Chapter Two Chapter Two Trait and Factor, Developmental, Trait and Factor, Developmental,

Learning, and Cognitive Learning, and Cognitive TheoriesTheories

Marie F. Shoffner

Mary M. Deacon

Career Counseling: Foundations, Perspectives, and Applications edited by David Capuzzi and Mark Stauffer

What is a Theory?What is a Theory?

A theory is “an attempt to represent some aspect of behavior, much in the same way that a map is an attempt to represent some geographic territory”

(Krumboltz, 1994, p. 9).

What is a Good Theory?What is a Good Theory?

“A good theory is a simplified representation of some domain constructed so that users can ask questions about that domain with an increased probability of receiving valuable answers” (Krumboltz, 1994, p. 12).

Class assignmentClass assignment In groups of 3 – 4 students:In groups of 3 – 4 students: Create a poster summary of the following theories:Create a poster summary of the following theories:

1. Holland’s1. Holland’s

2. Theory of Work Adjustment2. Theory of Work Adjustment

3. Super’s3. Super’s

4. Gottfredson4. Gottfredson

5. Krumboltz – CBT and Planned Happenstance5. Krumboltz – CBT and Planned Happenstance

6. Savickas6. Savickas

7. Hansen7. Hansen

8. Peavy8. Peavy

9. Schlossberg9. Schlossberg

List the following on your poster:List the following on your poster:

name of theory name of theory theorist theorist classificationclassification core concepts of the theorycore concepts of the theory

Trait and Factor ApproachesTrait and Factor Approaches

Knowledge of theJob

Knowledge of the

Individual

Match Job &

Individual

John Holland’sTheory of Career Choice

Trait and Factor ApproachesTrait and Factor Approaches

John Holland’s Theory of Personality Types Realistic

Investigative

Artistic

Social

Enterprising

Conventional

Theory of Work AdjustmentTheory of Work Adjustment

Dawis and Lofquist's TWA

Work adjustment happens when an individual improves or maintains his or her fit or correspondence with the work environment.

Theory of Work AdjustmentTheory of Work Adjustment

Person-Environment Correspondence (PEC)

It addresses how environment and person correspond to each other.

Theory of Work AdjustmentTheory of Work Adjustment

Reinforcement values

(needs and values)

e.g., Status, which includes the needs of Advancement, Recognition, Authority, and Social Status.

Theory of Work AdjustmentTheory of Work Adjustment

Satisfaction

(also includes satisfactoriness as determined by the employer)

Personality styles

&

Adjustment behaviors

Theory of Work AdjustmentTheory of Work Adjustment

PERSONALITY STYLE

Celerity (speed of initiating environmental interaction)

Pace (activity level of interaction)

Rhythm (pattern of interaction)

Endurance (sustainability of interaction),

Theory of Work AdjustmentTheory of Work Adjustment

ADJUSTMENT BEHAVIORS

Individual levels of:

Flexibility Activeness Reactiveness Perseverance

Values-based Career Values-based Career CounselingCounseling

Posits that values are the primary salient characteristic of career decision

making, more so than individual interests. Individual/work congruence is a value-based fit

Developmental TheoriesDevelopmental Theories

Developmental theories provide a framework for understanding the unfolding process of career and career choice over the lifespan.

Donald Super’s Theory of Donald Super’s Theory of Vocational Development Vocational Development

Super assumed that an individual’s career choice was not merely the result of matching his or her abilities and interests to the world of work, but that it was an expression of his or her self-concept.

Primary Life RolesPrimary Life Roles

ChildStudent

LeasuriteCitizenWorker

HomemakerPartnerParent

Pensioner

Life role relates to behaviors, motives, and sentiments more than merely position

Life Arenas

Home School Work CommunityLife roles are exercised in four arenas. One role can be played out in several theaters.

Major Life Stages

GROWTHEXPLORATIONESTABLISHMENTMAINTENANCEDISENGAGEMENT

Recycling of stages throughout life, “minicycles,” or a cycling through stages across the lifespan “maxicyle.”

Life Space

The constellation of life roles played out by individuals in life stages. Life-spaces differ between individuals because of personal factors (e.g., interests, needs, values,) and situational factors (e.g., family, culture, gender, societal forces).

Life Role Salience

The importance of a role. Awareness of which life roles are more or less important.

Lifestyle The simultaneous combination of life roles.

Life Cycle

Sequence of life roles.

Lifespan The course of life or “maxicycle” of stages.

Life Structure

The “career pattern” that results from role salience and structuring of various life roles.

Linda Gottfredson’s Theory of Linda Gottfredson’s Theory of Circumscription and Circumscription and

CompromiseCompromise

Theory addresses how childhood influences career development and career choice.

Vocational self-concept begins early in childhood and is defined through four orientations to work.

Circumscription and Circumscription and CompromiseCompromise

Size and Power

Ages 3-5 Gender Roles

Ages 6-8Prestige and

Social ValuationAges 9-13

Unique SelfAges 14+

Krumboltz’ Social Cognitive Krumboltz’ Social Cognitive Career TheoryCareer Theory

Social Learning Theory of Career Decision Making (SLTCDM)

Learning Theory of Career Counseling (LTCC)

Krumboltz’ Social Cognitive Krumboltz’ Social Cognitive Career TheoryCareer Theory

This theory recognized the importance of cognitive processes and behavior in career decision making, and explicitly addressed the influence of reinforcement and learning on the career development and choice processes.

Social Cognitive Career TheorySocial Cognitive Career Theory Genetics

(Gender, race, physical characteristics, specific talents)

Environment (Social, cultural, political, economic, geographic,

and climate)Learning experiences

(Both instrumental and associative)

Task-approach skills (Including work habits, performance abilities, and thought processes)

Cognitive Information Processing Cognitive Information Processing (CIP)(CIP)

The CIP approach to decision making and to career problem solving is designed to “help persons make an appropriate current career choice and, while doing so, to learn improved problem-solving and decision-making skills that they will need for future choices” (Sampson, Reardon, Peterson, & Lenz, 2004, p. 2).

CASVE Cycle CASVE Cycle

CommunicationAnalysis Synthesis Valuing Execution

Social Cognitive Career Theory Social Cognitive Career Theory (SCCT)(SCCT)

Three important factors:

1.Person factors2.Contextual factors3.Experiential and learning factors

Social Cognitive Career Theory Social Cognitive Career Theory (SCCT)(SCCT)

Learning experiences shape self-efficacy beliefs and outcome expectations, and are influenced by factors such as educational opportunity and family context.

SCCT SCCT

Self-efficacy beliefs influence choice, actual performance, and persistence.

Self-efficacy beliefs act as moderators between experience and career interests.

Goal aspirations, and ultimately goal choices, are influenced by interests and by relevant self-efficacy and outcome expectation beliefs.

Theories of Embedded Career Theories of Embedded Career

Blustein’s concept of the embedded self (Blustein, 1994) or the self in relationship with others and the environment, career, and career development can be viewed as embedded in the larger context of social and environmental interchange and relationship.

Theories of Embedded Career Theories of Embedded Career

Contextualism

Ecological Approach

Sociological Theories

Psychodynamic ApproachesPsychodynamic Approaches

Psychodynamic theories of career development focus on issues of ego identity, life scripts, and life themes and are often extensions of the theories of Adler (life themes) and Erikson (ego identity development).

ReferencesReferences

Blustein, D. L. (1994). Who am I?: The question of self and identify in career development. In M. L. Savickas & R. W. Lent (Eds.), Convergence in career development theories: Implications for science and practice (pp. 139-154). Palo Alto, CA: CPP Books.

Krumboltz, J. D. (1994). Improving career development theory from a social learning perspective. In M. L. Savickas & R. W. Lent (Eds.), Convergence in career development theories: Implications for science and practice (pp. 9-31). Palo Alto, CA: CPP Books.

Sampson, J. P., Jr., Reardon, R. C., Peterson, G. W., & Lenz, J. G. (2004). Career counseling and services: A cognitive information processing approach. Belmont, CA: Brooks/Cole.