Understanding Holland's Career Theory: Helping Criminals Make Informed Career Choices, Exams of Art

Download Understanding Holland's Career Theory: Helping Criminals Make Informed Career Choices and more Exams Art in PDF only on Docsity! 1 | P a g e National Institute of Corrections Summary and Rationale John Holland's theory of career choice helps explain what career choices are likely to lead to success on the job and job satisfaction. It is the foundation of the U.S. Department of Labor’s occupational information system and is widely used by career counselors throughout the United States. An understanding of Holland’s theory will help you help persons with criminal convictions make good decisions concerning their education and training, occupations and careers. At the end of this lesson, participants will be able to:  List the four primary concepts John L. Holland’s career theory.  State your personal career code and describe what it means.  Describe specific ways this theory can be applied to persons with criminal convictions. References Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments (3 rd ed.). Odessa, FL: Psychological Assessment Resources. Print Resources Holland, J. L. (1994). The jobs finder.Odessa, FL: Psychological Assessment Resources. Holmberg, K., Rosen, D., & Holland, J. L. (1999). The leisure activities finder. Odessa, FL: Psychological Assessment Resources. Rosen, D., Holmberg, K, & Holland, J. L. (1999). The educational opportunities finder. Odessa, FL: Psychological Assessment Resources. Basic Skills Curriculum The Career Theory of John Holland Participant’s Curriculum 2 | P a g e National Institute of Corrections Websites You can access information about Holland’s theory at these sites: http://career.missouri.edu/holland and www.careerkey.ncsu.edu. Prior to class, please click on the following link: http://www.mynextmove.org/explore/ip and take the O*Net Interest Profiler. The inventory will take about 10 minutes and measures your career interests. When you have completed the inventory, you will see a score for each of the following six categories: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Print out or write out these scores and bring them to class with you. It is very important that you take the inventory, even if you have completed it in the past, and bring the results to class. Part of the first day involves examining and using your inventory scores and you will not be able to participate in these activities if you do not do the online assessment. If you have difficulty accessing the website or any question, please let me know. 5 | P a g e National Institute of Corrections PowerPoint Slide 4 For the realistic type, these are people who really love to work with their hands. They like to work with tools and equipment. They like to repair things. They like to make things. They like to work alone. They have wonderful manual and mechanical skills. PowerPoint Slide 5 The second type is investigative. These folks like to work with abstract ideas and concepts. They typically are good at math and science. They have good skills of observation. And they really like to work alone. 6 | P a g e National Institute of Corrections PowerPoint Slide 6 The third type is called artistic. These are people who are imaginative, spontaneous. They have talent in one or more art forms. Typically, they like to entertain others, so they like to work with both ideas and people. PowerPoint Slide 7 The fourth type, social, are people who like to facilitate the development of other people. They like to teach, they like to counsel. They like to help them in a variety of ways, which may include working in the health professions. They really like to work face-to- face with people. They have an extremely high value on helping other people. 7 | P a g e National Institute of Corrections PowerPoint Slide 8 The fourth type enterprising, share some of the same characteristics. They also love to work with people, but their motive is different from the social type. The like to sell, manage, and influence. Sometimes manipulate in order to administer a task and they have fairly high value on authority and power and perhaps on money as well. PowerPoint Slide 9 The conventional type, these are people who really need to keep the world in order. They have high skills on orderliness and organization. They are wonderful at dealing with details. They like to work with dates, facts, and figures. And those are the six types of personality. 10 | P a g e National Institute of Corrections Biologist Computer programmer Geologist Hazardous waste technician Market research analyst Medical lab technologist PowerPoint 14 And here are some possibilities for people with an artistic personality, folks who are imaginative, and spontaneous. They include: Artist Illustrator Makeup artist Graphic designer Singer Actor Floral designer PowerPoint 15 11 | P a g e National Institute of Corrections Now let’s look at career possibilities for people with a social personality, those who like to help others. They include: Fitness trainer Food server Counselor Tour guide Customer service worker PowerPoint 16 And here are some possibilities for people with the enterprising personality, people who like to sell, manage, and influence. They include: Retail salesperson Telemarketer Manicurists and pedicurists Business owner Executive or manager Music or sports promoter 12 | P a g e National Institute of Corrections PowerPoint 17 Finally, here are some possibilities for people with a conventional personality, those who like to keep the world in order. They include: Secretary Receptionist Office worker File clerk Cashier Library assistant Shipping clerk PowerPoint 18 Now that we’ve looked at the types of occupation that are related to each personality type, let’s look at Holland’s third concept. Holland’s third concept is that people of a given type very much enjoy being in an environment of the same or similar type. So we can understand why people of a given type really are attracted to an environment which is of the same or very type because they can feel very fulfilled there. 15 | P a g e National Institute of Corrections PowerPoint 21 Differentiation simply refers to the shape of the profile of a person’s interest. If a person takes an interest inventory and you plot the scores, differentiation simply refers to the shape of the profile. Let’s look at several profiles. This is a well-differentiated profile. Notice that it has one R which is quite low and there’s S which is quite high. There are four others that are in-between. Just by the shape of this profile, you can tell that this person has well-defined interests. So a person seeking to help this person find a training program or a job would starting out with training programs or jobs that are coded with the Holland Code letters S and E. You will note that one of the six Holland types, S, is markedly higher than the other five. The second area, E, is also high; and related to the order on the hexagon, these two are next door to each other. So, this is a well-differentiated, consistent profile. There should be a number of jobs that combine these two interest areas, and this person is ready to make a choice. PowerPoint 22 Let’s look at another profile, a high flat profile. Notice that all six of the Holland Codes are high, although S and E are slightly higher than the rest. But that does not mean much 16 | P a g e National Institute of Corrections with this type of differentiation. This person has really high interests in all six areas. So if you were working with this person, you would help him or her to decide which of these six areas to use in work and which to use in other life roles. You might determine which occupations by considering the person’s educational level, the job market related to each of the groups, and the values of the person. It appears that this person has several strong areas of interest. This gives you a lot to work with, but the person will need help in deciding which one or two areas of interest to use in work. You can consider the person’s work skills, educational level, risk factors, and the job market in assisting this offender to identify possible jobs. PowerPoint 23 Here’s the third and final profile, a low flat profile. This person does not have well- defined interests. This person would be a challenge to work with. You might start by eliminating areas where the person does not have skills and those where the job market is really tough. It appears that this person has no strong areas of interest. This person may not have been exposed to any of these areas of work. This kind of profile can also reflect depression, but you should not jump to this conclusion. A person with this type of profile needs extensive assistance to eliminate areas that are impossible due to lack of education or other reasons, and to focus in on remaining areas. A profile is a graphic representation of the “peaks and valleys” of a person’s interests and self-rated skills. It shows us what areas are high (if any) and how defined an individual’s interests are. Let’s look at the shape of your personalO*Net Interest Profiler. 17 | P a g e National Institute of Corrections PowerPoint 24 1. Use the O*Net Interest Profiler worksheet to profile your own score. 2. Looking at the tally of your own scores on your assessment booklet, place a dot across from the numerical value of each of your six scores. 3. Draw a line through the six dots. 4. Look at the shape of your personal interest profile and discuss with a partner. PowerPoint 25