Career developmental theory
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Career Development Theory with References. Different theories with different school of thoughts.
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Career developmental theory
- 1. Career Development M. Umais Khan 6/9/2015 1
- 2. What is Career Development? • Continuous lifelong process • Seeking, obtaining and processing • Information (Self, Occupational, Educational, Lifestyles, Role Options) • Several “Theories” 6/9/2015 2
- 3. Trait Factor •Matching personal traits to occupations- Frank Parson’s (1920’s) 6/9/2015 3
- 4. Psychological • Personality types matching work environment- Holland (1980’s) 6/9/2015 4
- 5. Socio-Cognitive View • Decision - Situational or Sociological- Bandura ( Self Efficacy-1970’s) 6/9/2015 5
- 6. Developmental • Self Concept over life span-Super (1950’s) 6/9/2015 6
- 7. Social Learning Theory of Career Choice • Krumboltz developed a theory of career decision making and development based on social learning. 6/9/2015 7
- 9. References • Career Development: A Policy Statement of the National Career Development Association Board of Directors (Adopted March 16, 1993; revised 2003) • Pope, M. (2009). Jesse Buttrick Davis (1871-1955): Pioneer of vocational guidance in the schools. Career Development Quarterly, 57, 278-288. 6/9/2015 9
- 10. 6/9/2015 10
Editor's Notes
- Trait-Factor Theory: The Trait-Factor theory of career development goes as far back as the early 1900’s and is associated mostly strongly with vocational theorists Frank Parsons and E.G. Williamson. Some of the basic assumptions that underlie this theory are: Every person has a unique pattern of traits made up of their interests, values, abilities and personality characteristics, these traits can be objectively identified and profiled to represent an individual’s potential Every occupation is made up of factors required for the successful performance of that occupation. These factors can be objectively identified and represented as an occupational profile It is possible to identify a fit or match between individual traits and job factors using a straight forward problem-solving/decision making process. The closer the match between personal traits and job factors the greater the likelihood for successful job performance and satisfaction.
- Like the trait-factor approach, Holland’s Career Typology focuses on individual characteristics and occupational task. Holland’s theory expanded the concept of personality types and posited that: Personalities fall into six broad categories: realistic, investigative, artistic, social, enterprising and conventional (often referred to as RIASEC). Since certain personalities are attracted to certain jobs, the work environments then reflect this personality and can be clustered into six similar populations (RIASEC) Although each individual is made up of all six types, one type is usually dominant. Most personalities tend to resemble up to three of the six personality factors. Personalities can be matched with similar combinations of work environments using a problem-solving approach. The closer the match of personality to job, the greater the satisfaction Holland’s Career Typology takes a cognitive, problem solving approach to career planning and this model has been extremely influential in vocational counselling. It has been employed by popular assessment tools such as the Self-Directed Search, Vocational Preference Inventory and the Strong Interest Inventory. It has also resulted in practical resources like the Dictionary of Holland Occupational Codes which applies Holland’s codes to major occupations. 6 Holland Types Realistic - work with hands, machines, tools, active, practical, adventurous High traits - practical, masculine, stable Low traits - sensitive, feminine, stable Occupations - construction, farming, architecture, truck driving, mail carrier Investigative – thought, analytical approaches, explore, knowledge, ideas, not social High traits – scholarly, intellectual, critical Low traits – powerful, ambitious, adventurous Occupations – biologist, chemist, dentist, veterinarian, programmer Artistic – literary, musical, artistic activities, emotional, creative, open High traits – expressive, creative, spontaneous Low traits – orderly, efficient, conventional, social, masculine Occupations – artist, musician, poet, interior designer, writer Social – train, inform, educate, help, supportive, avoid technical skills, empathy, relationships High traits – cooperative, friendly, humanistic Low traits – ambitious, creative, strong, Occupations – social work, counseling, police officer, LPN Enterprising – verbally skilled, persuasive, direct, leader, dominant High traits – ambitious, adventurous, energetic Low traits – intellectual, creative, feminine Occupations – lawyer, business executive, politician, TV producer Conventional – rules and routines, provide order or direct structure, great self control, respect power and status, punctual, orderly High traits – stable, efficient, dependable, controlled Low traits – intellectual, adventurous, creative Occupations – bank teller, clerk typist, cashier, data entry
- The concept of self efficacy is the focal point of Albert Bandura’s social cognitive theory. By means of the self system, individuals exercise control over their thoughts, feelings, and actions. Among the beliefs with which an individual evaluates the control over his/her actions and environment, self-efficacy beliefs are the most influential predictor of human behavior. The level and strength of self-efficacy will determine: whether coping behavior will be initiated; how much effort will result; how long the effort will be sustained in the face of obstacles. Self-Efficacy - the belief in one’s capabilities to organize and execute the courses of action required to produce given attainments- is constructed on the basis of: Four most influential sources where self-efficacy is derived: Personal Performance - Accomplishments-previous successes or failures (most influential) Vicarious Experience - Watching others, modeling, mentoring Verbal Persuasion - Verbal encouragement or discouragement Physiological and Emotional Factors - Perceptions of stress reactions in the body Self-Efficacy plays the central role in the cognitive regulation of motivation, because people regulate the level and distribution of effort they will expend in accordance with the effects they are expecting from their actions. Self-beliefs about abilities play a central role in the career decision-making process. People move toward those occupations requiring capabilities they think they either have or can develop. People move away from those occupations requiring capabilities they think they do not possess or they cannot develop. Personal goals also influence career behaviors in important ways. Personal goals relate to one’s determination to engage in certain activities to produce a particular outcome. Goals help to organize and guide behavior over long periods of time. The relationship among goals, self-efficacy, and outcome expectations is complex and occurs within the framework of: Bandura’s Triadic Reciprocal Model of Causality – these factors are all affecting each other simultaneously personal attributes, external environmental factors overt behavior In essence, a person inputs (e.g. gender, race) interact with contextual factors (e.g. culture, family geography) and learning experiences to influence self-efficacy beliefs and outcome expectations.
- Donald Super believed that humans are anything but static and that personal change is continuous. Super’s Life-Span/Life Space is a very comprehensive developmental model that attempts to account for the various important influences on a person as they experience different life roles and various life stages. Here are some of Super’s main tenets: Every individual has potential. People have skills and talents that they develop through different life roles making them capable of a variety of tasks and numerous occupations. In making a vocational choice, an individual is expressing his or her understanding of self; his or her self-concept. People seek career satisfaction through work roles in which they can express themselves and implement and develop their self-concept. Self-knowledge is key to career choice and job satisfaction. Career development is life long and occurs throughout five major life stages: Growth, Exploration, Establishment, Maintenance and Disengagement. Each stage has a unique set of career development tasks and accounts for the changes and decisions that people make from career entry to retirement. These five stages are not just chronological. People cycle through each of these stages when they go through career transitions. People play different roles throughout their lives including the role of “worker.” Job satisfaction increases when a person‘s self-concept includes a view of the working-self as being integrated with their other life roles. Super’s theory has greatly influenced how we look at career practices. Understanding the ages and related stages of career development assists practitioners to identify where clients are in the career development continuum and suggest appropriate career related goals and activities. It also underscores the necessity to examine career development within the larger context of an individual’s roles and life style and how to achieve a life/work balance.
- Career decisions are the product of an uncountable number of learning experiences made possible by encounters with the people, institutions and events in a person's particular environment. In other words people choose their careers based on what they have learned. Krumboltz proposed that: The four main factors that influence career choice are genetic influences, environmental conditions and events, learning experiences and task approach skills (e.g., self-observation, goal setting and information seeking). The consequences of these factors and most particularly learning experiences lead people to develop beliefs about the nature of careers and their role in life (self-observational generalizations). These beliefs, whether realistic or not, influence career choices and work related behaviour. Learning experiences, especially observational learning stemming from significant role models (e.g., parents, teachers, heroes), have a powerful influence on career decisions, making some occupations more attractive than others. Positive modelling, reward and reinforcement will likely lead to the development of appropriate career planning skills and career behaviour. Krumboltz saw his theory as (1) a way of explaining the origin of career choice and (2) a guide to how career practitioners might tackle career related problems. The practitioner starts with understanding how a client came to their career related view of themselves and the world and what is limiting or problematic about this view. Once this has been established, the practitioner and client identify what career relevant learning experiences, modeling or skill building will help them reframe their view. Using Krumboltz’s approach a practitioner plays a major role in dealing with all career problems, not just occupational selection.