Holland CodesVocational Psychology
• Psychologist
• Holland Codes - Six major personality types
Dr. John L. Holland
• Represent major psychological groupings (core desires & needs)
• Can be combination of attributes from multiple layers
• Similar to Maslow’s hierachy
• Each personality requires forms of stimulation to achieve satisfaction or productivity
Holland Codes
Use in Modern Organisations
Williamson et al, 2008
• Identify & screen potential candidates
• Stream workers into productive units
• Enhance staffing rates, ie retention & utilization
• Improve organisational cohesion
Holland Personality Types
Realistic Practicality, Physical, Tool oriented, Physically Driven
InvestigativeAnalytical, Intellectual, Scientific, Explorative
ArtisticCreative, Original, Independent, Chaotic/Random
SocialCooperative, Supporting, Nurturing, Helpful, Healing
Enterprising Competitive, Assertive, Leading, Persuading
Conventional Detail orientated, Organised, Clericals
Holland Code Relationship
The hexagon
Arranges personality types personality types rationally
Shows correlation between each personality type and
relationship with others
Holland Code Relationship - key points to remember
Diametrically opposed personality types do not work well together within teams
Same or close personality types share key drivers (Nordvik, 1996)
Aligned personality types result in greater success (cohesive group dynamics)
Questionnaire on three areas:- Motivations/Incentives- Capabilities/Competencies- Satisfaction Drivers
Motivators, Capabilities and Drivers may be repeatedly identified to gain a holisitic view of subject’s personality. Holland, 1996
Holland Personality TestingIndividual response to self-awareness questionnaire
Motivations
Form the basis for individual to execute work or to be productive
- Creative incentives associated with artistic personality
- Financial incentives associated with enterprising personality Nordvik, 1996
Capabilities/Competencies
Task based questions are used to identify subject’s core skills & attributes
During development an individual will have aligned their core skills into a matrix that will be similar to the
capabilities related to a particular personality group
Satisfaction Drivers
Activities, roles or tasks which give personal satisfaction
Eg. Performing
Painting
Driving
Tinkering
Example Incentives - Describing Your Motivators
Efficient Energetic Curious
Outgoing Persuasive Sociable
Undestanding Creative Precise
Mechanical Practical Self Reliant
Assertive Insightful Direct
Observant Responsible Inuitive
Example Competencies - Describing Your Competencies
Team PlayerEvent
Coordinator Trainers
Artist Scientist Outdoorsman
Leader Scout Mathematician
Thinker Loves Detail Project Manager
Debater Electrician Cooperative
Computer Literate Handyman Propagandist
Example Motivators - Satisfaction Drivers
MechanicsProject
Management Meetings
Performance Monitoring
Team Sports People Management
Using Computers Making Decisions Book Keeping
Working Independently Team Projects Paper Work
Marketing Ideas Photography Scientific Experimentation
Working Outside Office Work Manual Labor
Individual Personality Matrix(Team member: Armand de Sandu)
Artisitic Investigative Realistic SocialEnterprising Coventional
Team Personality Matrix(Comparing all team members)
Artisitic Investigative Realistic SocialEnterprising Coventional
Team Matrix Results
Interesting Results - level of diversity- Enterprising is major personality type (50%)
Team Dynamics - following competencies- Highly organised- Highly motivated- Task Oriented Approach- Results & Reporting Driven
Team Matrix - Further Analysis
Competencies are directly consistent with Holland Enterprising Personality type
No opposed personality types, accounting for positive dynamic and improved team harmony
Personality types are related to each other, thus reducing conflict and improving team unity
The test is susceptible to self-bias, hesitation to answer truthfully or answers not related to true motivations Holland, 1996
Respondents may prefer answers conducive to corporate culture that they have observed
Team results may be influenced by self-awareness level of subjects
Holland - Final Thoughts
Holland - Final Thoughts
Testing in a controlled manner is a powerful tool for organisations to monitor team formation and assist in aligning traits with work groups Kaplan 2008
Organisation personality cultures are important. Individuals placed in opposing culture, work, imbalance loss of productivity, increased attrition and reduced morale will result Chen, Tsui 2006
Thank you for your time
References:
• Holland, John. L. (1996). Dictionary of Holland Occupational Codes. Psychological
Assessment Resources Inc, ISBN 978-0911907261
• Williamson J.M, Pemberton A.E, Lounsbury J.W, (2008), "Personality Traits of individuals
in different specialities of librarianship", Journal of Management Decision, Vol 64,
Issue 2, pp 273-286
• Greer T, Pride W, (1973), "The Personality Culture Relationship and its effect on
interpersonal transactions", European Journal of Marketing, Vol 7, Issue 1, pp 28-39
• Chen, X.P, Tsui A.s, (2006), "An organizational perspective on multi-level cultural
integration: human resource management practices in cross-cultural contexts",
Research in Multi Level Issues, Vol 5, pp 81-96
• Nordvik H, (1996), "Relationships between Holland's vocational typology, Schein's
career anchors and Myers-Briggs' types", Journal of Occupational and Organizational
Psychology, Vol 69, Issue 3, pp 263-276
• Kaplan D.M, (2008), "Political choices: the role of political skill in occupational choice",
Career Development International, Vol 12, Issue 1, pp 46-55