John Holland developed a theory of vocational personality types that identifies six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. He proposed that people and work environments can be categorized into these six personality types, and that the best career fit occurs when a person's personality type matches the type of work environment. The theory helps explain career satisfaction and turnover. Each personality type has distinct preferences, skills, values, and career examples that provide a framework to help people choose careers aligned with their interests and strengths.
The RIASEC Model shows the relationships between Ideas, People, Data, and Things. Learn about interests, abilities, skills, careers, and college majors.
The RIASEC Model shows the relationships between Ideas, People, Data, and Things. Learn about interests, abilities, skills, careers, and college majors.
This is a paper that I wrote recently for the Career Development Facilitator (CDF) Training that I am taking with the Center on Education and Work at UW-Madison
Need for Achievement Motivation Theory by David McClelland. It includes Need for Power, Achievement and Affiliation.Also includes How can the future HR Managers can apply the Need Achievement Theory? Even 2 case studies are included.
Industrial Psychology deals with people's work related values.
As in today's industrial world its hard to maintain a good relationship with employees. A company maintain itself in market by understanding the needs and values of their employees. To achieve an organizational goal its important to know how to collaborate not only with their competitors but also with their workers.
This is a paper that I wrote recently for the Career Development Facilitator (CDF) Training that I am taking with the Center on Education and Work at UW-Madison
Need for Achievement Motivation Theory by David McClelland. It includes Need for Power, Achievement and Affiliation.Also includes How can the future HR Managers can apply the Need Achievement Theory? Even 2 case studies are included.
Industrial Psychology deals with people's work related values.
As in today's industrial world its hard to maintain a good relationship with employees. A company maintain itself in market by understanding the needs and values of their employees. To achieve an organizational goal its important to know how to collaborate not only with their competitors but also with their workers.
From www.keirsey.com Temperament is a configu.docxmayank272369
From: www.keirsey.com
Temperament is a configuration of observable personality traits, such as habits of
communication, patterns of action, and sets of characteristic attitudes, values, and
talents. It also encompasses personal needs, the kinds of contributions that
individuals make in the workplace, and the roles they play in society. Dr. David
Keirsey has identified mankind's four basic temperaments as the Artisan, the
Guardian, the Rational, and the Idealist.
Each temperament has its own unique qualities and shortcomings, strengths and
challenges. What accounts for these differences? To use the idea of Temperament
most effectively, it is important to understand that the four temperaments are not
simply arbitrary collections of characteristics, but spring from an interaction of the
two basic dimensions of human behavior: our communication and our action, our
words and our deeds, or, simply, what we say and what we do.
Communication: Concrete vs. Abstract
First, people naturally think and talk about what they are interested in, and if you
listen carefully to people's conversations, you find two broad but distinct areas of
subject matter.
Some people talk primarily about the external, concrete world of everyday reality:
facts and figures, work and play, home and family, news, sports and weather -- all
the who-what-when-where-and how much's of life.
Other people talk primarily about the internal, abstract world of ideas: theories and
conjectures, dreams and philosophies, beliefs and fantasies --all the why's, if's, and
what-might-be's of life.
At times, of course, everyone addresses both sorts of topics, but in their daily lives,
and for the most part, Concrete people talk about reality, while Abstract people
talk about ideas.
Action: Utilitarian vs. Cooperative
Second, at every turn people are trying to accomplish their goals, and if you watch
closely how people go about their business, you see that there are two
fundamentally opposite types of action.
Some people act primarily in a utilitarian or pragmatic manner, that is, they do what
gets results, what achieves their objectives as effectively or efficiently as possible,
and only afterwards do they check to see if they are observing the rules or going
through proper channels.
Other people act primarily in a cooperative or socially acceptable manner, that is,
they try to do the right thing, in keeping with agreed upon social rules, conventions,
and codes of conduct, and only later do they concern themselves with the
effectiveness of their actions.
These two ways of acting can overlap, certainly, but as they lead their lives,
Utilitarian people instinctively, and for the most part, do what works, while
Cooperative people do what's right.
The Four Temperaments
• As Concrete Cooperators, Guardians speak mostly of their duties and
responsibilities, of what they can keep an eye on and take good care of, and
they're careful to obey t ...
His field of study is
welding
DB 6
Which core curriculum courses appeal to you the most and why?
His field of study is
welding
Essay
Use the questions to develop a five paragraph essay.
·
What is my vision for my career in the next 10 years?
·
What more can I do to realize the vision?
·
What major should I choose to lead to the realization of the vision?
·
Which areas (reading, writing, communication, etc...) should I improve on?
·
What new skills do I need to learn acquire to get there?
Please upload your essay into Canvas. The essay should be at least five paragraphs long, 12 pitch font, Roman Times, double spaced, five space indentation on each new paragraph and should be in a Word Document.
*Please make sure that you provide a heading for this assignment paper and all others that include: Name, Date, Assignment Name, and Instructor's name in the top left hand corner. Points will be deducted if this is not done.
Assignment 5
Using the questions below, develop a five paragraph essay.
Due: 10/05
o What is my vision for my career in the next 10 years?
o What more can I do to realize the vision?
o What major should I choose to lead to the realization of the vision?
o Which areas (reading, writing, communication, etc...) should I improve on?
o What new skills do I need to learn acquire to get there?
My Top Three Traits are: Realistic, Social, Conventional
Realistic
Realistic people are attracted to outdoor, mechanical and physical activities, hobbies, and occupations. They like to work with things, objects, and animals rather than with ideas, data, and people. They tend to have mechanical and athletic abilities and are usually strong and well-coordinated. They like to construct, shape, and restructure things around them and to repair and mend things. They like to use equipment and machinery and to see tangible results from their efforts. Although they are persistent and industrious builders, they are seldom creative and original ones, preferring instead to use familiar methods and to follow established patterns. They tend to think in terms of absolutes and to have a low tolerance for ambiguity. They have a straightforward and uncomplicated view of life and prefer not to deal with abstract, theoretical, and philosophical issues and problems. They are materialistic and have traditional and conservative values and attitudes. They do not have strong interpersonal and verbal skills and are uncomfortable in social situations in which attention is directed at or centered on them. They find it difficult to give emotional expression to their feelings and tend to be regarded as shy. (CCL, The Center for Experiential Learning, Leadership and Technology) Show Less
Social
Social people are friendly and outgoing. They are cooperative and enjoy working with and being around other people. They are understanding and i ...
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
2. John L Holland, Ph.D., professor emeritus at Johns Hopkins University, is a psychologist who devoted his
professional life to researching issues related to career choice and satisfaction. He developed a well-known
theory, and designed several assessments and supporting materials to assist people in making effective
career choices. His theory and assessment tools have helped millions of people worldwide and are
supported by hundreds of research studies.
Holland proposed personality job fit theory which identifies six personality types and proposes that the fit
between personality type and occupational environment determines satisfaction and turnover.
Holland’s Theory
Holland found that people needing help with career decisions can be supported by understanding their
resemblance to the following six ideal vocational personality types:
Realistic (R)
Investigative (I)
Artistic (A)
Social (S)
Enterprising (E)
Conventional (C)
Work settings can also be categorized by their resemblance to six similar model work environments.
Because people search for environments that allow them to express their interests, skills, attitudes and
values, and take on interesting problems and agreeable roles, work environments become populated by
individuals with related occupational personality types.
3. According to Holland, if personality type matches the work environment, success and satisfaction can
improve. The idea is that “birds of a feather, flock together,” and that people with the same personality
type tend to enjoy working with each other. For example, Artistic people enjoy working with other Artistic
people.
Additionally, people with the same personality type tend to create a work environment that rewards
thinking and behaving like that type.
Holland’s Six Personality Types
The descriptions of Holland’s personality types refer to idealized or pure types. Holland’s personality types
are visually represented by a hexagonal model. The types closest to each other on the hexagon have the
most characteristics in common. Those types that are furthest apart, i.e., opposites on the hexagon, have
the least in common.
Listed below are the six Holland Occupational Personality Types. The descriptions of “pure types” will rarely
be an exact fit for any one person. Personality will more likely combine several types to varying degrees.
Personality
Dimension
Preference Personality
Characteristics
Jobs (Congruent
options)
Realistic
(Do’er)
Prefers activities that require
physical skill strength and
coordination
Shy, genuine, stable,
conforming, practical
Drill Operator, Mechanic,
Farmer, Assembler,
engineer
Investigative
(Thinker)
Prefers activities that involve
thinking, organising,
understanding
Analytical, curious,
Independent
Mathematician, Research
Worker Economist, News
Reporter, Professor
Artistic
(Creator)
Prefers ambiguous and
unsystematic activities that allow
creative expression
Imaginative, Emotional,
Idealistic, disorderly,
impractical
Painter, Musician, Writer,
Architect
Social
(Helper)
Prefers activities that involve
helping and developing others
Sociable, co-operative,
understanding, friendly
Teacher, Social Worker,
Counsellor, Doctor
Enterprising
(Persuader)
Prefers verbal activities where
there are opportunities to
influence others and obtain
power
Ambitious, Energetic,
Ambitious,
domineering, self-
confident
Lawyer, Businessman,
Real Estate Agent, PRO,
Sales person, Marketing
professional
Conventional
(organiser)
Prefers rule regulated, orderly
and unambiguous activities
Confirming, Efficient,
Accurate Practical,
unimaginative, inflexible
Accountant, Corporate
Manager, File Clerk,
Editor
Realistic (R)
Realistic individuals are active and stable and enjoy hands-on or manual activities, such as building,
mechanics, machinery operation and athletics. They prefer to work with things rather than ideas
and people. They enjoy engaging in physical activity and often like being outdoors and working with
plants and animals. People who fall into this category generally prefer to “learn by doing” in a
practical, task-oriented setting, as opposed to spending extended periods of time in a classroom.
Realistic types tend to communicate in a frank, direct manner and value material things. They
perceive themselves as skilled in mechanical and physical activities but may be uncomfortable or
less adept with human relations. The preferred work environment of the realistic type fosters
technical competencies and work that allows them to produce tangible results. Typical realistic
careers include electrician, engineer, veterinarian and the military.
4. Investigative (I)
Investigative individuals are analytical, intellectual and observant and enjoy research, mathematical
or scientific activities. They are drawn to ambiguous challenges and may be stifled in highly
structured environments. People who fall into this category enjoy using logic and solving highly
complex, abstract problems. Because they are introspective and focused on creative problem
solving, investigative types often work autonomously and do not seek leadership roles. They place
a high value on science and learning and perceive themselves as scholarly and having scientific or
mathematical ability but lacking leadership and persuasive skills. The preferred work environment
of the investigative type encourages scientific competencies, allows independent work and focuses
on solving abstract, complex problems in original ways. Typical investigative careers include
medical technologist, biologist, chemist and systems analyst.
Artistic (A)
Artistic individuals are original, intuitive and imaginative and enjoy creative activities, such as
composing or playing music, writing, drawing or painting and acting in or directing stage
productions. They seek opportunities for self-expression through artistic creation. People who fall
into this category prefer flexibility and ambiguity and have an aversion to convention and
conformity. Artistic types are generally impulsive and emotional and tend to communicate in a very
expressive and open manner. They value aesthetics and view themselves as creative, non-
conforming and as appreciating or possessing musical, dramatic, artistic or writing abilities while
lacking clerical or organizational skills. The preferred work environment of the artistic type fosters
creative competencies, and encourages originality and use of the imagination in a flexible,
unstructured setting. Typical artistic careers include musician, reporter and interior decorator.
Social (S)
Social individuals are humanistic, idealistic, responsible and concerned with the welfare of others.
They enjoy participating in group activities and helping, training, healing, counselling or developing
others. They are generally focused on human relationships and enjoy social activities and solving
interpersonal problems. Social types seek opportunities to work as part of a team, solve problems
through discussions and utilize interpersonal skills but may avoid activities that involve systematic
use of equipment or machines. Because they genuinely enjoy working with people, they
communicate in a warm and tactful manner and can be persuasive. They view themselves as
understanding, helpful, cheerful and skilled in teaching but lacking in mechanical ability. The
preferred work environment of the social type encourages teamwork and allows for significant
interaction with others. Typical social careers include teacher, counsellor and social worker.
Enterprising (E)
Enterprising individuals are energetic, ambitious, adventurous, sociable and self-confident. They
enjoy activities that require them to persuade others, such as sales, and seek out leadership roles.
They are invigorated by using their interpersonal, leadership and persuasive abilities to obtain
organizational goals or economic gain but may avoid routine or systematic activities. They are often
effective public speakers and are generally sociable but may be viewed as domineering. They view
themselves as assertive, self-confident and skilled in leadership and speaking but lacking in
scientific abilities. The preferred work environment of the enterprising type encourages them to
engage in activities, such as leadership, management and selling, and rewards them through the
attainment of money, power and status. Typical enterprising careers include salesperson, business
executive and manager.
5. Conventional (C)
Conventional individuals are efficient, careful, conforming, organized and conscientious. They are
comfortable working within an established chain of command and prefer carrying out well-defined
instructions over assuming leadership roles. They prefer organized, systematic activities and have
an aversion to ambiguity. They are skilled in and often enjoy maintaining and manipulating data,
organizing schedules and operating office equipment. While they rarely seek leadership or
“spotlight” roles, they are thorough, persistent and reliable in carrying out tasks. Conventional
types view themselves as responsible, orderly and efficient, and possessing clerical, organizational
and numerical abilities. They may also see themselves as unimaginative or lacking in creativity. The
preferred work environment of the conventional type fosters organizational competencies, such as
record keeping and data management, in a structured operation and places high value on
conformity and dependability. Typical conventional careers include secretary, accountant and
banker.