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Holland’s theory posits that satisfaction and stability increase when there is congruence between a person’s RIASEC profile and their work/academic environment. An RI profile often prefers hands-on, technical, or analytic tasks (e.g., lab work, engineering tech), whereas Social environments emphasize interpersonal helping and teaching. Low person–environment congruence can drive dissatisfaction, attrition, and poor performance. Option C is correct because it directly labels the fit issue. Option A (Gottfredson) explains how individuals eliminate options based on self-concept and social constraints; it informs why the client might have chosen S due to family pressure but does not define the current misfit. Option B (career maturity or adaptability in newer terms) concerns readiness for career tasks. Option D (planned happenstance) focuses on capitalizing on chance events; it may help generate exploratory steps but doesn’t diagnose the misfit. Counseling may include values clarification, informational interviews, targeted experiential learning, and negotiating family expectations while honoring cultural context. Interest inventories, ability measures, and work value assessments can guide iterative, data-informed decisions.