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IOP3703: Chapter 4 - Career choice and counselling (Trait-and-factor or…
IOP3703: Chapter 4 - Career choice and counselling
Introduction
Competency Framework for CDP's p148-153
Trait-and-factor or person-environment-fit theories (1st wave of career psychology theories)
Parson's trait-and-factor theory
Three-pronged approach (1) self-knowledge (2) job/occupation/environment knowledge (3) match 1 and 2
Nature/requirements of occupation determine which individual characteristics are measured - generally (1) mental abilities (2) personality characteristics (3) interests (4) values
Disadvantage - comes across as deceptively simple and psychological phenomena are reduces to quantitative variables; static rather than developmental theory
Holland's theory of personality and occupational types
Table 4.4 p159 for 6 personality orientations
Four constructs providing additional information when examining individual's typology (1) Congruence (2) Consistency (3) Differentiation (4) Identity
Dawis and Lofquist's theory of person-environment correspondence
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Jung's theory of personality types
Personality understood by psychological type whic consits of 2 attitudes (extraversion/introversion) and 4 psychological functions (sensing, intuition, thinking, feeling)
Lifespan development theories (2nd wave of career psychology theories)
Super's career development theory p176
Career development seen as a process over 5 life stages
Career development seen as forming&implementing self concepts in occupational contexts
Self-concepts develop through interaction with environment; influence process of synthesis (essentially a learning process in which role playing plays a part)
Adjustments = outcomes of behaviour in career development; career maturity = type of behaviour conducive to adjustment and refers to specific types of behaviour in different life stages
Life stages (1) Growth = birth to 12-14 p177 (2) Exploration = 14-25 p177 (3) Establishment = 25-45 p178 (4) Maintenance = 45-65 p178 (5) Decline = >65 p178
Recycling = process of recurring life-stage characteristics - Life-career rainbow fig 4.3 p179
Study concepts of personal and situational determinants
The segmental model fig 4.4 p181
Determinants of career seen as segments/building blocks and interaction determines career
Study figure with notes on p 182
Cognitive-behavioural theories and approaches
Krumboltz's career decision-making theory
Application of social learning theory
Decision-making determinants (1) genetic factors (genetic endowment, special abilities) (2) environmental factors (social, cultural, political, economic) (3) learning experiences (instrumental learning, associative learning)
Interaction of all these factors lead to task-approach skills (skills and standards individuals bring to their work)
Decision-making outcomes (1) self-observation generalisations p185 (2) world-view generalisations p 185 (3) task-approach skills p186
Mitchell, Levin and Krumboltz's happenstance approach theory
Unpredicatable social, environment factors and chance events influence career development; it is the role of counsellors to assist clients in responding positively
Crititcal client skills (1) curiosity (2) persistence (3) flexibility (4) optimism (5) risk taking
Hackett and Betz's theory of self-efficacy
Applies social learning theory to career choice in which self-efficacy is seen as key concept
Women's career development should be understood by considering mechanisms that play a part in the development of personal efficacy expectations p188-190 (1) performance accomplishments (2) vicarious learning (3) emotional arousal (4) verbal persuasion
Psychodynamic approaches
Bordin's theory of personality development
Psychodynamic theory associates childhood experiences with personality development
Relation between personality and work is rooted in urge to play
Individuals experience regarding effort & compulsion determines degree to which play and work becomes fused
Most useful way to determine ideal fit between self and work is by mapping occupations in terms of intrinsic motives (p192 for list) that determine lifestyles and character styles
Tiedeman, O'Hara and Miller-Tiedeman's life-career decision-making theory
Career choice and development are seen as decision making involving the ego identity over the lifespan
Ego identity seen as a self-organising system that develops through the mechanisms of differentiation and reintegration
Decision-making process divided into two phases (1) anticipation (exploration, crystallisation, choice, clarification) and (2) implementation (induction, reformation, reintegration)
Two types of reality an individual becomes aware of in decision making (1) personal reality (2) common reality
Study life-is-career concept p194
Relational approaches to career development
Roe's theory of parent-child relations
Basic notion is that career choice involves needs
Order of needs p195
Relative strength of needs and mode of satisfying them are determined by parent-child relations
Parental behaviour resulting in basic orientations which are either toward or not toward persons (1) emotional concentration (overprotective or over-demanding) (2) avoidance of the child (rejecting or neglecting) (3) acceptance of the child (casual or loving)
Loving, overprotecting and over-demanding results in toward people (e.g. entertainment and services industries) ; rejecting, neglecting and casual acceptance results in basic orientation away from people (e.g. technological or scientific activities)
8 Occupational groups and levels described on p196 - 198
Person-in-environment perspectives
Cook, Heppner and O'Brien's race/gender ecological theory
Ecological model = behaviour results from ongoing dynamic interaction between person and environment
Systems of environment p198 (1) micro (2) meson(3) exo (4) macro
Career-behaviour determined by inter-relationships between the 4 systems
Race/gender decisively shape an individual's career as opportunities/obstacles are encountered based upon these two factors - Counsellor goes beyond co-construction of meaningnto address specific environmental factors
Brown's theory of values
Values incorporate cognitive, affective, behavioural components and serve as standards against which individual evaluates own actions
Model based on 6 propositions p199-200
Postmodern perspectives
Savickas's career construction theory for life designing
Careers are seen as potentially central part of life; individual constructs career by imposing meaning on vocational behviour and occupational experiences
Counsellors listen to narratives for story lines of (1) life structure issues p202 (2) vocational personality style p203 (3) career adaptability p202-203 (4) thematic life stories/life themes p204
Frankl's theory of existential guidance
Counsellors use logotherapeutic techniques e.g. Socratic dialogue to guide people to find meaning
Counsellor's approach is confrontational rather than prescriptive
Look at concepts of will to meaning and meaning contract p 212
Career theories in practices
The Diagnostic Framework for Career Services p217
Each of the career services in framework addresses a distinct problem and therefore draws upon different career theories
Vocational self are individual's attitudes and beheviours related to vocational tasks/situtaions
Career self explains the subjective sense of career
Career services include (p213 - 215) career counselling, guidance, placement, therapy, education, coaching
Ethical considerations p219
Application of the Diagnostic Framework for Career Services
Work through example p223-230