WORKING IN THE 21st CENTURY
LECTURE 4
Career Theories
KRUMBOLTZ’S THEORY
• Krumboltz (1984, 1990, 1996) describe social learning theory* of career choice based on the behaviour theory of Bandura (1977) • Krumboltz identifies four factors interact to produce the career path:
– Genetic endowment & special abilities; – Environmental conditions & events; – Learning experiences; and – Task approach skills.
SEE PGS 53-58 OF TEXT
* Described in text pg 55
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GENETIC ENDOWMENT refers to innate aspects rather than those that are learnt. These include: •Physical appearance; •Race •Gender; •Intelligence; •Musical ability; •Artistic ability; •Muscular coordination; and •Predisposition to certain illness.
LEARNING EXPERIENCES: •Instrumental learning experiences; •Associative learning experiences;
TASK APPROACH SKILLS: •Goals setting; •Values clarification; •Generating alternatives; and •Obtaining career information
ENVIRONMENTAL CONDITIONS refers to: •The number & nature of job opportunities; •The number & nature of training opportunities; •Social policies and procedures for selecting trainees and employees; •Rate of return for various occupations; •Labour laws and union rules; •Physical events (e.g. hurricanes; earthquakes, etc); •Availability of and demand for natural resources; •Technological development; •Changes in social organisation; •Family training, experiences and resources; •Educational systems; •Neighbourhood and community influences and other social, cultural, political and economic considerations
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GENETIC ENDOWMENT refers to innate aspects rather than those that are learnt. These include: •Physical appearance; •Race •Gender; •Intelligence; •Musical ability; •Artistic ability; •Muscular coordination; and •Predisposition to certain illness.
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ENVIRONMENTAL CONDITIONS refers to: •The number & nature of job opportunities; •The number & nature of training opportunities; •Social policies and procedures for selecting trainees and employees; •Rate of return for various occupations; •Labour laws and union rules; •Physical events (e.g. hurricanes; earthquakes, etc); •Availability of and demand for natural resources; •Technological development; •Changes in social organisation; •Family training, experiences and resources; •Educational systems; •Neighbourhood and community influences and other social, cultural, political and economic considerations.
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TASK APPROACH SKILLS: •Goals setting; •Values clarification; •Generating alternatives; and •Obtaining career information
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KRUMBOLTZ’S THEORY
• • • • • • • Define the problem; Establish the action plan; Clarify the values; Identify alternatives; Discover probable outcomes; Eliminate alternatives; Start action.
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ROBERT‟S THEORY
• Determinants of occupational choice are the home, environment, school, peer groups and job opportunities.
SEE PGS 58-59 OF TEXT
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ROBERT‟S THEORY
• Job choice driven by:
– Distance to work; – Qualifications; – Informal contacts; – Ethnicity; – Gender; – Cyclical and structural economic factors.
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ROE‟S THEORY
• Relationship between occupational behaviour and personality. • Maslow‟s Hierarchy of Basic Needs useful framework links occupational behaviour to the satisfaction of basic needs. • Eight occupational groups service, business contact, organisation, technology, outdoor, science, general culture, and arts and entertainment
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SEE PGS 59-60 OF TEXT
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ROE‟S THEORY
• Levels of difficulty and responsibility involved in each occupation six occupational levels based on degree of responsibility, capacity and skill were identified. • professional and managerial (independent responsibility); professional and managerial (organisational); semiprofessional and small business; skilled; semiskilled and unskilled
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LAW‟S THEORY
• Career choice product of a plurality of interpersonal transactions conducted in local settings, and on the basis of interaction within and between groups of which the individual is a member, and the community.
SEE PGS 60-61 OF TEXT
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GOTTFREDSON’S THEORY
• The theory deals with processes by which occupational aspirations are developed and sacrificed (circumscription & compromised). • The theory suggests that individuals will only consider occupation within an area bounded by their acceptable levels of prestige and gender type (called zone of acceptable alternatives). • The compromise component is fundamental to understanding career decision making.
SEE PGS 53-55 OF TEXT
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GOTTFREDSON’S THEORY
• Process begins in childhood. • Career aspirations are attempts to implement one‟s self concept. • Career satisfaction is dependent on the degree to which the career is congruent with self perceptions. • People develop occupational stereotypes that guide them in the selection process.
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GOTTFREDSON’S THEORY
• The theory emphasis the limitation aspect (circumscription) and the need to make compromises. It emphasis, for example, the gender-typing of career choice. • The theory is concerned with how career aspirations develop and are predicated by four assumptions. [See next slide.]
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Circumscription, Compromise, and Self-Creation
(Linda Gottfredson)
• Principles operate throughout 4 cognitive stages which describe process
– Orientation to size and power – Orientation to gender roles – Orientation to social valuation – Orientation to internal, unique self
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GOTTFREDSON’S THEORY
STAGE AGE CHARACTERISTICS
First
Ages 3 to 5
Orientation to size and power where occupations are perceived as adult roles.
Orientation to gender roles, with occupations that are not consistent with one‟s gender-role preference being eliminated. Orientation to social valuation where awareness of social class results in the elimination of occupation that are lower than one‟s tolerablelevel prestige boundary or higher than one‟s tolerable-effort prestige boundary Orientation to internal unique self, eliminations that are not compatible with one‟s interest and abilities.
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Second Ages 6 to 8
Third
Ages 9 to 13
Fourth
Age 14 and beyond
GOTTFREDSON’S THEORY
• Self-concept consists of social self and a psychological self. • Social self is made up of those aspects of self-perceptions regarding intelligence, social status and gender. • Psychological self is made up of variables such as values and personality variables. • The major thrust of choosing a career is to establish a social identity based on choice.
What establishes social identity in Asian context?
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GOTTFREDSON’S THEORY
• People develop a mental map of occupations :
– Masculinity/feminity of the occupation; – Prestige of the occupation; and – Fields of work.
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Circumscription, Compromise, and Self-Creation
• Circumscription – Process of eliminating unacceptable occupational alternatives based primarily upon gender and prestige • Guided by 5 principles
– Children capable of understanding and organizing complex information – Occupational preferences reflect attempts to implement and enhance self-concept – Children integrate complex distinctions among people (prestige) while integrating the more concrete phenomena (sex roles) – Children progressively eliminate occupational options as self-concept complexity and clarity increases – Process is gradual and not readily obvious
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Circumscription, Compromise, and Self-Creation
(Linda Gottfredson)
• Principles operate throughout 4 cognitive stages which describe process
– Orientation to size and power – Orientation to gender roles – Orientation to social valuation – Orientation to internal, unique self
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Depends on societal perceptions
School Teacher
Gender-Type Rating Depends on Societal Perceptions
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REFLECTIVE QUESTION
• Do you notice similarity between Super‟s Archway Model & Gottfredson‟s Theory?
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HOLLAND‟S THEORY
• Developed an occupational classification system that categorises personalities and environments into six model types, viz. Realistic, Investigative, Artistic, Social, Enterprising and Conventional.
SEE PGS 50-53 OF TEXT
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HOLLAND‟S THEORY
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THINGS
DATA
IDEAS
PEOPLE
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HOLLAND‟S THEORY
• Realistic “Do-ers”
Reliable, self-reliant, competent, stable, honest, straightforward, natural, practical, thrifty.
Prefer to get to the point, wants to know what needs to be done and left alone to do the job, do not like lengthy negotiations.
Architectural, mechanical, forestry, civil engineering, criminal justice technology, industrial engineering, horticulture, plant-soil science, mechanical engineering, optician, technician.
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HOLLAND‟S THEORY
• Investigative Thinkers
Self-determined, intelligent, curious, logical, precise, analytical, reserved, independent, rational. Prefer to work alone, ask and provide lots of detail, wants to know reasons behind decisions, prefer information in a logical and linear fashion.
Anthropologist, biologist, biomedical, psychologist, programmer, consultant, ecologist, geneticist, information systems, analyst, network engineer, optometrist, robotic engineering.
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HOLLAND‟S THEORY
• Artistic Creators
Creative, emotional, expressive, imaginative, open, independent, idealistic, original, unconventional.
Prefer creative approach, rely heavily on intuition and imagination, enjoy being given a free reign to find possible solutions to problems.
Copywriter, composer, advertising, dancer, entertainer, fashion, film industry, architect, journalist, graphic designer, web design, photographer, writer, TV programmer, PR specialist.
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HOLLAND‟S THEORY
• Social Helpers
Helpful, warm, cooperative, sociable, tactful, friendly, kind, generous, patient, understanding. Prefer networking to gather information before creating solutions and plans of action, good at network building, prefer team approach.
Agency director, teacher, child care, trainer, counsellor, mediator, minister, priest, rabbi, therapist, nurse, school administrator, teacher, lecturer, social/youth worker.
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HOLLAND‟S THEORY
• Enterprising Persuaders
Adventurous, energetic, optimistic, agreeable, selfconfident, extroverted, popular, sociable, ambitious.
Prefer to lead a team achieve a goal, like to focus on the bigger picture and get others to commit to pieces of the plan, comfortable delegating work.
Managers, executives, buyer, broker, economic, finance, advertising, broadcasting, hotel and tourism, restaurants, director, management consultant, property, realtor.
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HOLLAND‟S THEORY
• Conventional Organizers
Conforming, practical, careful, obedient, efficient, orderly, conscientious, persistent, reserved.
Prefer to have a clear and structured plan then follow it, pay attention to detail, take pleasure in putting the pieces of the plan together.
Accounting, auditor, clerk, administrative, credit manager, database administrator, finance planner, mathematics teacher, proofreader, quality tester, tax expert, small business owners.
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HOLLAND‟S THEORY
• Most people are usually dominant in one of six personality types Realistic, Investigative, Artistic, Social, Enterprise and Conventional. • People of the same personality tend to "flock together." For example, Artistic people are attracted to making friends and working with Artistic people.
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HOLLAND‟S THEORY
• Most people‟s work or career profile is made of three of Holland‟s personality type. • Generally and nearly most if not all cases these are adjoining personality types, e.g. RIA, ASE, SEC, CRI, with one of the personality being dominant.
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HOLLAND‟S THEORY
• People of the same personality type working together in a job create a work environment that fits their type. For example, when Artistic persons are together on a job, they create a work environment that rewards creative thinking and behaviour an Artistic environment [organisational culture]
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HOLLAND‟S THEORY
• People who choose to work in an environment similar to their personality type are more likely to be successful and satisfied. For example, Artistic persons are more likely to be successful and satisfied if they choose a job that has an Artistic environment, like choosing to be a dance teacher in a dancing school -- an environment "dominated" by Artistic type people where creative abilities and expression are highly valued.
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•
HOLLAND‟S THEORY
• How you act and feel at work depends to a large extent on your workplace environment. If you are working with people who have a personality type like yours, you will be able to do many of the things they can do, and you will feel most comfortable with them. It means that you probably should choose an occupation whose type is the same as, or similar to, your personality type.
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•
• Holland‟s Theory draws extensively on individual‟s values, personality, interests, etc.....essentially who you are. [SELF-AWARENESS] • In identifying your Holland‟s work personality profile it is important to become self-aware of your likes, dislikes, strengths, weakness, etc, to identify the right work personality.
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HOLLAND‟S THEORY
If you are interested in jewelry?
1. Are you interested in selling jewelry? 2. Are you interested in manufacturing jewelry? 3. Are you interested in writing articles and books about jewelry? 4. Are you interested in „repairing‟ & „resetting‟ jewelry? 5. Are you interested in designing jewelry? 6. Are you interested in valuing jewelry?
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HOLLAND‟S THEORY
• Awareness of your Holland Type & Interests helps you identify
– likely environment you would like to work in (organisation, colleagues, etc); – Skills needed; – Your values; – Style of working (hours, environmental „work climate‟).
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HOLLAND‟S THEORY
• Interestingly, it has been observed that most females frequently tend to score predominately in three personality types: Artistic, Social, and Conventional, whilst males score more predominately on the Realistic, Investigative and Enterprising types. • This may partly explain stereotyping of careers for females and males. • However, individuals still need to match them to their skills, abilities and competencies.
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HOLLAND‟S THEORY
• Business students tend to score highest on the Enterprising or E type, and have a number of traditional values related to successful entrepreneurs (e.g., economic and political achievement). E types value controlling others, the opportunity to be free of control, and ambition. They aspire to become leaders in commerce, in their communities, and influential in public affairs (Holland, 1997).
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REFLECTIVE THOUGHT
SELF ENV
ARE CAREER CHOICES DETERMINED BY THESE FOUR FACTORS?
ASPIRATIONS
CAREER CHOICES AVAILABLE
DO CAREER THEORIES SUPPORT THIS THESIS?
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REFLECTIVE THOUGHT
ENVIRONMENT defined by factors such as socioeconomics, politics, technology etc
SELF defined by personality, beliefs, attitudes, values, etc
LEADS TO CAREER CHOICE?
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SUCEEDING AT WORK
SLIDE FROM LECTURE 8. WHAT IS SELF-CONCEPT
SELFCONCEPT
NOTE ALL INFLUENCED BY WHO YOU ARE & YOUR ENVIRONMENT!
SELFESTEEM
SELFIMAGE
SELFEFFICACY
© KAMAL KANT, 2012
SELFRESPECT
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Tue, 21st May
Please turn to page 203 of text
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PREPARATION FOR EXAM!
• Be able to identify, describe and apply the different career theories. • Understand how they interact with situations and circumstances, life stage and environment. • Use it as a tool in the analysis of your Assignment to ensure you get a good grasp of the theories. • Apply it to help you make a better career decision!
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TYPICAL EXAM QUESTIONS FOR TOPICS COVERED IN TODAY‟S LECTURE
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EXAM PREPARATION
• This topic is tested every HP8002 exam. • There will be 2 parts on career theories in the exam. • You must know the different theories, how to apply to self, common threads among the theory e.g. influence of genetic endowment, environment, learning experiences, society, personality or some combination of these.
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PLEASE READ!
• Today‟s lecture is covered in Chapter 3 of Kant (2011): Work and Careers in the 21st Century. McGraw-Hill. • Start reflecting how you can apply/influence your career choice/path.
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