There are four models of vocational choice and career development. The first model was created by Holland, who matched six personality types, such as investigative, social, realistic, artistic, conventional, and enterprising, with corresponding occupations or work environments. According to Holland's theory, people with predominantly investigative personalities are likely to become scientists or detectives; social types may choose mental health or teaching; realistic people may be mechanics or electricians; artistic people become writers, artists, or musicians; conventional people go into accounting or banking; and enterprising people enter sales or management. Of course, neither people nor work environments can be described in terms of a single "pure trait; the question is which type is predominant. Holland's theory has been influential, particularly in the development of personality inventories used in vocational guidance. But it has several important limitations. First, some jobs require a mix of traits and skills, and some people are happiest in such jobs. Second, Holland's theory does not deal with environmental or cultural forces that limit or influence career choices. What jobs are available at a given time and place will depend in part on the physical environment and its exploitation. Socioeconomic differences, including educational opportunities, often limit vocational choice. Gender also makes a difference. Men are more likely to gravitate toward jobs involving risk and physical abilities; more women go into nurturing professions. Finally, Holland's theory fails to explain how the choice of a career, the vital match-up between personality and work environment, occurs, or how careers develop across the adult life span. The work environment itself can be an agent of change. The interaction between person and environment is dynamic.
             The second model is an organismic perspective, which pr...