Career Theory Flashcards
Career Theory: Super’s Theory of Career Development Background
Super states that in making a vocational choice individuals are expressing their self-concept, or understanding of self, which evolves over time. People seek career satisfaction through work roles in which they can express themselves and further implement and develop their self-concept. One of Donald Super’s greatest contributions to career development has been his emphasis on the importance of the development of self-concept. According to Super, self-concept changes over time, and develops through experience. As such, career development is lifelong.
Career Theory: Super’s Theory of Career Development 5 Stages
- Growth (birth-midteens)
- Major developmental tasks are converted into a self-concept. Play becomes work
- Exploration (mid-teens through early twenties)
- Major tasks are developed into vocational preferences
- Establishment (mid-twenties through forties)
- Securing niche tasks and advancing within field
- Maintenance (forties though early sixties)
- Task is to preserve current gains, little advancement beyond this point, continues work and behavior patterns.
- Disengagement or decline (late 60’s throughout retirement)
- Tasks slow down, beginning of disengagement of career
Career Theory: Super’s Theory of Career Development Developmental Tasks
- Crystallization: forming a general vocational goal
- Specification: move from tentative to specific preference
- Implementation: complete training, enter employment
- Stabilization: confirm choice through work experience
- Consolidation: advance through career
Career Theory: Super’s Theory of Career Development Limitations
Theory was developed for White people and doesn’t take into account how other cultures may develop, or be forced to develop, outside of Super’s boundaries.
Career Theory: John Holland’s Theory of Career Choice (RIASEC) Background
John Holland’s Theory of Career Choice (RIASEC) maintains that in choosing a career, people prefer jobs where they can be around others who are like them. They search for environments that will let them use their skills and abilities and express their attitudes and values while taking on enjoyable problems and roles. Behaviour is determined by an interaction between personality and environment. Holland asserts that people of the same personality type working together in a job create an environment that fits and rewards their type.
Holland’s theory is centered on the notion that most people fit into one of six personality types (RIASEC).
Career Theory: John Holland’s Theory of Career Choice (RIASEC) 6 Types
- Realist: works with hands, machines, tools, active, practical, adventurous (practical, masculine, stable
- Investigative: thought, analytical approaches, explore, knowledge, ideas, not social (scholarly, intellectual, critical)
- Artistic: literary, musical, artistic activities, emotional, creative, open (expressive, creative, spontaneous)
- Social: train, inform, educate, help, supportive, avoid technical skills, empathetic (cooperative, friendly, humanistic)
- Enterprising: verbally skilled, persuasive, direct, leader, dominant (ambitious, adventurous, energetic)
- Conventional: rules and routines, provides order or direct structure, great self-control, respects power and status, punctual and orderly (stable efficient, dependable, controlled)
Career Theory: John Holland’s Theory of Career Choice (RIASEC) Common Themes
- Occupation choice is an expression of personality and not random
- Members of an occupational group have similar personalities
- People in each group will respond to situations similarly
- Occupational achievement, stability and satisfaction depends on congruence between one’s personality and job environment
Career Theory: John Holland’s Theory of Career Choice (RIASEC) Terms
- Differentiation: the amount of spread between one’s first and second code letters; denotes how clear their type is
- Incongruence: lack of fit between one’s type and work environment.
- Consistency: closeness on the hexagon of one’s 1st and 2nd choices. The higher one’s consistency, the more integrated one’s characteristics (values, interests, traits) and the greater one’s vocational maturity, persistence and achievement.
Career Theory: John Holland’s Theory of Career Choice (RIASEC) Limitations
- There is no insight as to how type is developed or how to work with specific types.
- The prevalence of females to score in three personality types (artistic, social and conventional). According to Holland this is because society channels women into female-dominated occupations.
Design a Career Center
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