Holland’s Theory The evolving practice of career development over the past century has led to the growth of career theories. Career theorist John Holland expanded on Frank Parson’s trait-factor theory in an attempt to match the individual’s personality to a specific environment. Holland’s theory is considered one of the most recognized theories utilized in career guidance and continues to progress in its application for people with and without disabilities. Basic assumptions The foundation of Holland’s theory is on the premise that people are comprised of at least one of six personality types. These personality types are developed and influenced by cultural, hereditary, and individual choices (Szymanski & Parker, 2010). The six personality types John Holland studied include realistic, investigative, artistic, social, enterprising, and conventional. He also described the work environment in which an individual’s personality is matched using these same six traits. Holland’s theory tenants suggest that people search for environments where they can thrive using their skills and express their values and beliefs. Holland believed individuals would therefore choose their environments based on their personality type. His theory also notes that individuals would be more satisfied working with individuals with similar personality types due to the nature of the environment they would create (Jones, 2012). Careers decisions are therefore often made as a result of the individual’s personality in relation to the environmental characteristics. The development of careers according to John Holland’s theory is considered a pairing of the person and environment where outcomes such as vocational choice, vocational stability, personal competence, and social behavior can be predicted (Szymanski and Parker, 2010). Becoming more aware of potential
Holland’s Theory The evolving practice of career development over the past century has led to the growth of career theories. Career theorist John Holland expanded on Frank Parson’s trait-factor theory in an attempt to match the individual’s personality to a specific environment. Holland’s theory is considered one of the most recognized theories utilized in career guidance and continues to progress in its application for people with and without disabilities. Basic assumptions The foundation of Holland’s theory is on the premise that people are comprised of at least one of six personality types. These personality types are developed and influenced by cultural, hereditary, and individual choices (Szymanski & Parker, 2010). The six personality types John Holland studied include realistic, investigative, artistic, social, enterprising, and conventional. He also described the work environment in which an individual’s personality is matched using these same six traits. Holland’s theory tenants suggest that people search for environments where they can thrive using their skills and express their values and beliefs. Holland believed individuals would therefore choose their environments based on their personality type. His theory also notes that individuals would be more satisfied working with individuals with similar personality types due to the nature of the environment they would create (Jones, 2012). Careers decisions are therefore often made as a result of the individual’s personality in relation to the environmental characteristics. The development of careers according to John Holland’s theory is considered a pairing of the person and environment where outcomes such as vocational choice, vocational stability, personal competence, and social behavior can be predicted (Szymanski and Parker, 2010). Becoming more aware of potential
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