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Day 4 - Module 2 - Career Devt Theories - 23 Sept 2022
Day 4 - Module 2 - Career Devt Theories - 23 Sept 2022
Day 4 - Module 2 - Career Devt Theories - 23 Sept 2022
Career Development
and Work Values
Module No. 2: Career Development Theories
Prepared by:
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What is Career Development?
Career development is a process in which individuals assess their skills and career
path in order to grow and advance their personal career journey.
Career development theory can help you gain a better understanding of yourself
and your career. Many people find a combination of several theories enables them
to gain better insight. While learning about these theories can help people begin to
understand their interest in a career path, a career counselor can more specifically
guide you using tools and tests based on these theories, as well as their own
professional expertise.
Career development theory is the study of career paths, success, and behavior. It
aims to explain why a person might be a good fit for a certain career and provide
advice on how to attain a promising trajectory. It also focuses on identifying
common career stages when education, guidance, and other interventions are
necessary.
There are many theories about career development and the best ways individuals
can advance in their chosen career path. We have collected some of the most
impactful theories which can be referenced in your own career development
journey.
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Frank Parsons Trait and Factor Theory
This theory was created by Frank Parsons in the early 1900s, although his theory
wasn’t published until after he died in 1909. His theory consists of two main
characteristics: traits and factors. ‘Factors’ refer to possible jobs and occupations,
while ‘traits’ refer to qualities of the people seeking careers.
In essence, a professional may test, interview, and observe an individual, assess the
results, and then compare their findings to available occupations, seeking to find
the most compatible match possible.
Other names for this theory are matching, actuarial, and career counseling.
John Holland developed his theory building off the ideas in Frank Parsons’ theory.
Artistic
Investigative
Realistic
Conventional
Enterprising
Social
While there are many facets involved in each personality type, the theory relies on
an individual’s personality type to direct their proper career path.
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This theory assumes that all people do have some features of each personality type,
although identifying the dominant personality trait is key in determining the right
career path for them.
Albert Bandura created this career development theory, which also relies on the
personal aspects of an individual to build their career path.
Donald Super began developing career theories in the 1950s and continued to do so
throughout his professional life. As his ideas expanded, they also grew in
complexity.
However, the primary basis of his theories is the idea that we can group the human
lifespan into certain age groups. Within these age groups, we also develop different
perceptions of the world around us, take on different responsibilities, and prioritize
the most relevant things to that stage in life.
Super even conducted a study that followed individuals for a long span in their
lives, from 9th grade up to their 30s, to confirm his beliefs. He found that with
maturity and experience, individuals change their concept of self and often their
goals. For example, in early adulthood, individuals often focus on relationships
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with others. By middle adulthood, many individuals move on to developing their
skills and careers.
John Krumboltz developed a theory based on Bandura's theories for his main
concepts and then used those to develop his own theory, which incorporates career
counselling.
Rather than focusing on inherited traits, Krumboltz’s theory is based on the idea
that an individual’s development and experiences over the course of their life
affect which career they are best suited for.
The ‘needs’ approach, developed by Ann Roe, assesses the structure of needs and
values each individual has based on experiences early in life and childhood.
However, the theory also accounts for environmental and genetic factors, all of
which she believed should be considered to find a career that fits an individual’s
‘needs.’
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Roe’s personality theory
Much like Ann Roe’s ‘needs’ approach to career development, the personality
theory also places a lot of importance on an individual’s early life experiences.
In this case, the experiences Roe focuses on most are the interactions an individual
has with their parents during childhood.
In short, the more interaction a person has with their parents, the more likely they
are to choose jobs she classifies as ‘person oriented’ or ‘non-person oriented.’ In
her needs approach, she also classifies occupations into eight different categories,
five of which are person-oriented and three of which are non-person oriented.
Essentially, the careers children identify with also correlate to their social
understandings at the time. Younger children often choose gender-oriented careers,
while older children tend to choose careers that are more involved in their
community values and personal identity.
There are two main stages of different factors that make up Tiedeman and Miller’s
theory. The first preliminary stage is called Anticipation or Preoccupation.
Reference: https://www.indeed.com/career-advice/career-development/career-
development-theory
https://www.valamis.com/hub/career-development-theories