Career Guidance Marilyn D.

Duka Discussant

Career Theories/Theorists
PsychoanalyticRoe Person-environment fit--Holland DevelopmentalGinzberg & Super Behavioral/Social Learning Theory --Krumboltz Cognitive

Roes Theory of Occupational Choice

Early childhood experiences are related to career choices. Parent-child relationships. Emotional concentration Overprotective Overdemanding -Avoidance Neglect Rejection--Emotional or physical Acceptance Loving Casual Likely to choose a work situation that reflects the psychological climate of home grew up in.

Reardon et al.- - Cognitive Information Processing (CIP) Self- Efficacy TheoryBandura Social Cognitive Career Theory (SCCT)Sharf Humanistic Personal Construct Theory (PCT) Kelly Holistic/Integrative Integrative Life Planning (ILP)- Hansen

Hollands Theory of Careers RIASEC Career choices are an expression of personality. People develop stereotypes or typical images of occupations. Judge or decide what people in occupations are like. 6 basic types of personal orientation toward workRIASEC. Realisticphysical activities, things. Conventional Investigativethinking, problem solving, scientific activities. Artisticfree, unstructured, creative pursuits. Socialteaching, helping roles. Enterprisingpersuade, manage people to attain goals. Conventionalorderly, systematic conditions that are directed by others Enterprising in authority. Realistic Investigative

Artistic

Social

Ginzberg and Super: Career Develop. Theories

Ginzberg and Super: Career Develop. Theories

Superstages of voc. dev. Expressing your self-concept (how you think of yourself). Qualified for many occupations. 5 stages Growth stage Physical and psychological development and form attitudes and behaviors and shape self-concept.

Ginzbergcareer dev. as L-T process. 3 periods

1. Fantasy (childhood, 011) stereotypical rolesnurse, farmer, fireman, etc. 2. Tentative (adolescence, 1117) Interest stagelikes and dislikes Capacity stagethings you do better than other things Value stagewhats important to you Transition stageselfreliance/awareness of occupations 3. Realistic (adulthood, 17- 20 something) Exploration stage Explore college or FT work. Crystallization stage Declare major or commit to certain type of work. Specification stage Specialize in grad school or specific job.

Exploration stage Explore occupations in school, PT work, and leisure activities. Establishment stage Creating permanent placed in appropriate field of work. Maintenance stage Continuation in your chosen occupation.
Disengagement stage Work slows down; retirement.

Ginzberg and Super: Career Develop. Theories

Supers Career Patterns:
Occupation-stable Series of jobs in same occupation for different employers. Organization-stable Many occupations within same company. Conventional Trial jobs and then stable employment. Double-track Two occupations simultaneously. Interrupted career Work/no work/return to work Unstable career Alternating trial and unstable jobs with no permanent occupation. Multiple-trial career Unrelated jobs with no career

Krumboltzs Social Learning Theory

Stimulus-response behaviorism.

Four influences on career choice. 1. Genetic (race, sex, physical appearance, handicaps). 2. Environmental (availability of jobs). 3. Past learning experiences. 1) Those where you act on the environment. 2) Those where you respond to the environment. 4. Skills and values that you have acquired.

Krumboltzs Social Learning Theory Express preferences for occupations and based upon our learned responses. When positively reinforced (recognition, encouragement), more likely to express a preference for it. When negatively or not reinforced (low grades, ridiculed, others unable to find work in this area), less likely to pursue it.

Cognitive Theories of Career Development Cognitive information processing (CIP) theory. Brain takes in, codes, stores, and uses information in solving problems and making decisions. Cognitionway you think and process information. Your ability as a career problem solver depends on knowledge of your self and occupations. The quality of your vocational life is based on how well you make career decisions and solve career problems; you can improve these abilities by improving your CIP skills.

Cognitive Theories of Career Development

Cognitive Theories of Career Development

Cognitive information processing (CIP) theory. Self-efficacy theory Focuses on how you make A persons judgments about their decisions. ability to plan and take courses 5 information- processing skills used. of action required to produce Ccommunication desired outcomes Awareness of gap between idea and current situation. Low self-efficacy might convince Aanalysis you to avoid enrolling in certain Information gathered for research. Courses (i.e. math), despite Ssynthesis evidences that you could succeed Bring together accumulated with effort in those courses. information about self and occupations. Vvaluing An honest appraisal of your Using best judgment to set priorities on abilities can give you the remaining options to choose confidence needed to establish a occup./major. Career goal and achieve it. Eexecution Taking action and solving the career problem identified in communication stage.

Cognitive Theories of Career Development

Social cognitive career theory (SCCT)

Personal Construct Theory (PCT)

Personal construct theory (PCT)
Humans are scientists examining our ideas about the world (making hypotheses and testing them) through actions (experimenting), and coming up with discoveries (findings) that lead us to make conclusions and construct concepts (theories) about the world we live in.

Thinking processes and beliefs control and direct a persons activities rather than focusing on the behaviors themselves. 3 concepts that affect the career decision- making process. 1. Self-efficacy Can I take this action and complete it or enter a certain occupation and perform in it successfully? 2. Outcome expectations If I do this activity, what will happen? If you think some activity will end in failure, youll tend to lose interest in it. 3. Personal goals Guides that support and maintain a given activity over a period of time. L-T and S-T (subgoals).

We look at the world and try to make sense of it by creating constructs (hypotheses or assumptions we use to test ideas) that organize and structure events, other people, and the environment. Our constructs are likely to change as we experience life events (marriage, working in various jobs, graduating, being laid off, receiving a job promotion, etc.).

Integrative Life Planning

Which Theory Fits You?

Integrative Life Planning (ILP) No theory is perfect Holistic career-planning model that goes beyond a linear process of choosing a vocation to viewing Which one makes the most work in its relationship to other sense? roles in life. 6 interactive, critical life tasks. 1. Finding work that needs doing. Which is the most useful? 2. Weaving our lives into a meaningful whole. 3. Connecting family and work. Maybe a combination of each? 4. Valuing pluralism and an inclusive worldview. 5. Managing personal transitions and organizational change. 6. Exploring spirituality and life purpose.

HOW DO I CHOOSE MY OCCUPATION?

The following is a brief review of several theories of career choice that can be found in the recommended text authored by Jack L. Rettig, Careers, Belmont, California: Fearon/Janus/Quercus 1986, pp. 1-8 You may wish to consult the references listed in the bibliography in the back of the text or consult other online references.

1. Early Childhood, ( Roe) Anne Roe, The Psychology of Occupations

This theory states that how the original family behaved toward the child (warm or cold) is directly related to how a person chooses a career either person or nonperson directed. Such careers as astronomy, engineering, and accounting would be classified as non person directed careers.

2. Self-Concept Donald E. Super, Career Development: Self-Concept

Theory. 1963

The self-concept theory hypothesizes how a person, consciously or unconsciously, defines oneself in terms of self-concept predisposes one to seek that type of career choice.

3. Personality (Holland) John L. Holland, Making Vocational Choices; A Theory of Careers, Englewood Cliffs, N. J: Prentice, Hall, 1973

I am Joe\Jane College!

What kind of person are you? Personality theory classifies persons into types: The basic assumption is that people select a career similar to their type of personality fit. (Resource "Self-Directed Search "(SDS) Specimen Set, John L. Holland) Realistic Social Conventional Enterprising Artistic

4. Chance (Fate) Jack Rettig, Careers, Belmont, California: Fearon & Janus Quercus, 1986 p.4

Many people believe that they have selected their career in a random manner. Much as winning the lottery they believe that had little to say about their career choice. Others think their fate is cast in the stars.

5. Complicated (Ginzberg) Eli Ginzberg and others, Occupational Choice: An approach to a General Theory, New York: Columbia University Press, 1951 This theory is classified into three stages: 1.Choices take place over a 8 to 10 year period.

A fantasy stage occurs between years 10-12. A tentative period occurs between 12-17. A realistic period occurs between 17-20. 2. During these periods a person makes a series of decisions that gradually reduce the number of choices left. 3. Every choice ends up being a compromise.
What is your favorite theory of how people choose their occupations? Explain your reasoning and which theory best seems to explain your career choice up to the present time? Email: rbrehm@msn.com Telephone: Campus 253-833-9111 Extension 4307. Off Campus : 253-852-0220 Voice Message/Fax 206-718-2908 Cell 206-930-4197. Copyright 1998 [Robert Brehm]. All rights reserved.