Hollands Typology - Assignment Example

HOLLAND’S TYPOLOGY Name Tutor Course Date LEARNING EXERCISE 1: WEEK 1 TUTORIAL - HOLLAND’S TYPOLOGY SELF-EXPLORATION LEARNING EXERCISE IA: AN AUTOBIOGRAPHY Chapter 1: Birth to 5 years old In this phase, the important people in my life were my parents since they could provide all that I needed, in terms of basic needs and emotional support as well as I was learning to communicate. Chapter 2: 5 to 10 years old In this period, the important people were my parents and teachers since they were the primary source of my learning experience. My early school life experience was an interesting one since everything was a new skill. Chapter 3: 10 to 15 years old In this stage, the important people in my life were my friends and my parents as my friends formed the core of my social development as well as educational transformation. My parents formed the backbone to my ethics development and they also enabled me to have an environment where I was able to practice it. Chapter 4: 15 to 20 years old At this point, the important people in my life were my parents, who were able to provide me with emotional support as this was the biological changing phase, and my friends, who formed the backbone of my social development. This was also the stage where I developed my hobbies. Chapter 5: 20 to 25 years old During this period, the important people in my life were my parents, my friends and classmates because my parents provided the emotional and financial support I needed during my undergraduate course. Also at this point in life some of my hobbies shaped into my career choices and as a result, influenced my undergraduate course selection. Moreover, some of my extended family members were somewhat working in the career line I was studying and this motivated me to obtain more skills. Chapter 6: 25 to 30 years old During this period, the important people in my life were my workmates and parents. My workmates enables me to adjust to my new working environment and opened my mind to other career opportunities. My parents provided me with the necessary parental care. What do your responses tell you about your interests and particular strengths and weaknesses? The subjects that I perform well, I actually enjoy studying them whereas the subjects that are my least favourite I perform poorly since less effort is applied for studying them due to lack of interest. LEARNING EXERCISE IC: FOCUS ON WORK The most striking thing about my job is that there are new challenges everyday such that one has to be equipped with up to date information on financial happenings as it is relevant to the various tasks I am assigned. The working environment is conducive since it’s an open office system. The staff in the office is respectful and people try as much as possible to live in peace. The working hours are extensive since there is a lot of work that need to be done within a short time frame. This is negative in the fact that there is less breaking hours and thus lead to stress. There were various projects that I headed, one of which was making a magazine for the organization and at that time I had no educational background of the processes. This eventually emerged to be a successful project since there was a good team behind it and all the responsible parties were collaborative. There was one project that involved software development in the organization that did not go as planned, that is the software was not launched since the concerned party was no longer interested with the project due to financial constraints. I have not yet experienced my worst job yet. My Ideal job would be one that has flexible working hours. This job should enable me to work from any part of the globe, yet still allow me to have ample time with my family members. REFLECTION ON LEARNING EXERCISES AND CLASS ACTIVITIES 1 INTRODUCTION John Holland (cited in Dessler, Griffiths, and Lloyd – Walker 2004) said that a person’s individuality (including values, motives and needs) is a significant determinant of career choice. An individual with a strong social point of reference might be involved in careers that engage in interpersonal rather than intellectual or physical activities in occupations such as social work (John Holland cited in Dessler, Griffiths, and Lloyd – Walker 2004). REFLECTION A person is faced with examining and experiencing the impasse of career choice and the penalty of those choices at every developmental stage (Allen, 2005). From childhood we watch how career decisions influence our parents and other adults, and we also experience the monetary and emotional consequences of those decisions (Allen, 2005). As a result we then gradually more become conscious of the ever growing number of career chances and choices, as well as the aspects that may order or limit those choices (Allen, 2005). Additionally, there is the fear that during the tertiary education; even the cautiously measured career decisions may still not eventually lead to the preferred opening, due to severe competition and assenting action (Allen, 2005). We can assume that individuals may be lucky enough to conquer the complexities and possible pitfalls related to acquiring the required education essential for their future career, but even if they are able to secure a promising position in their career field of choice, they may still face possible changes, emergencies and transitions during their working life (Allen, 2005). REFLECTION ON CLASS ACTIVITY 3 There are Behavioural differences between internals and externals. For instance, Internals display greater work motivation, have stronger expectations that effort leads to performance, exhibit higher performance on tasks involving learning or problem solving, when performance leads to valued rewards. There is a stronger relationship between job satisfaction and performance for internals than externals. Also, Internals obtain higher salaries and greater salary increases than externals. In addition, Externals tend to be more anxious than internals. My cognitive style was Sensation/thinking (ST). This assessment may be used to help achieve ones career goals. McGregor (1960) proposed that a manager’s view of the nature of human beings tends to fall into one of two sets. In the first, which is called Theory X, managers assume that: Employees inherently dislike work and, whenever possible, will attempt to avoid it. Secondly, since employees dislike work, they must be coerced, controlled, or threatened with punishment to achieve goals. Also, Employees will shirk responsibility and seek formal direction whenever possible. In addition to that, most workers place security above all other factors associated with work and will display little ambition. REFLECTION OF THE ACTIVITY The Keirsey Temperament test could be used as a guideline on which career line an individual can take basing on the temperament of the individual (Keirsey, 2012). For instance the Keirsey’s test suggested that, the Guardian Providers are individuals who take the initiative to ensure health and wellbeing of those that are in their care. They are very sociable and as a result they make good nurturer in institutions such as learning institutions, churches, civic groups among others. The Guardian Providers mostly give their time and energy to meet to other people needs (Keirsey, 2012). In addition, the Guardian Providers are very supportive and always maintain team work at all costs. They are also normally attentive to detail in regards to endowing goods and services (Keirsey, 2012). They are outstanding leaders when in charge of class get together, charities, among others (Keirsey, 2012). These individuals are able to speak publicly with effortlessness and assurance (Keirsey, 2012). They are always exceptional hosts and are known by everyone if not most of the people (Keirsey, 2012). In addition, Guardian Providers are extroverts, they enjoy to socialize with others and form friendships, of which, this matters a lot to them (Keirsey, 2012). Guardian Providers are negatively impacted by individual criticism (Keirsey, 2012). In conclusion, the various personality types have got strengths and weaknesses, which can be used relevantly in order to guide one in the choice of a career or even in changing of career lines. Each temperament can be edified or criticized so as to suit ones day to day operations (Keirsey, 2012). REFLECTION ON THE TEST The term Locus of control was defined as a person's apparent control over their own conduct (Queendom, 1996). An individual with an internal locus of control would generally perceive that he or she is answerable for definite incidences thus the individual’s actions would have a direct translation on the result (Queendom, 1996). On the contrary, an individual with an external locus of control would most frequently hold responsible fate, providence, luck, society, or other forces that are beyond his or her control (Queendom, 1996). For instance, an individual may attribute his or her success to skills, intelligence, great personality (these are internal factors), while others may attribute success to fate, good luck, favors from people, ease of task (these are external factors). These eventually translate to our general outlook towards success and bring about the necessary motivation to achieve it, or it may lead to a rather laid-back and passive attitude towards life of which this would slow down motivation and eagerness to succeed (Queendom, 1996). In conclusion, our ascription style decides on which forces we hold accountable for our successes and failures (Queendom, 1996). In addition, locus of control and attribution styles equally has a major impact on our inspiration, outlooks, self-worth, venturesome behavior, and still on the definite result of our actions (Queendom, 1996). Your results indicate that you are extremely adept at interpreting other people’s words and actions and seeing things from their perspective, which likely results in very few misunderstandings. You seem to realize that empathy is an essential part of good interpersonal skills and therefore, will do your best to place yourself in other people’s shoes in order to better understand them. You can generally get a good sense of what others are thinking and will likely adjust yourself accordingly if the people you’re conversing with seem confused or perhaps uncomfortable. Good job! REFLECTION ON THE TEST It was observed that communication is an essential skill in various relationships such as business dealings, family affairs, and romantic relationships. Consequently, knowledge has less value unless it can be effectively passed on through communication (Queendom, 1996). Therefore, since communication is vital for any relationship, research has shown repeatedly that a shortage in this skill can absolutely ruin relationships, be it at home or workplace. The establishment of firm interpersonal skills is not just making an individual be listened to but also it involves an acceptance of where other people are coming from .Superior communication skills are the fundamentals of each relationship, personal and professional. Whatever one says is not the only thing that matters, but how its said, is what matters the most. In addition to that, being able to interpret others words and actions, helps one improve their interpersonal communication skills, as it will reduce the rate of misunderstandings Also, empathy is a vital part of excellent interpersonal skills, since one is able to put himself or herself in another person’s shoes and this will result to better communication and understanding (Queendom, 1996). CAREER TEST For this test one had to choose between pictures presenting specific work activities. Each picture described work associated with a specific type of personality (O*NET™ database 16.0., 2012). These types are derived from Dr. John Holland's theory of careers and vocational choice, known as Holland Codes (O*NET™ database 16.0., 2012). CAREER TEST RESULT The results for my personality test were that 'Artistic' was the most, followed by 'Investigative' and 'Social'. My six letter personality type is 'AISCRE'. MY PERSONAL HOLLAND CODE: This is the letters A, I and S Your personal Holland Code then becomes either AIS, AI, IA or even IAS. THE POSSIBLE JOBS: Here is a list of jobs that fitted my Holland code AISCRE. The list is only part of all jobs that fitted my personality. It was said that I could this list of occupations as archetypal examples. 20 occupations are suggested based on your score. REFLECTION OF THE TEST According to the Holland’s model, there are six personality types. These are: the Realistic, these are individuals who are realistic, tangible, hands on kind of people. Investigative, these individuals are analytical, academic, and adventurous. The Artistic, these individuals are original, independent, messy, and inventive. The social, these people are sympathetic, helpers, nurturing, and teachers. The enterprising, these are people who are aggressive, leaders, and persuaders. Finally, the conventional, these are individuals who are detailed, organizers, and are mostly handling clerical work .According to Dr Holland, people often have a mixture of these behaviour types. One can obtain their personality type by ranking the most interesting one to the least. Also according to Dr Holland, there are 720 different possible combinations of these personalities. In conclusion, in order for one to attain the correct match of a career line, one may use this test and compare it with his or her personality type together with their working environment and thus would be able to gauge whether they are in the correct line of work . BIBILIOGRAPHY Source: http://www.harcourtcollege.com/management/greenhaus/le.html Dessler, Griffiths, and Lloyd – Walker, 2004, Human Resource Management, Pearson Education, Frenchs Forest http://www.thefreedictionary.com/self-discovery The American Heritage® Dictionary of the English Language, Fourth Edition copyright ©2000 by Houghton Mifflin Company. Updated in 2009. Published by Houghton Mifflin Company. All rights reserved Trent Dernbach, 2009, John Holland’s TYPOLOGY, viewed on 5 October 2012, Allen, L, J, 2005, The Appropriateness of Holland’s Interest Code Typology For South African Field Guides, viewed on 5 October 2012, Source: J B Rotter, 1966 Read More