The Process Of Career Selection

Psychology has aims to define, explain, and predict behavior. The field of Psychology has seen the many remarkable theoretician and practitioners. Carl Jung developed the theory on personality types. Meyers Briggs expanded those theories into an assessment known as the he Myers-Briggs Type Indicator (MBTI). MBTI consists of four dichotomies that include Extraversion/Introversion, Sensing/Intuitive, Thinking/Feeling, and Judgment/Perception.

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.

The Career Assessment Inventory is a test instrument developed by Pearson to evaluate occupational interest (Talent, 2017). It can be taken with paper and pencil, computer or by Internet platform (Talent, 2017). It looks at basic themes of interest. These general themes are: realistic, investigative, artistic, social, enterprising and conventional (Talent, 2017).

The Myers-Briggs Type Indicator (MBTI) “is an introspective self-report questionnaire designed to indicate psychological preferences in how people perceive the world and make decisions” (13). It is one of several personality assessments that is popular among modern mental health experts throughout the world. Currently, it is estimated that the MBTI is “taken by more than two million people per year and is translated into 16 languages (10). “The purpose of the Myers-Briggs Type Indicator personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people 's lives” (4).

The Myers- Briggs(MBTI) is a tool used to help clients identify preference among four fields. The four fields consist of where someone gets energy, how one understands information, how someone makes decisions, and how they relate to others (Roseman, F.,2014). As well as touching

The Myers-Briggs Type Indicator (MBTI) is an evaluative personality tool that is widely used throughout the world today. It is important for a tool that is popularly utilized in a variety of fields and at numerous professional institutions worldwide to be a credible one. So, is the MBTI really the valid reliable personality inventory instrument it claims to be? Evaluating this tool will show that empirically sound evidence does not exist to support the MBTI as an accurate, reliable, or valid instrument for profiling one’s personality type.

After taking a Myers-Briggs assessment my mind has been changed. The very first time I took any kind of personal assessment was my second year of college. I had taken my general education classes and it was time to pick a major. The thing is, what 19 year old know what they want to do for the rest of their lives? None I tell you! So I went to an advisor and was given the test. Many seemingly random questions the results were in; you can be a doctor or lawyer or astronaut they said! The least helpful 45 minutes of my life I gave to that advisor.

The Strong Interest Inventory (SII) and Myers-Briggs Type Indicator(MBTI), are the two instruments that resonate with the most. The Strong Interest Inventory is an advanced self-administered online inventory that assesses career interest. Myers-Briggs Type Indicator(MBTI), is another type of inventory that correlates with the Jungian Theory. This too is self -administering reporting questionnaire designed to evaluate the psychological preferences and how they make perceive the world and make decisions. (Donnay, Morris, Schaubhut, Thompson, Grutter, & Hammer, 2012). Using these inventory instruments would allow the counselor to get a complete overview of both

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

The Myers-Briggs Type Indicator (MBTI) is based on the Jung’s theory of psychological types. This is a self-report questionnaire that gives insight into how people interpret the world around them. This can be significantly important, as it can help someone better understand themselves, as well as their relationships, education, career, and role in the workplace. The MBTI was developed by Katharine Cook Briggs together along with her daughter Isabel Briggs Myers.

The Myers-Briggs Type Indicator was developed by Katherine Briggs and Isabel Myers-Briggs. The test was designed for individual’s ages 14 and older. It was also written on a seventh grade reading level to ensure complete test comprehension (Fleenor, 2001). Each of the 93 items on the test measure only type of personality to ensure simple and accurate scoring (Fleenor, 2001). The purpose of the MBTI is to classify individuals on each of the four levels as identified in Carl Jung’s theory, and then provide them with a description of their personality as a result of their test (Fleenor, 2001).

This article is about theories of career development. By applying the theories to my career developments, evaluating the strength and weakness of those theories, then I took my parents’ working experience as examples, finally came up with my theory that should be used when making a vocational choice.

With the advancement of technology, the trait-factor approach has been incorporated into several computer-based services, such as the various computer- assisted career guidance (CACG) systems (James & Gilliland, 2003). Through these systems, clients can access tools and assessments 24 hours a day, 7 days a week from any location to get help with career planning. Further, clients’ interests, abilities, and values, as well as search tools for occupational and educational information, are accessible through CACGs, all of which use the trait-and-factor approach as the premise of their

In recent years, there has been growing pressure for school districts to ensure that students graduate college and career ready. Moreover, educational laws now require schools to offer career guidance to their students. As a result, school leaders are utilizing a series of assessment tools to identify students’ interest and prepare them for a global society. According to Timmons, Podmostko, Bremer, Lavin, and Wills (2004), career interest inventories are designed to assist students in recognizing their predominant interests and preferences. In addition, they allow students to identify areas of strength as well as areas that may need improvement. Hulleman and Harackiewicz (2009) maintain that career assessments help low-performing students achieve

The personality assessment was a very strategic test that made one self understand new ideas of how one should perceive his or her own personality towards their ideal career path. My personality tested as ISTP which stands for Introverted,sensing,thinking, and perceiving. This personality description gave me a clear insight to the possible care choices that may be best suited for me. As being a person with high intrapersonal intelligence I am aware of my own strengths and weaknesses that am able to understand my own personality better.