Career Interests Divided Into Six Types
Career Interests Divided Into Six Types Holland believes that most people can be categorized into six types of career interests: realistic, ? Research, Artistic, Social, Corporate, and Conventional. Next I share with you that career interests are categorized into six types.
1, social type
*** with the same characteristics: like to interact with people, constantly making new friends, good talk, willing to teach others. Concerned about social issues, eager to play their own social role. Seek a wide range of interpersonal relationships, more emphasis on social obligations and social morality
2, corporate
*** with the same characteristics: the pursuit of power, authority and material wealth, leadership. Like competition, dare to take risks, ambition, ambition. Pragmatic, accustomed to the interests of gain and loss, power, status, money, etc. to measure the value of doing things, do things with a strong purpose.
3, conventional
*** with the same characteristics: respect for authority and rules and regulations, like to do things according to the plan, careful, organized, accustomed to accepting the command and leadership of others, they do not seek leadership positions. Like to pay attention to the actual and detailed situation, usually more cautious and conservative, lack of creativity, do not like adventure and competition, rich in self-sacrifice.
4, practical type
*** with the characteristics: willing to use tools to engage in operational work, hands-on ability, do things with flexible hands and feet, coordinated movement. Prefer to specific tasks, not good at talking, doing things conservatively, more modest. Lack of social skills, usually prefer to do things independently.
5, research type
*** with the same characteristics: thinkers rather than doers, strong abstract thinking, strong desire for knowledge, willing to use their brains, good thinking, do not want to do. Like independent and creative work. Knowledgeable and talented, not good at leading others. He is rational and precise, likes to analyze and reason logically, and constantly explores the unknown.
6. Artistic
***The same characteristics: creative, happy to create new and different results, eager to show their own personality, to realize their own value. Idealization of things, the pursuit of perfection, not practical. Have a certain artistic talent and personality. Good at expression, nostalgia, more complex mentality.
Note:
Hollander career interest is a good assessment tool for people's careers, but it still can not be categorized as a Chinese product manager, because the Chinese product manager PM's ability is full of Hollander's career interest in the six dimensions of the all-rounders and unfocused is just a difference of one word.
The core competencies of Chinese-style product managers are very difficult to describe, and if they are categorized according to Hollander's occupational interests, they will also get a rather incongruous result. The core competencies of Chinese-style product managers can even make the 6 dimensions of Hollander's career interests very divisive.
Many Chinese product managers tend to have some of the following backgrounds: if you use Hollander's occupational interests to look at Chinese product managers, you will find that their personalities are even split, because all six dimensions are the focus, and none of them are the focus.
Occupational interests are divided into six types2Realistic: preference for working with objects, ? Like to manipulate and operate tools, machinery, electronic equipment and other specific tangible objects; do not like to deal with people's activities, aversion to engage in educational, service and persuasive careers. Realistic people tend to exhibit values that emphasize concrete things.
Investigative: Prefer to observe, analyze, and reason about various phenomena, and make systematic decisions. Analysis and reasoning, and systematic and creative inquiry, in order to understand and grasp these phenomena; they do not like the organization, leadership activities, aversion to persuasion and mechanical repetition of activities. Research types tend to embody values that value scientific research.
Artistic: prefer vague, free and unsystematized activities in which they create works of art and complete self-expression; they dislike clear, orderly and systematized activities. Artistic people are imaginative and value the quality of beauty.
Social: Preference for social service activities that involve imparting, training, teaching, treating, and counseling others; they dislike dealing with physical objects such as materials, tools, and machinery. Social people show values that emphasize social and ethical issues.
Enterprising: Interested in leadership roles and risk-taking activities, preferring to engage in activities that lead others to achieve organizational goals or financial gain; averse to research-based activities. Enterprising people value political and economic accomplishments.
Conventional: Prefers clear, orderly, and systematic organization of data, such as keeping records according to established schedules, completing and organizing written and numerical information, and using word and data-processing equipment to assist in the achievement of organizational goals or financial gain; dislikes vague, informal, non-procedural, or exploratory `activities'. Conventional types value concrete achievements in business and economics.
Division of the six environmental patterns
Considering that explanations and predictions of individual behavior need to take into account the characteristics of the environment in which the individual is located, Holland divided the environment into six patterns,? The patterns are characterized by the occupational interests of the dominant proportion of people in the environment.Holland?s technique for evaluating the six environmental patterns comes from Linton's ideas. That is, the type of environment is determined by counting the distribution of various personality types in the environment. The environment provides opportunities for people of the appropriate personality type to utilize their interests and talents and to reinforce the appropriate personality traits. For example, the Realistic environmental pattern requires the explicit, orderly, or systematic manipulation of objects, tools, machinery, etc., and the environment and the people in it*** work together to create an atmosphere in which the Realistic personality trait is reinforced and encouraged. The same goes for the other five environmental patterns (research, artistic, social, entrepreneurial, and conventional).
Career interests are divided into six types.3Conventional
Respect for authority and rules and regulations, and a preference for an orderly, settled life. Used to follow plans and instructions, step by step, careful and organized. They are not used to making their own judgments and decisions, and are less likely to use their imagination. They do not have strong ambitions and do not like to take risks.
Artistic
A passion for art, imaginative and creative. Happy to create new and different results, eager to express their individuality and show themselves. Idealization and pursuit of perfection. Good at using art forms to express themselves and society. Do not like to be restricted or limited when making artistic creations or innovations.
Practical
Like to use tools or machinery to do hands-on work, strong hands-on ability, usually like to experience or practice theories and methods rather than discussing them with other people, generally do not have outstanding social skills, like to engage in outdoor work.
Social
Happy to help and deal with people, happy to deal with interpersonal relationships. Prefers to engage in service work that involves teaching, training, and helping others. Willing to use their infectious and persuasive power to guide others. Usually they are socially responsible, enthusiastic, cooperative, kind, patient, and value social obligations and social ethics.
Research Type
Like theoretical research, and are devoted to innovation and application in specialized fields; they like to explore unknown fields, and are good at using logical analysis and reasoning to solve difficult problems. They do not like bureaucratic management behaviors that affect their research work too much.
Managerial
Able to plan, organize, lead, and control the resources at their disposal. Enjoys influencing others, is bold and challenging, is confident, courageous and ambitious, has excellent communication skills, is good at persuading others, and seeks prestige, financial success and social status.
Based on the difference in importance of these six career interests for each career, Knowing.com has created a Career Interest Radar Chart for each career. The number labeled next to each occupational interest represents the level of importance of that occupational interest to the occupation, with 5 - very important, 4 - relatively important, 3 - average, 2 - not too important, and 1 - very unimportant.
Everyone will have their own tendency of career interest, based on the comparison of personal and professional career interest, we can match the most suitable career for ourselves.
Interest refers to the establishment of the need for the basis, with a positive emotional color of cognition and activity tendency, is an individual to its environment of people, things, things produced by the degree of fondness, is an individual to strive to know, master something, and often participate in the kind of activities of the psychological tendency. When an individual is interested in something, he or she will pay special attention to it, and perceive the thing keenly, remember it firmly, think actively, feel strong emotions, and be strong-willed. Interest is one of the important driving forces of people's activities, is an important condition for the success of the activity.
Vocational interest refers to the people of a certain occupational activities have a relatively stable and lasting psychological tendency. It is a person to explore a certain occupation or engage in a certain occupational activities shown by the special personality tendency, which makes the individual to give priority attention to a certain occupation, and has the emotion of yearning. Due to different interests, people's occupational interests vary greatly. Some people like concrete work, for example, interior decoration, gardening, beauty, machinery maintenance, etc.; some people like abstract and creative work, for example, economic analysis, new product development, social research and scientific research. Occupational interest has a certain impact on career choice and career development.
The development of interest is generally experienced: interesting, fun, aspiration three stages. For professional activities, often from the interesting choice, gradually produce work fun. And then with the combination of goals and work aspirations, the development of interest, showing direction and willfulness, so that people are firmly in pursuit of a certain occupation, and do their best for it.
Enterprise
Enterprise people are not thinkers, they are doers. They like to deal with people and ideas rather than actual implementation. They have good verbal skills and are more inclined to use their verbal skills to persuade and influence others than S-types who like to support and help others. They value their political and economic accumulations and are concerned with profits, fame and status in society. They like to start a project and carry it out, especially if the project is a business adventure - risking everything to win back profits. These goal-oriented people like to lead others and make decisions.
Entrepreneurial people like activities that involve sales, marketing, or leadership. They like to compete and are eager to start new things. They don't like jobs that require detail-seeking, constant record-keeping, meticulous scientific observation, or analyzing things, and they get impatient when they encounter routine or regimented work. This type tends to work in positions related to sales, management, politics, or other management and leadership in organizations and companies, large and small. They like to be rewarded through money, power or influence.