Holland Codes and Big Five

• Who am I?
  • When will I know?
  • Will I change?
• Who are you?
  • How will I find out?
  • Will I ever truly know you?
• Will you and I get along?
  • Will we fight?
  • Will we remain together?
• Do I have the right personality for my intended career?
  • Do I know yet what that career is?
  • How do I find that out? (Think about an internship.)
• If these sound like big questions, they are. Getting the answers might take years.
• Fortunately, there are tools around to help you get those answers.

Modified: 2024-12-02 7:26 PM CST

Holland Codes

• Wikipedia on Holland Codes
• Holland's Hexagon
  • Realistic, Investigative, Artistic, Social, Enterprising, Conventional
    • RIASEC

Exploring your Interests

• Holland's Personality Characteristics
  • R-Realistic
    • Practical, Action over words, Science and Mechanics
  • I-Investigative
    • Problem solvers, Intellectuals, Not People-oriented
  • A-Artistic
    • Creative, Independent, Culture and Esthetics
  • S-Social
    • Caring, Verbal, Interpersonal skills
  • E-Enterprising
    • Risk takers, Power and Status, People-oriented and Goal-to oriented
  • C-Conventional
    • Neat, Persistent, Organizers of people and data
• Holland's Career Fields
  • R-Realistic
    • Farmer, Forester, Fire Fighter, Police Officer, Flight Engineer, Pilot, Carpenter, Electrician, Diesel Mechanic, Locomotive Engineer, Truck Driver, Locksmith
  • I-Investigative
    • Chemist, Mathematician, Meteorologist, Biologist, Dentist, Physician, Veterinarian, Pharmacist, Medical Technician, Architect, Surveyor, Electrical Technician
  • A-Artistic
    • Dancer, Book, Editor, Art Teacher, Clothes Designer, Graphic Designer, Comedian, Actor, Disk Jockey, Composer, Musician
  • S-Social
    • Counselor, Parole Officer, Social Worker, Dental Hygienist, Nurse, Physical Therapist, Teacher, Librarian, Athletic Trainer
  • E-Enterprising
    • Auctioneer, Sales Person, Travel Agent, Recreation Leader, Judge, Lawyer, City Manager, Sales Manager, Bank President, TV Newscaster, Customs Inspector, Camp Director, Hotel Manager, Real Estate Agent, School Principal
  • C-Conventional
    • Court Clerk, Secretary Bookkeeper, Bank Teller, Post Office Clerk, Mail Carrier, Typist, Title Examiner, Timekeeper
• Free Holland Quiz
  • My Results:
    • * Investigative: 15
      * Realistic: 14
      * Social: 12
      * Artistic: 11
      * Enterprising: 11
      * Conventional: 10
  • My Careers
    • IRS Civil Engineer (no, too much math)
      • But, see my latest project:
        • The tilted cylinder on the left leaks. I cannot find the right size O-ring. So, I "engineered" a simple, non-mathematical solution.
        • It still leaks, but now the leaking water returns to the pool.
        • Yes, I'm still looking for the O-ring to fit.

• IRS Hazardous Waste Technician (no, ahhh!)
• IRS Meteorologist (no, to iffy)
• IRS Technical Writer (yes, I write textbooks)

Big Five Personality Test

• TIPI is the Ten Item Personality Test. It is a shorter form of the Big Five assessment. You will take and score TIPI later on your own. I don't want your results, but I'd like to know if you agree with the results. You will reveal that next week.
• Freud's psychodynamic personality theory:
  • Ego, Id, Super Ego,
  • Stages of Development
  • Defense Mechanisims
  • Largely only of historical interest today.
  • See HERE if you want more information on the theories of personality
• Eysenck regarded personality as being primarily an inborn phenomenon.
• That means that personality, to him, is more like eye color or height than it is like learned phenomena.
• He proposed a scheme with three dimensions:
  • neurotic vs. stable,
  • extraverted vs. introverted,
  • stupid vs. intelligent.
• Further, he created a test to measure individuals on those three dimensions.
• Notice how the study of personality reflects the nature-nurture problem discussed much earlier.
• Eysenck's theory leans toward the nature end of the continuum, while learning and social learning theories are closer to the nurture end.
• Norman's "Big Five" personality traits are similar to Eysenck's. The big five traits are:
  • neuroticism,
  • extroversion,
  • openness,
  • agreeableness,
  • conscientiousness.
• Notice how Norman's proposal may serve as a bridge between biological and learned theories. Also, notice how many fewer traits are used by Eysenck and Norman compared to the 16 used by Cattell in formulating the 16 PF.
  • 16PF Factors:
    • Abstractedness: Imaginative versus practical
    • Apprehension: Worried versus confident
    • Dominance: Forceful versus submissive
    • Emotional stability: Calm versus high-strung
    • Liveliness: Spontaneous versus restrained
    • Openness to change: Flexible versus attached to the familiar
    • Perfectionism: Controlled versus undisciplined
    • Privateness: Discreet versus open
    • Reasoning: Abstract versus concrete
    • Rule-consciousness: Conforming versus non-conforming
    • Self-reliance: Self-sufficient versus dependent
    • Sensitivity: Tender-hearted versus tough-minded
    • Social boldness: Uninhibited versus shy
    • Tension: Inpatient versus relaxed
    • Vigilance: Suspicious versus trusting
    • Warmth: Outgoing versus reserved
  • Most now believe these are too many.

CANOE or OCEAN (Mnemonic acronyms)

• Factor I : Extraversion (AKA Surgency)
  • This trait reflects preference for, and behavior in, social situations.
  • People high in extraversion are energetic and seek out the company of others.
  • Low scorers (introverts) tend to be more quiet and reserved.
• Factor II : Agreeableness (AKA Friendliness)
  • This trait reflects how we tend to interact with others.
  • People high in agreeableness tend to be trusting, friendly and cooperative.
  • Low scorers tend to be more aggressive and less cooperative.
• Factor III : Conscientiousness (AKA Will or Dependability)
  • This trait reflects how organized and persistent we are in pursuing our goals.
  • High scorers are methodical, well organized and dutiful. (PS: Instructors love students high in concientiousness!)
  • Low scorers are less careful, less focussed and more likely to be distracted from tasks.
• Factor IV : Neuroticism (AKA Emotional Stability)
  • This trait reflects the tendency to experience negative thoughts and feelings.
  • High scorers are prone to insecurity and emotional distress.
  • Low scorers tend to be more relaxed, less emotional and less prone to distress.

Woody Allen explains life (video)

• Factor V : Openness (AKA Culture or Intellect)

• This trait reflects 'open-mindedness' and interest in culture.
• High scorers tend to be imaginative, creative, and to seek out cultural and educational experiences.
• Low scorers are more down-to-earth, less interested in art and more practical in nature.

Old House from It's a Wonderful Life
High scorers in Openness would see the possibility of restoration
Low scorers would be likely to tear it down and start over.

• Video: The scene
  • Interestingly, Stewart had just returned from World War II where he had piloted a B-17. He suffered PTSD but wanted to get back to work as an actor.
  • Story on Stewart and Capra's It's a Wonderful Life

Other Factors

• Values
  • Are you aware of your values?
  • Core values: In class, write down your top 5. I'll ask you to reveal soon.

My top 5:

Knowledge, Challenge, Autonomy, Happiness, Learning

• Interests
• Use college as a way to explore your interests.
  • Interests are attractive to you for some reason
    • Music, Working with your hands, Reading...
• Skills
  • Do you have any skills that will help in a career? Can you develop those skills in college?
    • Think of writing, computer programming, mathematical skills, making things
• Aptitudes
  • Aptitudes are largely biological and relate to skills. Be aware of your own aptitudes.
    • They tend to be inborn or require little learning
    • APA Dictionary of Psychology:
      • n. the capacity to acquire competence or skill through training. Specific aptitude is potential in a particular area (e.g., artistic or mathematical aptitude); general aptitude is potential in several fields. Both are distinct from ability, which is an existing competence.
• Personality
  • Match your personality to the job.
  • Look at your TIPI results
    • Do you agree with them?
• Life Goals and Work Values
  • How do you define success? What is life-satisfying to you?

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