Lecture : Psychological Theories of Career Choice

Trait and Factor (matching) models

Trait & Factor (matching models)

Parsons: Trait & Factor Williamson: Medical Model Rodger: Seven Point Plan Dawis & Lofquist: P-E-C Holland: Typology

Frank Parsons, 1909

Frank Parsons (18541908) - known as the father of Vocational Guidance His 1909 book Choosing a Vocation, acknowledged as first statement on vocational guidance Laid the foundation for Trait & Factor approaches

Trait = characteristic of an individual that can be measured

through testing Factor = characteristic required for successful job performance

Parsons: Trait & Factor

Classic approach. To select an occupation, you must have:

1. A clear understanding of self 2. A knowledge of the requirements and conditions of different lines of work 3. True reasoning between 1 and 2 The match makes the decision.

Edmund Williamson

His work (1939) evolved from Parsons Used tests to determine individual and job characteristics Developed Medical Model to help people make career choices Role of the vocational counsellor begins to emerge

Basic Principles of Williamsons Approach

Individuals - organised by a unique pattern of
capabilities and potential (abilities, aspirations)

Correlation - These traits with the requirements of

different jobs

Testing regarded as the best means of predicting

future job success (critique: overdependent)

Role of Counsellor help individual identify their

own traits, way to use capabilities effectively

Williamsons Medical Model

6-step Counselling Procedure:

1. 2. 3. 4. 5. 6. Analysis (traits) Synthesis (overall picture; what does that tell?) Diagnosis (identify possibilities) Prognosis (explore future pathways) Counselling (action steps to achieve those goals) Follow up (review progress)

Williamsons Medical Model

In other words:
Information Assessment Advice

Test and tell (a directive approach)

Alec Rodger, 1952

7-Point Plan

Originally used in selection interviews and was embraced as a model by UK guidance practitioners Evaluate jobs against the criteria to assess a match with the individual. Can also be used to generate job ideas for a client who has none or few.

Alec Rodger, 1952

Attributes of his 7-Point Plan:

1. 2. 3. 4. 5. 6. 7. Physical makeup Attainments General intelligence Special aptitudes Interests Disposition Circumstances

Discussable in groups of 3 (later)

Career Guidance Interview

Activity
In group of 3s, one student takes on the role of interviewer, another student takes on the role of client, another the role of observer. The interviewer is a careers adviser interviewing a client (can be themselves or role play someone else). They should aim to be client centred, establish a contract, ask open questions etc. but be mindful that they have to cover the 7 points.

Career Guidance Interview

Preparation
Interviewer consider how they will you start the interview,
note taking, etc. Client if role playing, consider who they might be

Observer
take notes and be ready to feed back. consider how client centred the interview felt? what were the strengths/weaknesses? Students conduct interview and feed back. How did it feel to be the interviewer? Client?

Trait & Factor - Advantages

Objectivity a logical approach, based on idea of

measuring/testing

Model used for rational [career] decision making

Emphasis - on outcomes/problem solving

Trait & Factor: Disadvantages

Its Assumptions
Assumes clients are rational and that choice/opportunity exists Assumes competence = contentment Assumes tests are valid

Its Emphasis
Information collection can dominate interview Interviewer as expert Emphasis on facts, feelings often ignored

Modern Trait & Factor Approaches

Less directive - moves away from static view of

people and jobs

Counsellors role - more educational, teaching

client the key skills (coping, decision-making, employability)

Use of tests still valid but matching more

sophisticated through computer-assisted guidance programmes (ICT topic)

Types Of Factors

Requirements
o Worker (e.g. education) o Experience o Occupational (generic) o Occupation-specific (skills)

Characteristics
o Worker (nature e.g. need to travel, etc.) o Occupational ($ & growth)

Types of Traits

Abilities (present) Aptitudes (future) Achievement (past) Interests [Values ] Personality

Dawis & Lofquist:

First known as Person-Environment-Correspondence theory in the 1970s Work Adjustment Theory (1991) A continuous and dynamic process by which worker seeks to achieve or maintain correspondence with a work environment Emphasizes not only on Abilities but also Values

Dawis & Lofquist:

Assessment Inventory - Minnesota Importance

Questionaire (MIQ)

6 Values comprising 21 Work Needs

1. 2. 3. 4. 5. 6. Achievement Comfort Status Altruism Safety Autonomy

Dawis & Lofquist:

Follows the 3-step of Traits & Factor

1. Assess the persons abilities and values 2. Measure the occupational requirements & conditions 3. Match the two (concept of Reinforcers)
(authors state Interests develop from abilities & values)

John Holland, 1959 onwards

Different: moved away from competence =
contentment in Trait & Factor

Focuses on factors that lead to job satisfaction /

dissatisfaction and influence stability/change in work

Emphasis on matching individuals interest [based on

personality]

Stereotyping - assigns people and work environments

of similar categories

Holland: Basic Assumptions

Most people are one of 6 personality types (stereotypes)

There are 6 basic types of work environments

Birds of a feather flock together

People of the same personality type working together in a job create a working environment that fits their type
People who choose to work in an environment that suits their personality types are more likely to be successful and satisfied

Hollands Six Personality Types / Work Environments

1. 2. 3. 4. 5. 6.

Realistic Investigative Artistic Social Enterprising Conventional

more info in doc Holland's Personality Types Handout

Hollands Constructs
Congruence: relationship between the personality and the
environment

Differentiation: most people have one, two or three

dominant types but some dont

Consistency: some types are more similar than others; how

similar or different represented by distance in the typology diagram

Hollands Hexagon
Realistic Investigative

Conventional

Artistic

Enterprising

Social

Hollands Six Personality Types / Work Environments

Combination - always be a combination of types, up to 3

dominant types

Interests Change - as people are exposed to a range of

activities, they become more interested in certain environments than in others, resulting in certain types become stronger than others.

Role of the counsellor - to spot common themes that

suggest a tendency for a certain type.

Hollands Six Personality Types Simple Self Assessment

Activity
To ascertain their 3 most dominant types Ask each to put a score next to their 3 types See if there is a trend for the group.
NB: the Social type usually dominates with Guidance & Counselling students.

Give out Holland Test - for self-assessment

Hollands Assessment Tool

Vocational Preference Inventory (VPI) 1985

initially paper based on job titles, self administered and scored then interpreted by a trained counsellor.

Self Directed Search (SDS) 1994 One of the

most widely used interest inventories

Holland: Strengths and Weaknesses

Strengths Well Researched over 500 studies Popular - Basis for many careers programmes in
schools and computer aided tools

Self-help - emphasis on the role of the individual Cost - VPI and SDS quick and cost effective

Holland: Strengths and Weaknesses

Weaknesses
Early research was literature based, later research used small sample Static view (which he acknowledged) Does not explain how types developed Limited use for undifferentiated clients? What happens to incongruent workers?

Holland: A Summary

Career choice is an extension of personality Individual can have up to 3 dominant types People who choose to work in an environment that suits their personality types - more likely to be successful and satisfied Major criticism insufficient explanation given to how we acquire the personality types

References

Gottfredson, G.D. (1999) John L. Hollands contributions to vocational psychology: a review and evaluation, Journal of Vocational Behavior, 55 (1) Sharf, R. S. (2009) Applying Career Development Theory to Counseling. 5th edn Pacific Grove: Brooks / Cole Zunker, V. G., (2006) Career Counseling. 7th edn Pacific Grove: Brooks / Cole