career counseling powerpoint produced by melinda haley, m.s., new mexico state university. “this...

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.”

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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.



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.



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).



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.



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.



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.


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.



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.




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).




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.


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.



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.


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.



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.




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.




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.



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.




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.




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.



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.




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.




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.


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.


career counseling powerpoint produced by melinda haley, m.s., new mexico state university. “this...

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