Effect of Personality on Career Choice

Effect of Personality on C atomic number 18er ChoiceWhich personality factors would be most likely to inform an ambitious survival of the fittest of c arer? talk of in reference to concepts drawn from at least two theories of personality.Personality is a set of psychological processes which emerges from our brain, which defined as ongoing natures that craft the lineament patterns of interaction with individuals environment (Goldberg, 1993 Olver and Mooradian, 2003 Parks and Guay, 2009). The relationship among personality and career planning has been researched for decades suggesting that there is a signifi ejectt relationship between personality factors and career choices, however, practically, wrong career choice are made due to the ignorance of specific personality type of the individuals (Roberts and Robins, 2000 Onoyase and Onoyase, 2009 Hirschi et al., 2010 Gunkel, Schlaegel, Langella, Peluchette, 2010 Hussain et. al , 2012). Therefore, the objective of this article is to cover compatibilities among career choice decisions and the personality type of the incumbents opting for job because people make decisions of their career choices based on their personality types (Onoyase and Onoyase, 2009 Hussain et al., 2012).The first theory that is discussed is on Carl G Jungs belief personality. His theory led to a self-reported psychological predilection framework known as The Myers Briggs Type Inventory (MBTI) which is developed by Kathryn Briggs and Isabel Myers Briggs. The junto of the descriptions of each of the four preferences of the MBTI make up 16 possible personality factors (Blackford, 2010), which indicates the strength of the preference for each dimension (Fretwell, Lewis, Hannay, 2013).Fretwell, Lewis, and Hannay (2013) explained that Extraversion and Introversion index resile where individual prefer to think their attention, the extroverts receive their sources of energy from the outside world of people, the interactions with people and thi ngs are their main focus, and urged to be involved in things. They work cursorily and dislike complicated procedures, but they can be impatient at long slow jobs. They prefer oral conference and can communicate freely with separates that is why they tend to fall towards careers where there are interactions with others. Where else Fretwell, Lewis, Hannay (2013) explained that for introverts energy comes from the inner world of understand including, concepts, thoughts and ideas. Introvert Individuals tend to be much into facts and more than grand which explain and underlie what goes on in the world. They tend to gravitate towards careers where ideas need to understood and organised. Introverts are more contemplative, like quiet concentration, are careful with dilate and enjoy working on one project for a long time. They are content to work alone and prefer to utilize written communication (Filbeck et al., 2005 McPherson, 1999 Myers McCaulley, 1989 Opt Loffredo, 2003 Tan Tio ng, 1999 Varvel et al., 2004 Fretwell, Lewis, Hannay, 2013).The Sensing and Intuition Index reflects how individual receives information around him and dig the world (Fretwell, Lewis, Hannay, 2013). Sensing Individual choose concrete dilate of a situation using their five senses to discern facts or events (Fretwell, Lewis, Hannay, 2013). Sensing types (Blackford, 2010). Individual with intuitive focus on looking at the overall experience as a whole, relying on a sixth sense or personal hunches or insight rather than on the five senses. They enjoy novelty, vary and the unusual. Sensing types tend to be more realistic, practical and tend to be attracted to work where the products can be seen and measured while intuitive types focus on the future and the possibilities that it holds and more attracted to work which requires the big picture, a future orientation, such as strategic planning. (Filbeck et al., 2005 Fox-Hines Bowersock, 1995 McPherson, 1999 Myers McCaulley, 1989 Opt Loffredo, 2003 Tan Tiong, 1999 Varvel et al., 2004 Blackford, 2010 Fretwell, Lewis, Hannay, 2013.The Thinking and Feeling index are basic mental processes that reflects the partialities of individuals decision making, info processing, and evaluation of perceptions. Logic, facts, and fairness are preference of thought process individuals. They Objective driven and the application of principles to a decision. They are frequently uncomfortable dealing with the feelings of others. Thinking individuals are more drawn towards careers which require logical analysis such as science, engineering and finance. Those with a feeling preference use personal or kindly values when making decisions. Their decisions are more subjective in nature, and they consider the impact that their decisions depart gestate on others. They enjoy pleasing others and are more likely to offer appreciation and sympathy. Feeling types individual are drawn to careers where communicating, teaching and helping ar e blue-chip tools. (Filbeck et al., 2005 Fox-Hines Bowersock, 1995 McPherson, 1999 Myers McCaulley, 1989 Opt Loffredo, 2003 Tan Tiong, 1999 Varvel et al., 2004 Blackford, 2010 Fretwell, Lewis, Hannay, 2013).Fretwell, Lewis, Hannay (2013) explained that The Judging and Perceiving index looks at how individuals preference in organizing and orienting themselves to the external world. Individuals who uses a judging mental processes to focus on leading an organized and orderly life. They are punctual, orderly, seek closure, and prefer control over their lives through detailed planning and collecting enough data to make a decision. They are action-oriented, decisive, and may see things as black and white, which can manifest itself as a closed-minded bearing. Those with a perceiving mental process, they are more spontaneous and open to naked as a jaybird ideas. They are more flexible and relaxed they go with the flow, and resent time constraints because they keep their options ope n for new developments, deferring decisions in field something new and interesting turns up. They see more greys and tend to be more open-minded. These individuals prefer to adapt to situations rather than control them (Filbeck et al., 2005 Fox-Hines Bowersock, 1995 McPherson, 1999 Myers McCaulley, 1989 Varvel et al., 2004 Blackford, 2010 Fretwell, Lewis, Hannay, 2013).After reviewing each personality factors in the Myers Briggs Type Inventory, Davies (2008) concluded that itis a personality preference rather than a trait instrument. There are no right or wrong answers or best or worse personality types to be in making a career choice. All the sixteen possible personality types are erect and have the potential for development. Blackford (2010) acknowleged that the MBTI is not about pigeon-holing people and forcing them into one box, rather to raise awareness of ones own strengths and areas for development.However, Different theory have different explanation too, like the Five- Dimension Personality mildew also known as the Big Five Model in personality research (Goldberg, 1992 Sucier and Goldberg, 1998 Hussain et al., 2012). The Model consist of five personality trait, first,nakednessess to experience which is the inclination to be imaginative, independent, and interested in variety (Hussain et al., 2012). Conscientiousness is the affinity to be prepared, chary, and disciplined. Third, Extraversion which is the propensity to be gregarious, fun-loving, and warm (Hussain et al., 2012). Fourth, the tendency to be sympathetic, trusting, and supportive is termed as Agreeableness (Hussain et al., 2012). Lastly, the tendency to be anxious, emotionally unstable and self-blaming known as neuroticism (Goldberg, 1993 Hussain et al., 2012).According to Hussain et. al, (2012), he actually associated a few of the career choices with the Five Factor Models, as he made a few claims based on the career choice such as managers and executives, where the job scope requires individual to manage or execute things perfectly demands strong social interaction ability in individuals and it demands attitude bring in to accept changes in external environment (Hussain et al., 2012). First he claimed that, individuals who is either ranked last on conscientiousness and agreeableness will do better in such career because as they have to manage the things on right time, be well predicted in an investigative style (Judge et al., 1999 Hussain et al., 2012) and ready to perform their operations for smooth run of their organization (Hussain et al., 2012). Second, low in neuroticism level because managers and leaders have to deal with decision makin, money and other resource pressures which tend to make them fright, traumatic and emotionally unstablized. Therefore, there is a need to be emotionally strong and have capability to cope up with certain pressures in a well mannered and realistic way (Judge et al., 1999 Hussain et al., 2012) way. Lastly, ranked average on openess to experience and extraversion will too, do better in such careers, because in order to allow negotiations to be successful, they need to at least have moderate capability of arguing and clarifying their sharpen of view easily and conventionally (Barrick and Mount, 1991 Hussain et al., 2012).On the aspect of career choice like Entrepreneurship, Individuals with high ranking on openness to experience and conscientiousness bring broad initiative and risky moves (Howard and Howard, 1995 Hussain et al., 2012). to start new projects and to expand their melodic linees in more dynamic world (Zhao and Seibert, 2006 Hussain et al., 2012). More the experience and interactions they have, more they will perceive the pits and falls in operationalisation of their new schemes and plans (Ackerman and Beier, 2003 Hussain et al., 2012). Moreover, high openness to experience of someone helps him out in learning and adapting new changes in their surroundings (Zhao and Seibert, 2006 Hussain et. al, 2012). In this way, they will more likely be effective in coping up hindrances and difficulties faced by them (Aldridge, 1997 Hussain et. al, 2012). Entrepreneurs have to deal with risk and returns always, so, they must be really conscious and careful in their investments (Barrick and Mount, 1991 Hussain et. al, 2012) in order to achieve the optimal results and to maximize their returns. They need to be compact and managed in their acts for the smooth run of their business (Zhao and Seibert, 2006 Hussain et. al, 2012). Therefore, a high rank on the conscientiousness personality trait helps them to be very careful and best planners (Aldridge, 1997 Hussain et. al, 2012). or high on neuroticism perso nality trait will perform better in career choice in entrepreneurs.Individual who decide on non-profit oriented and social professions there is a keen need to feel for others and have tendency to help out others sacrificing own rest, peace and some time resources (Barrick and Moun t, 1991 Hussain et. al, 2012). Secondly, there must also be a propensity to trust others and to interact with others. Lastly, emotions are need of these professions but they should also be at least strong enough not to be depressed enough that can derail their will power and dominance to exhibit their internal strengths (Cattell and Mead, 2008 Hussain et. al, 2012). Therefore, individual with high agreeableness and extraversion personality traits or average on neuroticism scale will excel more likely in non-profit or social making and helping profession (Hussain et. al, 2012). popular Sector professionals demand self-discipline, self-control, management and conscientiousness in each step in order to succeed. Punctuality and practicality are the key symbols of public empyrean organizations. plurality with sound emotional capabilities are more likely to be accomplishing their given assignments rather than who fail in stressful and time bound environment (Cattell and Mead, 2008). ba tch who rank high on conscientiousness or low on neuroticism are more likely to excel in public sector careers in their life.Scientists and researchers or other practitioner shave to cope up with different complex nature of problems and obstacles that need more than an ordinary look. For that, they need to be very experienced, sensitive, open to learn and perceive new things and to deduce newness from old rigid thoughts (Cattell and Mead, 2008). The more a person is exposed to an environment, the more he or she will have the capability and strength to cover all aspects of single problem. Therefore, he or she will be more likely to introduce new ways of solving a single problem. (Ackerman and Beier, 2003, Capretz, 2003). Individual ranking high on openessness or low on extraversion to experience are more likely to be successful in research, science and engineering cadres.In conclusion, different personality factors such as the traits from Five Factor Model can indicate a striving mot ivation to attain ambitious career choice. Ambitious career such as entrepreneurship, managerial or executive positions and social or non-profit organization professions, has been demonstrated to have relate to personality factors such as Conscientiousness, Openness to experiences, Agreeableness and Extraversion. A high level of conscientiousness and openness to experiences seems to relate to pursing of entrepreneurship and managerial positions. On the other hand, a high level of agreeableness and extraversion seems to relate to pursuing a career of social or non-profit professions field.In addition, individuals who are high in neuroticism are less likely to pursue ambitious choice of career as they are ofttimes too overwhelmed by their emotions, which impact their ability in making major choices and handle pressure which is unavoidable in an ambitious career. Furthermore, a moderately high in psychoticism may be acceptable as it could aid in pursing ambitious career such as scienti st, as it requires highly creative thinking style to achieve impactful discovery, but further research in this area still needs to be examine in order to obtain more credibility. Overall, all of the traits in Five Factor Model (Except neuroticism) and Psychoticism are likely to inform an ambitious career choice.