Week 5 Career Development PDF

Week 5: Career Development Theories and Theorists in Career Counseling • Donald Super (developmental approach to careers) • Super talks about Life Roles such as: child, student, homemaker, leisurite, citizen, and worker/pensioner • Super’s Life Career Rainbow includes • Life span with major stages •...

Week 5: Career Development Theories and Theorists in Career Counseling • Donald Super (developmental approach to careers) • Super talks about Life Roles such as: child, student, homemaker, leisurite, citizen, and worker/pensioner • Super’s Life Career Rainbow includes • Life span with major stages • Life space and roles we play Donald Super's developmental approach to careers is based on the idea that individuals go through distinct stages in their career development, and these stages are influenced by various factors, including personal characteristics, social environments, and life roles. Super's theory, often referred to as the "Life-Span, LifeSpace" approach, provides a framework for understanding how individuals navigate and make choices in their careers over the course of their lives. Stages of Career Development: •Super identified several stages that individuals typically go through in their career development: • Growth (Ages 4-14): Awareness of gender roles and interests. • Exploration (Ages 15-24): Exploring career options through education and work experiences. • Establishment (Ages 25-44): Establishing a career and working towards advancement. • Maintenance (Ages 45-64): Focusing on career stability and adapting to changes. • Decline (Age 65+): Gradual retirement and reduced work involvement. • John Holland (Typology) Trait-Factor Theory • Trait factor theory pairs personality traits with job requirements. • Holland matched individual traits with environmental traits. Realistic: prefers tasks requiring physical manipulation. Ex: mechanic Investigative: intellectual; creative investigation activities. Ex: chemist Artistic: imaginative; self-expression; materials/verbal. Ex: artist Social: social; activities that inform, develop, or enlighten. Ex: teacher Enterprising: extrovert; leadership and persuasive roles. Ex: sales Conventional: practical; prefers order and structure. Ex: file clerk • Anne Roe (needs approach) Personality Theory • Parental influences and early childhood experiences are viewed as major determiners • Roe believed careers were chosen to meet needs Roe developed “fields” by level classification Six Levels 1. Professional and Managerial 2 2. Professional and Managerial 1 3. Semi P & M 4. Skilled 5. Semi-skilled 6. Unskilled Eight Fields 1. Service 2. Business Contact 3. Managerial 4. General Culture 5. Arts and Ent. 6. Technology 7. Outdoor 8. Science • Frank Parsons (career counseling approach) Trait and Factor Theory • Actuarial or matching approach Trait Factor Means: ❖ Study the individual (Trait) ❖ Survey occupations (Factors) ❖ Match the person with occupation Developed in the late 19th and early 20th centuries, this theory is based on the idea that individuals can be matched with suitable careers by assessing their traits and matching them with the factors associated with various occupations. Important Note! Frank Parson is the Father of Vocational Guidance Vocational Guidance Process: Parsons advocated for a systematic process of vocational guidance. This process involves: Self-analysis: Individuals assess their abilities, interests, values, and personal traits. Occupational analysis: A comprehensive examination of different occupations, considering their requirements and characteristics. Matching: Based on the analysis, individuals are guided to careers that match their traits and align with occupational factors. Testing/Assessment in Career Counseling • Aptitude: O*Net Ability profiler aka GATB (General Aptitude Test Battery) • What is O*Net? (Occupational Information Network) free comprehensive data base of worker attributes and job characteristics. • Achievement: Iowa Tests of Basic Skills (ITBS), Scholastic Assessment Test (SAT), American College Test (ACT), Graduate Record Exam (GRE). • Interest: Strong Interest Inventory (SII), Self-Directed Search (SDS), Kuder Career Search Planning System, O*Net Interest Profiler. • Personality: Myers-Briggs Type Indicator • Values: O*Net Work Importance Indicator, Super’s Work Value Inventory Additional Assessment Information Sigi 3: System of Interactive Guidance and Info Discover: Extensive assessment components measuring interests, values, and skills Magellan: Career assessment program for HS, MS, and SPED Career Information Systems: assessments, occupational search activities, occ. Info, educational information Additional Information • Dual-career or dual-earner couples refer to couples in which both partners pursue careers or are employed, contributing to the family's income. In these couples, both individuals are actively engaged in the workforce, and their careers are a significant aspect of their lives. • Key characteristics of dual-career or dual-earner couples include: 1. Both Partners are Employed: 1. In dual-career couples, both individuals typically hold jobs or pursue careers outside the home. This distinguishes them from traditional family models where one partner may focus primarily on homemaking and the other on employment. 2. Equal or Shared Financial Contributions: 1. Both partners contribute to the family income, and their financial contributions are often viewed as relatively equal. This dual-earner model can lead to greater financial stability for the family. 3. Career Development for Both Partners: 1. Both individuals in a dual-career couple are likely to invest time and effort in developing their careers. They may pursue education, training, and professional development opportunities to enhance their skills and advance in their respective fields. 4. Balancing Work and Family Roles: 1. Balancing work and family roles becomes a key challenge for dual-career couples. They often need to negotiate responsibilities related to childcare, household chores, and other family obligations to ensure an equitable distribution of tasks. 5. Career Aspirations and Fulfillment: 1. Each partner's career aspirations and fulfillment are valued within the relationship. Both individuals seek personal and professional growth, and the couple supports each other's career goals. 6. Potential Challenges: 1. While dual-career couples enjoy the benefits of financial stability and shared career fulfillment, they may face challenges related to work-life balance, time constraints, and potential stressors associated with managing multiple responsibilities. 7. Changing Gender Roles: 1. Dual-career couples often reflect changing societal norms regarding gender roles. Both partners actively contribute to both the workforce and family life, challenging traditional expectations about gender-specific roles in relationships. 8. Flexibility and Adaptability: 1. Successful dual-career couples demonstrate flexibility and adaptability in navigating the demands of their careers and personal lives. Effective communication and shared decisionmaking are essential to address challenges and find mutually satisfactory solutions.