Psychology Matters » Uncategorized

The Strong Interest Inventory Work Style Scale And The Job Market – Part I

Steve — Fri, 29 Jan 2010 01:08:50 +0000

The purpose of The Strong Interest Inventory (SII) Work Style Scale is to distinguish between individuals who prefer working with data, ideas, or things and individuals who prefer working with people. A score of 45 or below on the SII Work Style Scale indicates a clear interest in working with data, ideas, or things.

Three careers among those considered by the Department of Labor to be the “fasting growing” and “ most in high demand” that have the potential of providing high job satisfaction for individuals with a score of 45 or below include:

Computer Software Engineers, applications
Veterinary Technologists and Technicians
Medical Records and Health Information Technicians

Computer Software Engineers

Employment of computer software engineers is projected to increase by 38 percent between 2008 and 2018.

Computer Software Engineers apply principles and techniques of computer science, engineering, and mathematical analysis. They research, design, develop, and test operating systems-level software, compilers, and network distribution software.

Computer Software Engineers work in a broad range of industries including:

Medical
Military
Communications
Aerospace
Scientific
General Computing Applications.

Education and Training

Most employers prefer applicants who have at least a bachelors degree.

Computer Software Engineers who have completed:	Percent
High School or less	2.9%
Some College	15.3%
Bachelors Degree and More	81.8%

**Source: Department of Labor*

The usual college major for applications software engineers is computer science or software engineering.

Income

According to National Association of Colleges and Employers starting salaries for Computer Software Engineers averaged:

$56,201 for graduates with a bachelors degree

$53,396 fro graduates with a bachelors degree in computer science

Job Title	Median Annual Income
Software publishers	$84,560
Computer systems design and related services	$78,850
Management, scientific, and technical consulting services	$78,850
Management of companies and enterprises	$78,580
Insurance carriers	$74,230
Research and development in the physical, engineering, and life sciences	$97,220
Scientific research and development services	$97,180
Computer and peripheral equipment manufacturing	$93,240
Computer systems design and related services	$84,660
Data processing, hosting, and related services	$78,270

**Source: Department of Labor, 2006.*

Veterinary Technologists and Technicians

During economic recession employment is relatively stable for veterinary technologists and technicians. Employment of veterinary technologists and technicians is expected to grow 36 percent between 2008 and 2018.

Veterinary Technologists and Technicians conduct clinical work under the supervision of a licensed veterinarian. They carry out many of the same duties for a veterinarian that a nurse would for a physician, including routine laboratory and clinical procedures.

Work setting for Veterinary Technologists and Technicians include:

Private Clinics
Animal Hospitals
Research Facilities

Education and Training

Typically entry-level veterinary technicians have a 2-year associate degree from an American Veterinary Medical Association (AVMA) accredited community college program in veterinary technology in which courses are taught in clinical and laboratory settings using live animals. A 4-year degree is generally needed to become a Veterinary Technologists.

While every state has their own regulations for veterinary technicians and technologists all states require a credentialing exam.

Individuals interested in careers as veterinary technologists and technicians should try to take as many high school science, biology, and math classes as possible.

Veterinary Technologists and Technicians who have completed:	Percent
High School or less	30.2%
Some College	53.1%
Bachelors Degree and More	16.7%

**Source: Department of Labor*

Income

During economic recession employment is relatively stable for veterinary technologists and technicians

The annual median hourly wage of veterinary technologists and technicians reported in 2008 was $28,900.

Percentile wage estimates

Percentile	10%	25%	50% (Median)	75%	90%
Hourly Wage	$9.50	$11.34	$13.89	$16.81	$19.95
Annual Wage (2)	$19,770	$23,580	$28,900	$34,960	$41,490

**Source: Department of Labor*

States with the highest concentration of Veterinary Technologists and Technicians include: Vermont, Colorado, New Hampshire, Rhode Island, and Arizona.

State	Employment	Hourly mean wage	Annual mean wage	Percent of State employment
Vermont	380	$14.41	$29,980	0.126%
Colorado	2,550	$14.13	$29,390	0.111%
New Hampshire	630	$14.07	$29,270	0.099%
Rhode Island	460	$16.13	$33,550	0.096%
Arizona	2,420	$13.31	$27,680	0.092%

States paying the highest wage to Veterinary Technologists and Technicians include: New York, Illinois, California, Connecticut, and District of Columbia.

State	Employment	Hourly mean wage	Annual mean wage	Percent of State employment
New York	3,610	$16.92	$35,200	0.042%
Illinois	2,910	$16.88	$35,120	0.049%
California	8,950	$16.81	$34,970	0.059%
Connecticut	1,230	$16.76	$34,860	0.072%
District of Columbia	30	$16.69	$34,720	0.005%

Source: Department of Labor, 2008

Medical Records and Health Information Technicians

Medical Records and Health Information Technicians manage patient record databases and perform quality assurance on their records. They make certain that all the necessary information is in the computer database, and verify that all recorded information is correct and complete.

While technicians’ duties vary from facility to facility they must pay close attention to detail and accuracy is essential .

Roughly two out of five Medical Records and Health Information Technicians jobs are in hospitals. Other employ opportunities include:

Physician offices,
Nursing care facilities,
Outpatient care centers,
Home health care services.
Insurance firms
Public health departments

Education and Training

Typically entry-level medical records and health information technicians have an associate degree from a community or junior college. Many employers give preference to technicians who have become Registered Health Information Technicians (RHIT). Advancement in the field is generally achieved by specialization or promotion to a management position.

Computer Software Engineers who have completed:	Percent
High School or less	2.9%
Some College	15.3%
Bachelors Degree and More	81.8%

**Source: Department of Labor*

Income

The increasing use of electronic health records (EHR) will continue to broaden

Median annual earnings for medical records and health information technicians is $28,030. The middle 50 percent earned between $22,420 and $35,990. The lowest 10 percent earned less than $19,060, and the highest 10 percent earned more than $45,260.

Job Title	Median Annual Income
General medical and surgical hospitals	$29,400
Nursing care facilities	$ 28,410
Outpatient care centers	$ 26,680
Offices of physicians	$24,170
Bill and Account Collectors	$30,630

**Source: Department of Labor, 2006*

Myers-Briggs Personality Type Theory and Team Development

Steve — Tue, 13 May 2008 16:08:46 +0000

There are two principal assumptions fundamental to the use of the Myers-Briggs type theory and the MBTI with regard to team development. The first assumption is knowledge of individual differences will help teams identify the unique abilities each team member is capable of contributing towards the goal of task accomplishment. The second assumption is knowledge of individual differences when attributed to personality type can help reduce conflict by redirecting potential sources of misunderstanding.

It is commonly accepted that improvements in conflict resolution contributes greatly to the improvement of the team process as a whole. Through knowledge of type preferences a conflict can be diagnosed and attributed to naturally occurring type differences. Within the context of type Jung / Myers-Briggs theory blaming and other negative elements of conflict can be managed.

Each of the sixteen types exhibit unique characteristics and tendencies when functioning as a team member in a work environment. The following is a cursory summation of some of these characteristics and tendencies.

ENFJ: Focus on interpersonal relationships; their innate tendencies to be diplomatic and persuasive enable them to be natural team builders.

ISTJ: Bring clarity and structure to team goals and objectives by concentrating on precise facts, they take nothing for grant it.

ISTP: Resourceful self-starters skilled at accomplishing difficult task in an efficient timely manner and excel in a team environment that promotes autonomy and individuality.

ENTJ: Are unafraid to take calculated risks, make unpopular decisions when necessary, and display an extraordinary talent for rising to the demands of the most impossible situations.

INFP: Possess boundless idealism. They are skilled listeners apt at facilitating and motivating other team members, when they choose to do so.

ISFJ: Unselfishly and willing take on work of any type or magnitude in order to benefit the team effort. They are the ultimate team player.

ENTP: Skilled negotiators that have a natural gift for getting others excited about ideas. They are very apt at mobilizing other team members and getting projects underway.

ESTJ: Belonging, tradition and camaraderie are important. They have a keen sense of Organization and are proficient at focusing on team goals. They are very dependable and through.

ESFJ: Highly committed and loyal to the pursuit of team goals and expect the same from others.

INTP: Have an ability to analyze complex problems and find unorthodox solutions. They enjoy working in a team atmosphere that is flexible and unstructured.

ESFP: Keenly aware of what is going on “behind the scene”, thrive on social interaction, strive to make-work fun and tend to enjoy working in a team-structured environment.

ESTP: Excel at troubleshooting and negotiating and lend a common sense approach to focusing on team goals and objectives.

ISFP: Demonstrate personal loyalty to the team and its’ members. They promote a team environment, which is egalitarian, cooperative, and allow others to lead whenever possible. They do not particularly desire to lead.

INFJ: Seek ways for the individual to fit into the organization and are gifted at motivating team members to want to work together.

INTJ: Natural decision-makers who enjoy coming to new understandings. They enjoy working in a team environment, which allows them to generate ideas that challenge and change the status quo.

ENFP : Gifted oral communicators, they promote new ideas, possibilities, and are catalysts in the implementation of change.

While enlightening, it is unrealistic to expect the administration of the MBTI accompanied by a one-time session to fully impact team members and improve performance. In order for the MBTI to achieve acceptance and fully impact performance it is necessary to integrate the MBTI and the theory it is based upon into the culture of the organization in which it is being used.

Myers-Briggs / Jung Psychology Type Functions

Steve — Tue, 06 May 2008 01:52:45 +0000

Within the framework of Carl G. Jung / Myers-Briggs personality type theory functions refer to the mental processes used to take-in and process information. There are four functions. Sensing and intuition , which represent and individual’s preference for taking in data from the environment. An individual uses both of these functions but has a natural tendency to favor one over the other. The sensor prefers using his / her sensing function. Those with a sensing preference make concrete and realistic observation of objects or circumstances in the immediate environment. Where as an individual with a natural tendency for the intuitive preference makes mental connections with observations of his / her surroundings and may perceive something entirely different from the sensing type person. Sensors tend to make very detailed observations of their environment and initiatives are very general in their observations. The thinking and feeling function address how and individual processes data and makes decisions. As with the sensing and intuitive functions an individual uses both the thinking and feeling function but is naturally drawn to use one of the functions over the other. A person with a thinking preference uses objectivity as criteria when making decisions. This type is considered to be very logical and methodical in the decision making process. A person with a feeling preference for decision-making uses a subjective approach. Individuals with a preference for the feeling function believe that personal considerations are important and should not be left out of decision-making. Individuals with a preference for feeling are also very value oriented in their decision making process, their personal values are at the center of how they arrive at decisions and can not be in conflict with the decision that is made. Dominate Function: An individual’s most highly refined function, it is the function an individual prefers using the most often. Auxiliary Function: An individuals’ second most preferred function. The auxiliary function works with and supports the dominant function. Tertiary Function: An individual’s third preferred function. It is a lesser-developed function, which works to support the auxiliary function. Inferior Function: An individuals’ least developed function. The inferior function is the opposite function of the dominant function, for example and individual who is a dominant thinker would have feeling as an inferior function and an individual who is a dominant feeler would have thinking as an inferior function.