By : Jobjournal.com
When defining their dream jobs, many people base their selections on a similar set of criteria: earnings, fun, flexibility and even prestige. Yet many overlook what is perhaps the most important factor of all – whether their personality is well suited to their career ambitions.
Personality type offers valuable insights into how well people will enjoy their job, get along with colleagues, and like their work environment, says Laurence Shatkin, PhD and author of 50 Best Jobs for Your Personality.
"People who have a certain personality feel more capable of doing certain things and dealing with certain problems," he has found. "They also feel more accepted when they are among people with personalities similar to their own. This is especially true for one place where people spend a major portion of their time: at work. People want to feel that they fit in with the people and with the activities where they work."
Many psychological theorists and practicing career counselors agree that you will be most satisfied and productive in a career if it suits your personality. There are two main aspects of a job that determine whether it is a good fit:
* The nature of the work tasks and the skills and knowledge you use on the job must be a good match for the things you like to do and the subjects that interest you. For example, if you like to help other people and promote learning and personal development and if you like communication more than working with things or ideas, then a career in social work might be one that you would enjoy and do well in.
* The people you work with must share your personality traits so that you feel comfortable and can accomplish good work in their company. For an example of the opposite, think of how a person who enjoys following set procedures and working with data and detail might feel if forced to work with a group of conceptual artists who constantly seek self-expression and the inspiration for unconventional new artistic ideas.
Personality theorists believe that people with similar personality types naturally tend to associate with one another in the workplace (among other places). As they do so, they create a working environment that is hospitable to their personality type. For example, a workplace with a lot of Artistic types tends to reward creative thinking and behavior. Therefore, your personality type not only predicts how well your skills will match the demands of the work tasks in a particular job; it also predicts how well you will fit in with the culture of the work site as shaped by the people who will interact with you. Your personality type thus affects your satisfaction with the job, your productivity in it, and the likelihood that you will persist in this type of work.
Six Basic Personalities
During the 1950s, career guidance researcher John L. Holland tried to find a meaningful new way to relate an interest inventory to occupations. He devised a set of six personality types that would meet the criteria: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional; commonly known by the acronym RIASEC.
The following profiles show how RIASEC characteristics translate into preferences for occupations and working with others.
REALISTIC – Realistic personalities like work activities that include practical, hands-on problems and solutions. They enjoy dealing with plants, animals, and real-world materials like wood, tools, and machinery. They enjoy outside work. Often they do not like occupations that mainly involve doing paperwork or working closely with others.
INVESTIGATIVE – Investigative personalities like work activities that have to do with ideas and thinking more than with physical activity. They like to search for facts and figure out problems mentally rather than to persuade or lead people.
ARTISTIC – Artistic personalities like work activities that deal with the artistic side of things, such as forms, designs, and patterns. They like self-expression in their work. They prefer settings where work can be done without following a clear set of rules.
SOCIAL – Social personalities like work activities that assist others and promote learning and personal development. They prefer to communicate more development. They prefer to communicate more They like to teach, to give advice, to help, or otherwise to be of service to people.
ENTERPRISING – Enterprising personalities like work activities having to do with starting up and carrying out projects, especially business ventures. They like persuading and leading people and making decisions. They like taking risks for profit. These personalities prefer action rather than thought.
CONVENTIONAL – Conventional personalities like work activities that follow set procedures and routines. They prefer working with data and details rather than with ideas. They prefer work in which there a precise standards rather than work in which you have to judge things by yourself. These personalities like working where the lines of authority are clear.
In his book, Shatkin connects John Holland’s RIASEC personality types to rewarding careers that suit them best. Shatkin selected the occupations after evaluating which ones had the best combination of earnings, projected growth and annual openings, based in part on data from the US Department of Labor, Bureau of Labor Statistics.
A Simpler Approach to Career Choice
One of the advantages of using personality as a key to career choice is that it provides a tidy summary of many aspects of people and of careers. Consider how knotty a career decision could get if you were to break down the components of the work environment into highly specific aspects and reflect on how well you fit them. For example, you could focus on the skills required and your ability to meet them. Next you could analyze the kinds of knowledge used on the job and decide how much you enjoy working with those topics. Then you could consider a broad array of satisfactions, such as variety, creativity, and independence; for each one, you would evaluate its importance to you and then determine the potential of various career options to satisfy this need. You can see that, when looked at under a microscope, career choice gets extremely complex.
But the personality-based approach allows you to view the career alternatives from 40,000 feet. When you compare yourself or a job to certain basic personality types, you encounter much less complexity. With fewer ideas and facts to sort through and consider, the task of deciding becomes much easier.
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When defining their dream jobs, many people base their selections on a similar set of criteria: earnings, fun, flexibility and even prestige. Yet many overlook what is perhaps the most important factor of all – whether their personality is well suited to their career ambitions.
Personality type offers valuable insights into how well people will enjoy their job, get along with colleagues, and like their work environment, says Laurence Shatkin, PhD and author of 50 Best Jobs for Your Personality.
"People who have a certain personality feel more capable of doing certain things and dealing with certain problems," he has found. "They also feel more accepted when they are among people with personalities similar to their own. This is especially true for one place where people spend a major portion of their time: at work. People want to feel that they fit in with the people and with the activities where they work."
Many psychological theorists and practicing career counselors agree that you will be most satisfied and productive in a career if it suits your personality. There are two main aspects of a job that determine whether it is a good fit:
* The nature of the work tasks and the skills and knowledge you use on the job must be a good match for the things you like to do and the subjects that interest you. For example, if you like to help other people and promote learning and personal development and if you like communication more than working with things or ideas, then a career in social work might be one that you would enjoy and do well in.
* The people you work with must share your personality traits so that you feel comfortable and can accomplish good work in their company. For an example of the opposite, think of how a person who enjoys following set procedures and working with data and detail might feel if forced to work with a group of conceptual artists who constantly seek self-expression and the inspiration for unconventional new artistic ideas.
Personality theorists believe that people with similar personality types naturally tend to associate with one another in the workplace (among other places). As they do so, they create a working environment that is hospitable to their personality type. For example, a workplace with a lot of Artistic types tends to reward creative thinking and behavior. Therefore, your personality type not only predicts how well your skills will match the demands of the work tasks in a particular job; it also predicts how well you will fit in with the culture of the work site as shaped by the people who will interact with you. Your personality type thus affects your satisfaction with the job, your productivity in it, and the likelihood that you will persist in this type of work.
Six Basic Personalities
During the 1950s, career guidance researcher John L. Holland tried to find a meaningful new way to relate an interest inventory to occupations. He devised a set of six personality types that would meet the criteria: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional; commonly known by the acronym RIASEC.
The following profiles show how RIASEC characteristics translate into preferences for occupations and working with others.
REALISTIC – Realistic personalities like work activities that include practical, hands-on problems and solutions. They enjoy dealing with plants, animals, and real-world materials like wood, tools, and machinery. They enjoy outside work. Often they do not like occupations that mainly involve doing paperwork or working closely with others.
INVESTIGATIVE – Investigative personalities like work activities that have to do with ideas and thinking more than with physical activity. They like to search for facts and figure out problems mentally rather than to persuade or lead people.
ARTISTIC – Artistic personalities like work activities that deal with the artistic side of things, such as forms, designs, and patterns. They like self-expression in their work. They prefer settings where work can be done without following a clear set of rules.
SOCIAL – Social personalities like work activities that assist others and promote learning and personal development. They prefer to communicate more development. They prefer to communicate more They like to teach, to give advice, to help, or otherwise to be of service to people.
ENTERPRISING – Enterprising personalities like work activities having to do with starting up and carrying out projects, especially business ventures. They like persuading and leading people and making decisions. They like taking risks for profit. These personalities prefer action rather than thought.
CONVENTIONAL – Conventional personalities like work activities that follow set procedures and routines. They prefer working with data and details rather than with ideas. They prefer work in which there a precise standards rather than work in which you have to judge things by yourself. These personalities like working where the lines of authority are clear.
In his book, Shatkin connects John Holland’s RIASEC personality types to rewarding careers that suit them best. Shatkin selected the occupations after evaluating which ones had the best combination of earnings, projected growth and annual openings, based in part on data from the US Department of Labor, Bureau of Labor Statistics.
A Simpler Approach to Career Choice
One of the advantages of using personality as a key to career choice is that it provides a tidy summary of many aspects of people and of careers. Consider how knotty a career decision could get if you were to break down the components of the work environment into highly specific aspects and reflect on how well you fit them. For example, you could focus on the skills required and your ability to meet them. Next you could analyze the kinds of knowledge used on the job and decide how much you enjoy working with those topics. Then you could consider a broad array of satisfactions, such as variety, creativity, and independence; for each one, you would evaluate its importance to you and then determine the potential of various career options to satisfy this need. You can see that, when looked at under a microscope, career choice gets extremely complex.
But the personality-based approach allows you to view the career alternatives from 40,000 feet. When you compare yourself or a job to certain basic personality types, you encounter much less complexity. With fewer ideas and facts to sort through and consider, the task of deciding becomes much easier.
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