DSST Fundamentals of counseling

Holland divided the working population and the

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Holland divided the working population and the working environement into six types. The six types are: Realistic, investigative, artistic, social, enterprising, and conventional. Holland suggests that by matching one’s personality type with the type of work environment you can predict job satisfaction. Because people search for a work environment where they can showcase their talents and abilities, they will naturally be happier and more successful in jobs where their personality matches the demands and expectations of the job. The Holland Code is a categorization of over 12000 careers by each of the six personality job environment types. Holland’s Codes are often tested for and referred to in career counseling and the notion that a person’s best occupation choice is rooted in their personality type is quite pervasive today. Development theories of career development take a long-term approach to occupational choice with the emphasis being placed on expression of a person’s self-concept. The developmental theories originate from the notion that as an adolescent, one explores career options and then makes
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a decision regarding education and eventually gets a job in the profession of choice. The theory is based on the fact that as each decision is made it eliminates other choices and directs the path toward future decisions. The most recent trend in career development theory is that of decision-making . The concept is founded on the idea that each individual has several possible alternatives to choose from at any given point. Each choice comes with identifiable results and consequences and each individual values these results differently. By looking at each choice in a systematic way, the best career choice can be determined by multiplying the value of each event with the probability of the event occurring. Career tests are common and are administered in the hope of gaining further self knowledge. Tests often examine a person’s aptitudes and interests and then those results are matched or analyzed based on the particular theory the career counselor subscribes to. For a test to be reliable it must produce similar results each time it is administered. Reliability is crucial in determining if the test results are useful. Tests that are proven to be reliable can be trusted to provide an accurate profile of the individual taking the test with a very small likelihood that the results were influenced by external factors Test validity is concerned with whether or not a test actually measures what it is intended to measure. If a test is developed to assess personality traits then in order for the results to be valid each question has to be analyzed to be certain that it elicits an answer relevant to a person’s personality.
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