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Self-career theory developments give an important insight of the desired personality traits for individuals in the specific work environment. Generally, these theories are formed on the presumptions that individual personalities influence their desire to work in certain employment positions. Importantly, these theories act as guidelines for both the employees and employers. In essence, they direct the employees on the specific careers they should pursue. Similarly, they show employers the kind of attributes to check for when recruiting employees to fill vacant positions in their organization. In light of this, this paper will check on the various factors that influence an individual in forming their career choice. Additionally, it will check on the accuracy of various self-career theories in measuring an individual’s personality. Finally, having assessed the specific career theories used in the paper, it will form conclusions on their reliability and relevance to both employers and employees.
Keywords: Career, personality, traits
Self-Career Theory Development Report
Section I
Notably, how well individuals succeed in their career depends on the conformity of their personalities to the unique characteristics needed in the specific employment. In addition, there are various environmental, cultural, and personal factors that shape and influence individuals to have certain unique characters. Notwithstanding the many theories on careers development and vast research on the same, they all have some weaknesses. Nevertheless, most have a reasonable degree of accuracy. Consequently, most human officers use these models when recruiting employees.
Early Influences on Career Development
            Importantly, my early life had a significant influence on my career. Basically, I come from a family of traders. In particular, my family has operated a chain of supermarkets for over thirty years. Dutifully, I could see my father and relatives managing the family business. Notably, my father was the greatest influence in my career choice. From an early age, he used to go with me to the office where I was able to see him manage the business. Ordinarily, his busy schedule entailed authorizing the purchase of stock, inspecting the premises, evaluating the financial statements, and making future business strategic plans.
Moreover, having been exposed to the business world at an early age, I developed an interest in analytical skills which are relevant in entrepreneurship. In essence, these are prudent decision making, accounting, and interpersonal skills. Evidently, my teachers were quick to notice my skills in these areas and encouraged me to learn mathematics and accounting. Essentially, these subjects led me to study management and accounting in my undergraduate. Further, my elder sister had shared similar interest with me and had succeeded in pursuing a career in accounting. Accordingly, she influenced my academic decisions. Nonetheless, I eventually quit from employment and started my business using the skills I had learned in my early career development.
Adolescent and Early Adult Development Period
Briefly, my adolescent life had the greatest impact on my career development. Evidently, at this age, I was able to make some reasonable decisions and demonstrate my leadership skills. Importantly, I was given the opportunity to develop these skills both at home and in school. Prudently, my parents had tasked me with the duty of training my younger brother on how to play certain sports and offer guidance on his homework during the weekends. Evidently, I was a leader for him as I showed and guided him on how to study and how to interact with people. Additionally, the repeated task of training enabled me to understand how people react to various situations. Notably, this is an important skill in leadership.
On the same vein, I was able to develop my leadership skills in high school where I was the chairperson of Entrepreneur Club. Basically, the club trained its members on the skills that entrepreneurs should have in order to succeed in business. Noteworthy, the group encouraged its members to have diligence, resilience, creativity, leadership and communication skills. Moreover, the club offered me an opportunity to practice these skills as its group leader. In addition, the club was permitted to sell lemonade in school twice a week after students had completed their lessons. Importantly, this opportunity gave me a hand on experience on what is expected of an entrepreneur. Moreover, it enabled me to develop my business skills. Notably, this is one of the reasons I decided to form a career as an entrepreneur.
Adult Work History
Generally, I began my adult career life early. Firstly, I found an internship position in a horticultural company a few months before my graduation. Essentially the skills that I learned in this business greatly influenced my career decision. Notably, my boss was highly committed to seeing his business thrive. On a typical day, he was always the first person to arrive in the office. In addition, he had good managerial skills. Consequently, the business had grown tremendously over a period of five years. Importantly, since I was an intern at the accounts department, I usually had direct contact with him. Accordingly, in the course of work I once told him of my desire to start my own business in future. Generally, he was excited and he encouraged me to start my business once I am ready. Nonetheless, he told me of the need to have some work experience so as to learn leadership skills and to observe how organizations are managed.
Luckily, immediately after graduation, I found employment as an auditor in a large accounting firm. Importantly, this gave me the opportunity to show my accounting and mathematics skills. Additionally, I learned how organizations are managed, and I had an opportunity to network with fellow professionals. Notwithstanding the huge salary and the opportunity to network, I found this job boring and routine. Notably, it did not spur my creativity skills, or to develop my leadership skills. Accordingly, I quit the job and started my own business.
Current Vocational Situation
Notably, my current career is a business man dealing with horticulture produce. Noteworthy, I have employed twenty-five employees who are distributed within the various departments of the business. In summary, I have farm workers, sales agents, cashiers, cleaners, and drivers. In the course of duty, I have realized the challenge that human resource officers face when recruiting employees. Importantly, it is necessary to recruit employees whose personalities match the available jobs. Evidently, all my employees have their own unique personalities which as their boss I have to understand in order to allocate them duties that match them. In essence, this has been challenging, consequently, it led me to undertake a postgraduate degree in counseling in order to understand human behavior and personality.
Additionally, the knowledge of human behavior and personality is important when selling products to customers. Owing to the fact that I deal in the sale of horticulture, these skills will enable me to negotiate better with clients on various business deals. Moreover, I will be able to predict with higher accuracy on their tastes, preferences, and behavior. In turn, this will lead to more sales, and accordingly more profits for the business.
Section 11
Theory of Career Development
Notably, theories in career development try to indicate the factors that influence individuals into making certain career choices. Evidently, we all have our unique personalities which are shaped and influenced by our unique characters as well as various environmental factors during our growth. Importantly, people tend to work best in careers that match their personality. Consequently, the ability to accurately predict an individual’s personality is important for human resource officers. In light of this, we will evaluate the Holland Theory of Vocational Personalities.
Basically, the Holland Theory of Vocational Personalities espouses that individuals search for and enter employment environments that permit them to freely exercise their skills and abilities. Notably, this theory suggests that people work in employment environments that have similar values and attitudes to theirs (Nauta, 2010). In brief, this theory posits that for individuals to have job satisfaction there must be congruence between their personality and their job environment.
Major components and assumptions of this theory
Notably, this theory asserts that there are six Holland Vocational Types. In essence, the unique traits in each category influence the decision that these individuals make concerning their career. Basically, these types are as follows:

  1. Realistic
  2. Investigative
  3. Artistic
  4. Social
  5. Enterprising
  6. Conventional

Realistic: In brief, these are individuals who prefer to work using their hands such as engineers, farmers, and truck drivers. Noteworthy, these individuals display high levels of masculinity and knowledge in practical skills. Nonetheless, they are extremely week in social skills.
Investigative: Generally, these individuals are skillful in analytical skills. Basically, they are highly intelligent and critical. Unfortunately, they are not assertive or adventurous. Notably, they include biologists, programmers, and scientists.
Artistic: Adventure, fun, and creativity are some of their major traits. Nevertheless, they are usually inefficient, and unconventional on normal activities. In essence, these individuals include artists, musicians, and designers.
Social: In brief, these individuals love to work for the society such as the police officers. Consequently, they are cooperative, friendly and empathetic. On the flip side, these individuals are usually unambitious.
Enterprising: Notably, these individuals are verbally skilled, persuasive and dominant. Ambition and adventure are some of their dominant traits. Generally, they include politicians and business executives.
Conventional: In essence, these are individuals who love to adhere to an orderly structure of rules. Basically, they love routine work. Notably, they include typists, tellers, and cashiers.
            Career development and personal experience
In summary, my career has been characterized by a mixture of successes and failures. Notably, I started my career working in a prestigious organization, only to later quit due to lack of job satisfaction. Basically, once I finished my undergraduate studies, I found employment in a prestigious auditing firm as an accountant. In essence, my work involved compiling financial statements for the firm’s customers. Evidently, after I mastered the work, it became more of a routine. Worse still, this job seemed to limit my creativity and desire to do work in the manner that I preferred. In essence, I had to report for duty even when there was no job on my desk. Additionally, the chances for promotion were few since the organization had only two ranks to the senior position. Owing to this, I quit employment and established my business.
Ultimately, been self-employed is the greatest success in my career. Basically, I deal agribusiness which is challenging and exciting at the same time. I have progressively succeeded in acquiring new customers and increasing my profits. On a typical day, I am always engaged in the buying, selling, accounting, and managing the business farms. Despite the challenges in the business, I greatly enjoy my work since I love been in control of my activities. In essence, the success or failure of the business depends on the efforts I put in the work.
Overly, the theory corresponds to my work experience. Noteworthy, despite the high salary that my employers paid, the work environment was not compatible with my personality. Notably, I love creativity and a sense of control of my affairs. Consequently, as per Holland theory, I am enterprising. In general, the accounting work which is routine in nature requires a conventional individual. Accordingly, I enjoy working in my own business because I have control of all its activities. Basically, this is a character of an enterprising individual. Nonetheless, this theory does not fully express my personality. Importantly, I am a creative and intelligent on business matters. Moreover, my excellent academic qualification was one of the main reasons I got my first job as an account. On the contrary, the Holland theory espouses that enterprising individuals do not have these traits. In light of this, this theory appears to deviate from my personal experiences.
Career-Related Assessments
Basically, career-related assessments are important in identifying an individual’s ability to fit in a specific work environment. Importantly, these assessments evaluate an individual’s unique personality traits and check their ability to engage in a specific work environment. In general, I recently undertook the Myers-Briggs Type Indicator (MBTI), and the Self-Directed Search (SDS) career assessments whose results I found to be shocking and revealing.
 Myers-Briggs Type Indicator (MBTI)
In brief, the MBTI found me to be an ENTJ (extraverted intuitive thinking judging individual). In particular, ENTJs usually have domineering characteristics and always want to lead (Quenk, 2009). In addition, they are usually good leaders who are able to control people, as well as make quick decisive decisions. In summary, ENTJs traits are as follows:

  1. Turn theories into reality
  2. Highly knowledgeable
  3. Future-oriented
  4. Leadership skills
  5. Decisive
  6. Self-confident
  7. Dislike routine
  8. Impatient with inefficiency and incompetence.

Notably, the MBTI assessment revealed most of my traits. Particularly, I love to be in control of most of my activities. Nonetheless, I do not consider myself as domineering as is the case for ENTJs. Moreover, I have mostly worked in junior positions, under the supervision of seniors. Generally, this shows that I am not domineering. Noteworthy, I studied a degree in business management and accounting. In essence, I purposed to be in a leadership role a few years after starting my career. In essence, my educational studies showed my ambition to be a leader. Moreover, I am the chairperson of my town local football team. Consequently, the MBTI assessment was accurate in predicting my character.
In general, the Self-Directed Search (SDS) is a career assessment model formulated from the Holland Theory of Vocational Personalities. Notably, the assessment found that I am enterprising due to my ambitious, persuasive, self-confident and extroverted characters. Basically, this conclusion appears to conform to my desire to lead and have control of my activities. Importantly, I am persuasive and self-confident as the SDS model indicated. Nonetheless, I do not love arguments or confrontations, which is a character of enterprising individuals (Brown & Lent, 2005). Overly, however, the SDS gave a fair judgment of my personality.
In summary, the ability to identify individuals’ personality and the relevant career for them is important to the human resource officers and individuals looking for employment. Notably, this knowledge directs individuals on the career they should pursue. Similarly, it gives human resource officers knowledge of the specific type of employees to check for various job vacancies. Consequently, all individuals should strive to get this knowledge in order to identify the specific courses that they should learn in order to maximize their potential.
Brown, S., & Lent, R. (2005). Career development and counseling: Putting theory and research to work. Hoboken, New Jersey: John Wiley & Sons Publishers Inc.
Nauta, M. (2010). The development, evolution, and status of Holland’s Theory of Vocational Personalities: Reflections and future directions for counseling psychology. Journal of Counseling Psychology, 57(1), 11-22.
Quenk, N. (2009). Essentials of Myers-Briggs Type Indicator Assessment (2nd Ed.). Hoboken, New Jersey: John Wiley & Sons Publishers Inc.