What we do plays a large role in the formation of our identities. Career Development Theory is the ongoing process of trying to understand how our careers affect who we are. Scholars have been formulating theories on career development for many decades. Over the years, Career Development Theory has changed to reflect our society's growing consideration of race, class and gender.

Ginzberg, Ginsburg, Axelrad and Herma Theory1. Developed in 1951, this theory proposes that vocational choice is influenced by the

reality factor, educational process, emotions and the values of the individual. Super's Theory of Vocational Choice

2. Super's Theory, developed in 1954, takes into account the idea of self-conception. As people's concept of self changes, their career ideals and ambitions change as well. Holland's Career Typology

3. In 1959, John Holland proposed that people choose their career based on their personal needs and what appeals to them. These personal characteristics are influenced by heredity and life history. Lent, Brown and Hackett's Social Cognitive Career Theory

4. This most recent theory (1987) is also the most dynamic. SCCT tries to address issues of gender, class and race while valuing the role of the individual in making meaningful career choices. Considerations

5. While the different aspects of Career Development Theory attempt to understand how career choices affect life satisfaction, a more holistic approach tailored to each person's unique situation is more realistic.

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Choosing a career is a decision that affects your standard of life, your daily activity and your social life. Many people have difficulty deciding on their career, but certain factors influence their decision.

Researching Careers1. Learning about careers helps people determine the cost of obtaining degrees, the

amount of work needed to get them, and the expected salaries made in the profession. Interest

2. Not everyone is fortunate to have an interest that can be turned into a career, but some people decide on careers that coincide with an existing interest. Family Business

3. If your family has a business, often you will grow up working in the business and become trained in that area over time. You may attend business or managerial school or obtain a degree in a field related to the service or manufactured item. Family Profession and Education of Parents

4. This is different from a family business because there is no job assurance. Nevertheless, many people choose careers that mirror their family members' chosen professions and education. Sometimes family contacts can help them become employed. High School

5. Sometimes whether the attended high school is public or private together with the type of people there may impact career decisions. Guidance counselors also influence career decisions. Other Influences

6. Close family or friends can influence career decisions. In addition, some careers attract a specific gender more than others.

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Career Development

Career developments theories help make sense of experiences. Theories may provide direction, and if they are tested and prove true, they expand knowledge. There are two types of career development theories:

• Structural Theories focus on individual characteristics and occupational tasks. • Developmental Theories focus on human development across life span.

Structural Theories

Structural Theories focus on individual characteristics and occupational tasks. • Trait and Factor • Vocational Personalities and Environments • Socioeconomic Theory

Trait and Factor

This theory began with Frank Parsons, who proposed that a choice of a vocation depended upon: • Accurate knowledge of yourself • Thorough knowledge of job specifications • The ability to make a proper match between the two

Two major assumptions of trait and factor theory are:• Individuals and job traits can be matched. • Close matches are positively correlated with job success and satisfaction.

Vocational Personalities and Environments

John Holland suggested that "people can function and develop best and find job satisfaction in work environments that are compatible with their personalities." Holland based his theory of personality types on several assumptions:

• People tend to choose careers that are reflective of their personalities. • Because people tend to be attracted to certain jobs, the environment reflects their

personalities.

Holland classified personality types and work environments into six types:

Each of us has elements of all six types, but one type is usually evidenced most strongly.

Socioeconomic TheorySocioeconomic theory is also known as the "chance" or "accident" theory. This approach to understanding career development suggests that many people follow the path of least resistance in their career development by simply falling into whatever work opportunities happen to come their way.

Developmental Theories

Some of the developmental theories of career growth:• Super's Theory • Krumboltz's Social Learning Theory • Decision Making Theories

Type Activities Occupations

RealisticWorking with tools and machines Farmer, Carpenter, Mechanical Engineer

Investigative Working ideas and theories Chemist

Artistic Creating things Painter, Writer

Social Helping people Social Worker, Counselor

Enterprising Leading others Sales Representative, Entrepreneur

Conventional Organizing data Auditor

• Cognitive Theories

Super's Theory

Donald Super and other theorists of career development recognize the changes that people go through as they mature. Super formalized stages and developmental tasks over the life span:

People change with time and experience, and progress through the following vocational development stages:

Although super originally presented the stages and tasks in a sequential manner, he later added that we cycle and recycle throughout our life span as we adapt to changes in ourselves as well as to the trends in the work place.

The six factors in vocational maturity are: Awareness of the need to plan ahead

Decision-making skills

Knowledge and use of information resources

General career information

General world of work information

Detailed information about occupations of preference

Super also looked at the different roles we play during our lifetimes and the relative importance we give to those roles at different times in our lives.

Krumboltz's Social Learning Theory

Much growth takes place as a result of learning and imitating the behavior of others. John D. Krumboltz developed a theory of career decision-making and development based on our social learning, or environmental conditions and events, genetic influences, and learning experiences. People choose their careers based on what they have learned, Krumboltz theorized. Certain behaviors are modeled, rewarded and reinforced.

Decision-Making Theories

Some decision-making theories hypothesize that there are critical points in our lives when choices are made that greatly influence our career development. These decision-making points are such events as educational choices, entry-level job positions, or changing jobs.

Other decision-making theories are concerned with ongoing choices across the life span. The decisions that we make are influenced by our awareness of the choices that are available to us and our knowledge of how to evaluate them.

Others theories address our complex environment. H.B. Gelatt says, "We make our decisions based upon what is actual and what is actual is never static."

Cognitive Theories

Cognitive theories of career development are built around how individuals process, integrate, and react to information. The ways in which individuals process information are determined by their cognitive structures. These structures influence how individuals see themselves, others, and the environment. Cognitive theories suggest ways to help clients build or refine a hierarchy of thinking and decision-making skills that influence career development.

Stage Age Characteristics

Growth Birth to 14 or 15Development of self-concept, capacity, attitudes, interests,

needs, general understanding of the world of work

Exploratory 15-24 "Trying out" through classes, work experience, hobbies. Tentative choice and related skill development

Establishment 25-44

Entry-level skill building and stabilization through work experience

Maintenance 45-64 Continual adjustment process to improve position

Decline 65+ Reduced output, prepare for retirement

Vocational Ages General Characteristics/Developmental Tasks

Crystallization 14-18 Developing and planning a tentative vocational goal

Specification 18-21 Firming the vocational goal

Implementation 21-24 Training for and obtaining employment

Stabilization 24-35 Working and confirming career choice

Consolidation 35+ Advancement in career