John Holland

3 Questions Holland seeks to answer 1. What leads to satisfaction, involvement and achievement? 2. What contributes to stability? 3. What works?

RIASEC THEORY

Investigative Realistic Artistic Conventional Enterprising Social

Counselor versus Client Type

• benefits & drawbacks of each type • influence over the way you counsel • Influence on how clients approach counseling • Impact on interventions • Do opposites attract?

Other points

• How do we determine how stable a career choice is? • Focus on factors that

influence

choice • Major counseling objective: • self • occupational environments/requirements

Applications

• Self-Directed Search • CASI • Vocational Preference Inventory • Position Classification Inventory • My Vocational Situation • VEIK

Interest Inventories

• Rationale: people who have interest patterns similar to those in a certain occupational group will probably find satisfaction in that occupational group

Self-Directed Search

• Purpose: To assess career interests in high school students, college students and adults

4 Year Plan

Let ’s Party!

Similar to…

Comparison

Test

Campbell Interest and Skill Survey Kuder Career Search Self-Directed Search

Reliability Information

Median alpha for Orientation scales: .87

Retest reliability: .87 (interests), .81 (skills) KR-20 ’s: .64-.92 for activity preferences (Scales) Retest reliability: .78 (21 days) Kr-20 ’s: .67-.94

Retest reliabilities: .60-.84 over 7-10 month period Strong Interest Inventory GOTs: .90 or greater (Cronbach ’s alpha) Retest reliabilities: average .85

Want more?

Osborn, D. S., & Zunker, V. G. (2011). Using assessment

results for career development (8 career assessment instruments. 6 th th

ed.). Pacific Grove, CA: Brooks/Cole.

Wood, C., & Hayes, D. (Eds.). (2013). A counselor's guide to edition. Broken Arrow, OK: National Career Development Association.

Administrations

Paper/pencil Online Computerized Coming this summer!

Orientation

• Determining who is appropriate (and who is not) • Purpose (relate to goals) • Instructions (especially for more experienced clients) • Acknowledge ease of faking • Overview of the test sections and steps

Interpreting the SDS

Occupational Daydreams

• Themes • Calculating Aspiration Type 3 S S I A R = 2; I = ?; A = ?; S = ?; E = ?; C = ?

Total Aspiration Code 2 A E E R 1 E C S A

Summary Page

• Double check addition (on paper/pencil admin) • Holland secondary constructs • Profile Elevation

SDS Secondary Constructs

Consistency

Congruency

(fit)

SDS Secondary Constructs

SDS Secondary Constructs

Coherence – among aspirations

High: Medium: Low:

SDS Secondary Constructs

Codes: Which codes are better able to handle transitions, job search SE – AI – RC –

SDS Secondary Constructs

Commonness

:

SDS Secondary Constructs

Subtract lowest from highest score Iachan index Rule of 8 between scores Higher differentiated profiles _______ predictable with interests

Profile Elevation

• Sum of 6 section scores in profile • Positively correlated: Openness*, Conscientiousness, Extroversion, Consistency • Negatively correlated: neuroticism • Openness and Conscientiousness predict profile elevation

SDS Basics

Congruence

p. 93, 96 PUG

Codes

(Ability to Handle Transitions)

Coherence Consistency Differentiation

p. 90-91 PUG

Commonness

p. 83-88 PUG

Profile Elevation Readiness Level High

86 th %ile or > SE 1 st 3 aspirations have the same letter 1 st 2 letters

adjacent

86 th %ile or >; rule of 8 4.5% or > >133 (highest is 300) High capability/low complexity

Average

16 AI 1 st 1 st letter of 1 st letter of 2 nd aspiration also in or 3 rd aspirations 1 st 16 th th -85 2 letters -85 th th %ile %ile .11-4.49%

alternate

88-133 High capability/high complexity; Low capability/low complexity

Low

15 CR th %ile or < 1 st letter of 1 in 1 st st letter of 2 aspiration not nd or 3 rd aspirations 1 st 2 letters

opposite

15 th %ile or < <.10% <87 Low capability/high complexity

Interpreting results

Interpretation

• Client reactions to taking the SDS • General observations – Primary codes • To mix or not to mix….

• Compare with descriptions (highlight/cross off) • If discrepancy, look at profile page

Holland Self-Descriptions

____ (R)

people like realistic careers such as auto mechanic, aircraft controller, surveyor, electrician, and farmer. The R type usually has mechanical and athletic abilities, and likes to work outdoors and with tools and machines. The R type generally likes to work with things more than with people. The R type is described as conforming, frank, genuine, hardheaded, honest, humble, materialistic, modest, natural, normal, persistent, practical, shy, and thrifty.

____ (I)

people like investigative careers such as biologist, chemist, physicist, geologist, anthropologist, laboratory assistant, and medical technician. The I type usually has math and science abilities, and likes to work alone and to solve problems. The I type generally likes to explore and understand things or events, rather than persuade others or sell them things. The I type is described as analytical, cautious, complex, critical, curious, independent, intellectual, introverted, methodical, modest, pessimistic, precise, rational, and reserved.

____ (A)

people like artistic careers such as composer, musician, stage director, dancer, interior decorator, actor, and writer. The A type usually has artistic skills, enjoys creating original work, and has a good imagination. The A type generally likes to work with creative ideas and self-expression more than routines and rules. The A type is described as complicated, disorderly, emotional, expressive, idealistic, imaginative, impractical, impulsive, independent, introspective, intuitive, nonconforming, open, and original.

____ (S)

people like social careers such as teacher, speech therapist, religious worker, counselor, clinical psychologist, and nurse. The S type usually likes to be around other people, is interested in how people get along, and likes to help other people with their problems. The S type generally likes to help, teach, and counsel people more than engage in mechanical or technical activity. The S type is described as convincing, cooperative, friendly, generous, helpful, idealistic, kind, patient, responsible, social, sympathetic, tactful, understanding, and warm.

____ (E)

people like enterprising careers such as buyer, sports promoter, television producer, business executive, salesperson, travel agent, supervisor, and manager. The E type usually has leadership and public speaking abilities, is interested in money and politics, and likes to influence people. The E type generally likes to persuade or direct others more than work on scientific or complicated topics. The E type is described as acquisitive, adventurous, agreeable, ambitious, attention-getting, domineering, energetic, extroverted, impulsive, optimistic, pleasure-seeking, popular, self confident, and sociable.

____ (C)

people like conventional careers such as bookkeeper, financial analyst, banker, tax expert, secretary, and radio dispatcher. The C type has clerical and math abilities, likes to work indoors and to organize things. The C type generally likes to follow orderly routines and meet clear standards, avoiding work that does not have clear directions. The C type is described as conforming, conscientious, careful, efficient, inhibited, obedient, orderly, persistent, practical, thrifty, and unimaginative.

*Also in printout, You and Your Career

•

Next Steps

Examining occupations • Highlight, cross off, question mark • Next steps: • Analyze the gap – still there? • More self-assessment?

• Moving into research?

SDS Miscellaneous

• Dealing with unusual codes • Flat profiles • “I don’t like any of these jobs”

Case Study Analyses

• Handouts – what’s going on? • Next Steps?

When counselor and client type collide….

• Benefits/drawbacks of each type?

• How would your dominant type influence the way you counsel? • How would each type approach counseling?

• How would your interventions vary with each type?

• What would you do if your type was opposite of your client ’s?

Review your SDS scores

What was that like for you?

What themes?

What makes sense as a next step?

Let ’s See What You Know

• Mix and Match

Counseling Questions

If you were counseling from Holland ’s approach, what questions might you ask?

Brown ’s Value-Based Theory of Occupational Choice

Brown, D. (2007).

Career information, career counseling, and career development.

Boston, MA: Pearson/Allyn and Bacon.

What Influences Career Choice & Satisfaction?

Dr. Duane Brown ’s Values Based Theory:

Propositions of Brown ’s Values-Based Theory

1.

2.

3.

4.

5.

6.

Highly Prioritized Work Values Collectivist vs. Individualistic Societies Different People, Different Rates Estimates Occupational Success Occupational Tenure

To Recap What Influences Career Satisfaction

For I

ndividualism Social Value

in order of importance: 1.

Congruence between values of job & individuals' work values 2.

Conflicts between career role & life roles 3.

Approval of parents, spouses, & friends

To Recap What Influences Career Satisfaction

For

Collective Social Value

in order of importance: 1.

The approval of parents, spouses, & friends 2.

Conflicts between career role & life roles 3.

Congruence between values of job & individuals' work values

What Counseling Questions Might You Ask?

Bill Case Study Analysis

• From Holland • From Brown