What is career development theory?
The theory of career development examines career paths, success, and behavior. It aims to provide guidance on how to achieve a promising trajectory and to discuss why a person might be a good fit for a particular career. It also focuses on identifying common career phases that call for interventions such as education, counseling, and other types of support.
Career development theories come from four main areas of study:
With the publication of his Trait and Factor Theory in the early 1900s, Frank Parsons invented the field of career development theory. Since then, the study of career development has generated a variety of theories and piqued the interest of the general public. We look at five of the most popular career development theories in the sections that follow.
Popular career development theories
The top career development theories are listed below:
Frank Parsons’ Trait and Factor Theory
Trait and Factor Theory entails three actions. Check out the person’s personality traits before planning their career. Second, inventory the character traits of the job. Third, compare the person’s personality traits to the requirements of the position.
Several aptitude tests use the trait and factor theory, including:
Holland Theory of Vocational Types
The Holland Theory of Vocational Types places a strong emphasis on personality types as the primary determinant of career development and choice. John L. Holland based his theory on the idea that personality influences career choice. He thought that a person’s level of job satisfaction was related to how similar their personality and work environment were.
The six personality types in Holland’s theory—also known as the Holland Codes or Holland Occupational Themes—are as follows:
People of this type, also known as “doers,” solve problems by acting rather than talking about them. Realistic people are drawn to jobs that require strength and skill. Realistic personality types include carpenters, chefs, and personal trainers.
People of this type are also known as “Thinkers,” and they enjoy working with information. Investigators prefer to work alone rather than in a group. Actuaries, attorneys, and medical professionals all have investigative personality types.
People of this Holland Type are also known as “Creators,” and they tend to be more emotionally intelligent than people of other Holland Types. Artistic types are independent but enjoy working with other people. Writers, musicians, and graphic designers all have investigative personality types.
These individuals, also known as “Helpers,” take pleasure in instructing or assisting others. Social types value working with others and creating relationships. The social personality type is shared by professionals in education, counseling, and human resources.
People of this type, also known as “persuaders,” enjoy interacting with others and gathering information. Enterprising types of value status and security. People who are entrepreneurs, stockbrokers, and salespeople all fit this personality type.
These individuals, also known as “Organizers,” appreciate rules and regulations. Like business-minded people, they place value on fame and wealth. However, they have a dislike for unclear or unstructured work. Personal financial planners, economists, and COOs all fit the stereotype of personality types.
Bandura’s Social Cognitive Theory
Albert Bandura’s Social Cognitive Theory proposes that a person’s motivations and actions are influenced by their past experiences. These experiences can break into three main categories: .
Social cognitive theory sheds light on how someone can create a career development plan that will be successful. A person has a better chance of achieving their career goals by having a positive view of their own abilities and surrounding themselves with a positive network of mentors.
This theory’s conceptual framework is known as Bandura’s Triadic Reciprocal Model of Casualty. According to this model, a person’s output depends on a combination of:
Super’s Developmental Self-Concept Theory
Donald Super based his developmental theory on the notion that your self-perception shifts over time. The way a person values their career and the goals they set is shaped by time and experience. According to this theory, a person’s entire lifetime counts as their “career.”
Super broke career development into five stages:
This stage starts at birth and continues through age 14. A person grows in terms of their sense of identity and outlook on work.
Age 15 marks the beginning of this stage, which lasts until age 25. Through classes, hobbies, and employment, a person explores various career paths.
Age 25 marks the beginning of this stage, which lasts until age 44. A person develops entry-level job skills and develops work experience.
This stage starts at 45 and continues through age 64. Changing aspects of one’s career can help one advance in their field.
This stage begins at age 65. A person scales back their workload and gets ready for retirement
Super thought that people’s views of themselves at each of these five stages of development determined whether or not they found career satisfaction. One might value a work-life balance more in their maintenance stage than in their establishment stage, for instance. The career may remain the same, but with time and experience, a person’s perception of their profession changes.
Roe’s Personality Theory
According to Anne Roe’s Personality Theory, a person’s career decision is influenced by their interactions with their parents. Roe thought that a child’s interactions with their parents would influence whether they chose to work in jobs that involved people or not. Work that is focused on people involves a lot of interpersonal interaction. Non-person-oriented jobs are more independent.
According to the job’s skill level, Roe created a number of career categories that could be person- or non-person-oriented. Roe broke careers into eight categories:
According to Roe, there are six levels for each of these categories based on the level of skill needed for the position:
Based on their interactions with their parents as children, a person is then divided into eight categories and six levels.
Using career development theory can improve your understanding of who you are and what you want to do with your life. Many people discover that combining several theories helps them understand things more clearly. A career counselor can more precisely direct you using tools and tests based on these theories, as well as their own professional expertise, while learning about these theories can help people begin to understand their interest in a career path.
Career_Theories
FAQ
What is Super’s theory of career development?
According to Super’s theory of career development, learning how one’s interests and skills match up with job requirements involves going through life stages of growth and exploration. Almost all high school students are still in the career exploration phase.
What are the five stages of career development Donald Super’s theory )?
- Stage 1: Growth.
- Stage 2: Exploration.
- Age 25-44 Characteristics of Stage 3: Establishment Entry-level skill development and stabilization
- Stage 4: Maintenance.
- Stage 5: Decline.
What is career development theory?
The theory of career development examines career paths, success, and behavior. It aims to provide guidance on how to achieve a promising trajectory and to discuss why a person might be a good fit for a particular career.
What are the main career theories?
These five theories are: (a) the Theory of Work-Adjustment; (b) Holland’s Theory of Vocational Personalities in Work Environment; (c) Super’s and Savickas’ Self-concept Theory of Career Development; (d) Gottfredson’s Theory of Circumscription and Compromise; and (e) Social Cognitive Career.
