Savickas, M. L. "New Directions in Career Assessment." In Career Development, edited by D. H. Montross and C. J. Shinkman. Springfield, IL: Charles C. Thomas, 1992.
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
Career Development is a “continuous lifelong process of developmental experiences that focuses on seeking, obtaining and processing information about self, occupational and educational alternatives, life styles and role options” (Hansen, 1976). The above statement I have follow through my career .
The Values Scale and Salience Inventory can measure an adolescent’s interests and values that may lead to career exploration, which will be discussed later in this section. The Career Development Inventory measures maturity and development. The Career Development Inventory has five subscales; Career Planning, Career Exploration, Decision-Making and World-of-Work information and Knowledge of the preferred Occupational Group (Scharf, 2013). This instrument focuses on measuring what the adolescent has done to help make their career decision, it also emphasizes not just what they have actually done but what they think they have done (Scharf, 2013). This is important in measuring their career maturity, the more thought given is reflective of high level of maturity (Scharf, 2013). The Career Maturity Inventory (CMI) developed from Super’s (1955) earlier theory mentioned above, provides a total score for career choice readiness, three scale scores reflecting career adaptability dimensions of concern, curiosity, and confidence, and a score reflecting relational style in forming occupational choices (Savickas and Porfeli, 2011).
Peter Tkach was enrolling for classes his last semester of his third year at Willamette University. He had done well throughout his educational career, matured through personal experiences, but he soon realized that his four years of college were coming to an end soon and that he needed to determine what he would be doing for the rest of his life, or at least post graduation. Peter decided to enroll in Dr. Houser’s Theories of Career Development in hope of discovering a career path that suited his formal education. Throughout the class he was exposed to Trait-Factor Theory, Personality Theory, Developmental Theory, and Social Learning Theory. He received great career lessons from The Adventures of Johnny Bunko, which he later applied into looking for an internship and career. Peter was able to use these theories and concepts to his own life through completing the assignments and by the end of the class, he was no longer lost in search of a career path, but had a career he wanted to pursue and got an internship for the following summer.
According to Holland (1985), the choice of a career is an extension of one’s personality into the world of work. Individuals choose careers that satisfy their preferred personal orientations. Holland developed six modal personal styles and six matching work envi¬ronments: realistic, investigative, artistic, social, enter¬prising, and conventional. A person is attracted to the particular role demand of an occupational environ-ment that meets his or her needs. For example, some¬one who is socially oriented would seek out a work environment that provides interactions with others, such as nursing in a hospital setting. Holland and his colleagues have developed a number of instruments (e.g., the Self-Directed Search) designed to assist in identifying individual personality traits and matching those traits to occupational groups. Holland’s theory assesses each individual in terms of two or three most prominent personality types and matching each type with the environmental aspects of potential careers. It is predicted that the better the match, the better the congruence, satisfaction, and persistence (Holland, 1985). Holland also elaborated five secondary assumptions which he calls key concepts that describe the theory. These assumptions
As we planned this program, we decided to approach this through Krumboltz career theory lens. This choice was made due to the holistic approach Krumboltz has to career counseling. This theory has four components to it. According to Zunker (2016) the four components to this theory are “genetic endowments and special abilities, environmental conditions and events, learning experiences, and task approach skills” (pg. 34).
Some types of career development theories include trait and factor, life-span, and social cognitive (Sharf 1997). This section looks at some of the issues surrounding the applicability of these theories in regard to gender, race, and class.
Quality, appeal, and comprehensiveness of the website - Niles and Harris-Bowlsbey, a career based counseling system needs to have a breadth of information from all the avenues of the career development process (2009, 228). With out questions this this does that and more. While the title of the site indicates college career planning is goes way beyond that notion. One of the main items that attracte...
The Cambridge Online dictionary defines career development as the process of learning and improving your skills so that you can perform your job better and progress to better jobs (Cambridge, 2011). However, my articles on career development have a slightly different view. My article states that career development happens in stages, and it has influencing factors (Gohdes, 1997-2000). Therefore, I will discuss these elements along with its main points. After that, I will give a short autobiography on how these steps apply to me. Before I do that, I will introduce my article.