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Essay / Research Paper Abstract
This 9 page paper relates existing theories on career development. A number of theorists, including John Holland and Donald Super, have recognized that career development extends past a view of occupational choices and integrates an assessment of the different aspects of life during changes that occur over time. This paper outlines these elements and the impacts of Holland's theories. Bibliography lists 5 sources.
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9 pages (~225 words per page)
File: MH11_MHCarDev.rtf
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over time. Career development theory, then, includes assessments and views of self-concept, of life-span, and of educational and occupational choices. Understanding Hollands theory of career development and Supers
self-concept theory provides a basis for a personal career development assessment utilizing Supers Life-Career Rainbow. Hollands Theory of Career Development John Hollands theory of career development is based
on a job classification system that relates personality types to occupational types. Hollands theory has been described as a typological theory which was created in order to determine a
way of organizing data regarding jobs, work environments and how individual pursue certain career choices (John Holland, 2002). Further, this theoretical process has been utilized to determine the route
of job satisfaction and vocational achievement, linking specific elements in personalities to a compatibility factor related to certain types of jobs (John Holland, 2002). Holland has stated that "people
can function and develop best and find job satisfaction in work environments that are compatible with their personalities" (ICDM, 1991, p. 4, as cited in John Holland, 2002). In
making this assertion, Holland argues people tend to be drawn towards certain jobs, and that the workplace environment and the job focus reflects elements of personality. The personality types
of job environments, then, can be broken down into six different types, which Holland labeled realist, investigative, artistic, social, enterprising, and conventional (RIASEC) (John Holland, 2002). Holland further
asserted that understanding why individuals are drawn to certain job types is not the only element of the assessment or the only value in considering these elements (Nordvik, 1996).
Instead, Holland suggests that the closer match that can be made between personality and job, the greater the chances for occupational success and satisfaction (John Holland, 2002). The following are
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