Holland's Theory of Vocational Personalities and Work Environments
Basic Assumptions
Most people are one of 6 personality types (stereotypes)
š©āš§ š©āš¬ š©āšØ š©āš¤ š©āš» š©āš
There are 6 basic types of work environments šØāš§ šØāš¬ šØāšØ šØāš¤ šØāš» šØāš
People of the same personality type working together in a job create a working environment that fits their type. š» š¼ šØ šÆ
People who choose to work in an environment which suits their personality types are more likely to be successful and satisfied. š šš
ARTISTICš©āšØ
Writer
Graphic designer
Fashion desgner
Public relations
REALISTIC šØāš§
Mechanical Engineer
Landscape gardener
Sound Technician
Cook
INVESTIGATIVEš©āš¬
Biologist
Surgeon
Veterinarian
Pilot
.
SOCIAL š©āš¤
Teacher
Counsellor
Librarian
Speech Therapist
.
ENTERPRISING šØāš»
Salesperson
Lawyer
Newscaster
Lobbyist
CONVENTIONAL šØāš
Accountant
Fire Inspector
Data manager
Proofreader
š® š· Description of the 6 Interests
and Corresponding Career Sectors #
The
Key
Constructs
Differentiation š
most people have one, two or three dominant types but some don't
Consistency š
Some types are more similar than others, as represented by the
distance on the typology diagram (left)
Congruence š
Relationship between the personality and the environment (how similar; the fit)
Identity š
The clarity of individuals of their goals, interests and talents. For the environments, it refers to the degree to whcih a workplace has clarity, stability and integration of goals, tasks and rewards.
NOTE : It is always a combination of types : up to 3 dominant types (primary & secondary interests) šØāš š©āāļø šØāāļø
š© Interests Change as People become Exposed to a Range of Environments.
š» Role of Counsellor : To spot common themes that suggest a tendency for certain type.
Tools for Interest Profilingš
Interest
Inventories
On-Line Assessment š©āš»
ā½ WDA Job Profiler
ā½ Rogue College Code Quiz
ā½ Truity.com
Card Sorting ā ļø ā„ļø ā¦ļø ā£ļø
Occupational Card Sort - use by career counsellors to assist persons unclear about present or future career choice.
Accomplishes this by
ā½ Increasing the range and quality of information about self and about specific occupations ā½
ā½ Expanding or narrowing the range of occupations considered ā¾ļø , and
ā½ encouraging further self and career exploration ā³.
Counselling Issues
Strong Interest Inventory (SII)
Self-Directed Search (SDS)
Vocational Preference Inventory (VPI)
My Vocational Situation (MVS)
O*NET Interest Profiler
Critique
PROS
Client's Preference
clients of social/enterprising type preferred
emphasis on self-awareness
Differentiation
Clients' preferences not clearly differentiated
It is counsellor's role to help differentiate clients' experiences & desires - ascertain satisfaction
Congruence
Counsellor & client styles often incongruent
Most counsellors = social, may not "respect" what clients do
Other Factors
Client's education, ability, location, responsibilities
Holland's theory does not provide all-purpose conceptualisation system
CONS
Research : Well researched with >500 studies
Early research literature based, later - small sample
Popular : basis for many career programmes in schools
Self-Help : Emphasis on role of individual
Cost : VPI and SDS quick & cost-effective
Static view (stereotyping and not dynamic)
Does not explain how types developed
Limited use for undifferentiated & incongruent workers.