Theories of Career Development
Chapter 2
Theories of Career Development
Trait Oriented Theories
• Measurement Movement in early part of the 20th century
• Embedded in Parson's (1909) vocational counseling paradigm of matching individual traits with requirements of occupations
A. Trait and Factor Theory, Pages 22 - 23 • Frank Parson in 1909 maintained that vocational guidance is accomplished by 3 step procedures 1. Studying the individual 2. Surveying occupations 3. Using “true reasoning” to match the individual's traits with the requirements of a specific occupation • Assumption that individuals have unique patterns of ability and/or traits that can be objectively measure and correlated with the requirements of various types of jobs. • Parsons and Williamson components were developed into step by step procedures designed to help clients make wise career decisions. • Williamson advocated the trait and factor counseling procedures and added his straightforward approach that contained 6 sequential steps 1. Analysis 2. Synthesis 3. Diagnosis 4. Prognosis 5. Counseling 6. Follow up • Integrated into other theories of career counseling this approach played a vital role in the development of assessment techniques. • Disadvantages • According to Sharf (2010) it fails to address how interests, values, aptitudes, achievement, and personalities grow and change. • 3 Assumptions 1. Individuals have fairly stable attributes that can be measured and understood. 2. There is a single career goal for everyone 3. Career decisions are based primarily on measured abilities B. Person Environment Correspondence (PEC) Counseling Pages 24 - 27 • Authored by Rene Dawis and Lloyd Lofquist • 1991 referred to as the theory of work adjustment (TWA) • Emphasized: • Work is more than step by step task oriented
Theories of Career Development
Trait Oriented Theories
• Measurement Movement in early part of the 20th century
• Embedded in Parson's (1909) vocational counseling paradigm of matching individual traits with requirements of occupations
A. Trait and Factor Theory, Pages 22 - 23 • Frank Parson in 1909 maintained that vocational guidance is accomplished by 3 step procedures 1. Studying the individual 2. Surveying occupations 3. Using “true reasoning” to match the individual's traits with the requirements of a specific occupation • Assumption that individuals have unique patterns of ability and/or traits that can be objectively measure and correlated with the requirements of various types of jobs. • Parsons and Williamson components were developed into step by step procedures designed to help clients make wise career decisions. • Williamson advocated the trait and factor counseling procedures and added his straightforward approach that contained 6 sequential steps 1. Analysis 2. Synthesis 3. Diagnosis 4. Prognosis 5. Counseling 6. Follow up • Integrated into other theories of career counseling this approach played a vital role in the development of assessment techniques. • Disadvantages • According to Sharf (2010) it fails to address how interests, values, aptitudes, achievement, and personalities grow and change. • 3 Assumptions 1. Individuals have fairly stable attributes that can be measured and understood. 2. There is a single career goal for everyone 3. Career decisions are based primarily on measured abilities B. Person Environment Correspondence (PEC) Counseling Pages 24 - 27 • Authored by Rene Dawis and Lloyd Lofquist • 1991 referred to as the theory of work adjustment (TWA) • Emphasized: • Work is more than step by step task oriented