CED 250 PAPER 2: CAREER THEORIES PAPER
You have examined the main theories of career development (see Theories Overview readings on Blackboard).
Your task in Paper 2 is to select two theories and discuss which aspects of these theories apply to your career
development and the career development of your family members. Also, you will discuss how you might go
about constructing your own career theory.
Note: You MUST cite the theories readings in this paper on your References page. Review APA and
writing guidelines for examples.
-----------------------------------------------------------------------------------Consider and respond to the following in the essay:
1. Select two career development theories and discuss which aspects of these theories apply to your own
career development.
o Section heading: Applying Theories to My Career Development
2. Critique both of the theories you selected. Discuss strengths and weaknesses of each theory and provide
your reasoning.
o Section heading: Strengths and Weaknesses of the Theories
3. Think about your family members (choose two or more people). Do you believe either of the theories
you selected applies to their career development? If so, in what ways? Give examples from their lives
and experiences (e.g., Super believes that people go through certain stages; do you see your parents’
career experiences reflecting these stages?).
o Section heading: Applying Theories to Others’ Career Development
4. Finally, write about how you would go about constructing your own theory. What components and
concepts would you include, and why? What do you think are the most and least important factors
affecting people's career choices? Justify your reasoning. Make sure your theory is distinguished
from other theories about which you learned. (e.g., do NOT write, “I would combine Roe’s theory
and Holland’s theory).
o Section heading: My Career Theory
-----------------------------------------------------------------------------------When responding to the prompts and questions above, your paper…
• Must be in essay format, which includes:
o Introduction paragraph, transitions, complete sentences, and a concluding paragraph
•
Must follow APA style, which requires a cover page, section headings, in-text citations of sources,
and a reference page. The cover page and reference page do NOT count toward your page limit.
•
Should be no more or less than 4 pages in length
•
Use 12-point Times New Roman font, 1-inch margins, and be double-spaced
Review the rubric on page 2 for additional information about grading.
Career Theories Paper Rubric (30 points)
Limited /
Absent
Minimal to
no response
to the
question. (0)
Adequate
Good
Excellent
Basic information provided. No
integration of theory into career
development. Minimal critical
thinking present within this
section. (1-2pt)
Theories are well
summarized; however, there
is little integration of those
theories with student’s own
career development. (3-5pt)
Question 2
(6pt)
Minimal to
no response
to the
question. (0)
Basic information provided.
Surface comparisons of the
theories. Strengths and
weaknesses presented are not
tied to examples. No
integration/ minimal critical
thinking present within this
section. (1-2pt)
Strengths and weaknesses
presented. Moderate evidence
to support the critique. (35pt)
Question 3
(6pt)
Minimal to
no response
to the
question. (0)
Basic information provided.
Information provided for only
one family member, not two.
No integration/minimal critical
thinking present within this
section. (1-2pt)
Question 4
(4pt)
Minimal to
no response
to the
question. (0)
Paper
Writing
Quality (8pt)
Numerous
errors. No
essay
structure.
(0pt)
Basic information provided.
New theory does not
demonstrate significant
differences from existing
theories. No integration/
minimal critical thinking
present within this section.
(1pt)
More than 3 errors present
either with spelling or
grammar. There are paragraphs
present, but no structure to the
essay regarding thesis
statements and transitions.
APA style not used. No
reference list. (1-4pt)
Specific links between
theories and family members’
career development are
present. Lacking breadth in
application of theory to
family members’ career
development (e.g., applies
only a single aspect of
theory). Concrete examples
supporting application
provided. (3-5pt)
Theory presented is different
from the theories readings,
however, it lacks concrete
evidence or reasoning to
support it. (2-3pt)
All components of
question are discussed.
Clear integration of
career theories and
student’s career
development. Critical
thinking utilized (i.e.
discussing themes and
patterns). (6pt)
Sophisticated critique
of the two theories with
ample evidence to
support claims of
strengths and
weaknesses. Critical
thinking utilized (i.e.
discussing themes and
patterns). (6pt)
All components of
question are discussed.
Integration of others’
experiences and theory.
Critical thinking
utilized (i.e. discussing
themes and patterns).
(6pt)
Question 1
(6pt)
Fewer than three spelling or
grammar errors. Lacks
transitions or is poorly
organized. APA style used,
but with a few errors. (57pt)
Total
Points
All components of
question are discussed.
Specific examples
provided to justify the
theory. Critical thinking
utilized (i.e. discussing
themes and patterns).
(4pt)
No errors. Wellstructured essay
utilizing paragraphs
(introduction/conclusio
n) and transitions. APA
style used accurately
with reference list.
(8pt)
Total Points
30pt
Note – the following deductions will be made for formatting issues:
• Page requirement not met [(-1/page); partial deduction (-.25) for each quarter page exceeding or failing to meet requirement]
• Not having 1” margins (-.25)
• Not using Times New Roman font (-.25)
• Not double-spacing (-.25)
• Not naming online file submission per the specifications listed in the syllabus (-.25)
CED 250- Career Development
8/29/2017
Career Theories Outline
➢ Ginzberg and Super’s Theory
Ginzberg described 3 states of career development:
•
•
•
Fantasy stage: during childhood, when play gradually becomes work-oriented and there is
a reflected set of preferred activities.
Tentative: divided into interests, capacity, values, and transition. Lasts to age 17, during
this period individual becomes more aware of work requirements, their abilities, and
begins making career decisions.
Realistic: Further integration of perceived abilities and occupational interests as the
person narrows their choices and then makes a commitment by selection a job or
educational training.
Super’s Self-Concept Theory: Careers allow expression of self-concept, that is, how one views
oneself; contains objective and subjective elements. Changes over time and develops as a result
of experience.
Super’s assumptions:
▪ People differ in abilities, interests, needs, values, traits, self-concepts, and personalities
▪ People are qualified, by virtue of these characteristics, for a number of occupations
▪ Each occupation requires a characteristic pattern of abilities and personality traits
▪ Vocational preferences and competencies, the situations in which people live and work,
and their self-concepts change with time and experience
Super stages:
• Growth
• Exploration
• Establishment
• Maintenance
• Disengagement
Work and life satisfaction depend on the extent to which the individual finds adequate outlets
for abilities, needs, values, interests, personality traits, and self-concepts (Super, 1984)
➢ Holland’s Theory of Careers
“Career choices are an expression of personality”
Description: Individuals can be described as a
combination of two or more of six personality types.
Environments can also be described as a combination of
these same six personality types. We develop
stereotypes of occupations. Individuals of a given type
seek environments of the same or similar type. To the
extent that individuals find this match, they are satisfied
and productive. Six Types of Personal Orientation in
Life (RIASEC)
➢ Realistic
➢ Investigative
➢ Artistic
➢ Social
➢ Enterprising
➢ Conventional
Lists traits from most similar to least (720 possibilities of personality patterns)
Assist individuals to identify their personality type. Helps find occupations, postsecondary
majors, and leisure activities that match this type. An individual can gather information about
these options and make an informed choice. This will help to know how to make career moves,
when necessary, that are most compatible with personal type.
➢ Krumboltz’s Social Learning Theory
Description: Four types of influences on career decisions
•
•
•
•
Genetic characteristics: inherited characteristics, may be innate talent or set limits.
Environmental conditions and events: influences that are outside the control of
individuals. This may range from natural elements to sociopolitical situations.
Past learning experiences: all previous learning experiences in a person’s life.
Skills, performance standards, and values: These are individualistic approaches used by
each person when dealing with a problem or task.
Career interest reflect learned responses positive and negative reinforcements. That is, it is based
on what the individual was reinforced or punished when growing up.
This theory assists individuals in understand their unique capabilities. It also promotes engaging
in meaningful learning activities related to career choice. It creates realistic views of self and of
the world. Purposefully expands interests and suggests people should be open to new
opportunities. That is, to be open to and take advantage of unexpected opportunities
(happenstance). Basically, we cannot control the environment and situations in life, but we can
explore who we are, take advantage or learning opportunities, and make decisions.
➢ Savickas’- Career Construction Theory
Description: Individuals have one or more life themes that guide their career choices. These life
themes become apparent as individuals tell their life stories. Individuals construct their careers
by imposing meaning on what they do in work – meaning that helps them live out their life
theme(s). Using stories to “make meaning” out of their experiences, individuals can make sense
of their future decisions. Experiences help individuals better understand themselves and to
strengthen their self-concepts and become more adaptable. In today’s uncertain world, career
adaptability is exceedingly important.
This theory can help individuals to identify important life themes through reflection on the past
chapters of their lives. By identifying work activities that allow them to play out those themes, a
person can better understand what their life themes are. This theory also describes how a person
can use their live themes to make career changes, by helping identify action steps that they need
to take in order to make career choices or changes.
➢ Social Cognitive Career Theory (SCCT)
Description: Self-efficacy is the perception and beliefs someone holds of their own ability to
perform tasks or to do a job. It is a central concept of career choice and success within SCCT.
Individuals are drawn to activities they think they can perform well and avoid those they think
they cannot perform well. Self-efficacy is developed through:
•
•
•
•
personal accomplishments
vicarious learning (watching others; role models)
social persuasion (feedback from others)
outcome expectations (expected rewards).
This theory can help identify and develop skills that allow individuals to perform well in some
specific areas, especially those that can be related to paid employment. When exploring career
options, think of occupations where your skills can be used and rewarded.
➢ Roe’s Theory of Occupational Choice
Description: This theory focuses on the relationship between occupational choice and
personality. It applied Maslow’s hierarchy needs to the search of an occupation. This has
psychoanalytic root in that childhood experiences matter! CAREFUL! This does not refer to the
typical Freudian psychoanalysis (libido and anger), it means that early life experiences influence
who you are today. That is, similar patterns in your relationships during your childhood will play
out in the workplace as an adult. Basically, you’ll seek out comfortable or familiar environments
and also qualities that fulfill your basic needs (e.g., belonging, security)
Parenting styles influence career choice
•
•
•
Emotional
Avoidance
Acceptance
This theory describes how early life relationships and parent-child interactions influence and
direct people to their occupations in the future. By applying this model, individuals can
introspect and reflect on their childhood and early life environment. This introspection would
focus on the relationships and parenting style that the individual experienced. After
introspection, the individual can reflect on how those experiences have influence their career
choice and how career choice is or is not meeting their needs.
➢ Cognitive Theories of Career Development
Description: Brain takes in, codes, stores, and uses information in solving problems and making
decisions Five Information Process (CASVE):
• Communication: This could be anything from “I need to find a new job” or “I have to
choose a major”. It is important to be as specific as possible when identifying the
presenting issue.
• Analysis: This section focuses on self-knowledge like utilizing reflection, structured
exercises, or even assessment instruments to gain more insights into your skills, values,
and interests to gain more self-awareness. Knowledge about options can be gained by
considering more specifics about the options you have at hand
• Synthesis: In this stage, you are trying to elaborate on your options in order to then
crystallize them into a manageable set of options. You are essentially checking for
alternatives to see if there are other areas to explore.
• Valuing: Your prioritization of your educational, occupational, and employment
alternatives conclude with an identification of your tentative primary and secondary
choices. This is accomplished by valuing the costs and benefits to: yourself, your
significant others, your cultural group, your community and/or society at large.
• Execution: This stage is about making a plan for implementing your tentative primary
choice. Three key factors in beginning the execution of your choice include: 1. Reality
testing 2. Preparation program and 3. Employment/Education Seeking.
➢ Personal Construct Theory
Description: Developed by George Kelly, this theory suggests the people develop personal
constructs or mental representations about how the world works. These constructs then are used
to make sense of their observations and experiences. Kelly stated he believed each individual’s
task in understanding their personal psychology is to put in order the facts of his or her own
experience.
He stated that every person is like a scientist, we have these constructs in our mind and we test
their accuracy by performing an action related the constructs suggest. If the results of our actions
agree with the construct, then that construct is further supported and becomes stronger. If not,
then we modify it and change the way we look at the world to a construct that better explains our
experience.
➢ Integrative Life Planning
Description: Hansen’s six critical life tasks, point to her belief that the search for meaning and
connection may become essential in one’s life. By exploring one’s life purpose and meaning in
context with the other critical tasks, and by incorporating personal values into work, one can
create a career and life that is more meaningful (Hansen, 2001; Sharf, 2006). Hansen suggest
these six critical life concepts that an individual should consider with making career decisions.
Six Interactive Life Tasks:
• Finding work that needs to be done
• Mixing our life to create a “meaningful whole”
• Connect family with work
• Value pluralism
• Managing personal transitions and change
• Exploring the purpose of life
➢ Chaos Theory of Careers
Theories of career development state that it’s just a matter of measuring all the relevant factors
(i.e., your interests, skills, personality traits, and the qualities of different occupations and work
environments) and coming up with a good match.
But we all know life’s not like that. In fact, there are more unpredictable factors in our lives than
predictable ones. We can never know for sure what’s going to change and impact our life’s
trajectory suddenly and unexpectedly. We can therefore describe life as non-linear—it doesn’t
unfold in a neat and tidy straight line.
So, given the chaos of life, we can only prepare by doing the following:
1. Reframe indecision as open-mindedness: Being indecisive fosters a passive attitude, like
you’re waiting for something to fall into your lap. Open-mindedness encourages
intentional exploration and a more proactive attitude.
2. Be curious: What have you been missing out on? Being curious about new things, even if
they seem scary, is the first step toward opening new doors that lead to future career
possibilities.
3. Look for clues: There are all kinds of connections we don’t see in the present that seem
easily explainable when we recall them later. Create your own luck! By trying new
things, you increase the chance that positive unpredictable events will happen. When
something feels right, go for it.
4. Take lots of small actions: Focus your energy on small things you can do now or in the
near future, like volunteering, participating in clubs and groups, or talking to people
working in fields you’re curious about.
5. Take stock: Things seem chaotic and unpredictable when you look at them up close, but
patterns often emerge as you look at the bigger picture. Chaos theorists call this selfsimilarity, but it’s easier to think of it as stopping to look at the bigger picture from time
to time. Knowing where you’re coming from makes this process much easier, and taking
time to reflect on the patterns emerging in your life will give you as great an idea as
you’ll ever get of your strengths.
CED 250 Career Development
Self-Exploration
▪ What do you like to do?
▪ What are you made to do?
▪ What is holding you back?
▪ Environmental Factors that influence career
development
▪ How was your environment impacted your career goals?
▪Career Theories Presentations
▪Perfect Life Activity
▪ Provides a way to see and understand human behavior
▪ Theory helps to oversimplify complex situations so that it is
easier to see the big picture (Krumboltz, 2005)
▪ Helps us understand predict behavior, thoughts, and
development
▪ From there, we can draw applications to our own lives to
achieve career development
▪ Super’s Theory & Ginzberg
▪ Holland’s Theory of Careers
▪ Krumboltz’s Social Learning Theory
▪ Savickas’- Career Construction Theory
▪ Social Cognitive Career Theory
▪ Roe’s Theory of Occupational Choice
▪ Cognitive Theories of Career Development
▪ Personal Construct Theory
▪ Integrative Life Planning
▪ Chaos Theory of Careers
▪ Long-term process:
▪ Fantasy (child play, role-playing, daydreaming)
▪ Tentative (Becoming aware of what you like)
▪ Realistic (Career pattern emerges)
▪ Super stages:
▪ Growth
▪ Exploration
▪ Establishment
▪ Maintenance
▪ Disengagement
▪ Careers allow expression of self-concept
▪ How one views oneself; contains
Assess
objective and subjective elements
▪ Changes over time and develops as a
result of experience
Act!
Career
Development
Process
Decide
Explore
▪ Education
▪ Mental ability
▪ Skills
▪ Personality characteristics
▪ Career maturity
▪ Experiences/opportunities to which one is exposed
▪ Identity factors (e.g., culture, age, gender)
▪ People differ in abilities, interests, needs, values, traits, self-concepts,
and personalities
▪ People are qualified, by virtue of these characteristics, for a number
of occupations
▪ Each occupation requires a characteristic pattern of abilities and
personality traits
▪ Vocational preferences and competencies, the situations in which
people live and work, and their self-concepts change with time and
experience
Stage
Age
▪ Growth
Growth
birth-14
▪ Exploration
Exploration
15-24
▪ Establishment
▪ Maintenance
▪ Disengagement
Establishment
25-44
Maintenance
45-64
Disengagement
65+
Characteristics
Development of self-concept, attitudes,
needs and general world of work
"Trying out" through classes, work
hobbies. Tentative choice and skill
development
Entry-level skill building and stabilisation
through work experience
Continual adjustment process to improve
position
Reduced output, prepare for retirement
Super’s Life-Career Rainbow
▪ Work and life satisfaction depend on the extent to which
the individual finds adequate outlets for abilities, needs,
values, interests, personality traits, and self-concepts
(Super, 1984)
▪ Ashley Stahl’s TED Talk:
▪ https://www.youtube.com/watch?v=vMiSf7LpFQE
▪ “Career choices are an expression of personality”
▪ We develop stereotypes of occupations
▪ Six Types of Personal Orientation in Life (RIASEC)
▪ Realistic
▪ Investigative
▪ Artistic
▪ Social
▪ Enterprising
▪ Conventional
▪ Lists traits from most similar to least (720 possibilities of personality
patterns)
▪ Four types of influences on career decisions
▪ Genetic characteristics
▪ Environmental conditions and events
▪ Past learning experiences
▪ Skills, performance standards, and values
▪ Career interest reflect learned responses
▪ Positive and negative reinforcement
▪ Intervention technique: challenge troublesome or irrational beliefs
▪ Narrative approach to career counseling
▪ Individuals use stories to “make meaning” out of their
experiences and to guide them in making sense of their
future decisions
▪ Experiences help individuals better understand
themselves and to strengthen their self-concepts
▪ Self-efficacy is the perception and beliefs someone holds of their
own ability to perform tasks or to do a job. It is a central concept of
career choice and success within SCCT.
▪ Individuals are drawn to activities they think they can perform well
and avoid those they think they cannot perform well. Self-efficacy is
developed through:
▪
personal accomplishments
▪
vicarious learning (watching others; role models)
▪
social persuasion (feedback from others)
▪
outcome expectations (expected rewards).
▪ Psychoanalytic roots—childhood experiences
matter!
▪ Roe applied Maslow’s Hierarchy of Needs
▪ Patterns of your childhood will play out in the
workplace
▪ Basically, you’ll seek out comfortable or familiar
environments and also qualities that fulfill your basic needs
(e.g., belonging, security)
▪ Parenting styles influence career choice
▪ Emotional
▪ Avoidance
▪ Acceptance
▪ Brain takes in, codes, stores, and uses information in solving problems and making
decisions
▪ Five Information Process (CASVE)
▪ Communication: knowing I need to make a choice
▪ Analysis: Understanding myself and options
▪ Synthesis: Expanding and narrowing down my options
▪ Value: Choosing an occupation, program of study, etc.
▪ Execution: Implementing choice
▪ Subjective view of career
▪ We construct our own views of the world
▪ Different for everyone; becomes clearer with age and maturation
▪ Our views change based on experiences
▪ Repertory Test used to develop constructs
▪ Holistic (i.e., recognizing the importance of the parts and the whole)
▪ The other theories are not enough
▪ Views work in relation to other aspects of life (e.g., love, learning, leisure,
citizenship)
▪ Six Interactive Life Tasks
▪ Finding work that needs to be done
▪ Mixing our life to create a “meaningful whole”
▪ Connect family with work
▪ Value pluralism
▪ Managing personal transitions and change
▪ Exploring the purpose of life
▪ https://www.youtube.com/watch?v=AVGA1cQX4D4
▪ Life and our career development are not linear
▪ What can you do in the face of all this chaos?
▪ Reframe indecision as open-mindedness
▪ Be curious
▪ Take small actions
▪ Career Theories Outline available on BBD
▪ Think about Career that speaks to you, prepare for paper
▪ DUE on Thurs Aug/31 Self-Exploration draft- BRING HARD COPY
▪ Self-Exploration final draft due Thursday Aug/31 at 11:59PM
▪ Close your eyes and relax…
▪ What do you see yourself doing in the future?
▪ What was your favorite part of the work day?
▪ How could your time now link to this perfect day?
▪ What are possible goals/resources needed for you to obtain this
future?
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