Theories of Career Development and Career Choice

Question 1

Theories of Career Development and Career Choice

Answer 1

1. Super
   
   1. Self-Concept
   2. Life Span….career maturity
   3. Life Space…..life career rainbow
2. Holland….RIASEC
3. Roe
4. Tiedeman and O’Hara….career decision-making model.
5. Krumboltz
6. Brousseau and Driver
7. Dawis and Lofquist

Question 2

SUPER

Answer 2

1. Dr. Super’s life-space, life-span theory of career development that integrates the following:
   
   1. Self-Concept: product of inherited aptitudes, physical makeup, and social learning experiences and is defined as a picture of the self in some role, situation, or position, performing some set of functions or in some web of relationships.
      
      1. changes over one’s life-span, but is more stable over time.
      2. Job satisfaction, stability and succcess depend on the extent the job matches the individual’s self-concept.
   2. Life-Span: 5 stages: growth (0-14), exploration (14-25), establishment (25-45), maintenance (45-65) and disengagement (65 and over).
      
      1. each stage has a different set of developmental tasks.
      2. Career Maturity: describes a person’s ability to cope with the devepmental tasks of his stage.
      3. Factors of Career Maturity: awareness to plan ahead, decision-making skills, knowledge, occupation familiarity.
      4. Assessed by Career Develpment Inventory
   3. Life Space: various social roles an individual adopts at different points during lifetime.
      
      1. Life-Career Rainbow: relates a person’s major roles to the five life stages and is helps career counselee recognize the impact of current and future roles and stages on career planning.

Question 3

HOLLAND

Answer 3

1. Dr. Holland emphasizes the importance of matching an individual’s personality to the characteristics of the work environment:
   
   1. person will be more satisfied, stay on job longer, and is more productive when there is a good personality-environment fit.
2. 6 basic personality/work-environment types:
   
   1. RIASEC: realistic, investigative, artistic, social, enterprising, and conventional.
   2. personality/work-environment match is most accurate as a predictor of job-related outcomes when the individual exhibits a high degree of Differentiation!
      
      1. has clear interests: high score on one of the 6 types and low scores on all others.

Question 4

ROE

Answer 4

ROE

1. influenced by Maslow’s linking a person’s occupational choice to their basic needs and personality
2. needs and personality are the result of a combination of genetic factors, and early childhood experiences, especially parent-child relationships.
   
   1. Three types of parent-child relationship:
      
      1. emotional concentration (over-
      2. avoidance (under-
      3. acceptance (loving and casual)
   2. the nature of a person’s early relationship with parent produces a basic orientation of either ‘toward other people’ or ‘not toward other people’.
3. Catagorized occupations in terms of 8 basic fields: Service, Business,Organization, Technology, Outdoor, Science, General Cultural, Arts/Entertainment.
   
   1. 6 levels of complexity: unskilled to professional to managerial.
   2. Individual’s who are person oriented seek careers that involve contact with others (business or sevice) and those that don’t want jobs with minimal contact with others (science/tech).
   3. people’s strongest needs are a determinant of their preferred level of job complexity.

Question 5

TIEDEMAN & O’Hara

Answer 5

Tiedeman & O’Hara

1. Career Decision-Making Model: vocational identity development as an ongoing process that is tied to ego identity development (Erickson’s psychosocial stages) and involves the repetitive processes of differentiation and integration.
   
   1. Anticipation phase: exploration, crystallization, choice, and specification.
      
      1. Explore different career possibilites and eventually makes a career choice.
   2. Implementation/Adjustment phase: induction, reformation, integration.
      
      1. Enters work situation and eventually becomes an established member of the workforce and achieves a balance between damands of work and personal needs.
   3. Stages can occur simultaneously and movement may be reversible!
   4. counselors should focus on helping people become consciously aware of the factors that contribute to the decisions they make at each stage so they can make choices that are based on full knowledge of themselves and relevant external factors.

Question 6

KRUMBOLTZ

Answer 6

Krumboltz

1. Social Learning Theory: career decision making based on reinforcement theory and the work of BANDURA:
   
   1. maximum career develpment requires each person to be exposed to the widest array of learning experiences, regardless of race, gender or ethnic origin.
2. person’s career decisions are influenced by 4 factors:
   
   1. genectic endowment & special abilities (arty/sporty)
   2. environmental conditions and events (job opportunities, technology, community needs)
   3. learning experiences that include both instrumental learning (rewards and punishment) and associative learning (classical conditioning).
   4. Task approach skills: work habits, cognitive processes, emotional responses that are the result of the interaction of the other 3 factors.
3. Career Counseling Goal: facilitating the learning of skills, beliefs, interests, values, work habits, and personal qualitites that enable each client to create a satisfying life w/in a constantly changing work environment.
   
   1. DOES NOT focus on matching the person’s characteristics to job characteristics BUT, instead on promoting continual learning and self-develpment, which allows the person to adapt to changes in work requirements.
      
      1. Career Belief Inventory: is used to identify irrational, illogical beliers that affect an individual’s career related decisions.

Question 7

BROUSSEAU & Driver

Answer 7

Brousseau & Driver

1. decision dynamics career model emphasizes a person’s career concept:
   
   1. how the person envisions their ideal career path.
   2. four career concepts that vary in terms of 3 dimensions: frequency of job change, direction of change, and type of change in job content:
      
      1. linear career concept: views his career involving a progressive upward movement in terms of authority and responsibility.
      2. expert career concept: lifelong commitment to an occupational specialty and developement of his skills w/in that specialty.
      3. spiral career concept: envisions periodic moves across occupational specialities or disciplines.
      4. transitory career concept: considers the ideal career as involving frequent job changes and jobs in unrelated fields.
   3. first thought the linear and expert was best, but later said spiral and transitory may be good too!
      
      1. To be effective, organizations must adopt a pluralistic career culture that supports the various career concepts of their employees.

Question 8

DAWIS & Lofquist

Answer 8

Dawis & Lofquist

1. Theory of Work Adjustment (TWA):
   
   1. satisfaction, tenure, and other job outcomes are the result of the correspondence between the worker and work environment on two dimensions:
      
      1. satisfaction and satisfactoriness.
   2. Satisfaction: depends on the degree to which the characteristics of the job correspond to his needs and values.
   3. Satisfactoriness: the extent to which the worker’s skills correspond to the skill demands of the job.
   4. Interaction between a worker and job that over time the job affects the characteristics of the worker and the worker affects the demands of the job. Reciprocal influence.
   5. Work Values Assessment is based on the TWA helps people ID occupations that fit their needs adn values.
      
      1. Work Values: achievement, independence, recognition, relationships, support, and working conditions.