When planning your office`s environment, consider the types of departments in which these six categories work. Artistic and enterprising people are probably more likely to work in marketing and distribution and would probably appreciate it being related. Be sure to make room for your investigative and realism groups to work alone, but consider offering them smaller private gathering spaces that they can choose if they want to work with others. Their conventional and social services, HR and possibly security, should be placed where they have a lot of interaction with people and ways to help others. You might also want to consider placing the conventional ones close to your artistic and enterprising groups, if they like to work as a team. Understanding the Dutch theory helps you make good decisions – decisions about trades, careers, majors or training programs that suit you best. The career key is based on John Holland`s career choice theory. The theory explains work-related behaviours – for example, choosing a profession that can end up leading to professional success and satisfaction. It also explains other human actions, such as success and satisfaction in school and training programs.

This is the most well-known and well-studied theory on this subject and is used by most career advisors. Hollande`s main theoretical argument was that people find their work more satisfying if the environment matches their personality. For example, a traditional person working in a bank. He called this congruence (i.e. “compatibility, agreement or harmony”). Congruence increases morality and intrinsic motivation. The result is higher productivity and less turnover because people do what they like. If the employees are not in the right professional field, according to the Dutch model, they are in a state of incongruity. It encourages them to change jobs, to reform the environment to match their personality, or even to change to become more congruent in their behaviour and perception. Conventional individuals are meticulous, organized and task-oriented.

These conscientious people need rules and structures to determine their work and their lives. Once they have clear roles and responsibilities that they must respect, they are effective and reliable. They tend to move to large organizations where there is centralization and a well-established chain of command. Conventional types set high values on compliance and compliance. They avoid leaders and environments that require creative thinking. The preferred work environment of the conventional type is rigid, well-ordered and promotes administrative competence. Some careers include accounting, banking, administration, data keys, records, cashiers, telephone operators, etc.