The trait-oriented theories focus on matching traits with occupational requirements. Traits such as personality, abilities, and values are taken into consideration when matching an individual to an occupation. John Holland’s typology is an important model in trait theories. Holland’s typology described that an individual’s personality and other variables make them attracted to certain careers. Holland explained that, “one chooses a career to satisfy one’s preferred modal personal orientation” (Zunker, 2012, p.27). For example, an individual with an investigative personality will be driven to choose a career that satisfies that aspect of their personality. Investigative personality styles will choose scientific career such as, chemist, mathematician and computer programmer. Holland’s Typology applies to two of the interviewees, Charley and Marcos. Charley and Marcos were both driven by their investigative personality to choose a career orientation in computing. From a young age Charley’s personality made him curious about how things functioned. Both Charley and Marcos were very task oriented, interested in math and science, and had the ability to think analytically. Both of these individuals were attracted to computer science and engineering because of their …show more content…
33). Thus, individuals are driven to certain careers learning though observations and role models. Furthermore, Social Learning Theories addresses faulty career beliefs that creates limitation in the individual’s career choice. Krumboltz’s Learning Theory of Career Counseling explains how the career choices of an individual are based on genetic endowments, special abilities, environmental condition, and learning experiences. Experiences and learning are important in Social Learning Theories; thus, this theory applies to the interviewee
Peter Tkach was enrolling for classes his last semester of his third year at Willamette University. He had done well throughout his educational career, matured through personal experiences, but he soon realized that his four years of college were coming to an end soon and that he needed to determine what he would be doing for the rest of his life, or at least post graduation. Peter decided to enroll in Dr. Houser’s Theories of Career Development in hope of discovering a career path that suited his formal education. Throughout the class he was exposed to Trait-Factor Theory, Personality Theory, Developmental Theory, and Social Learning Theory. He received great career lessons from The Adventures of Johnny Bunko, which he later applied into looking for an internship and career. Peter was able to use these theories and concepts to his own life through completing the assignments and by the end of the class, he was no longer lost in search of a career path, but had a career he wanted to pursue and got an internship for the following summer.
This article investigates how role induction can be used as a potential method for. improving men’s perceptions of career counseling. When it comes to work, men put greater value on having a successful career than do women. Men have been taught from the time they were children that their life should be connected to work. A career creates a sense of self-identity and self-worth for a man; whereas for a woman, it is a means to support her own self, socialize, and possibly support a family.
“Everyday conceptions of personality traits make two key assumptions. First, traits are stable over time… Second, it is generally believed that traits directly influence behavior” (Matthews, Deary, & Whiteman, 2003). Traits can be used as explanations or reasoning for behavior or mood. There have been several notable psychologists to agree with and study the trait theory of personality. Gordon Allport was a psychologist that devoted his work to personality psychology with a focus on the trait perspective (Allport, 1961). Carr and Kingsbury (1938) advocated for further research into personality traits and the idea that the human personality was made specifically of traits even if the traits were not always overt or observable, but rather a person’s behavior could be interpreted to learn about what traits they may
According to Maree and Beck, traditional career counseling involves a heavy emphasis on psychometric tests, work sheets and computer programs were utilized to form an objective image of the individual. As a result the assessment drives a “image” that is usually matched with the character and traits suited to a logically matched specific career. If the values, interests and abilities of the individual were considered congruent with the requirements of a specific career, the assumption was made that the individual would find that career stable, productive and satisfying. The 'matching', 'objective' image was accepted as generally seen as concrete, real, and true. However, the traditional method deprives an individual of the opportunity explore their interests because the heavy testing emphasis generally created a label for a cl...
Application of career theories to my own life allows for analyzing past and future career decisions. Holland’s Theory of Careers states that one’s vocation is an expression of self, personality, and way of life. There is an indisputable and fundamental difference in the quality of life one experiences if they choose a career one truly enjoys, versus choosing a career one detests. A true testament to the validity of Holland’s theory, my job/career choices reflect my interests, as well as the evolution of my personality (internal self). My first job as a fine jewelry specialist and second job as a make-up artist echo my love of the fashion world. As I matured and became less fascinated by presumed “glamour” careers, I became captivated by physical fitness, nutrition, and medicine; I received my national fitness trainer certificate so that I may become a personal trainer. Nevertheless, my career decisions do not fit uniformly into merely one career theory.
Rising mostly through self-efficacy and outcome expectations, career-related interests foster educational and occupational choice goals (Bandura, 1997). Especially to the extent that they are clear, specific, strongly held, stated publicly, and supported by significant others, choice goals make it more likely that people will take actions to achieve their goals (Lent, Hackett, Brown, 1999). Their subsequent performance attainments provide valuable feedback that can strengthen or
Holland’s theory of vocational personalities and work environments is the premier structural theory behind modern counseling. His theory structural theory is centered around the basic belief that people will seek out careers that offer environments that are compatible with their interest, likes and dislikes. This basic premise is the foundation for Holland’s globally accepted vocational personality and work environment theory. This structural theory can be explained by four general statements. First, in today’s society, generally most people will fall into one of Holland’s six category types. These types are defined as Realistic, Intellectual, Social, Conventional, Enterprising and Artistic. Secondly, there are six kinds of environments that exists in modern society (Holland, 1966). These environments are also defined as Realistic, Intellectual, Social, Conventional, Enterprising and Artistic. Next people will search for the environment and vocation that allows them to best use there skills and talents, to express their attitudes and values, to take on problems and roles they like and avoid the ones that they dislike (Gottfredson, 1981). Finally a persons behavior is determined by the interaction of his personality pattern and his environment. Holland’s theory allows counseling to define, explain and predict personality types and their compatibility with the work environment. Holland’s theory on the surface may seem simple, but the interest in his theory are useful and can indicate much more than just the types of work a person will enjoy. The many components of abilities and personalities are contained within a persons interest profile.
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
The study of personality traits is beneficial in identifying the many variables that exist from human to human; the combinations of these variables provide us with a true level of individuality and uniqueness. In the field of psychology, trait theory is considered to be a key approach to the study of human personality (Crowne, 2007; Burton, Westen & Kowalski, 2009). This paper aims to identify a number of significant contributors who have played crucial roles in both the development and application of trait theory. This paper then moves focus to these theorists, outlining their theory and analysing both the strengths and weaknesses of those theories. An illustration of the methods used in trait measurement is given and includes the arguments for and against such procedures.
2. What personality characteristics are likely required for this career? How does you own personality match/not match?
When we speak about personality, we must consider the two prominent schools of thought: traditional and cognitive theories. Traditional theorists believe that personality is static and not likely to change, irrespective of education (Holland and Rayman et al., 1986, pp. 55--82). To suggest that a person’s personality and behaviour are consistent over time is a more unitary view that fails to incorporate the effects of interaction with others. Traditional theorists believe we have little or no control over the type of personality we transmit. This personality theory is now considered obsolete and has been overshadowed by the more modern cognitive personality theory. The cognitive model views ‘people as complex and sophisticated information processors’ (Pervin, 1993). Cognitive theorists see personality as more flexible as it provides predictions that are situation specific. This theory is more applicable to understanding personality in the workplace as it is largely based on how people react to certain situations and contexts. Cognitive theorists believe that ‘people do have a choice about ...
Career counseling over the lifespan has more than an occupational focus, it deals with the person’s entire being with a vision that includes one’s lifespan. Career counseling takes into consideration character development, character skills, life roles, individual life and work history, goals, and obstacles. A career counselor not only assists a client with a career plan, but also with a life plan. This paper focuses on two categories of career counseling. The first focus is the history of career counseling as a field of study with the emphasis on when and why career counseling began (1800s as a study of how the shape of one’s head relates to vocational choice), who and what influenced it (Sizer, Parsons, and Davis), and how it has changed (from an individual/community vocational view to an individual/world lifespan view). The second focus is on the application of career counseling by researching two leaders, John Holland’s and Donald Super’s, contributions to career counseling, their theories and assessments and on the biblical aspects of career counseling and how each theory relates to the Bible.
According to Holland (1985), the choice of a career is an extension of one’s personality into the world of work. Individuals choose careers that satisfy their preferred personal orientations. Holland developed six modal personal styles and six matching work envi¬ronments: realistic, investigative, artistic, social, enter¬prising, and conventional. A person is attracted to the particular role demand of an occupational environ-ment that meets his or her needs. For example, some¬one who is socially oriented would seek out a work environment that provides interactions with others, such as nursing in a hospital setting. Holland and his colleagues have developed a number of instruments (e.g., the Self-Directed Search) designed to assist in identifying individual personality traits and matching those traits to occupational groups. Holland’s theory assesses each individual in terms of two or three most prominent personality types and matching each type with the environmental aspects of potential careers. It is predicted that the better the match, the better the congruence, satisfaction, and persistence (Holland, 1985). Holland also elaborated five secondary assumptions which he calls key concepts that describe the theory. These assumptions
Within Holland’s theory there are six personality types which correspond with a set of occupations. Holland proposed “that [job] satisfaction is highest and turnover is lowest when personality and occupation are in agreement” (Robbins & Judge, 2009, 122). Thus, persons working in jobs which are congruent with their personalities are more likely to have job satisfaction, than persons working in incongruent occupations (Robbins & Judge, 2009). With this information, managers could dramatically increase the job satisfaction of their workforce by placing employees into job opportunities which matched the employee’s personality. If Holland’s theory is correct and the employees are honest on the Vocational Preference Inventory examination then the theory could be an effective tool for decreasing job
It may be felt by clients that the primary objectives and responsibilities of vocational counsellors and a trained career counsellor are similar but in fact they are essentially different. Social context of clients in their career switches or consideration for a certain career path is one key area of assessment. However, it might comes off as an area unconcerned by vocational counsellors. The tag line is career counseling does sensations in both characteristics and life of an individual bringing out underlying drive’s on an individual to a higher heights. Hence, career counselling conducted by trained career counsellors definitely yield more benefits making it a value-add service.