e., assertive, leader), and Conventional (i.e., structured, orderly). The six work environment models that Holland describes are named the same as the six personality types. The work environment models include Realistic (i.e., physical demands, technical skills), Investigative (i.e., intellectual demands, abstract problem solving), Artistic (i.e., creative demands, unconventional problem solving), Social (i.e., inter-personal demands, flexibility), Enterprising (i.e., inter-personal demands, assertiveness), and Conventional (i.e., organizational demands, planning).
Since most people are not just one type of personality, Holland uses a combination of three different types. Holland places all six types of personalities on a hexagon, commonly called "Holland's Hexagon."" The closer each personality type is to another, the more alike they are; the farther apart they are, the more different the types are from one another. When using Holland's Theory to choose a career, people fill out a survey-like test to explain which personality type they are placed in. Once the career-seekers find out which type they are part of, they can see the characteristics of their specific type and, thus, choose a career that fits their personality type and work environment.
This is how Holland's Theory works. Using the hypothetical individuals described earlier, one can see how this theory plays out. First, Kenny is an intellectual guy and is curious about many things. He likes to come up with his own ideas and tries to be expressive as best he can. Kenny is also people-oriented and likes to help people with any problems. After taking Holland's survey-like test, the results show that Kenny falls under the Investigative, Artistic, and Social personality types. As expected, all three of these personality types are located next to each other on the Holland's Hexagon. From knowing which personality Kenny is, he can now narrow down his career choice to fit those particular personality types and work environments.
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