Career Development

Question 1

Actuarial v Developmental

Answer 1

Actuarial: theorists from this perspective focused on some “structure” of the individual such as needs, traits, interests and designed theory of how career development occurs from that basis. Ex. Trait-factor and needs-based theories

Developmental: theorists from this perspective viewed career development as occurring over time, through stages

Question 2

Donald Super
1. Early conceptions growth stages
2. 5 vocational development tasks
3. 9 major roles
4. 4 theatres

Answer 2

• theory is life-span
• believed self-concept was implemented in choice of career (career adaptability)
• life-career rainbow
• Archway Model:
• Career Pattern Study (studied vocational behavior of 9th graders into their 30s)

Early conceptions (‘50s 60s)
- created vocational development stages:
1. Growth (b-14y): development of interests and self-concept
2. Exploratory (15-24y): tentative choices made
3. Establishment (25-44): trial (in work) and stabilize
4. Maintenance (45-64): continual adjustment process
5. Decline (65+ / later renamed “disengagement”): pre retirement

5 vocational development tasks
1. Crystallization (14-18y): formulating general vocational goal thru awareness
2. Specification (18-21): moving from tentative to specific vocational choice
3. Implementation (21-24): completing training and entering employment
4. Stabilization (24-35): confirming preferred choice by performing job
5. Consolidation (35+): becoming established in career, advancing

9 major roles:
Child, student, citizen
Spouse, homemaker, parent
Worker, leisurite, pensioner

4 theaters:
Home, community, school, workplace

Question 3

John Holland
RIASEC

Answer 3

• career choice is expression of personality
• every person has all six types at different levels
• developed Vocational Preference Inventory and Self-directed Search

6 modal personality types
1. Realistic: physical skills, poor interpersonal skills Ex. Mechanic
2. Investigative: intellectual, poor social skills Ex. Chemist, programmer
3. Artistic: imaginative, dislikes systematic/order Ex. Artist, editor
4. Social: working with others Ex. Teacher, counselor
5. Enterprising: extroverted, prefers leadership Ex. Manager, sales
6. Conventional: practical, structured Ex. Accountant, file clerk

In RIASEC hexagon:
- consistency: adjacent pairs of types of more psychologically alike than non
- differentiation: profile can have highs and lows (differentiated) or can be flat (undifferentiated)
- congruence: individual type and environment type are same
- vocational identity: high identity ppl are ones who have clear picture of their interests and goals

Question 4

Linda Gottfredson
4 stages

Answer 4

• theory called “Circumscription (narrow down occupations) and Compromise (opt out of unavailable occupations):” focus on vocational development processes experienced by children
• focus on the vocational self-concept

Individuals development progresses through these four stages:
1. Orientation to size and power (3-5y): children are concrete thinkers; can name vocations they would like to do
2. Orientation to sex roles (6-8y): learn that vocations are sex-typed
3. Orientation to social valuation (9-13y): greater awareness of values held by peers, family; occupations vary greatly in social value - desirability
4. Orientation to internal unique self (14+): internal factors such as values, aspirations and interests are critical, occupation selection

Young children (6-8y) tend to choose occupations that fit their gender

Preadolescents tend to choose jobs which have social values consistent with their perceived social class

Teenagers tend to include self-awareness of personal characteristics

Individuals develop a cognitive map of occupations based on sex-type and a list (zone) of acceptable alternatives in line with one’s self-concept

Question 5

John Krumboltz

Answer 5

• learning theory of career counseling
• based on Bandura’s social learning theory
• reinforcement theory, cognitive information processing and classical behaviorism are important concepts
• learning experiences over the lifetime influence career choice
• created Career Beliefs Inventory to identify clients mental barriers that prevent them from taking action
• unplanned events will influence development planned happenstance

Career development involve:
1. Genetic endowments and abilities
2. Environmental conditions and events
3. Instrumental and associative learning experiences: learning thru consequences, reactions to others. Reinforcement is important
4. Task approach skills (problem solving skills)

Question 6

Ann Roe (needs approach)

Answer 6

• believed parental influences and childhood experiences were major determiners of occupational selection

Developed Field-by-Level Classification of Occupations:
Six levels:
1 (highest) professional and managerial
2 (regular) professional and managerial
3 semi-professional and managerial
4 skilled
5 semi-skilled
6 unskilled

Eight fields:
Service
Business contract
Managerial
General cultural
Arts and entertainment
Technology
Outdoor
Science

Question 7

Tiedeman and Miller-Tiedeman’s Decision-making model

Answer 7

• belief that career development occurred as part of cognitive development as one resolved ego-relevant crises
• stressed importance of the individual
• paralleled Erickson’s 8 stages
• believed career decision making is a continuous process consisting of either 1. Anticipation or preoccupation (exploration, crystallization, choice, clarification) and 2. Implementation or adjustment (induction, reformation, integration)