Personality Styles and Choice of Major and Vocation Essay Example

with less intellectual prowess. Hence, intellectual aptitude is instrumental in recognizing and nurturing more competent professional staff.

Hence, the selection of a career path, which is less and less a single, lifelong decision, often exceeds numerous significant life events in terms of potential consequences on a person's existence. The choice of career can considerably affect an individual's societal status, earning potential, social circle, and even their fundamental identity (Moore, G,C, and Benbasat, I. 1991). The fact that those dissatisfied with their jobs are usually also discontented with their overall lives underscores the significance of these matters to overall mental health. The covert physical and mental health concerns associated with career-related issues have been greatly undervalued.

Educators, psychologists, counselors, and college administrators have always shown considerable interest in the choice of major by college students. This subject matter is significant due to its impact on academic planning and also because it plays a crucial role in public policy decisions to allocate resources for higher education" (Leppel et al., 2001, p. 374). Numerous studies have been carried out to discover factors that influence this choice of major. Three primary strands of research can classify the identified influencing factors (Lee, Younghwa 2006).

The first strand is built on Holland's vocational choice theory (1997), where researchers have scrutinized the correlation between personality traits orientation and the selection of major (Leppel, 2001; Noel et al., 2003). The main aim is to pinpoint personality traits that exemplify each major, besides providing pertinent information to students and counseling services. It is crucial for student satisfaction that there is a fit between their personality traits and the chosen major. Additionally, this "fit" has an impact

on the student's desire to continue their studies, which consequently leads to higher graduation rates and successful careers (Leppel, 2001).

As an illustration, a study by Noel (2003) revealed significant differences in personality traits and personal self-monitoring among three business majors namely accounting, IS, and finance. This was echoed by Lee, Younghwa (2006) saying the process of determining one's own set of career characteristics - strengths and weaknesses is somewhat similar to the complexity and importance of selecting a life partner. Both tasks involve a lot of self-exploration through trial-and-error learning. Those who can find a profession that provides individual satisfaction and aligns with their identity aspirations are indeed lucky.

Many individuals may take years to successfully match their expectations and preferences in terms of career. Each decision relating to career options and associated challenges can lead to a potential turning point in a person's evolving aspirations and desires (Pearson, C. and Dellmann-Jenkins, M. 1997). Traits of Personality The personality characteristics that contribute to success in the professional business services sector are somewhat akin to those necessary for success in several conventional roles. These characteristics encompass self-motivation, entrepreneurial spirit, vitality, and social superiority.

Nonetheless, it's the combination of these attributes that sets a marketing-centric professional apart from other sales staff. Gordon Allport, the most prominent American in personality psychology history, is also known as the originator of trait theory. His impact is so significant that most individuals equate personality theory with trait theory and perceive personality assessment as a measure of traits. Trait theory suggests that the behavioural consistencies we observe in ourselves and others are governed by neuropsychic structures existing within us.

The key neural-psychological structures will eventually

be discovered by experts in neuroscience; for now, we can gauge them remotely using common personality quizzes. In brief, the argument for trait theory is threefold: Traits exist and are real within us; our personality can be defined through these traits; our behavior can be interpreted via these traits. (Rask, K. N. and Bailey, E. M. 2002) This perspective holds substantial merit as temperaments, which resemble Allportian traits, are evidently under genetic influence and can be assessed using observer evaluations.

Additionally, it's highly probable that certain psychiatric symptoms like anxiety and depression are under genetic influence. Their assessment can be done through self-report scales which closely aligns them with Allportian traits. In agreement with the principles of all science, there has to be a biological basis for personality, thereby validating Allport's claim that physiological foundations underscore consistent behavioural patterns. Ultimately, trait theory strongly considers the notion that individual behaviour manifests consistent patterns, an idea robustly challenged by behaviourists and cognitive social learning theorists.

Many in the business sector assert that through a combination of individual and organizational selection, as well as socialization, individuals within the same department or area of the organization tend to exhibit similar traits, inclinations, and skillsets. Consequently, one can find a concentration of introverted number-crunchers in the accounting department and creative extroverts in marketing. Job Performance and Characteristics While some argue the importance of personality attributes in determining job performance (such as satisfaction, motivation, productivity), others believe that performance is primarily influenced by the nature of the job itself.

O'Brien (1982) proposed that five key characteristics - skill variety, test distinctiveness, task significance, autonomy, and feedback - are at the core of job roles.

However, he suggests that the need for psychological growth can alter the link between job characteristics and growth. His claim is that these five job attributes result in a range of psychological conditions such as perceived worthlessness of work, responsibility for results, and awareness of outcomes which directly impact the results. Generally speaking, his analysis shows ambiguous and minimal backing for this methodology.

Certainly, one rationale for this is the overlooking of critical individual variation factors (Saaty, 1990). Some have emphasized the importance of the moderating variable technique. For example, the study by Lysonski and Andrews (1990) explored role autonomy, affiliation requirement, and ambiguity tolerance as intervening elements between job role and its outcome. Although ambiguity tolerance didn't exhibit any impact, the other parameters did. Role autonomy served as a moderator between ambiguity and job contentment, while the requirement for fellowship acted as a mediator amidst role disagreement and perceived competence.

Therefore, they assert that a careful selection of product managers, based on the two already-identified traits, will significantly benefit the productivity of the company (Holland, 1997). Many businesses and institutions engaged in job-market training are increasingly interested in evaluating the value systems of existing employees. The aim is to evolve more effective methods for motivation and job description. Upon reviewing related literature, there is an ongoing reference to a transformation in value systems.

Yankelovich implies that: 1) Fear doesn't dominate as a driving force—job security is indeed important but it's not viewed as a target but as an entitlement; 2) Financial motivation still matters immensely but it's more challenging to apply and it doesn't entirely fulfil the needs; and 3) The "work ethic" doesn't hold much significance

anymore in the job context. Contrariwise, the U.S Department of Labour points out that there seems to be a developing work ethic that calls for a more advanced commitment to work.

Employment is perceived as a crucial aspect of one's existence. It's noted that American university seniors from 1972 across all fields of study anticipated a revival of the significance of family life and were less preoccupied with wealth compared to their fathers. They seemed to be more engrossed in pondering about the essence and objective of work. These individuals exhibited a powerful desire for job security and steadiness, placed less importance on social standing and collaboration, and diminished emphasis on the necessity for originality and innovation. They placed more value on applying specific skills and capabilities. A number of evidence-based researches have been carried out in this context. Once more, there seems to be a lack of agreement.

Fretz conducted a survey among male college students in their second and third years, who were studying in five business-related fields: marketing, IT management, human resource management, and accounting. The participants were required to assign a rank to various factors such as remuneration, job security, reputation, career progression, range of responsibilities, work environment, autonomy, the chance to utilize unique skills, challenge, personal fulfillment, and additional perks. Even though there were slight variations among the groups, average scores suggested that the top five priorities for the participants were: 1) personal fulfillment, 2) remuneration, 3) challenge, 4) job security, and 5) autonomy.

The hierarchy of job-related values for students was established as follows: remuneration earned, career growth, personal fulfillment, problem-solving, and job security. The research by Mitchell and colleagues aimed to

anticipate career choices, focusing on the reasons certain students pick commerce as their profession. The methodology used in this study comprised a survey given to a random sample of 141 junior-year psychology and business students at the University of Washington. Noteworthy discrepancies were observed between the two groups. Business undergraduates showed a higher appreciation for autonomy and the eradication of poverty.

Baker explored the variations in value systems among university students who specialized in accounting compared to those focusing on different fields of study. A random selection of 565 students from science, humanities, social sciences, and undergraduate and graduate accounting programs was surveyed. They were asked to arrange terminal and instrumental values based on the Rokeach Values Survey. The findings revealed that students studying accounting assigned a significantly higher median ranking to: 1) a comfortable life, 2) family security, 3) ambition, 4) cleanliness, and 5) responsibility compared to students from all other disciplines.

The study conducted by Zikmund and his team posed the question, "What factors do accounting students consider when thinking about prospective careers?" This survey reached out to fifty accounting majors at Oklahoma State who were in the process of job-seeking, about to graduate in the near future. The students were presented with various pairings of job-offer aspects to select from. These pairings included choices like evaluating salary against the intrigue of the work, salary versus social responsibility, interesting work contrasted with social responsibility, and enticing work compared to opportunities for growth.

The findings reveal that the most considerable influence on employment selection is the prospect for career growth. The allure of engaging tasks was deemed crucial too, but it could be substituted with a substantial

wage difference (for instance, an enticing salary gap could prompt a candidate to prioritize pay over job satisfaction). Furthermore, corporate social responsibility positively affected the choices but high remuneration could easily supersede this factor. In their study, Cherrington and his team analyzed the perspective of 3,053 employees from 53 firms about their jobs, their companies, community, and work as a whole.

Research discovered that the most sought-after outcome related to work was a sense of pride and skillful artistry in one's job. Receiving a higher salary or substantial pay rise was the second most wanted work outcome. The study suggested that earning more money held more significance for younger employees, regardless of gender, as compared to the senior workforce. "Unless younger employees can achieve other valued rewards for their dedication, they might not be as driven as their older counterparts." Further studies have been conducted exploring the values of full-time MBA students and new hires.

Research by Ondrack revealed that MBA students from the University of Toronto highly valued aspects such as: 1) challenge in their work, 2) attractive compensation, 3) quality of colleagues, 4) avenues for achievement, and 5) scope for individual responsibility. A separate study by Baker scrutinized the value systems of recent university graduates working in similar roles and highlighted substantial discrepancies in the perspectives men and women bring to their roles. Men appeared to attribute more importance to achievement and responsibility dimensions, ostensibly linked to long-term professional accomplishments, comparatively more than women. On the other hand, women seemed to highly regard factors associated with the working environment's nature, like a positive ambiance, among others. In sum up, there's a consensus that today's

workers or soon-to-be ones possess different values and professional anticipations compared to their forerunners. However, while noticeable contrasts exist between individuals aiming for business careers versus other career paths, there isn't a definitive consensus on the most crucial values. Aspects such as financial rewards, job security, and job nature tend to get high rankings consistently. Yet, opinions greatly vary regarding which stands out as the most important.

Clearly, the priorities in the workplace have shifted from primarily security and high pay to other aspects. There is a growing focus on factors such as the nature of the job, challenges, responsibilities, inclusive decision-making, and striking a good balance between work and personal life, including family time. While it's common to hear that each person is distinctive with unique traits setting them apart, strangely the same individuals may generalize saying that all those in "sales" are alike.

Salespeople are typically characterized as being extroverted, financially-driven, and inclined towards assertive social interactions. However, many argue that salespeople are as diverse as snowflakes. This suggests that professional firms need to identify those with innate abilities and develop these individuals into a professional marketing team. This is by no means a simple feat. It's common to broadly classify skilled, marketing-based professionals into one of four groups: those who are technically adept but genuinely uninformed.

These individuals typically possess the least marketing experience and may lack the adequate understanding of the interpersonal abilities required to thrive within a marketing-focused business organization. Hence, they often operate with considerable authentic transparency about themselves. Expressions of desires to engage in advanced technology opportunities or a fascination with serving ethically responsible clients are common amongst them. They

might also make inquiries about the prospect of receiving a bonus, or the duration required to attain partnership status. The hallmark of such individuals (irrespective of their overall behavioral tendency) lies in their complete and nearly innocent level of sincerity

Although they might possess substantial abilities, these individuals require either ample time or an appropriate interview platform to showcase their marketing capabilities. Another group, typically lacking in actual marketing experience, believes they have meticulously evaluated the scenario and are ready to address any question thrown at them. In sum, these individuals are so intent on defending their claims that it becomes easy to gauge their visible level of talent. Some among them might genuinely have the potential to acquire the marketing-focused skills required to be suitable for the role, although a certain degree of time and growth will be needed.

In this situation, it's crucial for the interviewer to look past the superficial mask presented and perceive the genuine individual. The third category is represented by individuals who manifest commendable discipline, accomplishment, drive, emotional vigor, and kind assertiveness based on their history and demeanor. Simply put, this person appears to have not only the academic qualifications and technical prowess but also the overall interpersonal abilities vital for excelling in the provision of professional services, despite any seeming arrogance.

He effortlessly displays strong self-assurance, is outgoing in social settings, and easily interacts with others. He might control the conversation to some extent but knows how to involve the less talkative individuals in the group. Essentially, his leadership qualities are apparent. Members of the fourth group are somewhat uncommon. Considering this scenario, the candidates are inclined to be somewhat introverted

socially. However, an evaluation of their overall background indicates that they have the discipline and potential to grow into their roles and become truly outstanding professionals.

Once more, the interviewer must look past the immediate persona presented and evaluate the potential in the individual waiting to blossom under the right circumstances. The education aimed towards Business Administration distinctly refers to the various responsibilities that a business administrator has to carry out. These include directing the actions of others within their organization, hiring and firing staff, securing finance, choosing the products to sell, procuring production resources, and organizing marketing activities etc.

A bigger company equates to greater challenges in directing and coordinating the activities of different departments within it. In virtually every business field, the product or service production involves specific technical processes, these often necessitate the need for specialists either within or outside the company. Additionally, business organizations of any scale employ or have access to experts in areas such as accounting, law, finance, human resources, production and marketing.

However, while orchestrating the tasks of these experts, a business administrator should maintain an overview of the company's entire operations and assume firm accountability for their correct execution. The prime objective of the executive should be the pursuit of the firm's goals, chief among them being to earn substantial profits, primarily via the collective efforts of his employees or colleagues. He is not primarily a specialist with knowledge on operating office equipment, balancing accounts, or using a lathe. The focus here is on the type of business education that would be most beneficial in preparing someone to satisfy such diverse requirements.