Duane Brown's values-based holistic approach to career development emphasizes the influence of individual values on career choices, integrating cultural, life, and work values. The approach differentiates between expressed and implied work values, highlighting the importance of aligning career decisions with an individual's true beliefs to achieve satisfaction and happiness. Additionally, it identifies intra-role and inter-role conflicts as potential barriers to fulfilling one's essential values in various life roles.

1. Values-Based Holistic Approach To
Career Development
PROPONENT:Duane Brown

2. DUANE BROWN
 Professor Emiritus of education at University of north Carolina at Chapell Hill

3. Brown's value-based theory
examines an individual’s values
and how they influence their
career choice decisions. Despite
the fact that it focuses on
values, it is a holistic approach
that covers an individual's
environment and their culture
(Oxbridge.n.d.)

4. TENENTS
 Values, Rather than interests, play an
important role in the career decision-making
process because they present the direction
to a desired end state and have a central
role in setting goals or expected outcomes.

5. Brown's Values-Based Holistic Approach
assumes 3 Types of Values
 1.Cultural Values
 The Cultural values are the elements or convictions
common to a group of people. These determine the way of
being and guide the behavior and decisions of individuals
within the same group.

6.  2. Life Values-
 are those that, once you identify them, help you with
decision-making and provide the building blocks for your
character — specifically the one you want to have.

7. 3. Work Values
work values are the subset of your beliefs and ideas that
are related to your occupation or job. These core principles
are an important part of who you are. They include things like
honesty, service, self-respect, respect for others, peace, and
success.
 Work values can be subdivided to:
 1.1. Expressed work values which are influenced by other
people's value systems and may not truly represent
his/her true values
 2.2. Implied (or hidden) work values representing
authentic self-knowledge and can be brought out through
an insightful dialogue involving self-reflection

8.  Career-life choices are often based on expressed work values,
which results in lack of focus, dissatisfaction, unhappiness and
even depression because they rarely resemble an individual's
implied work values.
 Implied work values are stable, solid beliefs that persist, even
if priorities shift throughout life and require adjustments
between work and life roles from time to time. They may be a
truer and more accurate criterion for making self-actualizing
career and life choices.
 True values, when fully expressed, are capable of leading a
person toward focus, purpose, satisfaction, and happiness.
 Values have cognitive, affective and behavioral components

9. Behavior is a goal-directed action.
Each person develops a relatively small
number of values that are prioritized in a
value system.
A value is crystallized once it has a label
that is meaningful to the individual.

10. Once values are crystallized and
prioritized, the client can go on
directly to career choice making.
 When there is a value system
match between the worker and the
occupation, there is congruence.

11.  Life satisfaction is dependent upon fulfilling an array of life
roles that satisfy all essential values.
 The prominence of a role is related to the degree to which it
is expected to be a source of satisfaction of essential
values.

12. Two Work Conflicts
 1.Intra-role conflict
 2. Inter-role Conflict

13.  In a situation where none of the options available will satisfy the values of the
decision maker, the option that conflicts least with strongly held, highly
prioritized values will be selected.
 Values are the dominant factor in the decision making process but self-
efficacy and interests will also have an impact on decision-making.

14.  Success in any life role depends upon a combination of
factors related cognitive, affective, and physical skills
and aptitudes that will enable one to adapt to inevitable
role changes and motivation.
 Initial career selection, career change, dismissal,
retirement, adjustments within the career role, and/or
quitting a job.

15.  A client with an already established role other than work,
must be helped to assess the impact of the career
decision-making on the established roles.