vocational guidance sheng's report

8/3/2019 Vocational Guidance Sheng's Report

1/34

Career Development Theories

and Their Implications toCareer Guidance


2/34

Objectives:

Define career development based onvarious career/vocational guidance

theorist; andDiscuss the career developmenttheories and their implications tocareer guidance.


3/34

Career Development is acontinuous lifelong process of

developmental experiences thatfocuses on seeking, obtaining andprocessing information about self,occupational educational alternatives,

life styles and role options (Hansen,1976). Itis the process through whichpeople come to understand them asthey relate to the world of work and

their role in it.


4/34

Vocational development is theprocess of developing and

implementing a self-concept. As theself-concept becomes more realisticand stable, so does vocational choiceand behavior. People chooseoccupations that permit them toexpress their self-concepts. Worksatisfaction is related to the degree

that theyve been able to implementtheir self-concepts. (Donald Super)


5/34

It is characterized by progressionthrough series of hierarchical stages,

each associated with certaindevelopmental task or objectives.

Career development- is commonlyviewed as a lifelong process that isinfluenced by an interaction ofenvironment and genetic factors.


6/34

Career development process iswhere an individual fashions a work

identity. Theory is a picture, an image, a

description, a representation ofreality. It is not reality itself. It is a

way we can think about some part ofreality so that we can comprehend .(Krumboltz)


7/34

A. Trait-Factor or Actuarial

TheoryTrait-Factor Theory goes as farback as the early 1900s and isassociated mostly strongly withvocational theorists Frank Parsonsand E.G. Williamson.


8/34

Some of the basic assumptionsthat underlie this theory are:

Every person has a unique pattern oftraits made up of their interests, values,abilities and personality characteristics,these traits can be objectively identifiedand profiled to represent an individualspotential.


9/34

Every occupation is made up of factorsrequired for the successful performance

of that occupation. These factors canbe objectively identified andrepresented as an occupational profile.

It is possible to identify a fit ormatch between individual traitsand job factors using a straightforward problem-solving/decision

making process.


10/34

The closer the match between

personal traits and job factors thegreater the likelihood for successful

job performance and satisfaction.


11/34

Developmental/ Life Span

TheoryIts primary assumption is that careerdevelopment is a process that takesplace over the life span. Stages ofdevelopment are important points ofreference for the career developmenttheorists.


12/34

Major proponents:

Donald SuperEli GinzbergeDavid TiedmannGottfredson


13/34

Donald Super believed that humans are

anything but static and that personalchange is continuous. Supers Life-Span/Life Space is a very comprehensivedevelopmental model that attempts to

account for the various importantinfluences on a person as theyexperience different life roles andvarious life stages.


14/34

Five major life stages:

Growth - Major developmental tasksare to develop a self-concept and tomove from play to work orientation.

Exploratory - Major tasks are to develop a

realistic self-concept and implement avocational preference though role tryoutsand exploration; there is a gradualnarrowing of choices leading toimplementation of a preference.Preferences become CHOICES whenacted upon.


15/34

Establishment - Major tasks are to findsecure niche in ones field and advance

within it. Maintenance - Major task is to preserveones gains and develop non-occupational roles for things one always

wanted to do. Decline - Tasks are deceleration of the

career, gradual disengagement fromworld of work and retirement. One is

challenged to find other sources ofsatisfaction. May shift to part time tosuit declining capacities.


16/34

Ginzberge and Associates

Theory This team generally considered to be the

first to approach the theory of occupationalchoice from a developmental standpoint.

They concluded that occupational choice isindeed a developmental process whichgenerally covers a period of six to tenyears, beginning around age 11 and endingshortly after 17 or in young adulthood.


17/34

Ginzberge et. al.Theory of VocationalChoice Three Major Periods

Fantasy Tentative

Interest Capacity Value Transition

Realistic


18/34

David Tiedman's Theory period of anticipation exploration crystallization Choice classification

Period of implementation andadjustment Induction reformation

integration


19/34

Linda Gottfredson's Theory ofCircumscription and

Compromise

Gottfredson's (1996) theory offers a

developmental, sociologicalperspective on career developmentthat is focused on the types ofcompromises people make in

formulating their occupationalaspirations.


20/34

Circumscription involves the processof eliminating unacceptable occupations

based primarily on gender and socialclass.

Compromise involves the process ofmodifying career choices due to limiting

factors. Self-concept in vocational

development is the key factor to career

selection. According to Gottfredson,individual development progressesthrough four stages.


21/34

Needs Theory/PersonalityTheory

Major proponent -- Anne Roe Anne Roe's theory is classified as a

needs theory in that primary attentionsgiven to the wants and desires which

stimulate the individual to have anoccupational preference. She foundMaslow's hierarchy of basic need a usefulframework, as it offered the most effectiveof discussing the relevance of occupationalbehavior to the satisfaction of basic needs.


22/34

Her propositions are:

occupation is the most powerful source ofindividual satisfaction at all levels of need.

social economic status depend more on theoccupation of an individual than anything else.

This theory assumes there are 8 occupationalgroups: service, business contact,organization, technology, outdoor, science,general cultural, and arts & entertainment.


23/34

Maslows Hierarchy of Needs

Maslow believed that we move in thedirection of growth by seeking fulfillment ofour needs . He identified a hierarchy of

needs the individual strives to fulfill. Theseinclude : physiological, safety, social, self- esteem and self - actualization.


24/34

McClleland's Three Needs Theory

Achievement motivation is a habitual desireto achieve goals through one's individualeffort, with an emphasis on establishing

realistic goals, mastering the task neededto achieve these goals, discovering solutionto problems encountered in striving toreach these goals, and then being open toand even seeking out feedback on one'performance.


25/34

D. PsychoanalyticTheory/Approach

Early psychoanalytic contributions to careercounseling come for the most part from Edward S.Bordin and his associates emphasized the interplay

between a client's general personality andvocational decisions, an approach Crites (1974)labels "psychodynamic." The label may beappropriate, since Bordin's view of careercounseling goes beyond psychoanalytic concepts toa synthesis of psychoanalytic and other

developmental theories. And the core of this approach is the assumption

that internal (intrapsychic) factors explain thedifficulties clients have in making career

decisions.


26/34

E. Sociological TheorySociological Perspective of Work and Career

Development

This theory was built around a sociologicalperspective of work by Blau, Gutad, Jessor,Parnes and Wilcox that included

relationships of choice and process ofselection. They suggested that the effects ofsocial institutions on career choice anddevelopment emphasized the

interrelationships of psychological, economic,and sociological determinants of occupationalchoice and development.


27/34

They suggested that individualcharacteristics that are responsible choices

are: Biological determined and socially

conditioned through family influences Social position and relations Developed social role characteristics


28/34

G. Social Learning TheoryMajor proponent: Dr. John D. Krumboltz

Krumboltzs Social Learning Theory ofCareer Choice: John D. Krumboltzdeveloped a theory of career decision

making and development based on sociallearning. Career decisions are the productof an uncountable number of learning

experiences made possible by

encounters with the people, institutionsevents in a person's particularenvironment. In other words people choosetheir careers based on what they havelearned.


29/34

Krumboltz proposed that:

The four main factors that influence career

choice are genetic influences, environmentalconditions and events, learning experiencesand task approach skillsThe consequences of these factors and mostparticularly learning experiences lead people todevelop beliefs about the nature of careers andtheir role in lifeLearning experiences, especiallyobservational learning stemming from

significant role modelsPositive modeling, reward and reinforcementwill likely lead to the development ofappropriate career planning skills and career

behavior.


30/34

Banduras Social Cognitive Theory

The concept of self efficacy is the focalpoint of Albert Banduras socialcognitive theory. By means of the self

system, individuals exercise control overtheir thoughts, feelings, and actions.Among the beliefs with which an individualevaluates the control over his/her actions

and environment, self-efficacy beliefs arethe most influential predictor of humanbehavior.


31/34

Four most influential sources where self-efficacy is derived:

Personal Performance Accomplishments

previous successes or failures (most influential)Vicarious Experience - Watching others,

modeling, mentoringVerbal Persuasion - Verbal encouragement or

discouragementPhysiological and Emotional Factors -

Perceptions of stress reactions in the body

Self-Efficacy - the belief in ones capabilities toorganize and execute the courses of actionrequired to produce given attainments- It is

constructed on the basis of:

ll d h f i l


32/34

Holland Theory of Vocational Types

This approach gives explicit attention to

behavioral style or personality types as themajor influence in career choice development.This is described as structurally interactive.

Common Themes:

Occupation choice is an expression of personalityand not random Members of an occupational group have similar

personalities People in each group will respond to situations and

problems similarly Occupational achievement, stability and satisfaction

depends on congruence between ones personalityand job environment


33/34

Holland's Major OccupationalEnvironment

Realistic - construction, farming, architecture, truckdriving, mail carrierInvestigative biologist, chemist, dentistveterinarian, programmer

Artistic artist, musician, poet, interior designer,writerSocial social work, counseling, police officer,teacherEnterprising lawyer, business executive, politician,TV producerConventional bank teller, clerk typist, cashier, dataentry


34/34

Thank You forListening

vocational guidance sheng's report

Documents