THEORIES OF CAREER DEVELOPMENT

DEVELOPMENTAL THEORIES

DEVELOPMENTAL THEORIES
GINZBURG STUDY ON CAREER DEVELOPMENT (Ginzburg, Ginsberg, Axelrad, & Herma) LIFE-SPAN, LIFE SPACE APPROACH TO CAREERS (Donald Super) THEORY OF CIRCUMSCRIPTION & COMPROMISE (L.S. Gottfredson) INDIVIDUALISTIC APPROACH TO CAREER DEVELOPMENT (Miller-Tiedeman, Tiedman & OHarra)

DEVELOPMENTAL THEORIES
Focuses on the biological, psychological, sociological, and cultural factors that influences career choice. Suggests that individuals make changes during developmental stages and adapt to changing life roles. Takes into account that career choice is a dynamic developmental process involving a series of decisions made over time

GINZBURG STUDY ON CAREER DEVELOPMENT

First to have focused on occupational choice from a developmental standpoint. Career choice is a developmental process and begins in early childhood and progresses through three broad stages that can conclude with career choice in early adulthood.

GINZBURG STUDY ON CAREER DEVELOPMENT

THREE STAGES OF CAREER DEVELOPMENT 1. Fantasy 2. Tentative Interest Capacity Value Transition 3. Realistic Exploration Crystallization Specification

GINZBURG STUDY ON CAREER DEVELOPMENT

THREE STAGES OF CAREER DEVELOPMENT 1. Fantasy (Childhood Stage) Occupational preferences reflect identification with the role of an adult one knows; and a lack of realism rather than a mature career decision.

GINZBURG STUDY ON CAREER DEVELOPMENT

THREE STAGES OF CAREER DEVELOPMENT 2. Tentative (Adolescence Stage) Occupational preferences involves maturational process during which individuals base their career choices on interests, capacities, and values.

GINZBURG STUDY ON CAREER DEVELOPMENT

THREE STAGES OF CAREER DEVELOPMENT 2. Tentative (Adolescence Stage) Transitionoccupational preferences becomes less subjective; thereby, it becomes more of an exploratory process based on realistic consideration of opportunities and limitations.

GINZBURG STUDY ON CAREER DEVELOPMENT

THREE STAGES OF CAREER DEVELOPMENT 3. Realistic (Adulthood Stage) Reached the point of integrating likes and dislikes with capabilities and reconciling it with societys and personal values. Exploration beginning of implementation of tentative occupational choices and evaluation of feedback on their vocational behavior.

GINZBURG STUDY ON CAREER DEVELOPMENT

THREE STAGES OF CAREER DEVELOPMENT 3. Realistic (Adulthood Stage) Crystallization definitive occupational commitment is made. Specification decisions about implementing occupational choice is made.

GINZBURG STUDY ON CAREER DEVELOPMENT

THREE KEY ELEMENTS OF CAREER DEVELOPMENTAL STAGES 1. Processcareer decision-making that occurred from prepuberty until the late teens or early 20s, when individuals were believed to make an occupational commitment. 2. Irreversibility based on the notion that previous educational training had channeled the individual down to a specific path which provided little opportunity to change directions.

GINZBURG STUDY ON CAREER DEVELOPMENT

THREE KEY ELEMENTS OF CAREER DEVELOPMENTAL STAGES 3. Compromise individuals finding an optimal fit between factors such as their interests and abilities and the reality of the world of work.

GINZBURG STUDY ON CAREER DEVELOPMENT

FOUR VARIABLES IN WHICH CAREER CHOICE IS BASED 1. Reality takes into account the constraints of the world of work and pressures of the environment. 2. Educational Process nature of education received could restrict or enhance opportunities.

GINZBURG STUDY ON CAREER DEVELOPMENT

FOUR VARIABLES IN WHICH CAREER CHOICE IS BASED 3. Emotional Factors compromises the interaction between individuals and their environment and the work satisfaction they receive. 4. Personal Values

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

According to Super, career development is a process that unfolds gradually over the lifespan. It is a continuous process that involved multiple life roles. His theory brings together life-stage psychology and social role theory to convey a comprehensive picture of multiple-role careers, together with their determinants and interactions

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

SELF-CONCEPT THEORY Center/ keystone of his approach to vocational behavior. Two types of conception of self: Vocational identity (occupational identity) objective concept of self which is the combinations of traits that apply to an individual and may be observed by self or others and assessed through interest inventories.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

SELF-CONCEPT THEORY Two types of conception of self: Occupational self-concept (vocational selfconcept) subjective concept of self which is the personal meaning that individuals ascribe to their traits. It is the driving force that establishes career patterns one will follow.
Vocational self-concepts develops through physical and mental growth, observations of work, identification with working adults, general environment, and general experiences.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

SELF-CONCEPT THEORY Self-concept implementation process of choosing an occupation that matches ones image of self.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

SELF-CONCEPT THEORY People differ in their abilities and personalities, needs, values, interests, traits, and selfconcepts. People are qualified, by virtue of these characteristics, each for a number of occupations.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

SELF-CONCEPT THEORY Each occupation requires a characteristic pattern of abilities and personality traits, with tolerances wide enough to allow both some variety of occupations for each individual and some variety of individuals in each occupations. Vocational preferences and competencies, the situations in which people live and work, and hence, their selfconcepts change with time and experience, although self-concept, as products of social learning, are increasingly stable from late adolescence until late maturity, providing some continuity in choice and adjustment.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DEVELOPMENTAL STAGES AND TASKS DEVELOPMENTAL STAGES core elements of Supers developmental approach to career development 1. Growth (birth 14 or 15 years old) 2. Exploratory (15-24 years old) a. Fantasy b. Tentative c. Realistic 3. Establishment (25-44 years old) a. Trial b. Stabilization

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DEVELOPMENTAL STAGES AND TASKS DEVELOPMENTAL STAGES core elements of Supers developmental approach to career development 4. Renewal (Murphy and Burck 1976) (35-45 years old) 5. Maintenance (45-64 years old) 6. Decline (65 years and above)

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DEVELOPMENTAL STAGES 1. Growth (birth 14 or 15 years old) development of capacity, attitudes, interests, and needs associated with self-concept. 2. Exploratory (15-24 years old) begins with an awareness that an occupation will be an aspect of life. a. Fantasy expressed choices are unrealistic b.Tentative choices are narrowed to few possibilities. c. Realistic choices are narrowed to occupations that are within reach and provide opportunities which are most important to an individual.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DEVELOPMENTAL STAGES 3. Establishment (25-44 years old) early encounters within actual work experience. a. Trial attempts to ascertain whether choices and decisions made have validity. b. Stabilization aspects of the work are brought into the self-concept and the occupation is accepted as one that offers the best chance to obtain those satisfactions that are important.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DEVELOPMENTAL STAGES 4. Renewal (Murphy and Burck 1976) (35-45 years old) reconsideration of earlier goals and plans, and deciding whether one would rededicate oneself to such goals or move in other directions with a midlife career change. 5. Maintenance (45-64 years old) continual adjustment process to improve working position and situation. 6. Decline (65 years and above) preretirement considerations, reduced work output, and eventual retirement.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DEVELOPMENTAL STAGES AND TASKS DEVELOPMENTAL TASKS activities which serves as a framework for observing vocational behaviors and attitudes. 1. Crystallization (14-18 years old) 2. Specification (18-21 years old) 3. Implementation (21-24 years old) 4. Stabilization (24-35 years old) 5. Consolidation ( 35 years old and above)

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DEVELOPMENTAL TASKS 1. Crystallization (14-18 years old) cognitive process period of formulating a general vocational goal through awareness of resources, contingencies, interests, values, and planning for the preferred occupations. 2. Specification (18-21 years old) moving from tentative vocational preferences towards a specific vocational preference. 3. Implementation (21-24 years old) completing vocational preferences and entering employment.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DEVELOPMENTAL TASKS 4. Stabilization (24-35 years old) confirming preferred career by actual experience and use of talents to demonstrate career choice as an appropriate one. 5. Consolidation ( 35 years old and above) establishment in a career by advancement status and seniority. Super views ages and transitions as very flexible and as not occurring in a well-ordered sequence. A person can recycle through one or more stages which is referred to as minicycle.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

The nature of the career pattern that is, the occupational level attained and the sequence, frequency of duration of trial and stable jobs is determined by the individuals parental socioeconomic level, mental ability, education, skills, personality characteristics, and career maturity and by the opportunities to which he or she is exposed. Success in coping with the demands of the environment and of the organism in that context at any given lifecareer stage depends on career maturity.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

CAREER MATURITY Completion of appropriate tasks at each level within a continuous series of life stages. A group of physical, psychological, and social characteristics that represent the individuals readiness and ability to deal with the developmental problems and challenges that are faced. Level of understanding of the world of work or of themselves sufficient enough to make adequate career decisions. It is related more to intelligence than to age.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

CAREER MATURITY Various Aspects: planning, accepting responsibility, and awareness of various aspects of a preferred vocation. There is a relationship between career maturity and adolescent achievement of significant degree of selfawareness, knowledge of occupations, and developed planning capability.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

LIFE-STAGE MODEL (LIFE RAINBOW) Presents two dimension: 1) longitudinal dimension in the lifespan (maxicycle) and major life stages (minicycles). 2) life space roles played by individuals as they progress through developmental stages. People experience these roles in the following theaters: home, community, school, and work place.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

LIFE-STAGE MODEL (LIFE RAINBOW) The process of career development is essentially that of developing and implementing occupational selfconcepts. It is a synthesizing and compromising process in which the self-concept is a product of the interaction of inherited aptitudes, physical makeup, opportunity to observe and play various roles, and evaluations of the extent to which the results of role playing meet the approval of superiors and fellows.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

LIFE-STAGE MODEL (LIFE RAINBOW) The process of synthesis or compromise between individual and social factors, between self-concepts and reality, is one of role playing and of learning from feedback, whether the role is played in fantasy, in the counseling interview, or in such real-life activities as classes, clubs, part-time work, and entry jobs.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

ARCHWAY MODEL Delineates the changing diversity of life roles experienced by individuals over the lifespan. Used to clarify how biographical, psychological, and socioeconomic determinants influence career development.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

ARCHWAY MODEL One base stone in the arch supports the person and his or her psychological characteristics, and the other base stone supports societal aspects. Societal factors interact with the persons biological and psychological characteristics as he/she functions and grows. Column that extends from the biological base encompasses the factors that constitutes personality variables and lead to achievement. Column rising from geographical base stone affects social policy and employment practices.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

ARCHWAY MODEL Arch joining the columns is made up of conceptual components. Keystone of the archway is the self or person who has experienced the personal and social forces that are major determinants of self-concept formation and active life roles in society. Interactive learning is the fundamental concept that forms the keystone of the archway as the individual encounters people, ideas, facts, and objects in personal development.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

ARCHWAY MODEL Work and occupations provide a focus for personality organization for most men and women, although for some persons this focus is peripheral, incidental, or even nonexistent. Then, other foci, such as leisure activities and homemaking may be central.

DONALD SUPERS LIFE-SPAN, LIFE-SPACE THEORY OF CAREER DEVELOPMENT

WORK SATISFACTION Work satisfaction and life satisfaction depend on the extent to which the individual finds adequate outlets for abilities, needs, values, interests, personality traits, and self-concepts. They depend on establishment in a type of work, a work situation, and a way of life in which one can play the kind of role that growth and exploratory experiences have led one to consider congenial and appropriate. Degree of satisfaction people attain from work is proportional to the degree to which they have been able to implement self-concepts.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE: A DEVELOPMENTAL THEORY OF OCCUPATIONAL ASPIRATIONS

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

Describes how career aspirations develop. Describes how people become attracted to certain occupations. States that career development process begins in childhood. Argues that career aspirations are attempts to implement ones self-concept. Posits that career satisfaction is dependent on the degree to which the career is congruent with selfperception. Delineates that people develop occupational stereotypes that guides them in selection process.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

MAJOR CONCEPTS: Self-concept Images of Occupations Cognitive Maps of Occupations Social Space Circumscription Compromise Biosocial Perspective of Career Counseling

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

SELF-CONCEPT Defined as ones view of self that has many elements such as ones appearance, abilities, personality, gender, values, and place in society. Key determinants of self-concept development are ones social class, level of intelligence, and experiences with sex typing.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

SELF-CONCEPT Components of self-concept: Social Self made up of self-perceptions regarding intelligence, social status, and gender. It is the more important determinant of occupational aspirations. Psychological Self made up of values and personality variables.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

IMAGES OF OCCUPATIONS Occupational stereotypes that include personalities of people in different occupations, the work that is done, and the appropriateness of that work for different types of people.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

COGNITIVE MAPS OF OCCUPATIONS Primarily used to locate areas of society that different occupations offer. Individuals uses images of themselves to assess their compatibility with different occupations (congruence or person-environment fit). Constitutes how adolescents and adults distinguish occupations into major dimensions.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

COGNITIVE MAPS OF OCCUPATIONS Major Dimensions of Occupations: Masculinity/Femininity (sex-typed occupational roles) Occupational prestige level (more than social status, it includes intellectual complexity or ability dimension) Field of work (occupations, which represents ones interest and personality)

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

COGNITIVE MAPS OF OCCUPATIONS Career Aspirations the result of the interaction between estimates of accessibility and compatibility estimates. If the core elements of self-concept conflict with an occupation, that occupation is rejected.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

SOCIAL SPACE The zone of acceptable alternatives in each persons cognitive map of occupations, or each persons view of where he or she fits or would want to fit in society. Career decision making should center around territories rather than specific points of reference.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

CIRCUMSCRIPTION Reflects the process by which an individual narrows his/her territory when making a decision about social space or acceptable alternatives. Major determinant of occupational preference is the progressive circumscription of aspirations during self-concept development, from the simplistic and concrete to complex, abstract view of life.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

CIRCUMSCRIPTION Four stages : 1. Orientation to size and power (ages 3-5) 2. Orientation to sex roles (ages 6-8) 3. Orientation to social valuation (ages 9-13) 4. Orientation to internal, unique self (14 years and above)

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

CIRCUMSCRIPTION Four stages : 1. Orientation to size and power (ages 3-5) thought process is concrete; children develop some through sex roles of what it means to be an adult. 2. Orientation to sex roles (ages 6-8) self-concept is influenced by gender development.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

CIRCUMSCRIPTION Four stages : 3. Orientation to social valuation (ages 9-13) development of concepts of social class contributes to the awareness of self-insituation. Preferences for level of work develops.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

CIRCUMSCRIPTION Four stages : 4. Orientation to internal, unique self (14 years and above) introspective thinking promotes greater self-awareness and perception of others. Individuals achieve greater perception of vocational aspirations in the context of self, sex role, and social class.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

COMPROMISE Process of adjusting aspirations to accommodate external reality. Selecting occupations that are viewed as a less than optimal fit with the self-view. Occurs as a result of availability of work, availability and quality of educational and employment opportunities, and discrimination. The process when individuals will settle for a good choice but not the best possible one.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

BIOSOCIAL PERSPECTIVE OF CAREER COUNSELING Career development is a nature-nurture partnership. Genetically distinct individuals create different environments and each individuals genetic uniqueness shapes their experiences. Nature-nurture partnership adheres to an inner compass from which one may circumscribe and compromise life choices.

GOTTFREDSONS THEORY OF CIRCUMSCRIPTION AND COMPROMISE

BIOSOCIAL PERSPECTIVE OF CAREER COUNSELING Emphasizes inherited genetic propensities that shape individual traits. Seek and create environments that reinforce ones genetic proclivities.