John Holland: Theory of Vocational Personalities and Work Environments

http://www.careerkey.org/choose-a-career/hollands-theory-of-career-choice.html#.VNkorVqyjlI

In the 1950s, John Holland theorized that personality and work environment are measurable, and that the two should be matched in order to find a satisfying career.  Holland's theory describes six basic personality types (RIASEC, described below).  One type is typically dominant; an individual's top three types -- in order -- make up that person's Holland Code.  The goal is to match an individual's code, or personality type, with his or her career.

• Realistic: Working with things is more important than working with people; concrete thinkers rather than abstract
• Investigative: Curious; focused on the outcome and abstract ideas; interested in independent, cerebral work
• Artistic: creative, expressive, and personally open; vulnerable; interested in the means rather than the end
• Social: People-oreinted; focus on service to others; solves problems by interacting with other people and reaching a consensus
• Enterprising: People-oriented; interested in influencing people more than helping people; interested in wealth
• Conventional: More conservative in the work environment; good fit for organized, planning, and support positions; places importance on following the rules

Other points:

• Congruence: The relationship of the personality to the work environment
• Consistency: The relatedness of personality type and work environment
• Differentiated vs. undifferentiated: An individual's code is differentiated when his or her three-letter code "clusters" to one side of the hexagon, revealing that there is little tension between his or her personality traits.  Career selection for this individual is more focused on how to use his or her interests and abilities in a chosen career.  An individual's code is undifferentiated when his or her three-letter code does not cluster to one side of the hexagon.  Rather, two or three of his or her traits are in tension with each other.  Individuals with undifferentiated codes may need to focus on the the most dominant personality trait when selecting a career and find other ways outside of work to satisfy the other aspects of his or her personality.

Career assessments:

• Self-Directed Search (SDS)
• Strong Interest Inventory