nat lib career tools april 2001 wb usa

8/14/2019 Nat Lib Career Tools April 2001 Wb Usa

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1MAY 2000

Career

DevelopmentTools

What Career Next!

Welcomes You!!


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2MAY 2000

The Career Coaches

Tool Kit

Personality Tests Interest

Inventories

Card Sorting

InstrumentsValues Surveys

You!


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3MAY 2000

Plus...

Skills Behaviors

ExperienceQualifications

Job


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4MAY 2000

Personality Tests

What is Personality?

Stable set of traits that can helpus to predict how you willbehave in most situations

How does it relate to yourcareer?


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5MAY 2000

Personality is Stable

It tells us about your softskillsyour preferred ways of

behaving in most situations

has a direct impact on jobperformance, as we realisethese are very important to job

success


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So how to test yourpersonality?

Typology Tests:MBTI=Myers Briggs TypeIndicatorExtroversion - Introversion

Sensing - Feeling

Thinking - FeelingJudging - Perceiving


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Singaporean ManagersareISTJs

NUS Researchers found that786 attendees at SIM Coursestend to be ISTJs:

Introverts - prefer to have a

good understanding of theirwork before acting


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ISTJs are...

Sensing - focus on concreteinformation from their five senses

Thinking- analytical, impersonal

Judging - like to plan and get things

done, intolerant of changes


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Relationship toCareers?

More Extraverts in sales and

marketing More Introverts in Production,Construction, Finance

Business


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Typology = CareerPreferences/Success

Mapping out the Norms

So what if you are anexception?

What other types ofpersonality tests are there?


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Other Personality tests

DISC Profile - Dominance,Influence, Steadiness, Conscientious

HarrisonInner View - Outlook,Decision making, Innovation,

Communication, Power, Motivation,Support

Many more...


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Only for the TrainedPsychologists...

California Psychology

Inventory Occupational Stress Inventory

Cattells 16PF


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How to evaluate aPersonality test?

Look for good:

Norms - population data thatreflects your own sample oryou (Asian - very difficult to

get!)Reliability - consistent results


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We need to havethese...

Validity - measures what it

says it measures Relationship to Career Choice- need data


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15MAY 2000

Personality TestingSummarised

There are different types of tests:

Typologies - MBTI,

Descriptive -Inner View, DISCTest criteria

Relevance to youReliable, valid, correctlyinterpreted

Application to your career choice


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16MAY 2000

Interest Inventories

The most frequently used type of

career choice assessment! Reflect your needs - what you seekto fulfill at work

Personality is why, interests arewhat, motivation is how much!


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Task interests:Hollands SDSRealistic Investigative Artistic

People who have

athletic or

mechanical ability,

prefer to work

with objects,

machines, tools,

plants or animals,

or to be outdoors.

People who like

To observe, learn,

investigate,

analyze, evaluate

or solve problems.

People who have

artistic, innovating

or intuitional

abilities and like to

work in

unstructured

situations using

their imagination

and creativity.

Interested in what?


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Hollands Task InterestsSocial Enterprising Conventional

People who like towork with peopleto enlighten,inform, help, train,

or cure them, orare skilled withwords.

People who like towork with people,influencing,persuading,

performing,leading ormanaging fororganizational

goals or economicain.

People who like towork with data,have clerical ornumerical ability,

carry out tasks indetail or followthrough on others'instructions.

Self-Directed Search


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SingaporeansInterests

1,930 Adults in Singapore

tested by Esther Tan, NIE:

Social interests of Singaporeans acrosssome occupations is stronger

Singaporeans tend to rate more realistic

than their USA counterpartsThere are cultural differences in thecareer profiles of Singaporeans and

Americans


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Other Interestingthings...

Super defined four types of interests:1. Expressed interests - verbal statements

or claims of interest2. Manifest interests - actions speakinglouder than words

3. Inventories - estimates based on aquestionnaire

4. Tested interests - controlled test


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Which is better?

None, they all have their

application butExpressed & inventoriedinterests predict occupational

choice, job satisfaction &achievements


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Other examples...

Campbell Interest & Skill Survey

Strong Interest Inventory

Kuder Occupational InterestSurvey

Self-Directed Search(Holland)HarrisonInner ViewCard Sortssee my example


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Card Sorts

A wonderful process practical

fun instructional

immediate

Rank: Occupational Preferences, Skills(Motivated Card sort), Career Values,

Retirement Activities


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Traps for the Youngand the Restless

Application to Asian culture -

beware: There are differences Occupational data needed

Singaporean coding ofoccupations not the same as theUSA

Interpretation skills...


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Values at Work

Are learnt from family, school,

socialisation, society Reflect the guiding rules youapply to your behavior at work


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May be positive ornegative

More basic than interests,

longer term behavior influences Relate to job satisfaction (doesjob match/reflect my values)

Intrinsic vs. Extrinsic values...


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Value Assessment

Inventories: Supers Values Scale (VS)

Minnesota ImportanceQuestionnaire (MIQ)

Life Values Inventory (LVI)


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Singaporean Values

Chew 1992 found the Top Fivevalues of 426 working professionals

to be: Achievement

Self-development

Independence High income Lifestyle


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Singaporeans dontvalue...

Chew 1992 found the Least Valuesof 426 working professionals to be:

Aesthetics Prestige Creativity!

But, doctors, teachers professionalstend to be highest on altruism...


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Values add value thisway:

Equates with job satisfaction

As you seek to satisfy yourintrinsic and extrinsic values

Learn thyself but CaveatEmptor - be aware of yourtools and their limits


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Task requirements

Work Environment Interests

Decision-making skills Attitudes

Interpersonal skills Personality balance

Motivations

Inner View


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Inner View Tool

Personality/Motivation

AssessmentTask Preferences

Work EnvironmentPreferences

Values Inventory

Interest Inventory

Personal Honesty


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A Bigger Picture

Choose Your Assessments

according to Your needs Get help from a Career Coach

Dont be afraid to Explore theLibrary as well as Network withPeople You know


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1. ASSESSMENT - when you want to knowWhat Career Next! for you...

Personality Tools Suitability Tools

Competency/Skill Certification

Interest Inventories Other Typology Instruments

When to Use These Tools?


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Stage Two

2. EXPLORATION - CHOICES

Occupational Interests

Motivated skills Burn-out Skills

Other Tools: networking,

information interviews, internet,relatives, friends


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Stage Three

3. CAREER GOALS

Tools: Prioritising - importance -

values, needs, interests, positive vs.negative consequences of yourchoice, short to long term

outcomes, Create options - card sort,internet, counselling


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Career Decisions

Ranking desired Outcomes:

MoneyAchievement

Satisfaction

Lifestyle

Pros & Cons Exercise

- rank for different stakeholders

3 - Very Likely2 - Somewhat Likely

1 - Likely


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Stage Four

4. CAREER ACTION PLAN

Tools: Career Diary, career review,

training and development needs analysis Friends, partner, supporters,professionals


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You are Your bestTool!

Huh?


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How?

Use these tools to learn moreabout yourself

Use them to You make bettercareer choices

Fit your choices to your needs,wants and dreams for better

results


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More Tools For You!

Salary Data Networking

Your Resume Library

Internet

nat lib career tools april 2001 wb usa

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