Holland’s Theory of Vocational Personalities and Work
Environments
Theory answers three common and fundamental questions:
1. What personal and environmental characteristics
lead to satisfying career decisions, involvement, and achievement, and what
characteristics lead to indecision, dissatisfying, decisions, or lack of accomplishment?
2. What personal and environmental characteristics
lead to stability or change in the kind and level of work a person performs
over a lifetime?
3. What are the most effective methods for
providing assistance to people with career problems?
People can be characterized into six personality types:
(the RIASEC model)
1. Realistic
2.
Investigative
3.
Artistic
4.
Social
5.
Enterprising
6.
Conventional
These six personality types have corresponding environments.
These six types differ in interests, vocational and avocational preferences,
goals, beliefs, values, and skills.
Here are helpful links to Holland’s personality matches to
occupations:
Holland’s Hexagonal Model for Defining the Psychological
Resemblances Among Personality Types and Environments and Their Interactions:
These personality types are listed around the hexagon in the
RIASEC order. Each one resembling the
other more like those closest to it.
Consistency
Defining the relatedness between types and environments:
Identifying types close to each other is considered
consistent. These career explorations are known to be easier than those across
from one another.
Congruence
Defining the fit between types and environments:
This is the agreement between a person’s personality type
and the environment. The more agreement (or congruence) the more satisfaction
with the choice. For example, Type R finds and R environment.
Differentiation
Defining how well a person or environment can be described:
Highly differentiated is strongly identifying as one type
and less of others. Whereas, a less differentiated
type might have a strong resemblance of many types or no types.
Identity
Describing the clarity or stability of one’s goals,
interests, and talents:
Vocational identity is how clear of a picture one has of
their current career plans. Career decisions are easy for some, yet difficult
for others.
Career Intervention and Change Approach
1. Everyone has a theory about careers.
2. When that theory does not seem to work, a person
seeks help of some sort, sometimes from professionals like us.
3. When asked, we can provide interventions that
will help the person implement, revise, or refine that theory.
When assessing one’s PCT (Personal Career Theories), use
these:
1.
Invalid ……… valid
2.
Primitive …. Complex
3.
Incomplete … comprehensive
With these, Holland offered a four-level diagnostic and
treatment plan:
Level 1: for people
with valid [complex and comprehensive] personality theories. These people need little help because they
have a well-developed PCT.
Level 2: for people whose theories have an occupational
knowledge section that requires extension, revision, or adaption to an unusual
work or unemployment situation. These people need some help with at least some
part of their theory – a minor extension, revision, or adaption.
Level 3: for people whose theories have a weak translation
unit or lack a reliable formula for relating personal characteristics to
occupations, special occupational roles, or specialization, or for managing job
changes. These people have difficulties seeing themselves in particular occupations
or making changes in their jobs. The need
substantial help, probably one-on-one career counseling focused on resolving a
particular weakness in their thinking.
Level 4: for people who’s personal theory has pervasive
weakness. The people need extensive help because there are major flaws or
weaknesses in their PCTs.
Complete Your Own RIASEC Assessment:
This site allows you to test your RAISEC markers. Your answers can be used for their research,
and you have the option of agreeing to be matched to someone that has the same
answers you do. (This is for learning
purposes only).
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