Many psychological theorists and practicing career counselors believe that you will be most satisfied and productive in a career if it suits your personality. Th ere are two main aspects of a job that determine whether it is a good fit:
Th e nature of the work tasks and the skills and knowledge you use on the job must be a good match for the things you like to do and the subjects that interest you. For example, if you like to help other people and promote learning and personal development and if you like communication more than working with things or ideas, then a career in social work might be one that you would enjoy and do well in.
The people you work with must share your personality traits so that you feel comfortable and can accomplish good work in their company. For an example of the opposite, think of how a person who enjoys following set procedures and working with data and detail might feel if forced to work with a group of conceptual artists who constantly seek self expression and the inspiration for unconventional new artistic ideas.
Personality theorists believe that people with similar personality types naturally tend to associate with one another in the workplace (among other places). As they do so, they create a working environment that is hospitable to their personality type. For example, a workplace with a lot of Artistic types tends to reward creative thinking and behavior.
Therefore, your personality type not only predicts how well your skills will match the demands of the work tasks in a particular job; it also predicts how well you will fit in with the culture of the work site as shaped by the people who will surround you and interact with you.
Your personality type thus affects your satisfaction with the job, your productivity in it, and the likelihood that you will persist in this type of work.


Introduction. A short overview to help you better
understand and use the book. Starts on page

Part I: Overview of Personality and Career. Part I is an overview of personality and of personality
types. Th is section also explores the relationship between personality and career. Starts on page 17.
Part II: What’s Your Personality Type? Take an Assessment. Th is part helps you discover your personality type with a short, easy-to-complete assessment. Starts on page 23.
Part III: Th e Best Jobs Lists: Jobs for Each of the Six Personality Types. Th e 141 lists in Part
III show you the best jobs in terms of high salaries, fast growth, and plentiful job openings for each of the six personality types. Further lists classify the jobs according to education and training required and several other features, such as jobs with the highest percentage of women and of men and jobs with high rates of self-employment and many parttime workers. Although there are a lot of lists, they are easy to understand because they have clear titles and are organized into groupings of related lists. Starts on page 33.

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Part IV: Descriptions of the 50 Best Jobs for
Each Personality Type. Th is part provides a brief but information-packed description of the 50 jobs from each personality type that met our criteria for this book. Each description contains information on earnings, projected growth, education and training required, job duties, skills, related job titles, related knowledge and courses, and many other details. Th e descriptions are presented in alphabetical order within each personality type. Th is structure makes it easy to look up a job that you’ve identifi ed in a list from Part III and that you want to learn more
about. Starts on page 129.
Part V: Appendixes. Appendix A contains a list of occupations in this book and their two-letter personality codes. Appendix B lists the Guide for Occupational Exploration (GOE) interest areas and work groups. Appendix C defi nes the skills and the types of knowledge listed in the job descriptions in….

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Part IV. Appendix D identifi es resources for further career exploration. Starts on page 451.



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