Counselling

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“I certify that the attached work is entirely my own, except

where material quoted or paraphrased is acknowledged in

the text. I also certify that it has not been submitted in any

other unit or course.”

Signed

: _________________________________

Name

: AIZIL HASYIMI BIN ABDUL RAHMAN

Date

: 29 FEBRUARY 2016

Acknowledgement

Firstly, I would like to thank God that I successfully finished this assignment. It was a
tough one but I had managed to complete it. Therefore I would like to thank my lecturer,
for providing me with all the guidance and tips to help me in this course work. Without
her help I would not be able to complete this coursework. Next, I would like to thank all
of my friends for their support and encouragement. They had provided me with a lot of
help. They also gave many ides on my topic. With their help I am able to complete this
work. Lastly, I would like to thank all those who have helped me directly or indirectly.

1.0 HOLLAND THEORY

1.0 Holland Theory

1.1 Introduction

John Lewis Holland, best known as the creator of the career development model
Holland Codes is a Professor Emiritus of Sociology at John Hopkins University and an
American psychologist. His theory focuses on which career tendencies are likely to lead
to job success and satisfaction. Besides that, it also explains other human actions, such
as success and satisfaction in school and training programs. Most career counselors
are likely to use this theory.
Personality traits are usually identified by a tendency toward school subjects,
recreational activities, hobbies and work, while vocational interests can be described as
an expression of personality (Sidek Mohd Noah, 2002). The theory can be summarized
in six statements which are realistic, investigative, artistic, social, enterprising and
conventional. This theory was based on the assumption that career interests are one of
the aspects of personality. Therefore, a description of the individual interests reflects
one's personality.
Self-Directed Search (SDS) was created in 1971 by Holland based on Vocational
Preference Inventory (VPI) as medium for a person to search through his personal traits
in order to find the right career choices. SDS can be considered as a catalyst to
stimulate the person concerned to make active career exploration. Based on Holland,
SDS has two functions which are assessment instruments and career interventions.

SDS revolves around six career personalities namely realistic (R), Investigative (I),
artistic (A), social (S), enterprising (E), and Conventional (C).
1.2 (RIASEC)

Based on the theory developed by Holland a career selection is the result of interaction
between heredity factors (nature) with all cultural influences, friends, parents, adults
who are considered to have an important role (nurture). Holland's Theory of Career
Typology of Vocational Behavior believes that it is important to build a relationship or
rapport between individual personality type and specific career choice. Through
Holland's Theory of Career, individuals may be to choose a suitable career based on his
or her interests, preferences and personality. The six career personalities submitted by
Holland's are realistic (R), Investigative (I), artistic (A), social (S), enterprising (E), and
Conventional (C)
(RIASEC).

1.2.1 Realistic (R)

“The Do-ers”. Realistic occupational personality types like to work with their hands,
focus on things in the physical world and use physical skills. Prefers problems that are
concentrate rather than abstract. Wants practical solutions that can be acted out. They
like to explore places and things and frequently have a desire for adventure. They like to

repair and make things with their hands, tools, and machines. Outdoor work is often
preferred. Their chosen careers could be mechanics, technicians, carpenters,
locomotive engineer, pilot, firefighter, police officer and forester.
1.2.2 Investigative (I)
“The Thinkers”. Investigative occupational personality types tend to focus on ideas.
They enjoy collecting and analyzing data and information. They are curious and tend
to be creative and original. Investigative types are task oriented, and tend to prefer
loosely structured situations with minimal rules or regulations, although some structure
contributes to their creativity. Prefers to think through, rather than act out problems.
They hold values of independence, curiosity and learning. The usually go for biologist,
pharmacist and sociologist.

1.2.3 Artistic (A)

“The Creators”. Artistic occupational personality types are the most creative of all the
types and tend to focus on self-expression through various forms/mediums: images,
materials, music, words, movement, as well as systems and programs. They are able
to see possibilities in various settings and are not afraid to experiment with their ideas.
They like variety and tend to feel cramped in structured situations.Their characters
more on career such as dancer, book editor, art teacher, cloths designer, comedian,
actor, composer and musician. Deals with problems in intuitive, expressive, and
independent ways. Tends to be adverse to rules.

1.2.4 Social (S)

“The Helpers”. The social occupational personality type is concerned with people and
their welfare. Social types make friends easily and tend to have well developed
communications skills. They enjoy working with groups or individuals, using empathy
and an ability to identify and solve problems, and tend to be high achievers and good
leaders. Possible occupations are such as counselor, parole officer, social worker,
nurse, physical therapist, teacher, librarian and athletic trainer. They hold values such
as cooperation, generosity and services. Deals with problems through feelings. Flexible
approach to problems.

1.2.5 Enterprising (E)

Enterprising occupational personality types are goal-oriented and want to see results.
They work with and through people, providing leadership and delegating responsibilities
for organizational and/or financial gain. These people tend to function with a high
degree of energy. They prefer business settings, and often want social events to have a
purpose beyond socializing. These criteria could suits career such as travel agent,
judge, lawyer, city manager, sales manager, director, hotel manager and principal or
headmaster.

1.2.6 Conventional (C)

Conventional occupational personality types are oriented to completing tasks initiated
by others. They pay attention to detail, and prefer to work with data, particularly in the
numerical, statistical, and record-keeping realm. They have a high sense of
responsibility, follow the rules, and want to know precisely what is expected of them.
Careers that suit them are secretary, bookkeeper, bank teller, post office clerk, typist
and timekeeper. They hold the values of accuracy, stability and efficiency.

2.0 INVENTORY ANALYSIS

2.0 Inventory Analysis

2.1 Data Analysis

To investigate this theory I was given the task to conduct the career inventory on one of
my pupils. Given that the theory is on helping individuals to focus on one career path, I
have chosen a pupil that is unsure of what he wants to become in the future. The pupil
that I have chosen goes by the name Tan Lee Beon, age 9 and a Year 3 Jade student
from Sekolah Kebangsaan Stowell, Bukit Mertajam. He is outgoing and active and has
good natured personality. In doing the inventory, it took him about half an hour to
complete the task. His inventory result is shown in the figure below:

Career Inventory Result
Conventional
Enterprising
Social
Artistic
Investigative
Realistic
0

2

4

6

8

10

12

14

16

Career Inventory Result

Figure 2
Based on the data collected, it is clear that the highest tendency for Tan’s career
personality is towards investigative where he chose 15 out of the 25 statements. This is
then closely followed by the artistic personality with 14 out of 25 statements and finally
the third highest tendency is towards the conventional personality with 12 out of 25.

2.2 Result

In obtaining the result, I have gone through the data several times and come out with
I,A,C as Tan’s personality tendencies with investigative being the highest. Thus, he
should considered careers that are inquisitive, analytical, logical, curious, scholarly and
observant with the chance to think abstractly, doing research, perform lab experiments,
work independently and be challenged. That being said, it is in good nature to propose
to him that to explore the majors such as chemistry, mathematics with his ambition
being a chemist or a mathematician of even a biologist. Other career choices that can
be suggested to him are musician, reporter, chef or accountant, banker or inspector.

3.0 CONCLUSION

3. 0 Conclusion
Conclusively, after discussing with the student about his result, he admittedly accept the
suggested career choices with great interest. It is clear that this inventory is helpful in
determining one’s career path. In carrying out this investigation, I find that setting a
career goal is very important. It helps us to focus on something and provide guidance.
This particular test is a good medium and a terrific start to determining our goals. It can
help provide a clear picture for the people that carry out the inventory. However, those
who have taken this test should always remember that this inventory does not
determine your choices. It is merely a devise which may help those that are unsure. It is
still a theory.

REFFERENCES

References
Abernathy, C. A. (1996). Career Development. Retrieved from
http://taracat.tripod.com/careertheory1.html
Career Key. (2016). Retrieved from https://www.careerkey.org/choose-acareer/hollands-theory-of-career-choice.html#.VtDPan197IU
Chronicle Guidanve Publications, Inc. (2012). Retrieved from
http://www.chroniclecareerlibrary.com/CGP/CGP/LISTSHOC/CSI.HTML
Gelso,C & Fretz,B. (2001). Counselling psychology (2nd ed). Belmont,CA: Wadsworth.
Holland, J.L. (1985). Making vocational choices : A theory of vocational personalities
and work environments (2nd ed). Englewood Cliffs, NJ: Prentice-Hall.

Hornby, A. S. (2010). Oxford Advanced Learner's Dictionary. United Kingdom: Oxford
University Press.
Leung, S. (2008). The Big 5 Career Theories. In S. Leung, International Career
Guidance (pp. 115-132). Hong kong: Springer Science + Business Media.
McMahon.M, P. (2014). Career Development and Systems Theory : Connecting Theory
and Practice 3rd Edition. Netherlands: Sense Publishers.
Cheong, L. K., Meng, E. A., Nachiappan, S., & Mukti, T. M. (2015). Bimbingan dan
Kaunseling Kanak-Kanak. Selangor: Oxford Fajar Sdn Bhd.
Sang, M. S. (2011). Bimbingan dan Kaunseling Kanak-Kanak. Selangor: Penerbitan
Multimedia Sdn Bhd.
Keow, C. L. (2007). Kaunseling: Teori dan Praktis. Kuala Lumpur: Kumpulan
Budiman Sdn Bhd
Abdullah, A. (2013, December 20). Ujian Psikologi. Retrieved January 17, 2016, from h
http://belajardankerja.com/ujian-psikologi/
Ramli, A. H. (2008, November 19). Mengenali Bebarapa Teori Pemilihan Kerjaya.
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17,

2016,

from

http://abdulhalimramli.blogspot.my/2008/11/mengenali-beberapa-teoripemilihan.html
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from

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