Assignment: Developmental Applications

Assignment: Developmental Applications
Assignment: Developmental Applications
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Assignment: Developmental Theories and Their Applications
Developmental Theories and Their Applications: Donald Super and Linda Gottfredson
Focus on the biological, psychological, sociological and cultural factors that influence career choice
https://oitecareersblog.wordpress.com/2016/01/25/career-development-theory-review-supers-life-span-life-space-theory/
Donald Super
Super’s Five Life and Career Development Stages
1. Growth (Age: birth – 14) Characteristics: development of self-concept attitudes, and general world of work
2. Exploration (Age 15 – 24) Trying out classes, work, hobbies; tentative choice and skill development
3. Establishment (Age 25 – 44) Entry-level skill building and stabilizing work experience
4. Maintenance (Age 45 –64) Continual adjustment process to improve position
5. Decline (Age 65+) Reduced output, preparation for retirement
Super’s Propositions
People differ in their abilities and personalities, needs, values, interests, traits and self concepts
People are qualified, by virtue of their 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.
5. This process of change may be summed up in a series of life stages:
Growth, exploration, establishment, maintenance and decline
The nature of the career pattern is determined by the individual’s parental socioeconomic level, mental ability, education, skills, personality characteristics, career maturity and by the opportunities to which he or she is exposed.
Success in coping with the demands of the environment depends on the individual’s career maturity.
Career maturity is a hypothetical construct.
Development through the life stages can be guided.
The process of career development is that of developing and implementing occupational self-concepts
The process of compromise is one of role playing and learning from feedback.
Work and life satisfactions depend on the extent to which the individual finds adequate outlets for abilities, needs, values, interests and personality traits.
The degree of satisfaction people attain from work is proportional to the degree to which they have been able to implement self-concepts.
Work and occupation provide a focus. If peripheral or nonexistent, leisure activities ad homemaking may be central.
Gottfredson
Theory of Circumscription and Compromise
This theory is concerned with how career aspirations develop
Predicated on 4 basic assumptions:
Career development process begins in childhood
Career aspirations are attempts to implement one’s self-concept
Career satisfaction depends on the degree to which career in congruent with self-perceptions
People develop occupational stereotypes that guide them in the selection process
According to Gottfredson people develop cognitive maps of occupations that are organized along 3 dimensions:
Masculinity/femininity of the occupation
Prestige of the occupation
Fields of work
GOTTFREDSON’S VIEW OF FACTORS AFFECTING
CAREER DEVELOPMENT
Circumscription – Ideas about gender and prestige influence and limit career choices.
Compromise – Career choices are modified due to environmental and other factors. Individuals give up interests, prestige, and sex type when compromising.
FACTORS AFFECTING THE PROCESS OF COMPROMISE
Not knowing how behavior of individuals affects their access to occupational or educational information
Need to know which factors young people are most and least willing to give up when they can’t get their first choice
Not knowing enough about how to enter an occupation or get educational information
Gottfredson identified
4 developmental stages:
Ages 3 to 5: Orientation of size and power
Ages 6 to 8: Orientation to sex roles
Ages 9 to 13: Orientation to social valuation
Ages 14+: Choices explored