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Semelhante a John holland’s vocational choice theory
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John holland’s vocational choice theory
- 1. John Holland’s Vocational Choice Theory Chris Cammarano CDF Course Spring, 2012
- 2. Background One of the 5 “Trait-and-factor” theories. Consists of 4 basic concepts Identifies 6 personality types An individual can be described by an combination
- 3. 4 Basic Concepts: People can be a combination of 2 or more types Environments can be a combination People seek out similar types of environments Satisfaction/Productivity tied to a match
- 4. 6 Personality Types Their names and characteristics
- 5. Personality Type Descriptions Likes … Develops … Prefers occupations/jobs … Test to be …
- 6. Realistic (R) … to work with tools, machines, animals … mechanical, electrical skills* … that involve building/repairing … down-to-earth and practical
- 7. Investigative (I) … engage in physical science activities … math and science ability … in the scientific and medical fields … curious, studious and independent
- 8. Artistic (A) … creative activities (free from routine) … language, art, music, drama skills … using creative talents … creative and free thinking
- 9. Social (S) … activities that involve Informing, teaching, helping others … ability to work with people … jobs such as teaching, nursing … helpful and friendly
- 10. Enterprising (E) … activities that permit leading … leadership ability, people skills … involving sales or management … ambitious, outgoing, energetic, self- confident
- 11. Conventional (C) … activities that require organizing info … organizational, clerical skills … involving record keeping, data entry … responsible, dependable, detail- oriented
- 12. Individual’s Code How is it identified?
- 13. 3 Methods for Identifying a Code Informal Assessments Interest Inventories Use of last three jobs held
- 14. References arris-Bowlsbey, J., Suddarth, B.H., & Reile, D.M. (2008). Suddarth, ReileInformation Facilitating Career Development Student Manual (2nd ed.). Arrow, OK: National Career Development Association
Notas do Editor
- Inform the audience: As one of them, it follows 4 similar assumptions: Individuals have unique characteristics related to interests, abilities, needs, values and personality traits Occupations & Jobs have unique characteristics related to work tasks, skills required, demands and rewards The unique characteristics of both of the above can be measured Workers and employers are most satisfied when there is a good match between the characteristics of the worker and the characteristics of the job.
- Introduce types verbally: Realistic, Investigative, Artistic, Social, Enterprising, Conventional Environments: meaning jobs, worksites or schools Example: An Investigative type person would seek out a work environment that was also Investigative A match between the personality type and the environment type will yield greater satisfaction and productivity
- Explain to audience that each of the following 6 descriptions will follow the layout as described on this slide.
- Also includes Manual and agricultural skills Likes … Develops … Prefers occupations/jobs … Test to be …
- Likes … Develops … Prefers occupations/jobs … Test to be …
- Likes … Develops … Prefers occupations/jobs … Test to be …
- Likes … Develops … Prefers occupations/jobs … Test to be …
- Likes … Develops … Prefers occupations/jobs … Test to be …
- Likes … Develops … Prefers occupations/jobs … Test to be … *Organizing information in an orderly and clear way
- Informal Assessments, Level A instruments, such as the Party Game, forced choice, card sort, checklists, can be administered by the CDF Interest Inventories, with supervision or proper training, such as Self-Directed Search, Career Key Interest Inventory Kuder Career Search with Person Match Last three jobs requires you to assign a code to each of the last three jobs the client held OR from their ideal jobs they would like to have.