Career & Lifestyle Development PDF

Porsche Reimer-Law Career & Lifestyle Development Career: Learning Topics/Objectives Theories &Theorists Trait & Factor Decision Psychodynamic Developmental Social Learning Resources Workplace Environment Other Terms/People  Theories & Theorists Trait & Factory The...

Porsche Reimer-Law Career & Lifestyle Development Career: Learning Topics/Objectives Theories &Theorists Trait & Factor Decision Psychodynamic Developmental Social Learning Resources Workplace Environment Other Terms/People  Theories & Theorists Trait & Factory Theory Evolved during Depression when workers needed training and new employment. Emphasizes individual, occupation, and relationship between the two. Assumes that each individual is unique in terms of their personality “traits” (i.e., abilities, vocational interests) and must discover the conditions for success in a particular occupation or “factors.” Considered first major and most durable theory of career choice Trait & Factor Theory Frank Parsons First to outline the process involved in choosing a career Considered Father of Vocational Guidance Assumes that through testing, one’s personality can be best matched to occupation geared towards those traits Advocated a three-step model: 1) Assessment of client’s personal data (knowledge of self, aptitudes, interests) 2) Occupational requirements (knowledge of jobs, including pros/cons) 3) Decision-making (matching the individual with the work) Decision Theory Tiedeman & O’Hara Uses Erikson’s psychosocial development as its framework Career development grows from continuous adaptation and modification of a person’s ego identity. Importance of self-awareness in decision-making 7 Steps of decision-making divided into 2 phases 1) Anticipation phase: person imagines self in a given career; 2) Implementation phase: person engages in reality testing of expectations Decision Theory Gelatt Information-processing is the basis for decision- making; can make a better decision when understanding the possible sequences of events in the future A decision requires three systems; ○ ) Predictive system: to assess alternatives, possible outcomes & possibilities (test results, grades, interests); ○ 2) Value system: to analyze the preference of various outcomes, & ○ 3) Decision criteria: to integrate information and choose appropriate action; must weigh both in making decision Psychodynamic Theory Anne Roe Theory based on Maslow’s Hierarchy as well as unconscious psychological needs Job satisfies an unconscious need Parent-child relations influence child’s later occupational interests as child will develop personality which gravitates towards or away from people based on parenting style First career specialist to utilize a 2-dimensional system of occupational classification by looking at fields and levels Psychodynamic Theory Anne Roe Factor analysis of 214 occupational groups produced 8 occupational fields: 1) service 2) business contact 3) organization 4) technology 5) outdoor 6) science 7) general culture 8) arts & entertainment Psychodynamic Theory Anne Roe 6 levels of skill within occupational field: 1) professional & managerial 2 2) professional & managerial 1 3) semi-professional/small business 4) skilled 5) semiskilled 6) unskilled Psychodynamic Theory John Holland Career choice is related to an individual’s personality characteristics which are thought to be relatively stable Classified into one of 6 personality types and six ideal work environments Congruency between work environment and personality type is key & consistency is defined as adjacency on the hexagon Psychodynamic Theory Holland’s Model (RIASEC) Development Theory Ginzberg Did research for grant with “well-to do” young men and found that: ○ Vocational choice is a process, ○ This process is essentially irreversible, & ○ That compromise is essential in choice. However, theory has since been modified to state that occupational choice is a lifelong process of decision- making Development Theory Ginzberg Identified 3 periods of career development: ○ 1) fantasy (birth – 11): imagine/play as police officer, race car driver and the like ○ 2) tentative (11 – 17): children better able to recognize work requirements; includes sub-stages ○ 3) realistic (17 – early 20’s): zero in on optimal career choice; includes sub-stages This Photo by Unknown Author is licensed under CC BY- NC-ND Development Theory Donald Super Assumes self-concept influences career choice and vocational maturity is related to career success Person is qualified for several occupations based on his/her interests, abilities, and personality characteristics Each occupation requires a certain pattern of characteristics People change over time and may need career change  Development Theory Donald Super 5 developmental stages that influence career choice and development 1. Growth (Birth-15 years) 2. Exploration (15-24 years) 3. Establishment (25-44 years) 4. Maintenance (45-64 years) 5. Decline (65+) Development Theory Donald Super Identifies five vocational developmental tasks: 1) Crystallization (14-18 years): formulates a general vocational goal and begins planning for his/her preferred occupation 2) Specification (18-21 years): moves from tentative vocational preferences toward specific vocational preference 3) Implementation (21-24 years): completes training in area of vocational preference and begins employment 4) Stabilization (24-35 years): confirms choice of preferred career by actual work experience and uses talents to demonstrate choice is appropriate 5) Consolidation (35 + years): becomes established in career through advancement, status, and seniority Developmental Theory Gottfredson Children progress through 4 stages: ⮚Orientation to Size & Power (ages 3-5): jobs seen as being held by adults ⮚Orientation to Sex Roles (ages 6-8): jobs are seen as appropriate/inappropriate based on one’s sex ⮚Orientation to Social Valuation (9-13): jobs are seen in terms of prestige/status; certain jobs eliminated level of prestige desired ⮚Orientation to Internal Unique Self (14+): one now considers their interests, abilities, & values in relation to a job Developmental Theory Gottfredson Theory of Circumscription and Compromise ⮚Circumscription: process of narrowing the acceptable alternatives; and ⮚Compromise: realization that client will not be able to implement most preferred choices. ⮚The client adjusts aspirations to accommodate such concerns such as hiring practices, family obligations, or educational programs. Social Learning Theory Krumboltz, Mitchell, & Jones Emphasizes the importance of behavior and cognition in making career choice Four factors impact career decisions: 1)genetic factors & special abilities 2)environmental factors & special events 3)learning experiences 4)task approach problem-solving skills (i.e., self-observation, goal-setting, information seeking) Krumboltz video Resources Resources Dictionary of Occupational Titles (DOT): lists job titles in nine categories; has since been replaced with O⁰NET, & each occupation has a nine digit code O⁰NET: DOT online, allows one to search occupations based on certain qualifiers Occupational Outlook Handbook (OOH): has job trends for the future, salaries, training requirements; can be accessed online & filter jobs based on various factors Resources/Inventories Strong Interest Inventory (SCII): based on Holland’s theory, measures interests, not activities; assumes person interested in given subject will get satisfaction from working in an occupation with others who have similar interests Self-Directed Search (SDS): based on Holland’s work; self-administered, self-scored, and self-interpreted to match Holland’s 6 types; suitable for 15+ System of Interactive Guidance and Information (SIGI): for students who plan to enter 2-4 year colleges or universities; includes interactive guidance and information in six subsystems  Workplace Environment Workplace environment Midlife career change usually takes place between the ages of 35-45 Over 60% of marriages are dual-earner marriages (have less leisure time than single-career families, yet higher household income) Older workers must contend with several factors ○ physical decline makes certain tasks more difficult ○ employers may have negative attitudes &/or hire cheaper labor ○ obsolescense - lack of up-to-date knowledge & skill Workplace environment Issues facing women in workforce: ⮚Double-work load: responsibilities in home do not decrease when working outside of home ⮚Intermittency: women lose job security, promotions, and stability (childbearing, caregiving) ⮚Glass Ceiling: suggests women are limited in terms of how far they can advance in the workforce ⮚Wage discrimination: women make less than men for doing the same job despite Title VII of the Civil Right Act of 1964 which states women should have equal work opportunities and equal job pay ⮚Occupational sex segregation: traditionally female jobs pay less and lack the status of male occupations Workplace environment Supervisors may experience error or bias when evaluating workers (rater bias) Central tendency bias: when a supervisor erroneously rates the majority of workers as average Recency effect: when rating reflects workers recent performance Halo effect: generalizing about an employee based on single characteristic (i.e., giving a worker who is nice a higher rating than a worker who is just as good but not nice) Other Terms & People Terms Hidden Job Market: a.k.a. networking or online networking; 80% of all jobs are not advertised Underemployment: when a person takes a job below his/her level of skill, expertise, training Dislocated worker: person who is unemployed due to downsizing, company relocation, or company closing business Terms Displaced homemaker: women who enter or re-enter the workforce after being at home; often occurs after divorce or death of spouse Compensatory effect: a worker makes up for things outside of work that he can’t do on the job (i.e., receptionist can’t sing or hum at work so gets in car and sings as loud as she can.) Spillover: individual’s work “spills over” into his/her time off the job; engages in activities similar to work during leisure time (i.e., engineer who is building a satellite) People Crites: researched phenomenon of “career/vocational maturity”; need for career counseling exceeds the need for therapy Hoppock: believed accurate career decisions are made by knowing personal needs and finding occupation that meets those needs; based his work of that of Henry Murray Katz: stressed importance of identifying values before considering career alternatives Schlossberg: Identified 5 factors of career development; gender differences are more powerful than age or stage differences QUIZ