Career Flashcards
E. G. Williamson based this theory on his knowledge of Frank Parsons, the father of guidance. Relies on tests and assessments to match traits, aptitude, and interests with a given occupation. This theory assumes that via psychological testing one’s personality could be matched to an occupation which stresses those particular personality traits. Attempts to match the worker and the work environment (job factors). The approach thus makes
the assumption that there is one best or single career for the person.
Trait-and-Factor Matching Theory
This theory is visually depicted with a hexagon that includes six personality types/work environments: realistic (machine shop worker or dog walker),
investigative (researcher or chemist), artistic (singer or book author), social (teacher or counselor!), enterprising (sales personnel or business owner), and conventional (secretary or file clerk). RIASEC, if you will. Congruence between the person and the job is emphasized. Person is categorized using three digit codes such as SEC.
John Holland’s Personality/Work environment Career Typology
Also referred to as a life span, life-space model. Self-concept, as well as career/vocational maturity, influences one’s career throughout the life span. His life rainbow helps clients conceptualize their roles as a child, student, leisurite, citizen, worker, spouse, homemaker, parent, and pensioner.
Donald Super’s Self-Concept and Developmental Stage Theory
- Vocational choice is related to personality development at
a young age. For instance, is the client person oriented (teaching) or nonperson-oriented (computer programming)? - Was influenced by Freudian psychoanalytic doctrines (the importance of the parent–child
relationship) as well as Maslow. - emphasized that early child-rearing practices influence later career choices since a job is a major source of gratification for an unconscious need
- The Vocational Interest Inventory (VII) and the Career Occupational Preference System make use of
this theory’s fields and levels taxonomy.
Anne Roe’s Early Childhood Needs-Theory Approach, aka Person-Environment Theory
This theory states that four factors can be used to simplify the career development process:
(1) genetic endowment and unique
abilities
(2) environmental conditions and life events
(3) learning experiences (either Pavlovian, social learning theory, or Skinnerian)
(4) task approach skills (problem solving, cognitive responses, and
emotional patterns)
a behavioristic model
John Krumboltz’s Social Learning Theory, aka Learning Theory of Career Counseling (LTCC)
- The first developmental approach to occupational choice. Delineates stages and vocational choice as a process that can change throughout the lifespan. Created by an economist, a psychiatrist, a sociologist, and a psychologist.
The developmental stages are:
- ages 11 and under—fantasy
- early adolescence, ages 11 to 17—tentative
- age 17 into early adulthood—realistic.
Ginzberg, Ginsburg, Axelrad, and Herma’s Developmental Approach
His work is heavily rooted in narrative therapy in which the client’s life is viewed as a story he or she has constructed, and intervention focuses on recurring themes to re-author the
story.
Mark Savickas’ Career Construction Postmodern Theory
Focuses on how one’s belief system impacts career choice.
Social Cognitive Counseling Theory
- This is a developmental approach taking one’s childhood into account.
- Social space refers to the zone or territory of jobs where he or she fits into society.
- Phase one (circumscription): rule out certain jobs not acceptable for gender,
stereotypes, and social class - Phase two (compromise): change mind, major etc. if career path is not truly realistic
Linda Gottfredson’s Theory of Circumscription and Compromise
- Career anchors manifest approximately 5 or 10 years after a
person begins work and guide future career choices. - Career anchors are based on the self-concept, abilities, and what the person is good at.
- The goal is to find an anchor that encompasses your career values, motives, and competence.
- Originally, this theory identified five anchors, but now eight are
used:
(1) autonomy/independence
(2) security/stability
(3) technical/functional competence
(4) general managerial competence
(5) entrepreneurial creativity
(6) service/dedication to a cause
(7) pure challenge
(8) lifestyle
Edgar Schein’s Eight Career Anchors Theory
This theory suggests that an employee’s performance is
influenced by valence (will the work provide rewards such as money, a promotion, or satisfaction?);
expectancy (what does the person feel he or she is capable of doing?); and instrumentality (will the
manager actually give the employee the promised reward such as a raise?).
Victor Vroom’s Motivation and Management Expectancy Theory
What’s the difference between career counseling and vocational guidance?
Vocational guidance is seen as a developmental and educational process
within a school system while career counseling is viewed as a therapeutic service for adults performed
outside an educational setting.
How do you determine if a test or selection process has an adverse impact?
See if it meets the 80% Four-Fifths Rule, which is the hiring rate for minorities divided by the hiring rate for non-minorities. If the quotient is less than 4/5 (80%), an adverse impact is evident.
the chief spokesperson for the so-called Minnesota Viewpoint, which expanded upon Parsons’s model to create a theory of counseling which transcended vocational issues
Edmund Griffith Williamson
The trait-and-factor career counseling approach is associated with _________.
Parsons, Williamson, & Patterson
