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0 INTRODUCTION
Having a realistic career plan in place is often an essential part of our personal growth and
development. Without goals to strive for, most people find it difficult to stray from the easy norm
or to gain skills which make them a more valuable commodity in the business world. There are
many career definitions that have been written by some authors. According to Parsons (1909),
the definition of career in the wise choice of a vocation, there are three broad factors; First is a
clear understanding of yourself, your aptitudes, abilities, interests, ambitions, resources,
limitations, and their causes. Second, a knowledge of the requirements, conditions of success,
advantages and disadvantages, compensation, opportunities and prospects in different lines of
work and third, true reasoning on the relations of these two groups of facts. Career development
is the lifelong process of managing learning, work, leisure, and transitions in order to move
toward a personally determined and evolving preferred future. Personalities, interests and
personal skills influence the tendency of an individual in making the career choice.
If it is noticed, the individual will usually choose a career that fits into the personality traits of his
or her personality and interests. The study found that this compatibility affects satisfaction
human work. Therefore, if an individual chooses the job that is contrary to his interests, he may
be able to still do it but its satisfaction rate his job might be low. Bill Gothard, Phil Mignot,
Marcus Offer and Melvyn Ruff (2001) described career development is a complex process
involving many different and changing factors. Careers guidance formally began with Frank
Parsons, who established the Vocation Bureau in Boston (USA) in 1908. The following year he
put his ideas into words. First, he stressed, a clear understanding of the individual’s aptitudes,
interests and limitations was necessary. Second, knowledge of the requirements and conditions
of different kinds of employment was essential. Finally, an ability to match these two would
result in successful guidance.
Preparation for and engagement in career management and the career development process
necessitates an understanding of the contemporary career and its diverse depictions over time.
Evolutionary journey of the career concept characterized as four distinct stages: Stage 1 – The
roots of career development derived from Parsons’ (1909) three-step formula for choosing a
career that involved the matching of personal requirements with the external environment.
Stage 2 – An expansive life perspective approach, underscoring the relationship between
professional and personal biographies. Stage 3 – The concept of career returned to a more
restricted occupational and organizational orientation based on stability of career, employment
structures and upward progression across a limited number of firms with a focus on extrinsic
rewards and organizational career management. Stage 4 – This reflects a movement to a more
contemporary understanding of career, experienced-focused, post-organizational descriptions,
attempting to replicate how individuals enact their career in a changing world.
The development of career guidance and development into a global discipline requires a set of
theoretical frameworks with universal validity and applications, as well as culture-specific
models that could be used to explain career development issues and phenomenon at a local level.
Mulhall, S. (2014) stated there are five popular theories in career development that have guided
career guidance and counselling practice and research in the past few decades in the USA as well
as internationally. These five theories are (a) Theory of Work-Adjustment, (b) Holland’s Theory
of Vocational Personalities in Work Environment, (c) the Self-concept Theory of Career
Development formulated by Super and more recently by Savickas, (d) Gottfredson’s Theory of
Circumscription and Compromise, and (e) Social Cognitive Career Theory.
Providing effective career management and career development programs is a critical challenge
for twenty-first century human resource practitioners and business leaders. Such programs have
an important role in building sustainable organizations and for offering employees a meaningful
focus for their future. Organizations and employees, however, bring varying perspectives to the
situation and one of the challenges in the career management process is how such differences
might be recognized and resolved. A partnership approach (Cedefop, 2008; Chartered Institute of
Personnel and Development, 2011; King, 2004) offers one possibility as this entails employers
supporting employees to develop the skills they need tomorrow, but within a context that
appreciates that individuals are different and will have diverse expectations and requirements
from a career. The value of this collaborative approach is that it reflects the current and future
capabilities required by the organization to fulfill l its strategy and meets its objectives, as well as
satisfying the needs of individuals to build the competence and competencies to feel engaged
with, and valued by their organization.
2.0 GENERAL CONTENT
2.1 The Introduction of Holland’s Theory
Holland’s Theory gives explicit attention to behavioral style or personality types
as the major influence in career choice development. Most people are one of six
personality types and matching work environment realistic, investigative, artistic,
social, enterprising and conventional. People who choose to work in an
environment similar to their personality type are more successful and satisfied.
For example, artistic persons are more likely to be successful and satisfied if they
choose a job that has an artistic environment.
Holland’s most impressive contributions to psychology were the combining of
two important theoretical traditions, namely vocational psychology and
personality. Holland’s work is a function of self-directedness techniques affords
individuals the opportunity to make their choices. This is demonstrated in the self-
administering and self-scoring Self-Directed Search Assessment technique that
has become popular throughout the world.
Holland has received a number of accolades for his contributions to the field.
Within 10 years of his Ph.D he received a research award from American
Personnel and Guidance Association. He is Fellow of the American Psychological
Association for his contributions to both counseling psychology and educational
psychology. Holland is clearly world famous among counseling and vocational
psychologists. His theory, concepts, inventories, insights, empirical research and
application have significantly changed the field of vocational psychology.
Holland dies on November 27, 2008 at Union Medical Hospital at the age 89 and
this same month he was awarded the APA Distinguished Scientific Award for the
Application of Psychology.
Holland also stated that there are six environments in Holland’s Theory which is Realistic,
Investigative, Artistic, Social, Enterprising and Conventional. Each of the environments will
be dominated by certain personality and will be categorized by the physical environment
that will cause certain problems and chances. For example, the realistic environments will
be dominated by individual with realistic personality, which is most of the population who
live in the realistic environment is similar to realistic. The conventional environment will be
dominated by individual with conventional personality. An individual will be seeking for
the environments that can offered them the chances to practice their own skills and ability,
to create the attitude and values and considering all the problems and the approved roles
which existed in that particular environment.
The last basic assumption of Holland’s Theory is the behavior of an individual is determined
by the combination between the personality and the environment. According to Holland’s, if
we are able to understand the pattern of one’s personality and the pattern of the environment
principally based on our knowledge about the types of personalities and the environmental
models, we can predict some consequences that might be happened due to the combination
of these two ideas. This includes the career option, career change, vocational achievement,
personal competencies, educational behavior and social.
2.5.2. Consistency
Consistency is a measure of internal coherence of an individual’s type scores. Using
Holland’s Model of Hexagon, consistency is measured by the degree of similarities
between the personalities with the same characteristics. The closer the position, the more
consistent it will be.
2.5.3. Differentiation
Differentiation refers to a measurement of crystallization of interests and provides
information about the relative definition of types in an individual’s profile (referring to
Holland’s Hexagonal Model). According to Holland’s (1996), some individual is more
genuine. They will show the highest resemblance to one type than the other types of
personalities.
2.5.4. Identity
Identity refers to an indicator or the measurement of the degree of the clarity of the
picture of one’s goals, interests, and talents (Holland’s, 1997). It defines the strength of
differentiation and consistency between personalities and the environments.
2.5.5. Calculus
According to Holland’s (1973), the relationship in or between personalities and
environment can be identified using Holland’s Hexagonal Model. The range of types of
personalities and the environment are theoretical inversed. Thus, the sharp spike of the
hexagon defines the range of two personalities that will affect the psychological
characteristics.
In their writing, the team stated that according to Stead and Watson (1998), there are
some values of people in the U.S such as individualism, independent decision making
and immediate family structure are not a culture in other place. This difference in culture
and values has driven some criticism about Holland’s Theory contribution to the non US
citizen in the 21st century. The main focus of the literature review from the team is about
how applicable is the theory to suit the global needs in career counseling or career
development.
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