* assess the child’s likes and dislikes or the preferences * questionnaires that ask you about your likes and dislikes in a wide range of general activities. Your answers are used to develop a personal interest profile, which is then compared to the profiles of other students or to groups of people who are successfully employed in various occupations. A high level of similarity between your profile and the profiles of students in particular majors or people in particular jobs can give you some ideas of majors and careers to explore.
The results of an interest inventory might even make you question whether you want to continue considering a major if you don't have any real interest in it. Interest inventories do not, however, tell you what you should or should not do or whether you have the skills and personality necessary to be successful in those majors or careers. * testing instruments designed for the purpose of measuring and evaluating the level of an individual's interest in, or preference for, a variety of activities 1. Kuder Preference Record * developed by Frederic Kuder provides a series of interest items arranged in triads, from which the respondents choose the one they would like most and the one they would like least. The results are scored and profiled for the occupational areas of outdoor, mechanical, computational, scientific, persuasive, artistic, literary, music, social service, and clerical a. Kuder General Interest Survey
* appropriate for sixth grade (but the original version was used in grades 9 through 12) b. Kuder Occupational Interest Survey * provides scores showing similarities with occupational and college-level areas 2. Strong Interest Inventory developed in 1927 by psychologist E. K. Strong, Jr. to help people exiting the military find suitable jobs. It was revised later by Jo-Ida Hansen, and David Campbell * most respected and widely used career planning instrument in the world * based on the assumption that individuals who are attracted to and enjoy a specific occupation have similar interest profiles and therefore, by assessing and matching the interests of individuals exploring careers against those of workers in the field, counselors can help people make better career decisions
* the results include Basic Interest Scales (e. . art, science, and public speaking), Occupational Scales, Personal Style Scales, Administrative Scales * can be scored only by computer * modern version (2004) is based on the typology (Holland Codes) of psychologist John L. Holland 3. Self-Directed Search (SDS) * compatible with Dr. John Holland’s (1985a) Theory of Vocational Personality. This is one of the most widely accepted approaches to vocational choice. * according to Dr. Holland’s theory, there are six vocational personality types. Each of these six types and their accompanying definitions are presented below:
Realistic. People with Realistic interests like work activities that include practical, hands-on problems and solutions. They enjoy dealing with plants, animals, and real-world materials like wood, tools, and machinery. They enjoy outside work. Often people with Realistic interests do not like occupations that mainly involve doing paperwork or working closely with others. Investigative. People with Investigative interests like work activities that have to do with ideas and thinking more than with physical activity.
They like to search for facts and figure out problems mentally rather than to persuade or lead people. Artistic. People with Artistic interests like work activities that deal with the artistic side of things, such as forms, designs, and patterns. They like self-expression in their work. They prefer settings where work can be done without following a clear set of rules. Social. People with Social interests like work activities that assist others and promote learning and personal development.
They prefer to communicate more than to work with objects, machines, or data. They like to teach, to give advice, to help, or otherwise be of service to people. Enterprising. People with Enterprising interests like work activities that have to do with starting up and carrying out projects, especially business ventures. They like persuading and leading people and making decisions. They like taking risks for profit. These people prefer action rather than thought. Conventional.
People with Conventional interests like work activities that follow set procedures and routines. They prefer working with data and detail rather than with ideas. They prefer work in which there are precise standards rather than work in which you have to judge things by yourself. These people like working where the lines of authority are clear. * According to Holland, people seek out work environments that match their personality types. The better the match individuals make, the more satisfied they will be with their job. Designed to be self-administered, self-scored, and self-interpreted. * When an individual completes the SDS he or she uses a summary code comprising the types that rank first and second across all the subtests. * Prepared by: Raymond B. Penaflor II-BSPT Prepared by: Raymond B. Penaflor II-BSPT Holland’s hexagonal model makes it possible to estimate the similarity between an individual and an environment. The shorter the distance between personality type and environment type, the greater the probability of a good fit