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Career Development Week 1 Lecture

The document provides an overview of the history and theories of career counseling. It discusses how career counseling has evolved from a focus on traits and skills matching to recognizing broader influences on career development. Key theories discussed include Holland's typology of work personalities, social cognitive theories like SCCT, and developmental theories like Super's life-span approach and Gottfredson's theory of circumscription and compromise. The document emphasizes a holistic perspective on career development over the lifespan.

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Olivia Vesna
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102 views

Career Development Week 1 Lecture

The document provides an overview of the history and theories of career counseling. It discusses how career counseling has evolved from a focus on traits and skills matching to recognizing broader influences on career development. Key theories discussed include Holland's typology of work personalities, social cognitive theories like SCCT, and developmental theories like Super's life-span approach and Gottfredson's theory of circumscription and compromise. The document emphasizes a holistic perspective on career development over the lifespan.

Uploaded by

Olivia Vesna
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Career Development:

Chapters 1 & 2
Katherine Helm, PhD
Career Counseling: Why is it Important?

• Allows counselors to serve an important area of our clients/students


(C/S) lives
• Allows counselors to maximize C/S talents, skills
• Allows counselors to support C/S in their personal & professional journey
into the world of work
• Allows counselors to help C/S contribute to self-esteem, self-concept, &
identity
• Allows counselors to participate in C/S life-long journey of career
development & career maturity
• Today’s career counselor focuses on: C/S values, interests, abilities,
skills, & work-life experiences & their role on career choice
Chapter 1: Historical Development & Basic
Issues
• 6 Historical factors:
• (1)urbanization & industrialization (1890-1919)
• (2) growth of educational guidance in elementary & high schools (1920-1939)
• (3) time of significant growth of guidance needs in colleges & the training of
counselors (1940-1959)
• (4) organizational career development; work b/c viewed as a significant life
role 1960-1979)
• (5) period of significant transitions brought on by Information Technology & the
beginning of career counseling in private practice & outpatient services (1980-
1989)
• (6) changing demographics; recognition of multicultural counseling; continued
changes in technology; focus on school-to-work transitions
Terms

• Career – activities, positions in vocations, occupations, & jobs; activities


associated w/ an individual’s lifetime work (& role flexibility)
• Career development – total constellation of psych, sociological, physical,
economic & chance factors influencing nature & significance of work in
one’s lifespan
• Career counseling – guidance in all activities assoc w/ career choice over
a life span
• Career guidance – coordinated counseling efforts by individuals &
institutions to facilitate career development (programs, etc.)
• Career Intervention – any activity designed to enhance a person’s career
development
• Vocation – one’s life work; mission; purpose found through work
History of Career Counseling

• Focused on strengths & weaknesses


• Originally utilized a trait-and-factor perspective (measurement)
• Moved to a career-life perspective (Donald Super)
• Began to recognize importance of human development, self-
awareness, & career development as a life long journey
• Began to incorporate a holistic perspective (including personal
concerns, life roles, multicultural influences)
• Incorporation of worldview of globalization, impact of technology,
ever-changing nature of the world of work
Chapter 2: Career Development Theories

• Theories provide context, role of counselor, interventions


• Trait-oriented theories: Frank Parson’s (early 20th century); work
adjustment & job satisfaction
• Trait-and-factor approach: matching C/S traits with the
requirements of a specific occupation; a step-by-step procedure
• Person-Environment-Correspondence (PEC): was the Theory of
Work Adjustment (TWA): individuals seek to achieve & maintain
positive relationship w/ their work environments, congruence &
work adjustment; occupational reinforcers
• Holland’s Typology (RIASEC); congruence; modal personality style
Career Theories Continued

Holland’s Typology (hexagon)


• Realistic – works w/ animals/tools/machines (avoids social spaces)
• Investigative – likes to study, solves problems (avoids leadership or sales)
• Artistic – likes creative activities, crafts/art/dance (avoids ordered or
repetitive activities)
• Social – likes helping people (avoids machines/tools)
• Enterprising – likes to lead/persuade people; selling (avoids actiites
requiring careful observation or scientific/analytical thinking)
• Conventional – likes working with #’s/records/machines; is orderly
(avoids ambiguous, unstructured activites)
Social Learning & Cognitive Theories

• Krumboltz’s Learning Theory of Career Counseling: (4) factors:


genetic endowments & special abilities; environmental conditions
& events; learning experiences; task approach skills
• Happenstance Approach Theory – 5 critical elements: curiosity,
persistence, flexibility, optimism, & risk taking
• Looks at chance events impact on career development
• Career Development from a Cognitive Information Processing
Perspective (CIP)
• Interaction of cognitive & affective processes; prob-solv activity; examines
cognitive operations & knowledge; memory; motivation; growth of info-
processing skills; enhance career decision-making skills
Career Development from Social Cognitive
Perspective

• Social Cognitive Career Theory (SCCT) by Lent, Brown, Hackett


• Key constructs: self-efficacy, outcome expectations, personal goals
• Explores learning experiences, interests, attitudes, values, gender,
choice & performance models
• Donald Super’s Life-Span/Life-Space Approach to careers:
• Viewed in terms of human developmental stages (growth, exploratory,
establishment, decline)
• Importance of self-concept & vocational developmental tasks
• Career maturity
• Life-stage rainbow model & archway models
Circumscription, Compromise, & Self-Creation: A
Developmental Theory of Occupational Aspirations

• Gottfredson’s Theory (1981): biosocial developmental model


exploring how people become attracted to certain occupations
• Self-concept invocational development is a key factor
• Stages/key concepts: orientation to size & power; sex roles;
social valuation (self-in-situation); the internal unique self
• Person-In-Environment Perspective: focuses attention on
contextual interaction over the life span; C/S viewed as products
of the environment; career development is influenced &
constructed w/in multiple environments (systems)

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