Class 3

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Class 3 Management 490-01 Career Development
Dr. Rose Opengart
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Career Development Theories

• Developmental/Life-Span (Ginzberg Super
  Gottfredson )
• Environment/Values-Based (Brown)

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Developmental/Life Span Theories

• Career devt. is a lifelong process
• Individuals make changes during devtal stages
• Adapt to changing life roles
• Self-concept is a core element
• Social class
• Gender roles

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Supers Life-Span, Life-Space

• Recognize the changes that people go through as
  they mature (continuous process w/multiple life
  roles)
• Super helped shift the focus of career
  development interventions from a static,
  single-choice concept toward a model that
  conceptualized career development as an ongoing
  process

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• Life-Span and Life-Space refer to the different
  roles we play during our lifetimes and the
  relative importance we give to those roles at
  different times in our lives.

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Self-concept

• Vocational self-concept develops through growth,
  observations, identification with working adults,
  environment, and experiences.
• Voc. Self-concept is the driving force that
  establishes career patterns
• People seek career satisfaction through work
  roles to implement and develop their
  self-concepts.

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Developmental Stages

• 1. Growth stage (birth 15)
• Devt. of capacity, attitudes, interests, and
  needs
• 2. Exploratory stage (15-24)
• - Choices are narrowed

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Developmental Stages

• 3. Establishment (25-44)
• - Trial and stabilization
• 4. Maintenance (45-64)
• - Improve position
• 5. Decline (65)

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Vocational Developmental Tasks

• Crystallization (14-18)
• Formulating vocational goal
• Specification (18-21)
• From tentative to specific vocational preferences
• Implementation (21-24)
• Complete training/enter employment

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Vocational Developmental Tasks

• Stabilization (24-35)
• - Confirm career with experience
• Consolidation (35)
• - Establishment advancement, status, seniority

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Career Maturity

• Successful accomplishment of age and stage
  developmental tasks across the life span.
• Related more to intelligence than age.

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Gottfredson

• Self-concept People want jobs that are
  compatible with their self-image
• Determinants of self-concept
• -social class
• -level of intelligence
• -experiences with sex-typing (gender roles)

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Gottfredson

• Theory differs because
• Career choice is a process of eliminating the
  negative options
• Theory similar because
• -Self-concept influences choice
• -Developmental stages

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Ginzberg

• Career development is a long-term process divided
  into three periods
• 1. Fantasy play, no realistic considerations
• 2. Tentative awareness of interests, abilities
• 3. Realistic education, job

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Values-Based Theory (Brown)

• Based on the importance of values in career
  decision making.
• Values are shaped by genetics and environment
• People use values to guide and explain their
  behavior.

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Values-Based Theory (Brown)

• - When people have crystallized their values,
  they can then focus on career decision making
• - Values assessment can be accomplished through
  qualitative or quantitative methods.

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The values-based model of career choice is based
on 7 propositions

• 1. Values with high priorities are the most
  important determinants of choices made.
• 2. The values included in the values system are
  acquired from society.
• 3. Culture, sex, and socioeconomic status
  influence opportunities and social interaction,
  and thus considerable variation in the values
  subgroups in U.S. society hold can be expected.

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• 4. Making choices that coincide with values is
  essential to satisfaction.
• 5. The result of role interaction is life
  satisfaction.
• 6. High-functioning people have well-developed
  and prioritized values.
• 7. Success in any role depends on the abilities
  and the aptitudes required to perform the
  functions of that role.

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Person-in-environment

• Focuses attention on contextual interaction, i.e.
  You are a product of your environment
• Your career devt. is influenced and constructed
  within your environment

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Lastly..Roe

• Early childhood experiences are related to
  occupational choices
• Maslows hierarchy of human needs Needs not
  satisfied can be important motivators in
  occupational choices

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Roe.

• You choose a work situation that reflects the
  psychological climate of childhood
• Problems
• Parents are not consistent
• Does not take into account life events