vocational guidance sheng's report
TRANSCRIPT
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Career Development Theories
and Their Implications toCareer Guidance
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Objectives:
Define career development based onvarious career/vocational guidance
theorist; andDiscuss the career developmenttheories and their implications tocareer guidance.
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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.
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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)
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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.
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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)
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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.
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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.
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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.
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The closer the match between
personal traits and job factors thegreater the likelihood for successful
job performance and satisfaction.
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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.
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Major proponents:
Donald SuperEli GinzbergeDavid TiedmannGottfredson
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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.
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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.
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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.
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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.
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Ginzberge et. al.Theory of VocationalChoice Three Major Periods
Fantasy Tentative
Interest Capacity Value Transition
Realistic
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David Tiedman's Theory period of anticipation exploration crystallization Choice classification
Period of implementation andadjustment Induction reformation
integration
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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
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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.
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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.
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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.
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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
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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
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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
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Thank You forListening