Career Choice & Development Theories Flashcards
Theories of Career Choice & Development
this career development theory views career choice as a life-long process and predicts that a job that fits a person’s self-concept leads to greater job satisfaction & successd
Super’s life-span, life-space theory
Theories of Career Choice & Development
according to Super, this central concept referring to how people perceive themselves and their situation develops over the lifespan, is the result of interactions between internal (personal) factors & external (situational) factors, is influenced by a person’s career development process, and is the major determinant of a person’s career decisions
self-concept
Theories of Career Choice & Development
list the 5 stages of Super’s life-span, lif-space theory & associated age ranges
1) growth (birth to 14)
2) exploration (15 to 24)
3) establishment (25 to 44)
4) maintenance (45 to 64)
5) disengagement (65+)
Career Choice & Development
according to Super’s theory, this term for adults refers to a person’s ability to successfully complete the tasks of their stage
career adaptability
Theories of Career Choice & Development
this refers to the various roles a person assumes at different times and in different contexts (e.g., child, student, worker, parent) according to Super’s career development theory
life-space
in Super’s career development theory, this is used to assist with career counseling and depicts the relationship between a person’s life stages and major life roles over their lifespan
life-career rainbow
Theories of Career Choice & Development
this theory of career choice distinguishes between 6 personality & work enviornment types: realistic, investigative, artistic, social, enterprising, & conventional (“RIASEC”)
Holland’s theory
Theories of Career Choice & Development
a concept Holland proposed referring to the idea that people are most productive & satisfied at work when there’s a high degree of congruence between a person’s personality & the characteristics of the work environment.
goodness-of-fit
Theories of Career Choice & Development
Holland proposed that a personality/work environment match is most predictive of job outcomes when the person’s score profile on the Self-Directed Search indicates a degree of…
differentiation
* or when a person obtains a high score on one personality type & low scores on the other 5 types
Theories of Career Choice & Development
according to Holland, this is the clear & stable picture of one’s goals, interests, & talents
vocational identity
Theories of Career Choice & Development
Holland argued that people with ____ ____ (versus diffuse) vocational identities feel more confident about making career decisions
well-formed
Theories of Career Choice & Development
according to Holland, congruence between a person’s personality type and the nature of the work leads to what?
job satisfaction, persistence, & productivity
especially for people whose scores on his Self-Directed Search indicate a high degree of differentiation (i.e., high score on ONE type & low scores on all other types)
Holland’s theory of career choice depicts the 6 personality & work environment types in a hexagon with types closes to each other being most similar and those farthest from each other being most dissimilar. According to his hexagon, someone who scores high on the social type is likely to be most similar to what other type(s)? Most dissimilar to what other type(s)?
enterprising & artistic; realistic
Theories of Career Choice & Development
according to Holland’s theory of career choice, a person who scores high on the social scale is likely to be most satisfied and productive if her job involves which of the following:
A) working with data
B) helping or training people
C) hands-on work with tangible objects
D) working with ideas and problem-solving
B) helping or training people
match the 5 descrptions with the correct personality & work environment type: Realistic, Investigative, Artistic, Social, Enterprising, or Conventional
A) The “Helpers”
B) The “Do-ers”
C) The “Organizers”
D) The “Thinkers”
E) The “Creators”
F) The “Persuadors”
Holland’s theory of career choice
A) Social
B) Realistic
C) Conventional
D) Investigative
E) Artistic
F) Enterprising
people who obtained the highest score on this scale of Holland’s Self-Directed Search prefer jobs that involve hands-on work with objects, machines, tools, plants, or animals, or working outdoors (e.g., electrician, surveyor, veterinary assistant)
Realistic
people who obtained the highest score on this scale of Holland’s Self-Directed Search prefer jobs that involve observing, learning, analyzing, & solving problems (e.g., biologist, mathematiciain, computer programmer)
Investigative
people who obtained the highest score on this scale of Holland’s Self-Directed Search prefer jobs that involve unstructured work using creative abilities and intuition (e.g., graphic designer, photographer, cosmotologist)
Artistic
people who obtained the highest score on this scale of Holland’s Self-Directed Search prefer jobs that involve informing, inspiring, helping, training, & curing people (e.g., childcare worker, mental health counselor, tour-guide)
Social
people who obtained the highest score on this scale of Holland’s Self-Directed Search prefer jobs that involve influencing, persudaing, leading, or managing people to achieve organizational goals or economic gains (e.g., entrepreneur, personnel recruiter, lawyer, marketing manager)
Enterprising
people who obtained the highest score on this scale of Holland’s Self-Directed Search prefer jobs that involve explicit, systematic manipulation of data, attention to detail, and orderly routines (e.g., accountant, statistician, librarian)
Conventional
Theories of Career Choice & Development
this career development theory proposes that congruence between certain characteristics of an employee and the employee’s work environment predict the person’s job tenure, which they identify as the primary indicator of work adjustment
Dawis & Lofquist’s theory of work adjustment
Theories of Career Choice & Development
according to Dawis & Lofquist’s theory of work adjustment, this term associated with tenure refers to the employee’s satisfaction with the job, which depends on the correspondence between the employee’s needs & the reinforcers (or rewards) provided by the job and determines whether an employee decides to stay on the job
satisfaction
Theories of Career Choice & Development
according to Dawis & Lofquist’s theory of work adjustment, this term refers to the employer’s satisfaction with the employee, which is affected by how well the employee’s skills match the skill requirements of the job and determines whether the employee retains or fires the employee
satisfactoriness
Theories of Career Choice & Development
this career decision-making model views vocational identity development as on on-going decision-making process that’s linked to Eriksons psychosocial stages of ego identitfy development & distinguishes between 2 phases of career decision-making: initial anticipation phase & implementation phase
Tiedeman’s career decision-making model
Theories of Career Choice & Development
this phase of Tiedeman’s career decision-making model includes the exploration, crystallization, choice, & clarification stages during which the person becomes familiar with different jobs, makes a tentative job choice, and prepares to implement that choice
anticipation phase
Theories of Career Choice & Development
this phase of Tiedeman’s career decision-making model includes the induction, reformation, and integration stages during which the person begins their chosen job, becomes proficient at it, and achieves a balance between their needs & the organization’s demands
implementation phase
Theories of Career Choice & Development
according to Tiedeman et al. (1990), career decision-making is not always a linear process; instead, stages may be…
repeated, skipped, or occur in a different order
Theories of Career Choice & Development
this career development theory combines elements of classical behaviorism, Bandura’s social learning theory, and Ellis’ & Beck’s cognitive behavior therapies and identifies 4 factors that contribute to career decisions:
1) genetic endowment & special abilities (may enable or limit a person’s career choices)
2) environmental conditions & events (may be beyond the person’s control)
3) instrumental & associative learning experiences
4) task approach skills (e.g., performance standards, problem-solving skills, work habits that result from interactions among the other 3 factors)
Krumboltz’s social learning theory of career decision-making
Theories of Career Choice & Development
Krumboltz’s theory also proposes that interactions among the 4 factos contribute to these 2 types of generalizations that guide a person’s career decisions & behaviors
self-observational & worldview generalizations
Theories of Career Choice & Development
according to Krumboltz, this type of generalization refers to beliefs that people have about their own attitudes, values, interests, & skills
self-observation generalizations
Theories of Career Choice & Development
according to Krumboltz, this type of generalization refers to beliefs that people have about the world and are used to predict future events
worldview generalizations
Theories of Career Choice & Development
Krumboltz argued that to promote their own career development, individuals must have opportunities to what?
be exposed to the widest array of learning experiences
Theories of Career Choice & Development
which career choice & development theory proposes that people are most likely to choose a particular occupation when they have a history of succeeding at tasks they believe are relevant to that occupation, have observed an important person being reinforced for performing tasks similar to those that are relevant to the occupation, and have developed positive associations with the occupation through direct or indirect messages
Krumboltz’s social learning theory of career decision-making
Theories of Career Choice & Development
which career development theory contends that optimal career decision-making requires that individuals have opportunities to be exposed to a variety of career-related experiences regardless of their race, ethnicity, or gender
Krumboltz’s social learning theory of career decision-making
Theories of Career Choice & Development
A person who received the highest score on the realistic scale on Holland’s Self-Directed Search will most likely be satisfied with her job if she’s working as a:
A. geographer, biologist, or historian.
B. forester, laboratory technician, or furniture finisher.
C. financial analyst, insurance underwriter, or police dispatcher.
D. personnel recruiter, lawyer, or sales manager.
B. forester, laboratory technician, or furniture finisher.
Theories of Career Choice & Development
The importance of correspondence between certain characteristics of a person and his or her work environment for work-related outcomes is least emphasized by which of the following theorists?
A. Super
B. Dawis and Lofquist
C. Holland
D. Krumboltz
D. Krumboltz
Career Choice & Development
list the 4 factors contributing to career choice & development becoming increasingly important in organizations
1) increasing globaliztion & competition
2) changes in workforce demographics
3) rapid changes in technology
4) shifts in the typical career path from traditional linear path to multidirectional path
Career Choice & Development
list the 3 theories that incorporate some form of self-identity
1) Super
2) Holland
3) Krumboltz
Career Choice & Development
list the 2 theories that incorporate person-environment congruence
1) Holland
2) Dawis & Lofquist
Theories of Career Choice & Development
this career model distinguishes between 4 career concepts that differ in terms of key motives, direction of career movement, & frequency of career change and include linear career concept, expert career concept, spiral career concept, and transitory career concept
Driver & Brousseau’s Career Concept Model
Theories of Career Choice & Development
according to Driver & Brousseau’s Caree Concept Model, people with this concept are motivated primarily by a desire for power & achievement and view careers as involving upward movement with infrequent career changes
linear
Theories of Career Choice & Development
according to Driver & Brousseau’s Caree Concept Model, people with this concept are are motivated by a desire to have job security & develop expertise and view careers as involving a lifelong commitment, with the mastery of skills being more important than upward advancement
expert
Theories of Career Choice & Development
according to Driver & Brousseau’s Caree Concept Model, people with this concept are motivated by a need for personal growth & opportunities to be creative and view careers as involving lateral movements across similar occupations that occur every 5 to 10 years
spiral
Theories of Career Choice & Development
according to Driver & Brousseau’s Caree Concept Model, people with this concept are motivated by a desire for variety & independence and view careers as involving lateral movements across different occupations that occur every 2 to 4 years
transitory
Theories of Career Choice & Development
according to Driver & Brousseau, situations favorable to traditional linear & expert concepts are being replaced by situations more consistent with what 2 career concepts?
spiral & transitory
Theories of Career Choice & Development
Driver & Brousseau recommend that organizations adopt what approach, which provides opportunities for diverse career experience… and allows organizations to meet changing business conditions more effectively
pluralistic approach
Tiedeman’s career decision-making model links vocational identity development to:
A. cognitive maturation.
B. ego identity development.
C. career maturity.
D. life roles.
ego identity development
Tiedeman’s career decision-making model views vocational identity development as an ongoing decision-making process that’s linked to Erikson’s stages of ego identity development.
