Career is an expression of ones personalities
Name
Walden University
2022
Introduction
Career is defined by the Oxford English Dictionary as a person's "course or progress through life
(or a distinct portion of life)".It can also pertain to an occupation or a profession that usually
involves special training or formal education and is considered to be a person’s lifework. While
Personality is the particular combination of emotional, attitudinal, and behavioral response
patterns of an individual. Different personality theorists present their own definitions of the word
based on their theoretical positions. For example Personality type, refers to patterns of relatively
enduring characteristics of behavior that occur with sufficient frequency while Personality trait,
refers to enduring personal characteristics that are revealed in a particular pattern of behavior in a
variety of situations.
Theories of career development in relation to personality.
According to Vernon G. Zunker (2006) initially, career counseling was more vocational in
nature, focusing on matching a person's abilities and assets with the duties and requirements of a
specific job. Now, however, career counseling takes a much more holistic approach, by
examining not only the traits of a person (personality), but also their life as a whole, and how all
facets of their life are interrelated-especially regarding their career choice. Career development
theories tend to come from three basic perspectives: trait-oriented theories, social learning and
cognitive theories, and developmental theories. Trait-oriented theories essentially suggest that
human traits such as aptitudes, interests, and personality can be matched with certain work
environments for a means of evaluating potential work sites. Along with this, self-knowledge
essential for evaluating career information, so the idea is that one observes work environments
from several perspectives, including work requirements, personal-environment-fit, and potential
reinforces of one's personal needs.
According to Holland (2002) personalities seek out and flourish in career environments they fit
and that jobs and career environments are classifiable by the personalities that flourish in them."
Holland also wrote of his theory that "the choice of a vocation is an expression of personality."
Furthermore, while Holland suggests that people can be "categorized as one of six types,” he also
argues that "a six-category scheme built on the assumption that there are only six kinds of people
in the world is unacceptable on the strength of common sense alone. But a six category scheme
that allows a simple ordering of a person's resemblance to each of the six models provides the
possibility of 720 different personality patterns. Holland’s theory expanded the concept of
personality types and posited that: Personalities fall into six broad categories: realistic,
investigative, artistic, social, enterprising and conventional (RIASEC). Holland's theory places
emphasis on the accuracy of self-knowledge and career information necessary for career decision
making".
Holland (2002),Since certain personalities are attracted to certain jobs, the work environments
then reflect this personality and can be clustered into six similar populations (RIASEC) although
each individual is made up of all six types, one type is usually dominant. Most personalities tend
to resemble up to three of the six personality factors. Personalities can be matched with similar
combinations of work environments using a problem-solving approach. The closer the match of
personality to job, the greater the satisfaction. Holland’s Career Typology takes a cognitive,
problem solving approach to career planning and this model has been extremely influential in
vocational counseling. It has been employed by popular assessment tools such as the Self-
Directed Search, Vocational Preference Inventory and the Strong Interest Inventory. It has also
resulted in practical resources like the Dictionary of Holland Occupational Codes which applies
Holland’s codes to major occupations. Social learning and cognitive theories tend to place an
emphasis on self knowledge as the foundation for making a career decision. These theories
consider information-processing skills important and take into account the importance of human
traits (ability, personality, values), using direct research to examine how these variables
interrelate to influence growth and development. Other important factors include: social, cultural,
economic conditions. Social learning and cognitive theories also introduce the concept of self-
efficacy: the belief in one's ability to do something can have an impact on the success one has
(high self-efficacy leads to success, while low self-efficacy leads to failure). In these theories,
faulty beliefs are aggressively addressed, and learning programs help to increase a range of
career choices, as learning to process information effectively is a major goal.
According to John Krumboltz (1999), Genetics plays a large role in what career an individual
picks. This can include physical or mental abilities that allow the individual to be great at a
certain skill or skill set. Examples of this can be found in athletics, the arts, music and
entertainment where an individual's genetics may have a significant role in the physical and
mental abilities required to have that job. He further argues that, another factor that influences
one's career choice is environmental conditions that surround an individual. These environmental
conditions include education, career opportunities related to the individual's geographic location
and the legal and political system and events that have an impact on the individual's upbringing.
Depending on how these factors play a part in the individual's life, they may have degrees of
significance in their career choice. An individual's pick for their career is the result, in part, of
their experience when it comes to positive or negative feedback. When an individual gets
positive feedback or experiences a positive consequence for his or her action, they are more
likely to explore career options based on that action. On the flip side, if an individual is criticized
for an action or has difficulty with a task, they are less likely to associate that action with a career
choice. For instance, if a student is constantly told he or she is the best writer in the class, the
student is more likely to look at writing as a career option. Associative learning experiences also
play a part in what career someone picks. Associative learning experiences are those that put a
label or opinion on a career or occupation. For example, if an individual has heard that all truck
drivers are great people, that person is more likely to pick truck driving as a career compared to
other occupations. In addition, the skills an individual has developed over time plays a part in
that person's chosen career. These skills consist of physical skills, work habits and reasoning
skills. This aspect of the theory seems to be the result of the other elements. For example, it is
more likely that if a parent reads and writes a lot, the child or children will be more exposed to
those skills and more likely to develop them. Those children, who have developed these skills,
are then more likely to use them when they grow up and pick a career. Krumboltz (1999) theory
can be summarized as The four main factors that influence career choice are genetic influences,
environmental conditions and events, learning experiences and task approach skills (e.g., self-
observation, goal setting and information seeking).The consequences of these factors and most
particularly learning experiences lead people to develop beliefs about the nature of careers and
their role in life (self-observational generalizations). These beliefs, whether realistic or not,
influence career choices and work related behavior. Learning experiences, especially
observational learning stemming from significant role models (e.g., parents, teachers, heroes),
have a powerful influence on career decisions, making some occupations more attractive than
others.
Positive modeling, reward and reinforcement would likely lead to the development of
appropriate career planning skills and career behavior. Krumboltz (2002) saw his theory as a way
of explaining the origin of career choice and a guide to how career practitioners might tackle
career related problems. The practitioner starts with understanding how a client came to their
career related view of themselves and the world and what is limiting or problematic about this
view. Once this has been established, the practitioner and client identify what career relevant
learning experiences, modeling or skill building will help them reframe their view. A practitioner
plays a major role in dealing with all career problems, not just occupational.
Developmental career theories in relation to personality
Developmental career theories suggest that individuals make changes during developmental
stages and adapt to changing life roles based on the idea of their "personality", which is the
driving force that establishes a career pattern. Individuals circumscribe or narrow career choice
through sex awareness that is determined by one's social class, level of interests, and experiences
with sex typing, Donald Super (1997). Developmental theories also give a perspective of career
development that is continuous and discontinuous and is indeed multidimensional. Clients are
involved in several life roles simultaneously and success in one life role facilitates success in
another. Some clients simply are not prepared to make an optimal career decision, so the goal is
to assist each client to develop an accurate picture of self in multiple life roles.
According to Donald Super (1997) and other theorists of career development recognize the
changes that people go through as they mature. Career patterns are determined by socioeconomic
factors, mental and physical abilities, personality and the opportunities to which persons are
exposed. People seek career satisfaction through work roles in which they can express
themselves and implement and develop their self-concepts. Career maturity, a main concept in
Super's theory, is manifested in the successful accomplishment of age and stage developmental
tasks across the life span.
One of Super’s (2002) greatest contributions to career development has been his emphasis of the
role self-concept. Super recognized that the self-concept changes and develops throughout
people’s lives as a result of experience. People successively refine their self-concept(s) over time
and application to the world of work creates although the career development theory provides a
foundation for the professional works force its research has omitted women, people of color and
the poor. With the changing work force and nature of work the theory has been called into
question. Supers contributions can be summarized as: every individual has potential. People have
skills and talents that they develop through different life roles making them capable of a variety
of tasks and numerous occupations. In making a vocational choice, an individual is expressing
his or her understanding of self; his or her self-concept. People seek career satisfaction through
work roles in which they can express themselves and implement and develop their personality.
Personality is key to career choice and job satisfaction. Career development is life long and
occurs throughout five major life stages: Growth, Exploration, Establishment, Maintenance and
Disengagement. Each stage has a unique set of career development tasks and accounts for the
changes and decisions that people make from career entry to retirement. These five stages are
not just chronological. People cycle through each of these stages when they go through career
transitions. People play different roles throughout their lives including the role of “worker.” Job
satisfaction increases when a person‘s self-concept includes a view of the working-self as being
integrated with their other life roles. Super’s (2002) theory has greatly influenced how we look at
career practices. Understanding the ages and related stages of career development assists
practitioners to identify where clients are in the career development continuum and suggest
appropriate career related goals and activities. It also underscores the necessity to examine career
development within the larger context of an individual’s roles and life style and how to achieve a
life/work balance .Personality is an underlying factor in Super's model: "vocational personality
develops through physical and mental growth, observations of work, identification with working
adults, general environment, and general experiences. As experiences become broader in relation
to awareness of world of work, the more sophisticated vocational self-concept is formed."
According to Ginsberg (1995) the influence of the educational process, the emotional factor and
individual values this theory proposes that it is a development path that leads to career choice.
Starting in preteen and ending in young adulthood, individuals pass through three stages: fantasy,
tentative and realistic. In the fantasy stage, the child is free to pursue any occupational choice.
Through this process the child’s preferred activities are identified and related to future career
choices. Beginning in the preteen years and continuing through high school, the young person
further defines their interests in, capacity for and values of an occupational choice. The
cumulative effect of the process is the transition process in which the adolescent begins the
career choice process, recognizes the consequences and responsibility of that choice.
The realistic stage, spanning from mid-adolescence through young adulthood, has three sub-
stages: exploration, crystallization and specification. In the exploration stage the adolescent
begins to restrict choice based on personal likes, skills and abilities. In the crystallization stage
an occupational choice is made. Followed by the specification stage where the individual pursues
the educational experiences required achieving his career goal.
Does this theory fit with every adolescent’s career choice process? No. It has been recognized
that issues of gender, race and social class come into play to open or close doors of occupational
choice.
Career choice is influenced by the beliefs the individual develops and refines through four major
sources: personal performance accomplishments, vicarious learning, social persuasion and
physiological states and reactions. How these aspects work together in the career development
process is through a process in which an individual develops an expertise/ability for a particular
endeavor and meets with success. This process reinforces ones personality or belief in future
continued success in the use of this ability/expertise. As a result, one is likely to develop goals
that involve continuing involvement in that activity/endeavor. Through an evolutionary process
beginning in early childhood and continuing throughout adulthood, one narrows the scope to
successful endeavors to focus on and form a career goal/choice. What is critical to the success of
the process is the extent to which one view the endeavor/activity as one at which they are
successful and offers valued compensation. The contextual factors come into play by influencing
the individual’s perception of the probability of success. If the person perceives few barriers the
likelihood of success reinforces the career choice, but if the barriers are viewed as significant
there is a weaker interest and choice actions.
By adolescence, most people have a sense of their competence at a vast array of performance
areas, along with convictions about the likely outcomes of a career. Through a process of
intervening learning experiences that shape further one’s abilities and impacts self-efficacy and
outcome beliefs, one’s vocational interests, choices and performances are shaped and reshaped.
The SCCT differs from the majority of existing career theories in its dynamic nature. Through its
focus upon the role of the self-system and the individual’s beliefs the inherent influence of the
social and economic contexts are addressed.
According to Myers Briggs (1998) People who fall into both the “Sensing” and “Thinking”
categories are typically practical and pragmatic. Likely to choose occupations that demand
analysis of facts, they often find satisfaction in careers within law, business management,
accounting/auditing, and production/purchasing. Those categorized as both “Sensing” and
“Feeling” are more likely to be interested in observations about people than about objects.
Examples of professions that relate to tendency are the medical professions, social work,
teaching children, and providing customer services. What about the combination of “Intuition”
and “Feeling”? These individuals are likely to take a creative approach to meeting human needs
and be less concerned about objects. Examples of careers would include clergy, teaching
adolescents or college students, advertising, and social service occupations. People who fall into
both the “Intuition” and “Thinking” categories tend to enjoy solving problems, particularly those
of a theoretical nature. Scientific research, computing, business (especially financial) decision-
making, and development of new projects are careers they tend to seek (Myers Briggs (1998).
distinction between introversion and extroversion has implications for career development.
Introverts, who prefer activity that allows time for concentration, tend to make perceptions and
judgments based on their interests or inner worlds. They tend to prefer occupations such as
science and accounting, in which they spend time solving problems on their own. Extroverts, on
the other hand, tend to like activity that provides contact with people and tend to use perceptions
and judgments in the outer world. More extroverted people may prefer sales and business
management occupations, as well as social service work.
Types of careers and related personalities
Realistic personality prefers manipulation of tools, objects, machines and animals. They
usually avoid value social situations and value concrete vs. abstract objects such as power and
money. They seem non-conforming, genuine, hard headed, normal, persistence, practical,
inflexible and un-insightful. Usually have medical abilities. Most jobs they take are believed to
masculine. Investigative personality type are scientific, analytical, cautions, critical thinkers,
curious permissive, reserved and unpopular. Very task or oriented, independent and may defer
leadership to others e.g. chemists, physicists, computer programmer. Artistic personality prefers
self expression through the arts, imaginative, independent, ambiguous, free, and original. An
example of this people includes artists, designer, sculptor, and writer. On the other hand social
personality prefers social interaction and has good communication skills, is concerned with
social problems and is community service oriented. Enterprising personality prefers leadership
roles, domineering and ambitious, persuasive, good verbal skills. Manipulates others to achieve
organizational goals and for economical gain. People with conventional personality are well
controlled, practical, sociable, prefers well structured tasks such as systematizing and
manipulation of data and word processing. Good at data analysts, record keeping and filing.
They are orderly efficient, careful, inflexible, methodological and obedient. People who fall in
this category include clerical workers, secretaries, file clerks, receptionists and credit manager.
Many of the different Personality Types tend to have distinct preferences in their choice of
careers. Incorporated observations of each type's character traits (Personality) which affect career
choice along with some suggestions for possible directions. Below are included lists of actual
careers which the various types have chosen in their lives. Introversion preferred to extraversion
ISTJs tends to be quiet and reserved. They generally prefer interacting with a few close friends
rather than a wide circle of acquaintances, and they expend energy in social situations whereas
extroverts gain energy. S – Sensing preferred to intuition: ISTJs tend to be more concrete than
abstract. They focus their attention on the details rather than the big picture, and on immediate
realities rather than future possibilities. T – Thinking preferred to feeling: ISTJs tend to value
objective criteria above personal preference. When making decisions, they generally give more
weight to logic than to social considerations. J – Judgment preferred to perception: ISTJs tend to
plan their activities and make decisions early. They derive a sense of control through
predictability. ISTJs have one character trait which puts them at a definite advantage in terms of
career success Perseverance. An ISTJ can do almost anything that they have decided to do.
However, there are areas in which they will function more happily and naturally. An ISTJ will do
best in a career in which they can use their excellent organizational skills and their powers of
concentration to create order and structure. ISTJs seem to fit extremely well into the
Management and Executive layer of the corporate business world. The following list of
professions is built on our impressions of careers which would be especially suitable for an ISTJ.
It is meant to be a starting place, rather than an exhaustive list. There are no guarantees that any
or all of the careers listed here would be appropriate for you, or that your best career match is
among those listed.
Possible Career Paths and personality for the ISTJ:
The ISTJ are majorly: Business Executives, Administrators and Managers, Accountants and
Financial Officers, Police and Detectives, Judges, Lawyers, Medical Doctors / Dentists,
Computer Programmers, Systems Analysts, and Computer Specialists and Military Leaders.
However the ISTJ have the following characteristics according to (Wikipedia):Value tradition,
security, and peaceful living Will work long and hard to fulfill duties, Can be depended on to
follow through on tasks, Loyal and faithful, Stable, practical and down-to-earth, Family-minded,
Dislike doing things which don't make sense to them, Natural leaders, Prefer to work alone, but
work well in teams when necessary, Extremely observant, they take in facts via their senses and
store them internally and they are Vast, rich inner store of facts which they rely on to understand
problems which they encounter in their lives.
Conclusion
Career choice is purely as a result of specific personality traits that an individual possesses and
due to these traits an individual will prefer certain work environments. Interplay of personality
traits and developmental and environmental experiences will determine the choice of a career
choice majorly depends on an individual’s personality. For instance realistic personality prefers
manipulation of tools, objects, machines and animals. They usually avoid value social situations
and value concrete vs. abstract objects such as power and money. They seem non conftorming,
genuine, hard headed, normal, persistence, practical, inflexible and un-insightful. Usually have
medical abilities. Most jobs they take are believed to masculine. Investigative personality type
are scientific, analytical, cautions, critical thinkers, curious permissive, reserved and unpopular.
Very task or oriented, independent and may defer leadership to others e.g. chemists, physicists,
computer programmer. Artistic personality prefers self expression through the arts, imaginative,
independent, ambiguous, free, and original. An example of this people includes artists, designer,
sculptor, and writer. On the other hand social personality prefers social interaction and has good
communication skills, is concerned with social problems and is community service oriented.
Enterprising personality prefers leadership roles, domineering and ambitious, persuasive, good
verbal skills. Manipulates others to achieve organizational goals and for economical gain. People
with conventional personality are well controlled, practical, sociable, prefers well structured
tasks such as systematizing and manipulation of data and word processing. Good at data analysts,
record keeping and filing. They are orderly efficiernt, careful, inflexible, methodological and
obedient. People who fall in this category include clerical workers, secretaries, file clerks,
receptionists and credit manager. For one to choose a career or understand which career suits
him/her better, should take realistic look at his/her strengths, weaknesses and interests. He should
also realize what he does best. His goals in life should be a priority. He should be realistic about
his social and economic constraints and what activities he enjoys performing. It is important that
one should come up with jobs that fall within his/her interests to realize his career if not seek a
career counselor at school and talk to his/her teachers.
.
Reference
1) Myers Briggs (1998), personality theory, Himalaya press
2) Donald Super (1997), career and personality, California Consulting Psychologists Press.
3) Wikipedia the free encyclopedia `personality and careers’
4) Krumboltz (1999), Convergence in Career Development Theories. Palo Alto, California
Consulting Psychologists Press.
5) Brown, W. (1999) Career Development. Columbus, Ohio: ERIC.
