Career Development Theories PDF

CAREER DEVELOPMENT The study of career path, success and behavior. It aims to explain why a person might be a good fit for a certain career and provide advice on how to attain a promising trajectory. 2 Present how one’s inclination to a particular field...

CAREER DEVELOPMENT The study of career path, success and behavior. It aims to explain why a person might be a good fit for a certain career and provide advice on how to attain a promising trajectory. 2 Present how one’s inclination to a particular field develop and the stages individuals go through in being attracted to it, in selecting, entering and growing. 3  Need Theory 1 Anna Roe  Proposed that a person chooses his career based on his interaction with the parents.  Believed that the way a child interacts with their parents would lead them to pursue either person-oriented or non- person-oriented jobs. 5  Emphasized that early childhood experiences influence children’s career choices.  The manner in which parents interact with children is major influence on the motivational intensity of the child. 6 three categories of parenting styles Roe’s Theory 7 AVOIDANCE ⊹ Neglect - do not show love or concern - parents give minimum care - clash promise 8 AVOIDANCE ⊹ Emotional Deprivation - do not care about the child - often humiliating a child - always look down the ability of the child 9 ACCEPTABLE ⊹ Casual - set rules and not fulfill it - give simple love to the child - show concerns when they are free 10 ACCEPTABLE ⊹ Loving - provides warm attention - help children to solve important problems - give praise and reasonable freedom 11 CONCENTRATIO N ⊹ Over-protective - tries to attend to all the needs of the child - builds up “fence” round the child - less freedom to child - give praise and reward excessive and often interfere more with children 12 CONCENTRATIO N ⊹ Over-demanding - have high expectation - places a lot of challenges on the child - lay down conditions of conformity to their values and social achievement in return for the love offered to them 13  Self- Concept Theory 2 Donald Super  Emphasized that self-concept changes over time and develops as a result of experience  Time and experience help shape the way a person values their career and the goals they set. 15 Five stages of career development Self- Concept Theory 16  Decline Stage Maintenance Stage 45 years to 65 years old Establishment Stage 25 years to 44 years old Exploration Stage 15 years to 24 years old Growth Stage birth to 14 years old 17 Growth - a person develops their sense and attitude towards work 18 EXPLORATION - in this stage a person tries different career path through classes, hobbies and casual work 19 establishment - a person develops entry level job skills and develops work experience 20 maintenance - a person changes elements of their career to improve their position 21 decline - reduces the amount of work they do and prepare for retirement 22 Eight life roles according to Donald Super 23 1.Child 2.Student 3.Leisurite 4.Citizen 5.Worker 6.Parent 7.Spouse 8.Homemaker 24  VOCATION AL THEORY 3 Eli Ginzberg Four Factors Career development is influenced by these factors according to Eli 26 Ginzberg’s Theory Reality factor - the ability to handle pressure in a chosen career path 27 EDUCATIONAL PROCESS - in order to succeed in the desired career, one must have the proper educational preparation 28 Emotional factor - satisfaction is determined by emotional security 29 Individual values - anything cherished and esteemed must be satisfied in order to attain happiness and fulfillment 30  This theory emphasized that career is a long-term process that requires education, vision, values, goals, skills and interests 31  He also mentioned that vocational choices of individuals are divided into three stages: 1. Childhood or Fantasy 2. Adolescent or Tentative 3. Adulthood or Maturity or Realistic 32 Childhood or fantasy (Childhood up to age 11) During this stage, children primarily engage in playful acts, stimulating occupations such as firefighters, police officers, car driver, etc. 33 ADOLESCENCE OR TENTATIVE (13 TO 19 YEARS OLD) Adolescent are able to better focus on and recognize work requirements 34 STAGES FOR TENTATIVE PERIOD Interest Capacity Children learn likes Children learn how and dislikes much their abilities align with their interests 35 STAGES FOR TENTATIVE PERIOD Transition Values Self-reliance and awareness Learns what’s of occupations. important to you and become aware of how Begins when the individual work may fulfill your assumes responsibility for values her own actions, becomes independent and exercises her freedom of choice. 36 Adulthood or maturity or realistic (17 TO 20+ YEARS OLD) In this stage, the actual career begins to appear apparently. Individual becomes aware of college life and different path. They begin to realize vocation alternatives Make back up plans in case the original does not work. 37 Characterized by three sub-stages Exploration Crystallizatio Specification Stage n Stage Stage The individual The individual The individual becomes builds up decides his dedicated to one fondness. Take option. Declare precise interest trail but major or commit for part of the remains untied to a certain type profession. to other of work. choices 38 influenci ng vocation al choice 39 Diverse life responsibility  Every person has to play different reposbilities at home and work.  Decides and choose the best role which is more significant to him. 40 Traits and interests  Every person is unique in his own way therefore, every aspect of personal life is different from others 41 Cultural Background  The principles, values, and culture also affect the personal choice for work preference.  The surroundings and people around us also affect our choice of work. 42 Financial stability  Money is one of the main reasons for some to change future choices. You finalize your choices according to you financial data. 43 Career guidance  Some individuals do not receive proper career guidance which causes them to choose the wrong one that leads them to a non- inspirational career choices. 44  SOCIAL LEARNING THEORY 4 John Krumboltz  Each individual has his own genetic endowment when he enters into the world  As one grows up, he learns from his experiences on things, events in different settings such as social, political, economic and cultural and applies what he learned. 46  One’s experience on reward and punishment, success or failure influences his new decisions in life  The interaction between learning experiences and the reactions to the byproduct results shapes the individual into a unique person. 47 influenci ng career choice 48 Genetic endowment and special abilities focus on race, gender, physical, appearance and characteristics. 49 Environmental conditions and events these plays an important role in discovering abilities and plans for its development, in activities which people participate in. Anything that goes on in the environment has an implication to career preferences 50 Learning Experiences LearninEach individual has his unique learning experiences that leads him to do a particular career. 51 Emotional response task approach skills that are learned previously may have different outcomes when brought to a new task or problem. These skills may be modified. 52  He highlights the importance of what he calls self-observation generalization 53  He highlights the importance of what he calls self-observation generalization People compare their own performance, skills and abilities with some standard and draw conclusion about their competence and worth. This conclusion is used in making response to future situations. 54  He expanded his learning theory of career counseling to the concept of Planned Happenstance. 55 Happenstance learning theory explains that people follow different tasks through life and career task changes based one experiences and lessons learned that impact the cognition 56 Happenstance learning theory Main Tenet: Things will happen whether you like or not and you can or need to prepare to see and take up the opportunities your life brings 57 Categories of learning experiences 1. Instrumental Learning Experiences 2. Associative Learning Experiences 58 1.Instrumental Learning Experiences  Those in which people take some actions and observe the consequences  Every time people do something and engage actively, they found out what happens as a result and discover how they feel about it  Experience is the best teacher 59 II. Associative Learning Experiences  Occurs as people watch, listen or read about others  As a result of these continuous learning experience, people form generalization about their own interests, abilities, values and beliefs 60 II. Associative Learning Experiences  He sees career development as unique for the individual and believes that most of the influences of career development and career choice are capable of being altered at any point in life  Realization is the best teacher 61  GENERALI ZATION TEMPLATE 5 THEORY Dr. Alexa Abrenica Socialization o is an important process in introducing a child to the ways of living one’s culture o Parents are the first agents of socialization wherein child’s observation of the occupation of parents observed up closed and so provide strong mental images that becomes imprinted in the mind of the child. 63 Positive experience o increases self-confidence to the individual thus, self-efficacy is formed o positive experience with images imprint schemata further and lead the way to choosing similar career options 64 Presence of successful models o enables an individual to do self- evaluation and increases self- confidence 65 Generalization theory Main Tenet: When one joins the work force, he spends most of his hours on the job. Thus, it is very important that he would choose a career that would match his personality, abilities, interest, competencies etc. so to meet the demands of the job and be 66  circumscri ption and compromi 6 se Gottfredson STAGES OF GOTTFREDSON’S THEORY Orientation to the internal 14+ years old technique self Orientation to social values 9-13 years old Orientation to sex roles 6-8 years old Orientation to size and 3-5 years old power 68 Orientation to size and power Children of this age become aware of the differences between people and start classifying them in basic ways in terms of stronger and weaker. They start identifying roles and occupation adults may have. 69 Orientation to sex roles Children start making distinctions between occupation of adults and their basic attributes 70  Orientation to social values At this age, children start classifying occupation along social status and gender attributes. They relate social status to their own social surroundings. There is a growing concern with the level of occupation and this is intimately connected with social class. 71  Orientation to the internal technique self A zone of acceptable occupational alternatives for has been established. To carve out a personal identity and to arrive at more specific occupational choices. Involves more independence from 72 external influences such as parents  Orientation to the internal technique self A zone of acceptable occupational alternatives for has been established. To carve out a personal identity and to arrive at more specific occupational choices. Involves more independence from 73 external influences such as parents COMPROMISE is an issue because the jobs people want may sometimes be very different from the jobs available to them. Gottfredson (1996) suggests that her theory highlights the need for career counselors to encourage both exploration and realism and emphasize the importance of information. 74 GOTTFREDSON’S FIVE RECOMMENDATIONS 1. Work with your core traits. 2. Sample a broad range of experience. 3. Surround yourself with people, activities, and settings that bring out the best in you. 4. Acknowledgement that each person and situation is unique. 5. Keep an open mind about your options. 75 “ Winners are not afraid of losing, but losers are. Failure is part of the process of success. People who avoid failure also avoid success.” - Robert Kiyosaki 76