CAREER THEORIES OVERVIEW - Answer- TRAIT-ORIENTED THEORIES
> Trait-and-Factor (1909; 1939)
> Person-Environment-Correspondence
> Holland's Typology /
... [Show More] Personality Approach (1966)
DEVELOPMENTAL THEORIES
> Ginzberg & Associates (1951)
> Life-Span, Life-Space Theory (1957)
> Tiedeman & O'Hara Decision-Making Model (1963)
> Theory of Circumscription & Compromise (1980s)
SOCIAL LEARNING & COGNITIVE THEORIES
> Learning Theory of Career Counseling (LTCC) (1990)
> Cognitive Information Process (CIP) (1996)
> Social Cognitive Career Theory (SCCT) (1996)
OTHER THEORIES
> Ann Roe's Need Theory / Personality Approach (1956)
> Gelatt's Decision-Making Model (1962)
Trait-Oriented Theories - Answer- Holds the position that individuals are attracted to an occupational environment that meets their personal needs and provides them with satisfaction.
One observes work environments from several perspectives, including work requirements, personal-environment-fit, and potential reinforcers of one's personal needs.
One should consider a number of occupations rather than just focus on one specific occupation.
Trait-Oriented Theories - Answer- Emphasize how standardized tests are used and the importance of choosing appropriate testing tools. Human traits can be matched with certain work environments for a means of evaluating potential work sites. An individual's work needs can be compared with components of job satisfaction found in certain occupational environments.
SELF-KNOWLEDGE in terms of understanding the level and depth of one's traits and characteristics is an essential element for evaluating career information: Traits of aptitude, interests, and personality types are projected into potential work environments to find CONGRUENCE and fit.
Trait-Oriented Theories
> Trait-and-Factor Theory Overview - Answer- - Primary goal of using assessment data was to predict job satisfaction and success.
- A major criticism of this theory has been a dependence on test results. Another criticism is that it doesn't account for how interests, values, aptitudes, achievements, and personalities grow and change.
- Traits: refers to abilities and interests
Trait-Oriented Theories
> Trait-and-Factor Theory Overview - Answer- - Frank Parsons (1909) & E.G. Williamson (1939)
- KEY ASSUMPTION: Individuals have unique patterns of ability or traits that can be objectively measured and correlated with requirements of occupations (MATCHING). These can be profiled to represent an individual's potential.
- Used assessment and test results and other data to reveal congruence between the individual and work environment. Individual strengths and weaknesses were evaluated, with the primary purpose of finding a job that matched measured abilities and achievements.
Trait-and-Factor Theory
> Parsons' True Reasoning 3 Step Model - Answer- Step 1: Assessment of Self - gaining clear understanding of your aptitudes, abilities, resources, and limitations.
Step 2: Obtaining Knowledge about the World of Work- occupational requirements, conditions of success, compensations, working conditions
Step 3: Decision Making - TRUE REASONING of above 2 - Match the person (traits) with the career (factors).
Based on psychometric methods that could be measured.
Trait-and-Factor Theory
> Williamson's 6 Stages of Career Guidance - Answer- 1. ANALYSIS: data gathering attitudes, interests, ect.
2. SYNTHESIS: strengths & weaknesses
3. DIAGNOSIS: I.D. the problem; discover its causes; 4 categories for diagnosing: No Choice, Uncertain Choice, Discrepancy between interest and aptitudes/abilities and field, Unwise Choice
4. PROGNOSIS: how successful will the client be?
5. COUNSELING: if poor prognosis, client should receive additional counseling, which is likely to involve a recycling through the previous steps
6. FOLLOW-UP: was course of action correct?
Trait-Oriented Theories
> Person-Environment-Correspondence (PEC) - Answer- - Used to be referred to as Theory of Work Adjustment
- KEY ASSUMPTION: Individuals seeks to achieve and maintain a positive relationship with their work environments. Individuals bring their own requirements to a work environment, and the work environment makes its requirements of individuals. To survive, individuals and work environments must achieve some degree of CONGRUENCE (CORRESPONDENCE).
Trait-Oriented Theories
> Person-Environment-Correspondence (PEC) - Answer- - The process of achieving and maintaining correspondence with a work environment is referred to as WORK ADJUSTMENT. The principle indicator of work adjustment is TENURE.
- PERSONALITY Structure: A stable characteristic made up of abilities and values.
**** This theory emphasizes that both ABILITIES (work skills) and VALUES (work needs) are important components of optimal career selection.
Trait-Oriented Theories
> Person-Environment-Correspondence (PEC) - Answer- - OCCUPATIONAL REINFORCERS (achievement, advancement, authority, coworkers, activity, security, social service) are vital to an individual's work adjustment.
- Achievement: related to experiences of accomplishments in the work situation
- Social Service: related to the opportunities that a work situation offers for performing tasks that will help people
- Job satisfaction is a significant indicator of work adjustment.
- Job satisfaction is significant variable in determining productivity, job involvement, and career tenure.
- Individual needs and values are significant components of job satisfaction
Trait-Oriented Theories
> Person-Environment-Correspondence (PEC) - Answer- Environmental Structure: characteristic abilities and values of individuals who inhabit the work environment. Basic assumption is that clients who have abilities and values similar to individuals already on the job will make it less difficult for an individual to adjust to a work environment. This is example of MATCHING.
Work adjustments usually follow one of two modes:
1- ACTIVE Mode: attempts to change the work environment
2- REACTIVE Mode: attempts to make changes in themselves
SATISFACTION- an employee' contentment with work environment
Satisfaction: refers to clients who are more self-fulfilled-oriented
SATISFACTORINESS- the employer's satisfaction with an individual's job performance.
Satisfactoriness: refers to clients who are more achievement-oriented
Trait-Oriented Theories
> John Holland's Typology - Answer- - Holland stressed the importance of SELF-KNOWLEDGE in the search for vocational satisfaction.
- Intelligence is considered less important than personality and interest.
- People are products of their environment.
- CONGRUENCE of one's view of self with occupational preference establishes a Modal Personal Style.
Trait-Oriented Theories
> John Holland's Typology - Answer- - Career Choice is an expression of, or an extension of personality into the world of work. Individuals search for environments that will let them exercise their skills and abilities, express their attitudes and values, and take on agreeable problems and roles. Their are six kinds of occupational environments and six matching personal orientations.
- Individuals are attracted to a particular role demand of an occupational environment that mets their personal needs and provides them with satisfaction.
Trait-Oriented Theories
> John Holland's Typology - Answer- Holland's hexagonal model has 5 key concepts:
1) CONSISTENCY - Defined as degree of similarity between the 6 Holland types. The closer the types are to each other, the more consistent they are.
2) DIFFERENTIATION- Refers to level of distinctiveness between each of the 6 Holland types (RIASEC). Because undifferentiated individuals have many interests and abilities, they often have trouble making a career choice. **A TERM USED TO DEFINE HOW WILL A PERSON'S LIKES AND DISLIKES ARE DECLARED.
Trait-Oriented Theories
> John Holland's Typology - Answer- 3) IDENTITY - Describes individuals who identify with their work environment and have a clear and stable picture of their goals, interests, and talents. Client who have many occupational goals have low identity.
4) CONGRUENCE- Concerned with relationship between an individual's personality type and the work environment. Congruence between the 2 leads to job satisfaction.
**The most important aspect of Holland's theory is the match between personality and work environment in which similar personalities choose certain careers and respond to problems in similar ways.
Trait-Oriented Theories
> John Holland's Typology - Answer- Instruments that use Holland's Classifications include: Kuder Preference Record, Strong Interest Inventory (SII), Self-directed Search (SDS), Career Aptitude Placement Survey (CAPS), and Career Occupational Preference Survey (COPS).
Trait-Oriented Theories
> RIASEC descriptions RIA - Answer- REALISTIC - has practical abilities and would prefer to work with machine or tools rather than people; mechanic, farmer, builder, pilot
INVESTIGATIVE - analytical and precise; good with detail; prefers to work with ideas; enjoys problem solving and research; chemist, geologist, biologist, researcher
ARTISTIC - creative ability; uses intuition and imagination for problem solving; musician, artist, interior decorator, write, industrial designer
Trait-Oriented Theories
> RIASEC descriptions SEC - Answer- SOCIAL - good social skills, friendly and enjoys involvement with people and working in teams; nurse, teacher, social worker, counselor
ENTERPRISING - leadership, speaking and negotiating abilities; likes leading others towards the achievement of a goal; salesperson, tv producer, manager, lawyer
CONVENTIONAL - systematic and practical worker, good at following plan and attending to detail; banker, secretary, accountant
Developmental Theories
>Life-Span Life-Space (Donald Super; 1957) - Answer- Tenets: One chooses an occupation that best expresses one's vocational SELF-CONCEPT. Self-knowledge is key to career choice and job satisfaction.
**Career development was viewed as a continuous process that involved multiple life roles.
Every individual has potential. People have skills and talents that they develop through different life roles making them capable of a variety of tasks and numerous occupations.
Career development is life long
Vocational maturity is acquired through successfully accomplishing developmental tasks within a continuous series of life stages.
Developmental Theories
>Life-Span Life-Space (Donald Super; 1957) - Answer- A major point of Super's theory is that work / life satisfaction is depended upon the extent of adequate outlets for abilities, interests, personality, and values.
Major Points:
1) Career development is a life long process and self-concept is constantly being shaped
2) Career pattern is determined by parent's socioeconomic level, mental ability, personality, and opportunities
3) Work / life satisfaction is depended upon extent of adequate outlets for abilities, interests, personality, and values
4) Super / Kidd suggested that "career adaptability" depends on a person's ability to face, pursue, or accept career change.
Developmental Theories
> Super's SELF-CONCEPT - Answer- Career decisions reflect our attempts at translating our self-understanding into career terms.
Know thyself.
Individuals implement their self concepts into career as a means of self-expression. The self concept developmental process is multidimensional. Both internal factors (aptitudes, values, personality) and external situational conditions (contextual interactions) are major determinants or self concept development.
Self-concepts contain both objective and subjective elements.
Self-concepts continue to develop over time, making career choices and adjusting to them lifelong tasks.
Developmental Theories
> Super's 5 LIFE STAGES and 3 Substages - Answer- 1. GROWTH (birth-14) - Curiosity, Fantasy, Interest - development of capacity, attitudes, interests, and needs associated with self concepts.
2. EXPLORATION (15-24) - Crystallizing, Specifying, Implementing - a tentative phase in which choices are narrowed but not finalized; "trying it out" through classes, work experience, hobbies; The crystallization of traits occurs when there is progress toward forming a stable self-concept.
3. ESTABLISHMENT (25-44)- Stabilizing, Consolidating, Advancing - characterized by trail and stabilization through work experiences
4. MAINTENANCE (45-64)- Holding, Updating, Innovating - characterized by a continual adjustment process to improve working position and situation.
5. DISENGAGEMENT (65+)- Decelerating, Retirement Planning, Retirement Living - characterized by preretirement considerations, reduced work output, and eventual retirement.
Developmental Theories
> Super's 5 DEVELOPMENTAL TASKS - Answer- 1- CRYSTALLIZATION (14-18) - forming a preferred career plan and how to implement it
2- SPECIFICATION (18 -21) - narrowing choices to specific preferences
3- IMPLEMENTATION (21 - 24) - completing training and entering career
4- STABILIZATION (24 -35) - confirming career choice, feeling of security
5- CONSOLIDATION (35+) - period of establishment, advancement, status, and seniority.
Developmental Theories
> Super's 6 Dimensions For Adolescents (Career Maturity) - Answer- Super's (1974) 6 Dimensions For Adolescents (Career Maturity):
(1) Orientation to vocational choice (an attitudinal dimension)
(2) Information and Planning (a competence dimension concerning specificity of information concerning future career decisions)
(3) Consistency of Vocational Preferences
(4) Crystallization of Traits (progress towards forming self-concept)
(5) Vocational Independence (independence of work experience)
(6) Wisdom of Vocational Preferences (realistic preferences)
Developmental Theories
> Life-Span Life-Space (Super)
> CAREER MATURITY - Answer- Super & Crite's term for successful completion of the appropriate life tasks for the stage that society presents to the person. A person is capable of maturity at each stage of the maxicycle.
Developmental Theories
> Super's Life Roles - Answer- People tend to play some or all of nine major roles:
Child (son or daughter)
Student
Leisurite
Citizen
Worker
Spouse (Partner)
Homemaker
Parent
Pensioner
Developmental Theories
> Super's Life Rainbow
> Super's Archway Model - Answer- The Life Rainbow is a two dimensional scheme of life stages that includes the Longitudinal: a maxi cycle life span with mini cycle stages and the Latitudinal: life space roles throughout life.
The Archway Model clarifies how biological, psychological, and sociological determinants influence career development, and, reveals diverse life roles over an individual's life span.
Developmental Theories
> Super's Maxicycle & Minicycle - Answer- The process of change is a MAXICYCLE. Any life-career stage depends on Readiness to cope. A MAXICYCLE is the progression through stages of one's lifetime (birth, growth, exploration, establishment, maintenance, decline, and death).
A MINICYCLE is a process of going through the same stages; however this occurs stage to stage. Therefore, a person would probably conduct a minimum of 6 minicycles during a maxicycle.
Developmental Theories
> Career Pattern - Answer- CAREER PATTERN is determined by the parent's SES, mental ability, education, skills, personality characteristics, and career maturity. A career pattern is established when a person combi [Show Less]