John Holland's Theory Of Personality

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Recommended: ANALYSIS REPORT on the personality test

According to Niles and Harris-Bowlsbey (2017), John Holland’s theory of types has been described as providing a relationship between one’s job and personality characteristic. Holland believes that an individual’s choice of career is an expression of their personality (Ohler & Levinson, 2012). Therefore, people will seek out an environment they are most comfortable with in exercising their skills and values. For example, the enterprising type may prefer a job as a manager or business owner (Niles & Harris-Bowlsbey, 2017). Also, the enterprising type has more of a dominant or popular personality (Niles & Harris-Bowlsbey, 2017). Therefore, Holland proposed six personality types described as realistic, investigative, artistic, social, and enterprising. …show more content…

I found the instrument easy to navigate and comprehend. As I completed the instrument, I understood the questions were designed to seek out an individual’s particular area of interest and match it with their personality. One assumption of Holland’s theory is people will seek out environments where they are most comfortable (Niles & Harris-Bowlsbey, 2017). In addition, I do feel the results from the Interest Profiler fit my self-perception somewhat. For example, I scored high in the social type. The social personality type aligns with where I am now because I am pursuing a career in counseling and I like more of a supportive role. However, I don’t think of myself as being very sociable when it comes to large groups of people. The artistic and investigative resulted in a score of zero, and I thought the score was accurate pertaining to my personality. For example, I do not like activities involving design, creative writing, or chemistry. Finally, I believe I have somewhat of a realistic and conventional personality type. The realistic type involves being humble and the conventional type aligns with lacking creativity (Niles & Harris-Bowlsbey, …show more content…

I thought some of the questions were similar but worded differently. I also found this instrument to be a little more time consuming in comparison to the Interest Profiler. The process of reading and placing twenty work value cards on the card sorter was a bit much. For me personally, the work values I felt were most important had to be limited to four instead of five or six. As a result, I had to compromise some of my values to accommodate the rules of the instrument. Therefore, I don’t really feel this particular assessment reflects my work values. I couldn’t answer honestly and I am biased towards the instrument. My highest work value scores were support and

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