Personality Theories, Career Choice and Development

What theories or aspects of the theories will you use in your career?

Personality theories have consistency in their influence for personal developments and personal growth. For example the Maslow's hierarchy of needs explains what an individual person wants to live a satisfied life. Many people would not achieve satisfaction unless they work. The big five theories might be behind innovative ideas we experience in today's world (Seibert 2001). The biological theories play a great role in explaining personal differences in terms of age, gender, experience and even the environment (Schultz, 2013). Personality theories have a fare share of career development and they seem to drive harmony personal, corporate and social achievements.

Explain how you will use these theories and parts of theories in your career?

Motivation is part of biological theory that explains why people tend to work even harder to achieve career related goals (Ashcraft 2012). According to this theory, people become more committed to their tasks and lose all sense of time. Additionally, people may work hard because of pressures in completing their task and not for any external reward. According to Ryckman (2008) motivation leads to persistence because people complete a job with speed and excellence regardless of their qualifications. Ashcraft continues to explain the role of self actualization as a trait theory of personality can been used for creative ideas to utilize self potentials hence personal growth. Creativity has seen numerous inventions in this planet. Self actualization seems to be behind inventions and creative technologies we see today.

A humanistic theory of personality develops a self evaluation in people's job performance since they keep asking for opinion and reactions of other colleagues to judge themselves. Seibert (2001) notes that, a person is more productive when he or she is told how important and valuable they are to the organization.

Who benefit from understanding theories of personality and why?

Students who would like to pursue certain careers would find personality theories beneficial as they can understand their behaviors when displayed in public. Through understanding personal behavior career seekers will estimate the limit to display their behaviors and will also discover or appreciate other people's personalities in the work place.

Organization managers should also understand personality theories because they will be managing people with different behaviors and personality. These theories understanding even bring in a whole new field of cultural differences in the workplace, which managers should be aware of and should know how to handle workers from different cultures too.

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Parents play a great role in development of personality for their children. Through nurturing good personality and punishing bad behaviors, children will be prepared for their career if at all their personalities will dictate what they will do in life.

In treatment, understanding personality theories is important (McAdams 2009). Psychotherapists would benefit as they focus to increase the individual's sense of his/her own well-being since they normally foster behavioral change either through groups or personal difficulties that might affect daily normal performance. Counselors help solve the source of stress, pain and frustration that people have. This will help an individual's flow of working towards self achievement and change for the better.

References

  1. Ashcraft, D. (2012). Personality theories workbook (5th Ed.). Belmont, CA Wadsworth [ISBN: 9781111524913]
  2. McAdams, D.P. (2009). The Person: An Introduction to the Science of Personality Psychology. (5th Ed.). USA: Wiley
  3. Ryckman M. R. (2008).Theories of Personality. (9th ed.). Belmont, CA Wadsworth [ISBN:2006937651]
  4. Schultz, D.P. Schultz, S.E. (2013).Theories of personality (10th Ed.). Belmont, CA: Wadsworth ISBN: 9781111834531
  5. Seibert, S.E. and Kraimer, M.L. (2001). The Five-Factor Model of Personality and Career Success. Journal of Vocational Behavior. 58(1): 1-21

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