The full text of this dissertation is available only to University of Leicester members. Please log in with your CFS username and password when prompted.In evaluating the relevance of personality to career-selection counselling, this literature review shows how several studies indicate that the set of traits, as primarily operationalised by the Big Five taxonomy, which correlate to desirable occupational outcomes differ from one occupation to another. At face value, such findings seem to support the use of personality assessments/outcome-predictions within a person-environment fit approach to career counselling. Nonetheless, although intuitively appealing, a critical evaluation of this approach shows it to be fraught with challenges. Amongst these challenges, the dynamism in contemporary work environments seriously undermines the theoretical under-pinning for directive career counselling, whilst the shortage of personality information covering all occupations further jeopardises practical implementation. It is thus concluded that the relevance and application of personality to career-selection counselling needs to be viewed from a different perspective. Moreover, in line with the contemporary approach to counselling which emphasises the client‟s own responsibility for decision making, the justification is substantiated for contemporary practice and research to focus on the relevance of personality towards the process of career counselling, particularly by tailoring the counselling process to suit the client‟s personality and by empowering clients with improved self-understanding for both current, as well as future, decision-making.University of Leiceste
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