instrumental in affirming my