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Career Counseling
PowerPoint produced by Melinda Haley, M.S., New Mexico State University.
“This multimedia product and its contents are protected under copyright law. The following are prohibited by law: any public performance or display, including transmission of an image over a network; preparation of any derivative work, including the extraction, in whole or part, of any images; any rental, lease, or lending of the program.”
“Copyright © Allyn & Bacon 2004”
Career Behavior: Theory
Frank Parsons
• Is generally considered the “father of guidance.”
• His tripartite model is considered to be the forerunner of modern theories of career development.
• His model suggests a person should, (1) understand one’s self, (2) understand job requirements, (3) choose a career that is based upon knowledge and logic.
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Career Behavior: Theory
Why Do We Need to Know About Theories?
• Theories guide us in what we do with clients.
• Theories help explain human behavior.
• They help account for all the external and internal factors that influence people.
• Theories help us hypothesize about a client’s future behavior.
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Career Behavior: Theory
Types of Theories
• Trait and Factor Based on modernist or • Developmental positivist philosophical • Learning thinking (Believes in cause
and effect)
• Socioeconomic Based on postmodern or Social-Cognitive constructionist philosophical
thinking (Does not believe incause and effect).
“Copyright © Allyn & Bacon 2004”
Career Behavior: Theory
Types of Theories
– Trait and Factor Theories: Stress the individual’s need to develop his or her “traits, (interests, values, skills) as well as select environments that compliment those traits.
– Developmental Theories: Share the assumption that factors related to career choice are also related to stages of personal and psychological development.
– Learning Theories: Describe the learning processes by which an individual gains self-efficacy and what effect this has on the career decision-making process.
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Career Behavior: Theory
Types of Theories
– Socioeconomic theories: Pay less attention to psychological traits but focus instead on the socioeconomic status and the influence of sociological and economic factors on occupational choice.
– Social - Cognitive theories: Focuses more on the personal constructions people place on events related to career and decisions making.
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Career Behavior: Theory
Modernist Theories posit that:
– Human behavior can be measured objectively if instruments are reliable and valid.
– Human behavior can be studied without direct observation.
– Research should be without bias or value imposition.
– Research, if done scientifically, can be generalized to people beyond those studied.
– Research should be empirically validated.
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Career Behavior: TheoryPost-Modernist Theories posit that:
– Human behavior cannot be studied objectively.
– Cause and effect relationships cannot be determined.
– Human behavior can only be studied through direct observation.
– Research data cannot be generalized.
– Research cannot be value free.
– Narratives are legitimate sources of data.
– Research should be goal free.
– Career counselors should use qualitative research and assessments.
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Career Behavior: Theory
An Example of a Trait and Factor Theory
Holland’s Theory of Vocational Personalities and Work Environments
• An individual’s personality is the primary consideration in their choice of vocation.
• Holland believed that interest inventories WERE personality inventories.
• People form stereotypes about jobs and careers which guide them in their choices.
• People daydream about a possible career before they attempt it.
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Career Behavior: Theory
An Example of a Trait and Factor Theory
Holland’s Theory of Vocational Personalities and Work Environments (continued).
• Having clarity and a small number of vocational goals is related to a person’s identity.
• People are not as happy with their career if they have not chosen one that is congruent with their personality type.
• Holland identified six different personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (RIASEC).
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Career Behavior: Theory
An Example of a Trait and Factor Theory
Holland’s Theory of Vocational Personalities and Work Environments (continued).
• All six personality types differ in interests, vocational preferences, goals, beliefs, values and skills.
• Environments can also be characterized by these series of traits which correspond with the personality types: Realistic, Investigative, Artistic, Social, Enterprising and Conventional.
• A match between personality type, and the environment which supports that type, leads to greater career satisfaction.
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Career Behavior: TheoryAn Example of a Developmental Theory
Donald Super’s Life-Span, Life-Space Theory of Career Development
• People have different abilities, interests and values and therefore are qualified for different occupations or jobs which all need different abilities and personality traits.
• People change over time and with experience and so too do their abilities, interests and values.
• People go through life stages whereby they experience growth, exploration, establishment, maintenance and decline in their career life.
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Career Behavior: Theory
An Example of a Developmental Theory
Donald Super’s Life-Span, Life-Space Theory of Career Development (continued).
• Career Maturity or Adaptability: When a person is able or willing to engage in the developmental tasks that are appropriate to the age and career level in which he or she finds himself or herself.
• Six Life Roles: Homemaker, Worker, Citizen, Leisurite, Student and Child.
• People develop a self concept through which they test out occupations that will allow them to be their ideal self.
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Career Behavior: TheoryAn Example of a Developmental Theory
Donald Super’s Life-Span, Life-Space Theory of Career Development (continued).
• Work Satisfactions and Life Satisfactions: It is contingent upon an individual’s ability to find outlets for his or her (abilities, values, needs, interests) in work and in life.
• Work and occupation provide a focus for personality organization for many people.
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Career Behavior: Theory
An Example of a Learning Theory
Krumboltz’s Social Learning Theory
• This theory is not concerned with developmental stages.
• It is based on Albert Bandura’s social learning theory.
• Krumboltz believed that genetic inheritance, such as race, gender or physical appearance, can have restrictive influences on the individual.
• There may be factors that lie out of the individual’s control such as environmental or natural forces.
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Career Behavior: Theory
An Example of a Learning Theory
Krumboltz’s Social Learning Theory (continued).
• An individual’s learning experiences, both instrumental and associative, has an influence on all career and decision making.
• Task Approach Skills: These are the skills an individual applies to each new task or problem. These include: Performance standards, values, work habits, and various cognitive processes.
• Each individual encounters learning opportunities that are either rewarded or punished which shapes the individual and his or her responses.
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Career Behavior: Theory
An Example of a Learning Theory
Krumboltz’s Social Learning Theory (continued).
• Self-Observation Generalization: It is an overt or covert self-statement that is evaluative of one’s own performance in accordance with learned standards.
• Task Approach Skills: These are efforts of the person, to make self-observation generalizations and predict future events which include, work habits, values, perceptions etc.
• Actions: These are implementations of behavior such as applying for a new job or changing one’s major in college.
“Copyright © Allyn & Bacon 2004”
Career Behavior: Theory
Examples of Socioeconomic Theories
Status Attainment Theory
• The socioeconomic status of one’s family determines the education and career goals one would most likely pursue.
• However mental processes and abilities do play a role in what one is able to do.
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Career Behavior: Theory
Examples of Socioeconomic Theories
Dual Labor Market Theory
• There are two types of businesses in our labor market: Core and Peripheral.
• Core firms have internal labor markets, have job stability and mobility for their employees, have dominate roles in the labor market and rely heavily on technology.
• Peripheral firms make no long-term commitments to their employees and pay by the job. Employees are laid off when they are no longer needed. There is little chance of upward mobility.
“Copyright © Allyn & Bacon 2004”
Career Behavior: Theory
Examples of Socioeconomic Theories
Race, Gender and Career
• Some racial groups earn less than others.
• Males earn more than females.
• Women and men are segregated in the work place.
“Copyright © Allyn & Bacon 2004”
Career Behavior: Theory
Social Cognitive Theories
Lent, Brown and Hacket’s Social Cognitive Career Theory (SCCT)
• This is also based on the sociocognitive theories of Albert Bandura.
• However more emphasis is placed on self-regulatory cognitions, especially those that pertain to self-efficacy.
• SCCT theory posits that the interaction between people and environment is highly dynamic and ever changing. People influence, and are influenced by, the environment.
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Career Behavior: Theory
Social Cognitive Theories
Lent, Brown and Hacket’s Social Cognitive Career Theory (SCCT) (continued)
• Career related behavior is influenced by: A person’s behavior in general, beliefs about self-efficacy, beliefs pertaining to outcomes and goals, and genetically determined characteristics.
• People’s interests lie in their belief that they can do these things well.
• Self efficacy development is influenced by gender, race, physical health, disabilities and environmental variability.
“Copyright © Allyn & Bacon 2004”
Career Behavior: Theory
Social Cognitive Theories
Lent, Brown and Hacket’s Social Cognitive Career Theory (SCCT) (continued)
• Other factors influence career choice: Discrimination, economic variables, and the culture of the person doing the hiring as well as chance happenings.
• People who have high self-efficacy and high ability perform higher in educational and career endeavors then those who do not.
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Career Counseling Presentation Resources
Gysbers, N. C., Heppner, M. J. & Johnston, J. A. (2003). Career counseling: Process, issues, and techniques, 2nd ed. Boston, MA.: Allyn & Bacon.
Brown, D. (2003). Career information, career counseling, and career development, 8th ed. Boston, MA.: Allyn & Bacon.
“Copyright © Allyn & Bacon 2004”
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