THEORETICAL FRAMEWORK

Careers are determined by an interaction between our personality and the environment in John
Holland's Theory of Career Choice. John Holland's Theory of Career Choice (RIASEC) maintains that
in choosing a career, people prefer jobs where they can be around others who are like them. They
search for environments that will let them use their skills and abilities, and express their attitudes and
values, while taking on enjoyable problems and roles. Holland’s theory is centred on the notion that
most people fit into one of six personality types: Realistic, Investigative, Artistic, Social, Enterprising
and Conventional.

Realistic are Likes to work mainly with hands, making, fixing, assembling or building things, using
and operating equipment, tools or machines. Often likes to work outdoors. Investigative Likes to
discover and research ideas, observe, investigate and experiment, ask questions and solve problems.
Artistic Likes to use words, art, music or drama to communicate, perform, or express themselves,
create and design things. Social likes to Likes to work with people to teach, train and inform, help,
treat, heal and cure, serve and greet, concerned for the wellbeing and welfare of others. Enterprising
people Likes meeting people, leading, talking to and influencing others, encouraging others, working
in business. Conventional Likes working indoors and at tasks that involve organising and being
accurate, following procedures, working with data or numbers, planning work and events.

Holland asserts that people of the same personality type working together in a job create an
environment that fits and rewards their type. Within this theory there are six basic types of work
environment, which correlate directly to the personality types. Holland emphasises that people who
choose to work in an environment similar to their personality type are more likely to be successful and
satisfied. This idea is important as it shows Holland’s theory can be flexible, incorporating
combination types.

Holland’s theory takes a problem-solving and cognitive approach to career planning. His model has
been very influential in career counselling. It has been employed through popular assessment tools
such as the Self-Directed Search, Vocational Preference Inventory and the Strong Interest Inventory.
Counsellors and researchers have widely accepted Holland's typology theory because its six
personality types (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) are easy to
use and can be matched with a corresponding environment.

ABOUT SDS SCALE

The SDS was developed on the assumption that people can be loosely classified into six different
groups or personality types: Realistic, Investigative, Artistic, Social, Enterprising and Conventional.
The SDS can be used to estimate how closely you resemble each of the types.
STANDARDIZATION

Test-retest Reliabilities for SDS summary scores range from .76 to .89, and internal consistencies
(KR-20s) range from .90 to .94 (Holland, Fritzsche, & Powell, 1994). Substantial support for
concurrent and predictive validity is reported in the technical manual (Holland, Fritzsche, & Powell,
1994).

SDS SCORES

Your scores are used to derive a three-letter Summary Code, where the first letter shows the type you
resemble most, the second letter shows the type you resemble somewhat less and the third letter
indicates the type you resemble less still. You resemble least of all the remaining three types. The
Summary Code is a simple way of organising information about people and occupations. Although it
is only an estimate, your Summary Code can be used to discover how your special pattern of interests,
self-estimates and competencies resembles the patterns of interests and competencies that many
common occupations demand. In this way, your Summary Code locates suitable groups of
occupations for you to consider.

COMPATIBILITY

The SDS uses a hexagon to show the similarities and differences among the types, among jobs, and
between people and jobs. Types located next to each other on the hexagon are most closely related; for
example, Realistic and Investigative. If the first two letters of your Summary Code are next to one
another on the hexagon, you have more consistent or compatible interests than if your first two letters
are farther apart. Also, the hexagon lets you estimate degrees of your compatibility with the jobs you
are considering.
 DESCRIPTION ABOUT PERSONALITY TYPES
Realistic (doers)
These are typically conforming, frank, genuine, honest, humble, materialistic, hard headed,
modest, persistent, practical, shy, and thrifty. Doers have good problem-solving skills and
tackle a problem rather than talking or thinking about it. In doing so, they prefer a concrete
approach rather than abstract theories or ideas.
They usually have an assertive predisposition, are competitive, and are interested in activities
that require a high level of motor coordination, skill, or power. They have mechanical
abilities, preferring to work with things rather than people. They may enjoy working
outdoors, with tools, often prefer to be able to physically move around. Surgeon, Fireman,
Engineer, Dentist, Architect etc are their job options

Investigative (thinkers)
These people like to work with data and love thinking and observing. this group contains
many people with strong skills in maths and sciences, and few people with leadership
qualities. Thinkers have an analytical predisposition, and are careful, cautious, complex,
critical, and introverted, and independent. They are intellectual and curious by nature. They
are often seen as modest, methodical, pessimistic, reserved, and rational.
They enjoy academic pursuits and like to understand things. Interests include the scientific,
analytic, ideas, theories, and facts. They prefer this over trying to persuade others. Doctor,
Lawyer, Psychologist, Internet developer, Carpenter etc are their job options.

Artistic (creators)
This group of people likes to develop ideas, and are creative, open, inventive, and original.
The creators are more emotional than others and are described as complicated, imaginative,
expressive, and idealistic. They tend towards the impulsive, impractical, independent,
introspective, intuitive, and nonconforming. Artistic people enjoy creating original work and
using their imaginations. Their orientation is more toward intellectual and cultural areas. In
general, this type likes jobs such as composer, musician, Journalist, Entrepreneur, Graphic
designer, public relations, Teacher or writer.

Social(helpers)
These are people who like to work with other people, and who gain energy from helping or
teaching others. Helpers feel attracted to people they have a close relationship with, and are
less inclined to want to excel intellectually or physically. This type is generally perceived as
empathic, friendly, patient, and kind. Social types tend to be idealistic, generous,
understanding, and warm. They are service oriented and often excellent listeners. Mechanical
aptitude is not their strength or of interest to them. This type of personality enjoys positions
in education, religion, psychologist, or occupational therapist

Enterprising (seducers)
The seducers are personalities who want to work with people and data. Seducers are
generally
good talkers, and they know how to apply these skills in order to convince or lead others.
They
value reputation, money, status, and power. Seducers have good leadership qualities, but they
generally lack scientific aptitude. Characteristics to describe this type are adventurous,
attention seeking, can be domineering, ambitious, impulsive, confident, optimistic,
extroverted,
self-confident, and sociable. Architect, business, journalist etc can be their choices in careers.

Conventional (organisers)
People who like to work with data, regulations, rules, and procedures. The organisers love
structure and order, they get nervous in unstructured and unclear situations, both at work and
in their private life. Organisers also value reputation, power, and status. Organisers often have
strong mathematical ability, but lack artistic skills. Characteristics for organisers are
precision,
efficiency, obedient, practical, and orderly. The conventional personality is a highly
structured
type of person in their thinking and lifestyle. They are careful, thrifty, efficient, orderly,
persistent, and practical. Because of their need for order and detail they can be unimaginative.
Other traits include being shy, conscientious, obedient, and conforming. They enjoy work that
is indoors and in-volves organization of things and systems.

RECOMMENDATION
 Focus on your most interested area by engaging in leisure activities that are matching
to them and analyse whether that fits for you.
  Do career assessment tests other than SDS and compare with the current results to
reach a conclusion.
 Consult with a career psychologist or counsellor

SUGGESTIONS
 The SDS is most useful when it reassures you about your career choice or reveals new
possibilities worthy of your consideration. If it fails to support a choice or an
anticipated job change, don’t automatically change your plans. Instead, investigate to
ensure you understand the career you have chosen and the occupations the SDS
suggested.
 Investigate the education and training requirements for the occupations that interest
you. How much education or training is required for each of the occupations you
listed earlier? Where could you obtain the required training? Is it reasonable
considering your learning ability, age, finances and family situation?
 Consider any health or physical limitations that might affect your choice.
 Seek more information about occupations from career advisers, career
educationteachers, family, friends, libraries or websites.
 Talk to several people employed in the occupations you are interested in. Obtain work
experience in the occupations that interest you.
 Your Summary Code is affected by many factors in your background: your gender,
age, your parents’ occupations, ethnic or racial influences, and so on. If your
Summary Code differs from your aspirations, keep these influences in mind; they may
account for the differences. You will need to consider how strongly you wish to do
something similar to, or different from, what is more commonly done by others of
your background or gender.
 Remember: no one but you can make your career decision. Completing the SDS will
not provide you with a single, exact choice, but it may help you focus on some of the
more likely possibilities and identify areas for you to explore further.