Extending Prediger's 4-2-1 Formula: Practical Applications for Career Counselors
✍ Scribed by MARK J. MILLER
- Publisher
- American Counseling Association
- Year
- 1997
- Tongue
- English
- Weight
- 228 KB
- Volume
- 34
- Category
- Article
- ISSN
- 0022-0787
No coin nor oath required. For personal study only.
✦ Synopsis
MARK 2. MILLER
This article extends a formula introduced by Prediger (1981aPrediger ( . 1981bPrediger ( . 1982) ) to help clients locate themselves on the world-of-work map. The article suggests a way of generating one "overall" 3-letter code from a group of codes. Prediger's (1981aPrediger's ( , 1981bPrediger's ( . 1982) ) 4-2-1 formula was developed for, and is specifically applicable to, the theory of vocational choice articulated by John Holland. Holland's (1973, 1985) theory can be seen as an explicit attempt to organize and systematize the knowledge of self and, secondarily, as the matching of that self with specific careers (Slaney, Hall, & Bieschke, 1993). There is littlequestion that, by almost any criterion, the theory has been extremely successful: it has generated a great deal of research, it has been used extensively in career counseling, and it has been used widely in measurement and in organizing occupational information (Slaney et al., 1993). A testimony to its usefulness is the number of clones that abound in the career development marketplace (Johnson, 1987). Indeed, John Holland's model has become the standard: most major instruments that measure vocational interest provide scores for the personality types found in his model (Borgen, 1986). Holland's (1973,1985) theory of vocational choice holds that people are motivated to seek out occupational environments consistent with their personalities. Both environments and personalities are grouped into six major categories or themes: Realistic (R), Investigative (I), Artistic (A), Social ( S ) , Enterprising (E), and Conventional (C). Furthermore, Holland stressed the importance of personalityenvironment (P-E) congruence as a determinant of worker satisfaction, stability and success in a given occupation. Workers are motivated to seek out work environments that complement their dominant