The document provides an overview of several prominent career development theories. It begins by defining career development and career counseling. It then outlines Donald Super's career development theory, including his concepts of self-concept, life stages, and life spaces. John Holland's theory of vocational personalities and work environments is explained. The document also summarizes Abraham Maslow's hierarchy of needs, John Krumboltz's learning theory, Nancy Schlossberg's transition theory, and L. Sunny Hansen's integrated life planning theory. It concludes by describing the cognitive information processing approach to career counseling. In under 3 sentences, the document surveys major career development theories and how they inform the work of career practitioners.
This is a lecture slide on "Career Development Theories" of Career Management course. This course was taught by Prof. Dr. Nazrul Islam in Bangladesh University of Professionals in Spring 2020.
This presentation gives you a glimpse of expanding and extending your understanding of individuals career development based on the theory of Frank Parsons.
This is a lecture slide on "Career Development Theories" of Career Management course. This course was taught by Prof. Dr. Nazrul Islam in Bangladesh University of Professionals in Spring 2020.
This presentation gives you a glimpse of expanding and extending your understanding of individuals career development based on the theory of Frank Parsons.
Services of the Guidance Office:
1. Individual Inventory
2. Information
3. Counseling
4. Assessment and Appraisal
5. Referral
6. Follow-up
7. Consultation
8. Research and Evaluation
9. Prevention and Wellness
This is sometimes referred to as the Person–Environment Correspondence
Theory. It was originally developed by René Dawis, George England and Lloyd
Lofquist from the University of Minnesota in 1964.
The more closely a person’s abilities (skills, knowledge, experience, attitude,
behaviours, etc.) correspond with the requirements of the role or the
organisation, the more likely it is that they will perform the job well and be
perceived as satisfactory by the employer.
From Super to Savickas: A Review of Career Theory & its Application (Dr. JoAn...Kuder, Inc.
This presentation was conducted by Dr. JoAnn Harris-Bowlsbey on May 21, 2014, at the 2014 Asia Pacific Career Development Association (APCDA) conference in Honolulu, HI.
Services of the Guidance Office:
1. Individual Inventory
2. Information
3. Counseling
4. Assessment and Appraisal
5. Referral
6. Follow-up
7. Consultation
8. Research and Evaluation
9. Prevention and Wellness
This is sometimes referred to as the Person–Environment Correspondence
Theory. It was originally developed by René Dawis, George England and Lloyd
Lofquist from the University of Minnesota in 1964.
The more closely a person’s abilities (skills, knowledge, experience, attitude,
behaviours, etc.) correspond with the requirements of the role or the
organisation, the more likely it is that they will perform the job well and be
perceived as satisfactory by the employer.
From Super to Savickas: A Review of Career Theory & its Application (Dr. JoAn...Kuder, Inc.
This presentation was conducted by Dr. JoAnn Harris-Bowlsbey on May 21, 2014, at the 2014 Asia Pacific Career Development Association (APCDA) conference in Honolulu, HI.
Career Development. its about you identifying your potentials and developing them no matter the circumstances.
its best to do want you love doing best so that you can working hours in your lifetime than feel miserable doing something you don't like for about twenty years.
believe in yourself and don't let any thing discourage you.
Social Learning Theory of Career ChoiceSocial Learni.docxjensgosney
Social Learning Theory of
Career Choice
Social Learning Theory of Career Choice
There are several career development theories that help to explain
how people come to choose certain careers.
One prominent theory is the Social Learning Theory of Career
Choice introduced by Dr. John D. Krumboltz in the late 1970’s. Dr.
Krumboltz is presently a professor of Education and Psychology at
Stanford University and a leader in the theory of career counseling.
Social Learning Theory of Career Choice
Krumboltz’s theory of career choice postulates that “career
decisions are the product of the many learning experiences one has,
which are made possible through encounters with people,
institutions and events in a person’s environment.”
In short, he believed people choose their careers
based on what they have learned through the
experiences and influences they have had in
their lifetime.
Social Learning Theory of Career Choice
Krumboltz proposed that:
People bring certain genetic and socially inherited
attributes to their environments.
As people interact with their environments, learning takes place, and
self-views and beliefs are produced.
These self-views and beliefs, in turn, influence one’s work related
behavior and choices.
More specifically, Krumboltz states that there are
four main factors that influence career choice:
1. Genetics
2. Environmental conditions and events
3. Learning experiences
4. Task approach skills
Social Learning Theory of Career Choice
Social Learning Theory of Career Choice
How do these 4 factors influence an individual’s career trajectory?
1. Genetic influences includes – race, gender, physical appearance, cognitive and
physical abilities.
~These inherited qualities can play significant role in shaping an individual’s
propensity for a certain job or career field. Example: an exceptionally athletic
person may lean towards a sports related career.
2. Environmental conditions and events includes – social, cultural, political, and
economic forces.
~These are generally outside the control of any one individual. For example, certain
economic or political events can have an impact on an individual’s upbringing which
may in turn, affect what career path they choose -- or refrain from.
Example: a person who experiences a recession when growing up may wish to
ensure he/she pursues a career that will remain stable in tough economic times.
Or, perhaps that person would consider pursuing a degree in economics or political
science to determine if he/she can make a difference in addressing future economic
issues.
Social Learning Theory of Career Choice
How do these 4 factors influence an individual’s career trajectory?
3. Learning experiences -- includes instrumental and associative learning.
Instrumental - learning that takes place due to a direct action or a reaction to
certain circumstances. Positive and negative responses to behavior can
influence career choice.
Exampl.
Week 2 theories for psychology coachingThis week we consider.docxcockekeshia
Week 2 theories for psychology coaching
This week we consider how theory, practice, perception and reality impact career counseling. We will consider how your own personal life experiences may have directed you to make the career choices you have made for yourself. We will take a closer look at career development theories used in the field today. You will have the opportunity to assess the utility of these theories and the application of the theory. We will also be looking at assessment tools that are used in career counseling interventions.
Career development theories attempt to describe how and why people make the career decisions they make. And make no mistake there is a myriad of theories describing this process; it seems an impossible to task to think that anyone theory can feasibly cover all the possibilities after all people are unique and their life experiences and choices are unique as well. Therefore, it is essential that you learn to analyze the career development theories by assessing both the strengths and limitations of each theory in an effort to provide guidance and sound decisions with your clients.
A comprehensive system of theories has developed since Parsons introduced his trait-factor approach in the early twentieth century (Leung, 2008). Today career development theories and interventions are grounded in a strong theoretical an empirical base. The task of the proponents of career development theory and interventions is to assure that the theories that develop consider a global perspective that is relevant across cultures. Leung suggests that although all individuals are influenced by a number of factors related to work some unique to a particular group or culture there are many factors that all individuals share in common e.g., problems with employment and unemployment and thus, it is important to consider career development theories and interventions from a global perspective.
Trait Theory
Parsons developed his theory in the early 1900s; central to Parson’s theory is that each individual has unique abilities, interests and personality characteristics and values. Parsons suggested that occupational decision making occurs when people achieve the following:
· an accurate understanding of their individual traits (aptitudes, interests, personal interests, personal abilities)
· a knowledge of jobs and the labor market
· rational and objective judgment about the relationship between their individual traits, and the labor market (Parson’s Theory, n.d., Para 2).
Parson’s theory posits that each job has specific aspects that are necessary to perform the functions of the job and assumes that an individual’s abilities, personality characteristics, values, and abilities match particular jobs (Parsons, 1909). That is, individuals fit a job based on the match of the job requirements or specific aspects needed to perform the job and the individual’s traits. In other words, an individual’s traits and particular job requirements align.
Career Development and Counseling PSYG 542Career Information, .docxannandleola
Career Development and Counseling PSYG 542
Career Information, Career Counseling and Career Development,
Duane Brown, (2016)
Chapter 1
Objectives
Articulate an understanding of the impact of the global economy on work in the U. S.
Explain how people view work as a part of their lives and the lives of others.
Form a personal view of their own career development.
Show familiarity with the basic terminology used in career development.
Demonstrate the role career development programs can play in the drive for social justice in the U. S.
Demonstrate knowledge of the historical roots of career development.
Brown adopts Sears’s (1982) definition of Career development: a lifelong process involving psychological, sociological, educational, economic, and physical factors as well as chance factors that interact to influence the career of an individual. Brown also adds culture to Sears’s list of factor that influence career development
Career Interventions Defined
Career intervention is the broadest term and subsumes individual, small group, large group and organizational career development instruments. It’s a deliberate act aimed at enhancing some aspects of a person’s career development.
Career Guidance –organized, systematic efforts designed to influence various aspects of the career development of a client group such as high school or college students.
Career Education is a systematic attempt to influence the career development of students and adults through various types of educational strategies.
Career counseling occurs both individually and in groups and may deal both with personal issues and specific career problem. Career counseling is more likely to be regulated by codes of ethics and legislation at the state level.
Career information is sometimes referred to as labor market information (ONet – online system developed by the U.S. Department of Labor).
Career coaching is, usually a one on one intervention and is often initiated by managers to improve individual employees functioning and for the business to identify the talent it needs to be successful.
Chapter 2
Ethical and Legal Guidelines and the Competencies Needed for Career Development Practice
Learning Objectives
Identify ethical principles that govern career development practitioners’ work
Outline the requirements for the Master Career Counselor, Master Career Development Professional, and Career Development Facilitator credentials
Identify the major competencies needed by career development professionals.
NACE’s Principles for Ethical Professional Practice
Are designed to provide everyone involved in the career development and employment process with two basic precepts on which to base their efforts: maintain a recruitment process that is fair and equitable; support informed and responsible decision making by candidates.
1. Practice reasonable, responsible, and transparent behavior
2. Act without bias …
3. Ensure equitable access …
4. Comply with.
Career CounselingNCE MODULEELIZABETH V ENTURA, PH.D..docxannandleola
Career Counseling
NCE MODULE
ELIZABETH V ENTURA, PH.D.
CMHC CORE FACULTY
Career Counseling Defined
Career Counseling consists of those activities performed or
coordinated by individuals who have credentials to work with other
individuals or groups of individuals about occupations, life/career,
career decision making, career planning, career pathing, or other
career development related questions or conflicts.
Major Theorists in
Career Counseling
FOUNDING FATHERS
Early Theorists
Early 1900s
Theory: Person-environment fit, trait factor
Names: Parsons, Williamson, Holland
V ocational guidance is accomplished first by studying the indiv idual, then by surveying
occupations, and finally by matching the indiv idual with the occupation.
Careers are determined by an interaction between our personality and the env ironment in John
Holland's Theory of Career Choice. We want jobs with people like us.
John Holland's Theory of Career Choice maintains that in choosing a career, people prefer jobs
where they can be around others who are like them. They search for env ironments that will let
them use their skills and abilities, and express their attitudes and v alues, while taking on enjoyable
problems and roles. Behavior is determined by an interaction between personality and
env ironment.
Holland’s theory is centered on the notion that most people fit into one of six personality types:
Realistic, Investigative, Artistic, Social, Enterprising, Conv entional.
Holland
Realistic
Likes to work with animals, tools, or machines; generally avoids social
activities like teaching, healing, and informing others;
Has good skills in working with tools, mechanical or electrical
drawings, machines, or plants and animals;
Values practical things you can see, touch, and use like plants and
animals, tools, equipment, or machines; and
Sees self as practical, mechanical, and realistic.
Holland
Investigative
Likes to study and solve math or science problems; generally avoids
leading, selling, or persuading people;
Is good at understanding and solving science and math problems;
Values science; and
Sees self as precise, scientific, and intellectual.
Holland
Artistic
Likes to do creative activities like art, drama, crafts, dance, music, or
creative writing; generally avoids highly ordered or repetitive
activities;
Has good artistic abilities -- in creative writing, drama, crafts, music,
or art;
Values the creative arts -- like drama, music, art, or the works of
creative writers; and
Sees self as expressive, original, and independent.
Holland
Social
Likes to do things to help people -- like, teaching, nursing, or giving
first aid, providing information; generally avoids using machines,
tools, or animals to achieve a goal;
Is good at teaching, counseling, nursing, or giving information;
Values helping people and solving social problems; and
Sees sel.
Career CounselingNCE MODULEELIZABETH VENTURA, PH.D.C.docxannandleola
Career Counseling
NCE MODULE
ELIZABETH VENTURA, PH.D.
CMHC CORE FACULTY
Career Counseling Defined
Career Counseling consists of those activities performed or
coordinated by individuals who have credentials to work with other
individuals or groups of individuals about occupations, life/career,
career decision making, career planning, career pathing, or other
career development related questions or conflicts.
Major Theorists in
Career Counseling
FOUNDING FATHERS
Early Theorists
Early 1900s
Theory: Person-environment fit, trait factor
Names: Parsons, Williamson, Holland
Vocational guidance is accomplished first by studying the indiv idual, then by surveying
occupations, and finally by matching the indiv idual with the occupation.
Careers are determined by an interaction between our personality and the env ironment in John
Holland's Theory of Career Choice. We want jobs with people like us.
John Holland's Theory of Career Choice maintains that in choosing a career, people prefer jobs
where they can be around others who are like them. They search for env ironments that will let
them use their skills and abilities, and express their attitudes and values, while taking on enjoyable
problems and roles. Behavior is determined by an interaction between personality and
env ironment.
Holland’s theory is centered on the notion that most people fit into one of six personality types:
Realistic, Investigative, Artistic, Social, Enterprising, Conventional.
Holland
Realistic
Likes to work with animals, tools, or machines; generally avoids social
activities like teaching, healing, and informing others;
Has good skills in working with tools, mechanical or electrical
drawings, machines, or plants and animals;
Values practical things you can see, touch, and use like plants and
animals, tools, equipment, or machines; and
Sees self as practical, mechanical, and realistic.
Holland
Investigative
Likes to study and solve math or science problems; generally avoids
leading, selling, or persuading people;
Is good at understanding and solving science and math problems;
Values science; and
Sees self as precise, scientific, and intellectual.
Holland
Artistic
Likes to do creative activities like art, drama, crafts, dance, music, or
creative writing; generally avoids highly ordered or repetitive
activities;
Has good artistic abilities -- in creative writing, drama, crafts, music,
or art;
Values the creative arts -- like drama, music, art, or the works of
creative writers; and
Sees self as expressive, original, and independent.
Holland
Social
Likes to do things to help people -- like, teaching, nursing, or giving
first aid, providing information; generally avoids using machines,
tools, or animals to achieve a goal;
Is good at teaching, counseling, nursing, or giving information;
Values helping people and solving social problems; and
Sees self as.
Career Guidance refers to services intended to assist people, of any age and at any point throughout their lives, to make educational, training, and occupational choices and to manage their careers. Career guidance helps people to reflect on their ambitions, interests, qualifications, and abilities.
Motivational theories and their applications to teaching and learning. Maslow's Hierarcy of needs, ARC's motivational theory, equity theory, expectancy theory, herzberg two factor theory.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
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Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
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In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
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- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
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2. Career Development & Counselling
Career Development
The sequence of career-related choices
and transitions made over the life span
Career Counselling
The process by which a professional
counsellor provides assistance to an
individual or small group of clients so
that they can make informed career
choices and transitions; such as
extensive assessment as well as the
provision of career information and a
focus on career decision making
3. The Career Planning Process
1.
Become aware of the need to make career
choices
2.
Learn about and/or re-evaluate self
3.
Identify occupational alternatives
4.
Obtain information about identified
alternatives
5.
Make tentative choices from among
available occupations
6.
Make educational choices
7.
Get a job
4. Career Development Theories
Career development theories differ in
perspective
They complement each other
Each theory is a set of assumptions, typically
based on research that explains human
behaviour or phenomena
There are profound strengths in the theories
but not without weaknesses and limitations
5. How Will Theory Help CDP
To identify what is important to the
clients and what to consider when
making a career decision
To predict future events, such as
satisfaction/dissatisfaction in a
specific kind of work that career
planners should be thinking about at
a later life stage
Theories provide guidelines, tools,
and techniques for practice
6. Limitations of Career Choice and
Development Theories
Each theorist views career choice and development from a
different perspective and focuses on specific selected aspects
No one theorist presents a comprehensive picture, but rather leaves
it to us, the practitioner to find ways to pull together the various
pieces of the puzzle
Much of the research in the past has been conducted with white
makes from the middle class, so the minority groups and people with
ethnic differences of all types have been underrepresented
Career development theory and practice are based on the culture
of a specific country, thus be thoughtful about how well they can
be “translated” to other countries and cultures without further
research
7. Maslow’s Hierarchy of Needs
Abraham Maslow developed
the Hierarchy of Needs in the
1940s
Self-Actualization Needs
Esteem Needs
According to this model
Each of us is motivated by needs
Love & Belonging Needs
We must satisfied each need in
turn starting with survival itself
When the lower order needs of
physical and emotional wellbeing are satisfied, we can then
be concerned with the higher
order needs that are related to
personal development
Safety & Security Needs
Physiological
1.
2.
3.
4.
5.
Physiological needs: basic life needs including air, food, drink, shelter
Safety and security needs: protection, security, order, law, limits, and stability
Love and belonging needs: family, relationship, work groups, and affection
Esteem needs: achievement, status, responsibility, and reputation
Self-actualization needs: personal growth needs and fulfilment
8. Importance of Maslow’s Hierarchy
of Needs to the work of CDP
According to the Maslow’s Theory
Needs related to our work roles begin
at his third level – Love and Belonging
Level 3 refers to becoming part of the
work environment
Need to be sure that there are no
deficits in physiological and safety
needs before working with an individual
on their work-related need
At Level 4, we are achieving status at
work and have a reputation in our field
To be self-actualized,
it means an individual has a keen sense
of reality;
see problems in terms of challenges;
feels comfortable relying on his own
experiences and judgements;
is democratic, fair and nondiscriminating, accepting others,
comfortable with himself and creative;
and
seeks peak experiences that leave a
lasting impression
9. Trait-and-Factor Theory
-- Seeks to describe individual differences in personality types
Assumptions
Individuals have unique characteristics related to interests, abilities,
needs, values, and personality traits
Occupations and jobs have unique characteristics to work tasks, skills
required, demands and rewards
The unique characteristics of both individuals and occupation/jobs
can be measured
Workers and employers are most satisfied when there is a good
match between the characteristics of the worker and the
characteristics of the occupation/job
10. The Vocational Choice Theory of
John L. Holland
-- Contends that career interests, are an expression of
the individual’s personality
Basic Concepts of John L. Holland (1997)
People can be described as a combination
of two or more of six types:
Realistic, Investigative, Artistic, Social,
Enterprising, Conventional
Environments (jobs, websites, and schools)
can also be described as a combination of six
types
If a person can find such a compatible
environment, he or she is likely to be satisfied
and productive
12. Holland’s Theory
Differentiation – refers to the degree of certainty or definition of an
individual’s interest – is there a clear distinction between the individual’s likes
and dislikes
If all six are quite low or quite high, the profile is called “flat” or
“undifferentiated”
If some scores are high and some are low, the profile has “peaks and
valleys” and is called differentiated profile, it means that the person has
some areas of interest that are considerably higher than others
Flat profiles can mean that individuals don’t really know their interests
High flat profiles mean they could have many interests and might need to
work on narrowing down
A low flat profile could show minimal exposure to occupations and work
activities but could also show a weak self-concept or low self-esteem
Congruence – describes the degree of fit between an individual’s personality
type and work environment
13. Practical Applications of Holland’s
Theory
Using numerous instruments to get client’s Holland’s Code as a starting
point to clarify interests
Discuss about consistency, congruency and differentiation of the scores
and work environment
Locate occupations that relate to their code focusing on occupations
resembling all combinations of the code
Explore those occupational alternatives through
informational interviews
researching the occupations
volunteering
taking course and/or
job shadowing
14. Learning Theory of John Krumbolts
Basic Beliefs
Though both heredity and environment influence people’s behaviour,
counsellors can only shape environment conducive to learning
Two significant kind of learning
Instrumental learning – occurs when positive outcomes follow a given behavioiur
Associative learning – occurs when people observe outcomes that are
experienced by others and take these persons as role models
Positive reinforcement occurs when specific behaviours are rewarded
Negative reinforcement occurs when some aversive stimulus is
terminated
15. John Krumboltz - Career Counselling Process
Primary role of counsellors is to help clients learn to create more
satisfying lives for themselves
Research found that all found their current occupation as a result of
a series of unplanned events
Counsellor’s job - get the clients actively engaged in tasks that hep
them learn how to generate unplanned career opportunities
16. Happenstance – John Krumboltz
Happenstance – term refers to maintaining an exploratory attitude
while encountering unexpected events
“Indecision” is an unavoidable yet acceptable condition, but
should be labelled as “open-mindedness”
The pace of 21st century and the uncertainties in our lives make it
impossible to have a specific plan laid out in advance
CDP could take on the role of “encourager of exploration”
17. Application of John Krumboltz
Learning Theory
Action Steps
1.
Finding out client’s concerns
2.
Actively listening to their experiences, thoughts, and feelings
3.
Brainstorm some ideas about next possible actions that the clients could take
o
Building a resume, moving to another town, asking friends for advice
o
Taking a night school course, Creating a portfolio
4.
Ask to pick one task client would be willing to do and ask for a dateline
5.
Build on what client’s learned and repeat the process to determine the next
action step
6.
Provide continuous support for client’s active exploration
* Focus on learning process and how it affects vocational choice and change
18. Development Theory
Development Theory focuses on how careers unfold over the life span
Believes that the factors that contributed to growth and maturity are complex
and multifaceted
Assumptions
Life can be divided into a specific number of age-related stages. Each stage
has a list of specific tasks that should be accomplished during that stage
If the tasks of a given stage are accomplished, an individual is developmentally
on schedule or mature, and is, therefore more likely to accomplish the tasks of
the next life stage
If the tasks of a given stage are not accomplished during the appropriate time,
however, the individual is developmentally off schedule and may have
difficulty in the life stages that follow
19. Career Development Theory of
Donald E. Super
-- Focus on how careers unfold over the life span
Theory’s Propositions
People differ in their abilities, personalities, needs, values, interests, traits and self-concepts
People are qualified, by virtue of these characteristics, for a number of occupations
Each occupation requires a characteristics pattern of abilities and personality traits
Vocational preferences and competencies, the situations in which people live and work and
hence, their self-concepts change with time and experience
This process of change maybe summed up in a series of life stages characterized as a sequence
of growth, exploration, establishment, maintenance and decline. Multiple-trial careers involve
new growth, re-exploration, and re-establishment
The nature of the career pattern is determined by the individual’s parental socioeconomic level,
mental ability, education, skills, personality characteristics (needs, values, interests, traits and selfconcept), career maturity, and by the opportunities to which an individual is exposed
20. Three Aspects of Super’s Theory
Self-concept - a picture of
who we are and what we are
like
A blend of how we see
ourselves and how we
would like to be seen
How we think others view us
both subjective and
objective info
People use this
understanding of self when
they identify career goals
and plans
Individuals seek to live out
their vocational selfconcept through their
choice of work
Life Span – the length of
one’s career.
Stages:
1. Growth (0-15)
2. Exploration (15-25)
3. Establishment (25-45)
4. Maintenance (45-65)
5. Disengagement (65-)
Five Developmental Tasks
1. Crystallization
2. Specification
3. Implementation
4. Stabilization
5. Consolidation
Life Space - the breath of
one’s career
Career is defined as the
combination of life roles that
one plays at a given life
stage, depicted in Rainbow
Eight life roles
1.
Son or daughter
2.
Student
3.
Worker
4.
Spouse or partner
5.
Homemaker
6.
Parent
7.
Leisurite
8.
Citizen
22. The Formation of Self-Concept
Culture
It’s development is influenced by
The culture in which we live
The family in which we are born
The experience that we have
The events that befall us
Events
Family
experience
23. Self-Concept
We form pictures of ourselves in
many different areas of our lives
Sometimes these views are
realistic, clear, and well-defined
and other times they are
unrealistic, imprecise, and poorly
defined
These parts of the self-concept
related to work form the
vocational self-concept
Individuals seek to like out their
vocational self-concept through
their choice of work
Abilities
Interests
Values
Thoughts about Self-Concept
A person has a negative self-concept
might be more likely to make less-thansatisfying vocational choices
Work maybe boring and meaningless if
people are unable to view it as an
expression of their vocational selfconcept, i.e.
Their abilities – what they can do best
Their interests - what they like most to do
Their values – what they think is really
important to do
24. Constructivist Narrative Approach
People are more than the sum of their scored responses on
inventories and assessments
Important to consider the context in which individuals relate,
interact with, and find meaning
People cannot be separated from the environment
Client’s narrative of past experiences, current meanings, and future
actions is the story that reveals one’s self-knowledge (interests,
abilities, achievement, values, motivation etc.)
The individual comes to know self through a process of constructing
The goal is to engage the client in self-awareness and selfassessment to uncover the underlying values on which future
choices and decisions will be made
25. Transition Theory
Assumptions
Life is characterized by change and an ongoing series of transitions
Transitions can be viewed as events or non-events that cause
change in an individual’s roles, relationships, or routines
Transitions have varying degrees of impact on different individuals,
depending upon a number of factors
Success in life may be more closely related to the ability of
individuals to cope effectively with change and transition than to
life’s events in general
Transition theory focus on points in time when change is occurring, rather than on the total life span
As a CDP, one would examine the factors that determine how an individual will cope with a
transition , rather than on its outcomes
26. Transition Theory of Nancy
Schlossberg
Definition of Transition:
Events or non-events that result in a change of roles, daily routines, and or personal
relationships
Situation
Self
4S Model
Supports
Strategies
The severity of a transition can be measured and controlled by a careful analysis of the first three
(situation, self, supports) and it can be controlled through the development of the strategy
27. Situation
Support
How severe is the situation?
Availability of people, services, resources,
agencies to support
What is the timing of the situation?
Does the client has friends and relatives who can
help?
How much control he has?
Is there sufficient money or material resources to
carry the individual through the transition period?
What else is going on in the person’s life at the
same time?
Self
Strategies
What is the client’s general outlook on life?
What are some ways to see this situation in a
different and more positive light?
Where is the client’s center of control?
Are there some inner resources that could be
further developed?
Does the client possess skills such as being able to
manage stress, be assertive, and make
decisions?
Are there some additional support?
What are some alternatives?
What are the steps which need to be followed to
pursue?
What is the timeframe for accomplishing each of
these steps
28. The Integrated Life Planning Theory
of L. Sunny Hansen
Six Critical Tasks
1.
Finding work that needs doing and that provides economic selfsufficiency in changing global contexts
2.
Connecting family and work
3.
Valuing pluralism and diversity
4.
Managing personal transitions and organizational change
5.
Exploring spirituality, meaning, and life purpose
6.
Attending to our health
“Weaving our lives into a meaningful whole”
29. Cognitive Information Processing
Theory
Metacognitions
Domains of CIP
Self-understanding
Occupational knowledge
Metacognitions - how we cognitively process the
information – includes self-talk, self-awareness,
monitoring and control of thoughts
Decision Making Skills
Self-knowledge & Occupational
Knowledge
CIP is focusing on helping clients to better understand the way that they think and how these
thinking patterns influence their career decision making
CIP model challenges career practitioners to ask how they can help clients to acquire selfknowledge, occupational knowledge, career decision skills, and metacognitions (awareness of
their thinking process) in order to make effective career decisions
30. Cognitive Information Processing
Theory
Seven-Step Outline Intervention
1.
Conduct an initial interview introducing the clients and identifying
concerns and skill levels within each domain
2.
Make a preliminary assessment of the client’s career decisionmaking readiness
3.
Collaborate with the clients to identify the gaps in knowledge
4.
Identify goals that will close the gaps
5.
Develop an individual learning plan
6.
Have the client execute the learning plan
7.
Review client progress
31. Social Cognitive Career Theory
SCC Theory is based on the critical relationship among self-efficacy
beliefs, outcome expectations and personal goals in the career
decision-making process
Self-efficacy – means that people’s beliefs in their ability to
accomplish goals help to determine the actions they will take
It is one’s beliefs about one’s sense of self-efficacy that determines
whether one is willing and motivated to pursue a career or
educational path
Interventions by CDP are suggested when individuals have
inaccurate self-efficacy beliefs or expectations (low self-esteem)that
are perceived as insurmountable
Focus on overcoming obstacles and giving encouragement, and to
help clients find a career that matches their interests, values and skills
32. Strength-based Approach
Changes the focus from problem solving and deficits to
a focus on strengths and success
Emphasizes the power of the individual in terms of selfknowledge and self-determination
client-led approach, with focus on future outcomes
and the strengths that the people bring to a challenge
Empowerment results from being treated with respect
and having strengths acknowledged and enhanced
CDF to focus first on listening and identifying the
person’s strengths and resources, to understand clearly
their goals and aspirations for the future, and then
support them in addressing any barriers or blockages as
they move forward their goals
33. Value-based Career Decision
Making – Brown’s Approach
Learning about one’s values is critically important to one’s feeling of
satisfaction on the job
Believes that values guide decision making, provide standards by
which judge our actions and those of others, and help us to
determine how our needs are met
Values are solidified in the early adult years and tend to remain
stable over time; however, age, experience and traumatic life
events can modify them
Good decision making will be difficult or impossible if one is not yet
able to identify one’s values