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| The five most influential career development theories today were developed by: |
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Definition
| Super, Holland, Gottfredson, Krumboltz, and Savickas |
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Term
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Definition
In designing their theory, this style of theorist focuses on some 'structure' of the individual, such as needs, traits, interests, etc.
Example: trait-factor, needs-based |
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Definition
| These theorists view career development as happening over time, usually through stages. (Though the process can include various 'structures', such as self-concept and need). |
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Definition
| A developmental theorist, his theory has been characterized as "life-span, life-space." |
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| Donald Super's five vocational life stages: |
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Definition
Growth (birth to 14/15)
Exploratory (ages 15-25)
Establishment (ages 25-44) trial and stabilize
Maintenance (ages 45-64) continual adjustment process
Decline/Disengagement (ages 65 on) preretirement and retirement |
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Term
| Donald Super's five vocational life tasks: |
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Definition
1. Crystallization (ages 14-18)
2. Specification (ages 18-21) - moving from tentative into specific vocational choice
3. Implementation (ages 21-24) - completing training and entering into employment
4. Stabilization (ages 24-35) performing the job
5. Consolidation (ages 35 and on) becoming established, advancing, achieving status |
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Term
| Donald Super's term/concept |
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Definition
| He identified the concept of career maturity (later renaming it 'career adaptability' to make it less age related). |
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Definition
Super's concept, including the life span with its major stages and the life space, which consists of the roles we play. |
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| Super's nine major roles that we play in life: |
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Definition
| child, student, citizen, spouse, homemaker, parent, worker, leisurite, and pensioner |
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Definition
home
community
school
workplace |
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Definition
Developed by Super, it's a graphic representation of the many determinants that compromise one's self concept.
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Definition
Super is responsible for this. It examined the vocational behavior of all 9th graders all the way into their 30's.
(The adolescents who were career mature and achieving in high school tended to be more career mature and successful as young adults, fyi). |
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Term
| John Holland's Theory approach is: |
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Definition
Mostly actuarial (structural),
however he does go to lengths to explain how types develop...
To Holland, career choice is an expression of personality. |
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Term
Holland's 6 Modal Personal Orientations
(Personality Types) |
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Definition
| Realistic, Investigative, Artistic, Social, Enterprising, and Conventional |
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Term
| Many Methods for Determining a Person's Holland Type: |
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Definition
Vocational Preference Inventory (Holland developed)
Self-Directed Search (Holland developed)
Strong's Interest Inventory (uses Holland's typology)
Career Assessment Inventory (uses Holland's typology)
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Term
| The RIASEC theory (hexagon shaped) |
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Definition
Holland,
The 6 types must be arrayed around the hexagon in the specific order indicated. The following are then considered:
Consistency: adjacent pairs of types are more psychologically alike than nonadjacent pairs of types
Differentiation: each type has significant highs and lows or may tend to be flat (undifferentiated)
Congruence: the individual's type and the environment type are the same or not
Vocational Identity: high identity people have a clear and stable picture of their interests and goals. |
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Definition
She is a developmental career theorist.
Her theory is called
CIRCUMSCRIPTION AND COMPROMISE
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Definition
(Developmental theorist)
She focuses on the vocational developmental processes experienced by children. For her, vocational self-concept is central and influences occupational selection. |
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Term
| Gottfredson's "circumscribe" and "compromise" process: |
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Definition
| She says that individuals narrow down their occupations and then opt out of unavailable or inappropriate occupations as they develop. |
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Term
| Gottfredson's Four Stages: |
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Definition
1. Orientation to size and power: (ages 3-5) begin to name occupations they would like to do
2. Orientation to sex roles: (ages 6-8) begin to learn that adults have different roles and are sex-typed
3. Orientation to social valuation: (ages 9-13) begin to learn that occupations vary greatly in social value/desirability
4. Orientation to unique internal self: (ages 14 and up), internal factors such as aspirations, values, and interests are critical |
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Term
| Cognitive Map, with a Zone of Acceptable Alternatives |
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Definition
Gottfredson says that individuals develop this based on sex type, social value, and interest area (field of work). They then develop a zone with acceptable options consistent with the individual's self-concept. |
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Term
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Definition
| He used Bandura's social learning theory to identify the principle concepts for his theory of career development. |
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Term
| The Learning Theory of Career Counseling |
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Definition
Krumboltz developed this. Important concepts in it are
reinforcement theory,
cognitive information processing, and
classical behaviorism. |
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Term
| Krumboltz says that career development involves these four things: |
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Definition
1. genetic endowments and special abilities
2. environmental conditions and events
3. instrumental and associative learning experiences
4. task approach skills (problem solving, work habits, etc) |
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Term
| The Career Beliefs Inventory |
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Definition
| Krumboltz developed this, it helps to identify client's mental barriers that prevent them from taking action. |
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Definition
| Krumboltz, his word for events that are unplanned or by chance that will influence a person's career development. |
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Term
| Ginzberg, Ginsberg, Axelrad & Herma |
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Definition
Created a developmental theory together that said occupational choice progresses through three periods:
1. fantasy (child)
2. tentative (teen)
3. realistic (young adult and on) |
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Definition
They said that decision making was important and was influenced by adolescent adjustment patterns.
(PS. Their theory influenced Super) |
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Definition
| A Needs-Approach Theorist, she said that genetic factors, environmental experiences, and parent-child relations influenced the needs structure that each child developed. Later occupational selection would then be a function of those needs. |
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Term
| Ann Roe's premise (which was not well supported by research)... |
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Definition
| She said that careers were chosen to meet needs. |
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Term
| Field by Level Classification of Occupations |
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Definition
Developed by Ann Roe,
6 Levels:
Professional and Managerial (highest)
Professional and managerial (regular)
Semi-professional and managerial
skilled
semi-skilled
unskilled
8 Fields:
Service
Business Contact
Managerial
General Culture
Arts and entertainment
technology
outdoor
science |
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Term
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Definition
A needs based career theorist (like Ann Roe).
He identified a number of hypotheses that addressed the role of NEEDS in choosing, changing, and being satisfied with a career. |
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Term
Tiedeman and Miller-Tiedeman's
Decision-Making Model |
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Definition
They believed that career development occurred as part of cognitive development as one resolved ego-relevant crisis.
For them, career development paralleled the 8 psychosocial stages of Erikson. |
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Term
| Tiedeman's process of career decision making: |
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Definition
2 phases:
1. anticipation or preoccupation
(includes exploration, crystallization, choice, clarification)
2. implementation or adjustment
(includes induction, reformation, integration) |
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Term
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Definition
A term Tiedeman and Miller-Tiedeman developed in their emphasis on the importance of the individual in the decision making process.
This term means "Personal reality" |
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Term
| Reardon, Lenz, Sampson, and Peterson |
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Definition
They presented a theory based on cognitive information processing (CIP).
A sequential procedure (CASVE) for solving career problems developed based on a series of assumptions emphasizing cognitions, information, and problem solving. |
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Term
CASVE
(From Reardon, Lenz, Sampson, and Peterson's
Cognitive Information Processing) |
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Definition
The processing skills needed to solve career problems:
C - Communication, idenitifying career related needs
A - Analysis, identifying problem components, etc.
S - Synthesis, formulating courses of action
V - Valuing, judging each action, prioritizing
E - Execution, developing plans and implementation |
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Term
| Nancy Betz and Gail Hacket |
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Definition
Social cognitive theory and self-efficiency
big on self-efficacy
Beliefs influence choice, performance, and persistance
which explains gender differences in career choice. |
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Term
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Definition
Post modern career counseling theorist (based on construction theory)
counselor comes alongside.
Uses three things integratively:
1. Personality type (like Hollands or others)
2. Developmental tasks (such as identified by Super and Bandura)
3. Life themes (the stories individual's experience and the way they see life) |
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Definition
Focuses on the decision making process
Fairly traditional 5 step process, but later on, created:
"POSITIVE UNCERTAINTY"
(viewed as a whole brain approach)
Rational and Intuitive components must be considered in decision making process... |
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Term
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Definition
Trait and Factor
(sometimes called actuarial or matching)
1. Study the individual (trait)
2. Survey occupations (factors)
3. Match the individual (trait) with the occupations (factor)
using TRUE REASONING |
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Term
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Definition
Comprehensive Model of Career Counseling
He is associated with the study of vocational maturity.
He developed the Career Maturity Inventory |
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