John holland’s vocational choice theory

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  • 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.
  • John holland’s vocational choice theory

    1. 1. John Holland’sVocationalChoice TheoryChris CammaranoCDF CourseSpring, 2012
    2. 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. 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. 4. 6 Personality TypesTheir names and characteristics
    5. 5. Personality Type Descriptions Likes … Develops … Prefers occupations/jobs … Test to be …
    6. 6. Realistic (R)… to work with tools, machines, animals … mechanical, electrical skills* … that involve building/repairing … down-to-earth and practical
    7. 7. Investigative (I)… engage in physical science activities … math and science ability … in the scientific and medical fields … curious, studious and independent
    8. 8. Artistic (A)… creative activities (free from routine) … language, art, music, drama skills … using creative talents … creative and free thinking
    9. 9. Social (S)… activities that involve  Informing, teaching, helping others… ability to work with people … jobs such as teaching, nursing … helpful and friendly
    10. 10. Enterprising (E)… activities that permit leading … leadership ability, people skills … involving sales or management … ambitious, outgoing, energetic, self- confident
    11. 11. Conventional (C)… activities that require organizing info … organizational, clerical skills … involving record keeping, data entry … responsible, dependable, detail- oriented
    12. 12. Individual’s CodeHow is it identified?
    13. 13. 3 Methods for Identifying aCode Informal Assessments Interest Inventories Use of last three jobs held
    14. 14. Referencesarris-Bowlsbey, J., Suddarth, B.H., & Reile, D.M. (2008). Suddarth, ReileInformationFacilitating Career Development Student Manual (2nd ed.). Arrow, OK: National CareerDevelopment Association
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