How to find a career that matches your personality traits?

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) Pattern Designer Colorist Knitting Clothes Technician/Sample Weaving Technician Knitting Machinery Technician Concrete Worker (Falling Rocks) Concrete Repairer Joinery Team Leader/Instructor Pipe Assembly Technician General Welder Planting Word/Graphic Designer Plumber Radio/TV Technician Window Frame Worker Structural Steel Welder Cutting Worker Marble Worker Gravel Worker Decoration Worker Decoration Exhibitor Tester Electrician/ Electrical grinding and assembly mechanic elevator electrical mechanic elevator mechanical mechanic prestress (tension) mechanic curtain wall paint writing mechanic clothing mechanic painting mechanic throat application mechanic model manufacturing mechanic diver bricklaying (mud) Floor Paver, Track Paver, Shoemaker, Mechanical Technician, Machine Polishing and Assembly Technician, Welder, Steel Frame Structure Installer, Steel Bar Bending and Binding Worker, Tunnel Worker, Neon Sign Installer, Painting Technician (Paint), Sheet Metal Structure Technician, Asphalt Worker (Other Construction), Grouting Worker, Cloth Inspector, Driver, Flat Car Turner, Printing Worker, Printing Machine Duty Worker, Crane Hand/ Libra hand multi-skill parking space automatic construction equipment technician pre-processor value lathe worker dyeing machine responsible worker pneumatic drilling machine hand (wind cannon worker) raw material allocator carding machine value lathe worker (cotton spinning) Sea surface construction machinery operators seamen's special clothes, turners, spinners, doffers, navigators, knitters, weavers, die cutting machine operators, shaft workers, slope repairers, roving machines, turners, bed cutters, bleaching machines, responsible workers/singeing assemblers, shotcreters, twisters, finishing machines, turners, warping machines, turners, mechanical equipment operators (non-construction industry). 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(2) How to know the occupation that suits you:

Career anchor-the godfather concept of career planning

"Career anchor" is a concept with the status of "godfather" in the field of career planning, which was put forward by Professor E.H. Schein of the United States. This concept originated from the special group of Si Long Institute of Massachusetts Institute of Technology, and was deduced from the longitudinal study of graduates of Si Long Institute. The so-called career anchor is an acquisition part of self-intention. When an individual enters the early work situation, it is determined by the acquired practical work experience, which is consistent with the motivation, needs, values and talents of introspection in the experience, and achieves a stable career orientation of self-satisfaction and compensation.

Edgar Sheen believes that career design is a continuous process of exploration. As a person gets to know himself more and more, he will become a dominant "career anchor" more and more obviously. This so-called "career anchor" refers to the kind of vital things or values in the career that one will never give up when one has to make a choice, that is, the center around which people choose and develop their own careers.

after nearly 3 years of development, career anchor (career orientation) has become an indispensable tool for career development and career design. Many large foreign companies regard career anchor as the main reference point for employees' career development and career planning. Since 1992, MIT School of Management has expanded the career anchor into eight types:

(1) Technical/functional type: technical/functional people, who pursue growth and continuous improvement of skills in technical/functional fields, as well as opportunities to apply this technology/function. Their recognition of themselves comes from their professional level, and they like to face challenges from professional fields. They generally don't like to engage in general management work, because it will mean giving up their achievements in the technical/functional fields.

(2) Management type: Management type people pursue and devote themselves to job promotion, devote themselves to overall management, take charge of one part alone, and can integrate the efforts of others across departments. They want to take responsibility for the whole part and regard the success of the company as their own work. Specific technical/functional work is only regarded as the only way to a higher and more comprehensive management.

(3) autonomous/independent type: autonomous/independent people want to arrange their own work style, work habits and lifestyle at will. Pursue a working environment that can display one's ability and get rid of organizational restrictions and constraints to the maximum extent. They are willing to give up opportunities for promotion or job expansion, and they are not willing to give up freedom and independence.

(4) Safe/stable type: Safe/stable people pursue a sense of safety and stability at work. They can predict their future success and feel relaxed. They care about financial security, such as pensions and retirement plans. A sense of stability includes honesty, loyalty, and completing the work assigned by the boss. Although sometimes they can reach a high position, they don't care about the specific position and the specific work content.

(5) Entrepreneurial type: Entrepreneurial people want to use their abilities to create their own companies or products (or services), and are willing to take risks and overcome obstacles. They want to prove to the world that they founded the company by their own efforts. They may be working in other people's companies, but at the same time they are studying and evaluating future opportunities. Once they feel the time is right, they will go out and start their own business.

(6) Service-oriented: Service-oriented people refer to those who have been pursuing their recognized core values, such as helping others, improving people's safety and eliminating diseases through new products. They have been pursuing this opportunity, even if it means changing companies, they will not accept job changes or job promotions that do not allow them to realize this value.

(7) Challenging: Challenging people like to solve seemingly unsolvable problems, overcome tough opponents, overcome insurmountable difficulties and obstacles, etc. For them, the reason for joining a job or occupation is that work allows them to overcome all kinds of impossibilities. Novelty, change and difficulty are their ultimate goals. If things are very easy, they immediately become very boring.

(8) Lifestyle: Lifestyle people like a working environment that allows them to balance and combine their personal needs, family needs and professional needs. They want to integrate all major aspects of life into a whole. Because of this, they need a professional environment that can provide enough flexibility for them to achieve this goal. They can even sacrifice some aspects of their careers, such as career change brought about by promotion, and they define success more broadly than career success. They think that they are different in how to live, live there, how to deal with family affairs and their development path in the organization.

Each of the above descriptions may have a specious feeling. In order to better define your career orientation, you can try the following methods: first, take out a piece of paper, think carefully about the following questions, and record the main points on the paper:

1. What knowledge did you mainly invest in when you were in middle school or college? In particular, what knowledge are you mainly used to learn in your extracurricular time?

2. What job would you rather choose if you were paid an annual salary of 1 million and you wouldn't fail?

3. What is your long-term goal when you start working?

4. What kind of knowledge and way of studying and working do you like best and dislike least? What do you think can better reflect your value?

Like many classifications, the above classifications are neither good nor bad. The reason why they are put forward is to help people know themselves better, rethink their career and set practical goals accordingly.

All a person's work experience, interests, qualifications, sexual orientation, etc. come together to become his "career anchor". It tells this person what is most important. In the process of life, sorting out one's professional experience and defining one's professional orientation can make one take fewer detours and stride towards success.

Some people's "career anchor" was thrown out very early, and the "anchor" was also very solid, and they made clear their career direction from the time they studied in the university. Some people throw out their career anchor very late and walk through the scenery all the way, but in the end it depends on whether they find their career love.

Whether we have found our career anchor now or not, this career planning tool can inspire us. The key to our future career success is to find our own position and live the life we want, instead of blindly following others' practices.