Monday, December 18, 2006

Self Directed Search Form R INTERNET Version

The Self Directed Search INTERNET VERSION is -

  • Easy to use - Complete the career assessment in 30 minutes.
  • Tested, proven, and dependable - Used by over 22 million people worldwide.
  • An excellent resource - Self Directed Search gives you a two or three-letter RIASEC or Holland code that tells the relationship between job personalities, key characteristics, college majors, hobbies, abilities, and careers.
  • Updated to include careers from Information Technology Industry

With each purchase, the user receives by e-mail an identification number and password to generate a confidential, eight-to-twelve page interpretive report including information about 1,309 occupations matched to Holland Codes. After an individual takes the test and enters the User ID number and assigned password, the customized report is sent directly to the test-taker’s computer, where it can be stored or printed for easy reference.

With the purchase of any assessment, you get 5 FREE Holland Code Resources -

  • Two (2) free Holland Code Assessments
  • Three (3) free Holland Code Articles
  • Two (2) web pages of free career planning and college major search resources

Holland Codes Resources Marketplace

COMING SOON!!!
Marketplace for Sellers, Product Developers, and Distributors

Do you have a Holland Code product that you would like to sell? List your product on Hollandcodes.com. You will receive the product cost plus 50% of the profit from the sale.

Steps to List Your Product

  1. Complete the form below.
    • Tell you about yourself and your product.
    • Tell us the wholesale and the retail costs.
    • Create a PayPal account or send us your PayPal e-mail address.
    • Create a Username. Your Username will be listed with your product.
  2. Send a sample of your assessments, books, CD-ROM, or other printed products to us at marketplace@hollandcodes.com
  3. OR

  4. Mail us a sample to -
  5. Holland Codes Resource Center
    4133 E. Siesta Lane
    Phoenix, AZ 85050
    USA

When Hollandcodes.com receives all of the necessary information, you will receive an e-mail letting you know that the Registration is complete.

Hollandcodes.com will –

  • Place Adobe Acrobat Product (download) on our download server.
  • List your product on the Marketplace, site map, and other appropriate (for example, assessment, book, CD-ROM, or download) web page.

Steps When Customer Orders a Product

  1. When a customer orders your product, we will send you and the customer an e-mail.
  2. You will receive a Paypal "Notification of Payment" e-mail.
  3. The e-mail lets you know that we have sent you the product cost plus 50% of the profit from the sale, the name of the product, and the customer’s contact information.
  4. The customer will receive an invoice and your contact information.
  5. For Adobe Acrobat Product (download), you and your customer will receive instructions on how to download the Adobe Acrobat Product (download).

Rules:

  1. For assessments, books, CD-ROM, or other printed products, you are responsible for the delivery of the products. You are responsible to ship, your product within ,48 hours of the sale.
  2. If you fail to ship your products, and the customer notifies us, your product will be removed from the Marketplace.
  3. For Adobe Acrobat Product (download), within 24 hours of the purchase, HollandCodes.com will send instructions on how to download the Adobe Acrobat Product or download.

Sunday, December 10, 2006

Assessment Test Ratings and Recommendations

What type of assessment do you need?

HollandCodes.com provides recommendations to help you find the right assessment test. The Test Rating System lists career assessment tests according to -
  • Format
  • Measures
  • Ease of Use
  • Audience
  • Rating
The Rating System scores tests as being -
  • Somewhat useful
  • Very useful
  • Extremely useful
The HollandCodes.com Research Team can help you find the right assessment test.


Join the HollandCodes.com Product Reviewers Team

Hollandcodes.com is looking for volunteers who are interested in reviewing our Holland Code products. You will receive FREE SAMPLES of products to review. Product Reviews will be posted on the HollandCodes.com web site. Gain exposure for your web site or business.

Join our Team of Product Reviewers.

Saturday, December 02, 2006

Holland Code Resources Forum

The Holland Code Resources Forum is dedicated to exchange of ideas about Holland Codes, assessments, tests, web sites, books, curriculum, educational activities, and counseling resources. The Holland Code Resources Forum is open to anyone who has an interest in Holland Codes.

Posts from Other Blogs Number: Three

Holland's Theory Discussed -

Of the many career counseling theories, the most studied is John Holland's theory. His ideas, elaborated on in his Making Vocational Choices: A Theory of Vocational Personalities and Work Environments are both straightforward and widely applicable.

Assumptions behind the theory

  • The selection of an occupation can be a reflection of a person's personality.
  • An interest inventory can be a personality inventory. This is because Holland holds that perceived abilities, anticipated success, and expected satisfaction help define interests.
  • Vocational stereotypes hold important psychological meaning.
  • In our culture, there exist six different personality types against which we evaluate ourselves. Most people are a combination of types, not a pure type.
  • There exist six distinct working environments; each is dominated by a specific type.
  • People are motivated to seek out hobs that compliment their personalities, thereby maximizing their individual strengths and minimizing their weaknesses.
  • Specific career related behaviors, such as success, satisfaction, and job stability, can be reasonably predicted by examining a person's P/E (personality/environment) fit.

Holland's Typology

  • Realistic Type, known in other interest surveys as mechanical, practical, technology/outdoors. R types are often pragmatic and like to work with their hands.
  • Investigative Type, also called scientific or logical. I types are often engineers or scientists and like problem-solving and working alone.
  • Artistic Type, also referred to as artistic, literary, and expressive. A Types often have jobs in the visual or performing arts, or as writers. They are known for their high degree of creativity often have jobs in the visual or performing arts, or as writers. They are known for their high degree of creativity.
  • Social Type, also called helping or service-oriented. S Types often have jobs in the health or social fields. They are often altruistic people with an intuitive sense for reading others' feelings.
  • Enterprising Type, sometimes called persuasive or assertive. They enjoy influencing others. E Types are drawn to positions in management and politics.
  • Conventional Type, also known as socialized, clerical, computational, or organizational. They enjoy order and are often mathematically inclined. C Types are often found doing highly procedural work such as filing or bookkeeping.

Holland believed that the greater the congruency (or compatibility) between a person and their work environment, the greater that individual's chance of success. Also, the greater the consistency, or degree of similarity, between the first two letters of the code (as determined by their proximity on Holland's hexagon), the easier it is to make a career choice.

It is easier to decide on a career when there is a high magnitude of difference between the highest and lowest types instead of flatline (like, or dislike, everything about the same). Holland held that if the difference between the scores the first two codes was less than 8, they could be used interchangably. However, if the difference was less greater than 8, then the first code is dominant.

Posted on: http://www.suite101.com/article.cfm/foundations_of_psychology/48558

Posts form Other Blogs Number: Two

posted by malaika at 9:14 PM on Jun 06 2006

R U CAREER CONFUZED ?.......

Shape Up Your Career Using Holland's Codes
You know when you are in a job you like. You also know when the task you’re doing just isn't right for you.

What lies behind our feelings of work satisfaction or dissatisfaction are our fundamental work interests: These are the things that we enjoy doing, whatever the industry or the job title. The trick to finding career satisfaction can be to identify those core interests and match your job to them.

For example, if you’re a science person, you may not be happy working in a job that needs quick decisions, or where you need to use your “gut” to guide you. Likewise, artistic people would be driven mad in a profession that has lots of rules and procedures, or which demands a lot of number crunching.

In a perfect world, we would all choose careers that suit our core interests. However this is not a perfect world: For all sorts of reasons, we can find ourselves in positions where what we’re doing just doesn’t suit our natural interests and abilities. This is where understanding how job and personality fit together can help you change the situation for the better.

Ability and personality are the two main things contribute towards job satisfaction. You’re likely to find that jobs that suit your ability and personality are much more rewarding than those that don’t. Here we look at your work interests – an important part of your work personality.

Understanding the Theory:Holland's Codes

In the 1970’s John Holland developed a popular theory of interest development based around these six personality types:

1. Realistic (R):
These are people who like well-ordered activities, or enjoy working with objects, tools, and machines. Realistic people: see themselves as mechanically or athletically talented, but may not be good with people. value concrete and tangible things like – money, power, and status.avoid “social” activities, those that need interaction with other people. Common traits: Hard-headed, inflexible, persistent, materialistic, practical, and genuine.

2. Investigative (I):
Investigative people like activities that involve creative investigation of the world or nature. Investigative people: see themselves as highly intelligent, but often lack leadership skills. value scientific endeavors. avoid activities that seem mundane, commercial or “enterprising”. Common traits: Analytical, curious, pessimistic, intellectual, precise, and reserved.

3. Artistic (A):
Artistic people like unstructured activities, and enjoy using materials to create art.

Artistic people: see themselves as talented artists. value aesthetics. avoid “conventional” occupations or situations. Common traits: Idealistic, complicated , introspective, sensitive, impractical and nonconformist.

4. Social (S):
Social people enjoy informing, training, developing, curing and enlightening others. Social people: perceive themselves as helpful, understanding and able to teach others. value social activities. avoid activities demanded by “realistic” occupations and situations. Common traits: Generous, patient, emphatic, tactful, persuasive, and cooperative.

5. Enterprising (E):
These people enjoy reaching organizational goals or achieving economic gain. Enterprising people: see themselves as aggressive, popular, great leaders and speakers, but may lack scientific ability. value political and economic achievement. avoid activities demanded by “investigative” occupations and situations. Common traits: Extroverted, adventurous, optimistic, ambitious, sociable, and exhibitionistic.

6. Conventional (C): Conventional people enjoy manipulating data, record keeping, filing, reproducing materials, and organizing written or numerical data. Conventional people see themselves as having clerical and numerical ability value business and economic achievementavoid unstructured or “artistic” activities Common traits: Efficient, practical, conscientious, inflexible, defensive, and methodical. The Model
Holland then arranged these six personality types into a hexagon (see figure 1, below) organized according to people’s preference for working with different stimuli at work: people, data, things, and ideas. Holland’s theory is that people with different personality types prefer working with different work stimuli, and that the distance between work personalities indicates the degree of difference in interests between them. For example Artistic people are least like Conventional people and most like Social and Investigative people.

Holland’s conclusion was that for any personality type, the career most aligned with that type is most likely to be enjoyable and satisfying. For example, a Realistic person would be best suited for a Technical job and least suited for Social job. Jobs with Conventional or Operational characteristics would be the next best choices.

The way that this works in practice is that people people use a personality test to identify their three top personality types. This gives their Holland's code (for example, ESA). This is then matched against the Holland's codes of people typically found within particular careers.

How to Use Holland Codes Career Model:

There are two good ways of using this model - either in helping you choose a career that suits you, or in helping you shape your existing job so that you maximize your fulfillment. To find your ideal career according to this approach, just complete steps i and ii below. To shape your job, use all of the steps we outline.

Using Holland’s Codes is a straightforward process, which is made all the easier by some useful online interest evaluation sites.

Part One: Identify your Work Personality....
Part Two: Analyze your job in terms of your interests....
Part Three: Set Goals to Bring Your Interests and Responsibilities in line....

http://absolutelyevrybody.blogspot.com/2006/06/r-u-career-confuzed.html

Posts from Other Blogs Number: One

Tuesday, September 05, 2006 11:03 PM by Jerry

What lies behind our feelings of work satisfaction or dissatisfaction are our fundamental work interests: Shape Up Your Career Using Holland’s Codes

Understanding the Theory: Holland’s Codes

In the 1970’s John Holland developed a popular theory of interest development based around these six personality types:

1. Realistic (R):
These are people who like well-ordered activities, or enjoy working with objects, tools, and machines.

Realistic people:

  • see themselves as mechanically or athletically talented, but may not be good with people.
  • value concrete and tangible things like – money, power, and status.
  • avoid “social” activities, those that need interaction with other people.

Common traits:

  • Hard-headed, inflexible, persistent, materialistic, practical, and genuine…..

The Model

Holland then arranged these six personality types into a hexagon organized according to people’s preference for working with different stimuli at work: people, data, things, and ideas. Holland’s theory is that people with different personality types prefer working with different work stimuli, and that the distance between work personalities indicates the degree of difference in interests between them. For example Artistic people are least like Conventional people and most like Social and Investigative people…..

How to Use the Holland's Codes Career Model:

There are two good ways of using this model - either in helping you choose a career that suits you, or in helping you shape your existing job so that you maximize your fulfillment. To find your ideal career according to this approach, just complete steps i and ii below. To shape your job, use all of the steps we outline.

Using Holland’s Codes is a straightforward process, which is made all the easier by some useful online interest evaluation sites.

Part One Identify your Work Personality
Part Two: Analyze your job in terms of your interests
Part Three: Set Goals to Bring Your Interests and Responsibilities in line
Key Points


Holland’s Career Codes provides a useful framework for exploring your personal interests and the careers most likely to suit you.

Every occupation requires a particular set of characteristics. By identifying your particular interests you can quickly uncover the parts of your job that give your satisfaction. Likewise, you can identify areas of dissatisfaction and help you plan how to address these. This helps you develop your career in the right direction – one that will be a source of long-term

Holland’s conclusion was that for any personality type, the career most aligned with that type is most likely to be enjoyable and satisfying. For example, a Realistic person would be best suited for a Technical job and least suited for Social job. Jobs with Conventional or Operational characteristics would be the next best choices.

The way that this works in practice is that people people use a personality test to identify their three top personality types. This gives their Holland's code (for example, ESA). This is then matched against the Holland's codes of people typically found within particular careers.

Holland Occupational Themes

Based on the theory of John Holland, Ph.D., people with the same or similar interests are often found in the same work environments. To discover the work environments suited to your interests, abilities and personality, consider the following categories/themes.

Step 1: For each theme, check those items which describe you.

REALISTIC R Total =

Are You: Can You Like To:

Practical Fix electrical things Tinker with mechanics

Athletic Solve mechanical problems Work outdoors

Straight forward Pitch a tent Be physically active

Mechanically inclined Play a sport Use your hands

A nature lover Read a blueprint Build things

Operate tools and machinery Work on cars……

Step 2: Total the items checked for each theme/category. Identify the top 3 categories/themes which create the most accurate picture of you..

My Top 3 categories/themes are: ______, ______, ______.

Step 3: How accurately do you believe your (3) top themes describe your personality and interests?

REALISTIC people are characterized by competitive/assertive behavior and by interest in activities that require motor coordination, skill, and physical strength. People oriented toward this role prefer situations involving "action solutions" rather than tasks involving verbal or interpersonal skills. They like to take a concrete approach to problem-solving rather than relying on abstract theory. They tend to be interested in scientific or mechanical rather than cultural and aesthetic areas…..

http://modernmanagers.com/CommunityServer/blogs/managers/archive/2006/09/05/19.aspx