LECTURE 10 Theories of Career Development.pptx

Economic

1. Theories of Career Development Holland’s Theory of Career Development Proposes that people match their skills and personality to a work environment that is similar , and that most people want to work with an environment of people like them . The theory divides both personalities and workplaces into six basic categorizations, which form a hexagon in a specific order abbreviated as RIASEC .

2. Realistic people are labeled as Doers because they like working with their hands, tools and machines, and view themselves as practical, reliable mechanically-inclined workers. They’re often drawn to careers in engineering , mechanics , agriculture and other hands-on areas.

3. Investigative people are labeled thinkers since they like to explore and solve problems by researching new ideas, completing experiments and reviewing data. Careers in this category include science , engineering , research and development .

4. Artistic individuals are labeled as creators who are drawn to express themselves by creating and designing things or through performance. They’re artists , musicians , writers , actors and graphic designers , and find themselves in fields promoting creative arts.

5. Social people are labeled as helpers because they are focused on helping others, whether through teaching, training, service or applied care, all with the focus being on working with other people. Careers include health care , social work , teachers and customer service .

6. Enterprising people are labeled as persuaders and leaders who are drawn to influence and encourage others, providing direction and planning. They often end up in business , politics , entrepreneurship , management and sales .

7. Conventional individuals are labeled as organizers because they like working with data and numbers in a set procedural way ; they’re methodical, thorough and pay attention to detail. Career areas include accounting , economics , clerical work and information management .

8. Super’s Theory of Career Development Donald Super’s “Life Span, Life Space” theory proposes that a person’s self-concept is the main force behind career development choices . We develop our self-concept during the process of interaction with our care givers.

9. The quality of this interaction determines the kind of self-concept we develop. We develop a positive self-concept when our care givers are warm, reinforcing , motivating , inspiring , and encouraging . A person develops a negative self-concept when the care givers are very critical , difficult to please, unreasonable, and unrealistic

10. Super’s Stages of Career Development Growth stage ( - 14 years ). During this stage, children form a mental picture of themselves in relation to others. They become oriented to the world of work.

11. Exploration stage ( 15 - 24 years ). In this stage, people explore the world of work and start specifying their career preferences. They seriously consider entering into a career, they enter into a career, try their first job but with little commitment.

12. Establishment stage ( 25 - 44 years ). In this stage, a person settles down and decides to pursue a career in which he had little commitment. In the Advancement sub-stage, an individual strives to make a secure place in the world of work. He becomes serious and acquires advanced qualifications in that particular career.

13. Maintenance stage (45-65 years). In this stage, the person tries to maintain the current position in work . He struggles to update his skills in order to stay competent with the young ones as he plans for retirement. Such people do not bring very new developments and refuse new positions .

14. Decline/Disengagement stage (65 onwards). In this stage, people disengage from the world of work. Its during this stage that they slow down and consider taking part time employment .

15. Relevance of Career Development Theories in Counseling Understanding factors that affect career development. Family background School background Self concept

16. Heredity Personality characteristics Rewards and punshments

17. Understand what leads people to choose their jobs Self concept Abilities and interests Family influence

18. Past experience Peer influence Beliefs Frustrations

19. Understand job satisfaction which occurs when a person’s job Leads to satisfaction Suits one’s personality Results into positive learning activities

20. Satisfies specific needs Enables you to participate in other life roles Allows you to contribute meaningfully to the development of the family and community at large.

21. Relevance of Career Development Theories We learn that counselors can use the following ways to help clients make career choices; Clients’ personalities, abilities and interests Suitable working environments that suit their personalities, abilities and interests Develop career decision making skills Be aware of their values and needs and those of the family and society Accomplish their careers goals.

22. Criticisms of Career Development Theories Very few people have these pure Holland codes. Not applicable in poor countries They are meant for elites and not illiterates . They assume the same working conditions . Lack of measurement instruments. They do not cater for cultural differences (C=W+L). They lack practicability . Not all career paths follow a stage-like fashion.