Career Development: Holland and Costa Personality Models

Introduction

There are a number of factors and individual characteristics that impact career development and vocational choices. These factors can be external, internal, or a combination of the two. Some individuals are influenced by people close to them or by role models who represent an area of interest, even without a direct personal connection. For some, career choice is determined by following a proven path that guarantees a certain level of income and a particular lifestyle, while others make career choices based on their deepest passions. Influences from childhood can shape the vocational decisions an individual makes in adulthood, as can academic progress. Moreover, the marketplace can also be a deciding factor: what jobs are in high demand, which career paths are most or least promising, and what trends point toward greater professional success.

Personality, current circumstances, goals, and ambitions are all determining factors in an individual's career development and advancement. The following sections describe this writer's early influences, mentors, and the development of her work ethic, examined through the contextual framework of Holland's Six Personality Types and Costa's Three Dimensional Model of Personality. This writer's current goals will also be articulated, along with considerations regarding work-related stress and the spillover effect — both important factors in the career advancement process.

Holland's Six Personality Types

According to John Holland, as cited in Hogan and Blake's "John Holland's Vocational Typology and Personality Theory" (1999), vocational interests can be defined as "an expression of personality" (p. 41). The typology Holland developed is frequently referred to as the RIASEC model: Realistic (Doers), Investigative (Thinkers), Artistic (Creators), Social (Helpers), Enterprising (Persuaders), and Conventional (Organizers) (Holland, 1973; Rounds et al., 2008). In essence, Holland's theory maintains that personality and vocational choices are closely linked, and that individuals whose personalities match their vocational choices tend to flourish in the rightly matched environment. He does not suggest that there are only six personality types in total; rather, any individual may possess interests that can be associated with several of the personality types he describes, with preferences noted in descending order (Holland, 1973). Holland asserts that although interests may span many personality types, it is usually the top two or three that most effectively guide one's vocational choices. He used a hexagon to graph the six personality types, noting that the shorter the distance between the corners of the geometric shape, the greater the relatedness (Holland, 1973).

The two personality characteristics this writer most identifies with are those of the Doer and the Helper. Holland defines a Doer as a realistic individual who possesses traits such as persistence, stability, independence, and practicality, with a tendency toward hands-on work. Currently employed as a medical assistant, this writer engages in clearly hands-on, realistic work — attending directly to the basic needs of patients. A Helper, according to Holland, is an individual who is cooperative, friendly, empathetic, and a team player, with a tendency to focus on relationship building (Holland, 1973). These traits are exemplified in this writer's current role as well as in the work she aspires toward: hospice patient care.

The early influences that shaped this writer's work ethic were her immediate family — those individuals present on a daily basis. Observing how hard her parents worked, how caring her mother was and continues to be, and how the development of mutually satisfying relationships impacted both their professional choices and their personal satisfaction left a lasting impression. From an early age, this writer was told that "the early bird catches the worm," that hard work pays off, and that nothing in life is free. She was taught to pursue her dreams regardless of the challenges. Because of these early influences, her work ethic was directly shaped. She works hard every day with the understanding that achieving her ultimate goals requires paying the necessary price.

The personality traits comprising Costa and McCrae's Five-Factor Model — often referred to as the Three Dimensional Model in applied contexts — are openness, conscientiousness, extraversion, agreeableness, and neuroticism (Costa & McCrae, 1992). Openness is represented by intellectual curiosity and a propensity toward variety and novelty. Conscientiousness is defined in terms of achievement orientation, discipline, and organization. Extraversion is exemplified through talkativeness, assertiveness, and high sociability. Agreeableness encompasses cooperation, sympathy, and helpfulness. The factor of neuroticism relates to emotional reactivity and the stability of those emotions (Costa & McCrae, 1992).

Costa's Three Dimensional Model of Personality

The traits from this model this writer most identifies with are agreeableness, openness, and conscientiousness, though she believes all five apply to some degree. What she finds most interesting about the model is its implications for future work, not merely as a reflection of her current vocational position. Gaining greater insight into her own personality traits and incorporating that information into her decision-making can help her identify areas of both strength and potential improvement. Although neither theoretical perspective is regarded as fully prescriptive, both offer valuable additional insight.

As previously indicated, this writer's current goal is to transition into hospice patient care. She is a helper by nature, and in both her current position and the one she is working toward, helping others in difficult situations is her primary motivation. Although the work can be challenging — and one can often feel unappreciated — the internal rewards are significant. The traits and characteristics identified above become especially meaningful when vocational choices are considered within the parameters the theoretical frameworks provide.

Conclusion

Making a career choice and advancing in one's career can be challenging, particularly if one is unaware of the internal and external factors that can influence career decisions. Furthermore, if an individual is unaware of the personality characteristics and traits that shape career decisions, choosing a career can become even more difficult. Holland's Six Personality Types and Costa's Three Dimensional Model offer insight into one's tendencies and propensities based on the personality traits one possesses. Holland associates vocation with personality, and in many ways this connection can be highly influential in the choices that are made. Although not entirely prescriptive, meaningful insight can be drawn from the theoretical principles both frameworks offer.