Self-concept Theory of Career Development - Donald Super
The outcome of complex interactions between
1. Physical growth and mental growth
2. Personal experiences
3. Environmental characteristics
A lifelong proactive journey that utilizes planning, development and implementation of vocational skills to reach career goals.
Self-Concept Career Development, as described by Super, is ever changing growth process in and through five different developmental stages. The better the maturation/development of self-concept, the stronger the vocational development (career satisfaction) will be. A person must be ready to cope with the developmental tasks at each stage. This process utilizes both affective and cognitive strategies. It is important to recognize the changes that people go through as they mature. Career patterns are determined by the development of self or by physical growth and mental growth, personal experiences, environmental characteristics and stimulation.
Career satisfaction is achieved when people are able to find work roles in which they can express themselves and implement and develop their self-concepts. Vocation maturity, a main concept in Super's theory, is demonstrated if five stages. It is then complimented by five vocational developmental stages. These are broken down below and then merged together. You will notice the large amount of vocational development is achieved in the traditional students beginning years of college. It is important for the student to develop a specific career goal early on in the college process so a student can plan coursework and vocational experiences
THE FIVE STAGES
STAGE AGE CHARACTERISTICS
Growth Birth to 14 Formin...
... middle of paper ...
A great interview article with Donald Super from 1991, a few years before he passed in 1994. This article touches on some much needed adaptions to his original theory. He refers to recycled people as a way to transition into new careers. http://www.choixdecarriere.com/pdf/5873/12.pdf References http://www.careers.govt.nz/educators-practitioners/career-practice/career-theory-models/supers-theory/ http://www.realtutoring.com/career/bigFiveTheory.pdf
A great interview article with Donald Super from 1991, a few years before he passed in 1994. This article touches on some much needed adaptions to his original theory. He refers to recycled people as a way to transition into new careers.
The focus of this paper is to critically compare and contrast the two founders of Career Therapy, John L. Holland and Donald E. Super. Both these theorists spent a life time dedicated to refining helpful tools for use in making vocational choices. Mark Savickas a protégé of Super talks about how both these amazing theorists have influenced his own Narrative approach.
Upon entering the workforce, this generation worked for organizations that had “clear lines of authority, strict assignment of responsibilities, rank based on seniority, and an implied work contract; they expected to work for the same company until retirement and valued job security and stability” (Fore, 2013). However, because this generation was often absorbed with the past, “technology represented an unpleasant change that required training and adjustment, as it affected both their work and personal lives” (Fore, 2013).
Taking the time to reflect on one’s career can increase self-awareness and enhance professional development. A career development plan is a confidential and integral document created by an individual which outlines the activities undertaken during their life. Hence, a professional development plan documents goals and skills required to accomplish dreams and aspirations. Moreover, a professional development program is reminiscent of ones’ past experiences and a glance at the future. Having a professional development plan in place is critical for graduate study to keep track of one’s progression. The principal purpose of a developmental plan is to give a description of my educational and professional background as well to explore my personal goals as it relates to my profession growth and development.
2)Ginsberg and Super’s Theories of Career Development assert that there are several predictive stages of career development, based moreover on the developmental stages of life. Under this theory, as a child I was in the fantasy period; I saw myself becoming a famous model/dancer/actress or presti...
As I expand my knowledge in the different counseling approaches, my values appropriately fit in with the humanistic theoretical orientation. The career theory Integrative Life Planning (ILP) also resonates in my future ambitions as a counselor. I am very interested in working with high school and/or college students and helping them successfully prepare for their future. The holistic approach has stood out to me from the start of the program and has been useful in my personal life. My goal is to help the student/client to be able to discover their own personal motivations and self-satisfaction within them, as well as a way to benefit society. My role as a counselor is to assist the student in organizing their personal skills, work values, and career interests as a start to finding an ideal work environment. With some guidance, this will empower the student to appreciate that they have options to do what they truly enjoy. I have known many students that do not have guidance in creating a successful future. Accord to the Gates Foundation study, only 7 of 10 U.S. students are graduating within the four years they are in high school (Corbett, G. A. & Huebner, T. A.. 2007). These students do not have reason to be motivated in discovering their ambitions. The quote that inspired me in my career journey is, “Choose a job you love, and you will never have to work a day in your life,” by Confucius.
Placing information in context is benefit when making a decision. It is helpful to review the historical events and available information to create a picture of where to go next. The purpose of this paper is to review the personal information from the career assessments taken in HS 585 Career Counseling at Bellevue University. The review will focus on this author’s personal results. This paper will combine the assessments with the author’s personal history to provide a context for future career goals.
The Career Decision Self-Efficacy Scale (CDSE) was developed by Karen Taylor and Nancy Betz to apply Albert Bandura’s theory of self-efficacy expectations to the domain of career decision making. Career decision self-efficacy was originally defined by Taylor and Betz as the individual’s belief that he or she can successfully complete tasks necessary in making career decisions. To define these tasks, the theory of career maturity of John O. Crites was used. Crites’s theory defined career maturity as the individual’s degree of possession of five career choice competencies and five career choice attitudes. The five career choice competencies and sample items are: 1. accurate self-appraisal, 2. occupational information, 3. goal selection, 4. planning, and 5. problem
They also concern with career adjustments people make over time. The career development theories are of great value for teacher and counsellor because they need to seek constantly for insight into the reasons that stimulate students to make certain career choices. Only by doing so, they will be able to understand and help them. Researches have been conducted in an attempt to develop systematic theory of career development so that the students can get proper guidance. According to Johnson (2000), Career development theories can be grouped into two categories: Structural and Developmental.
Each individual’s career path is distinctive and depends upon the individual’s outlook, behavior, work experiences, and activities. The incentives associated with career development are universal and include increasing one’s earning potential and acquiring additional skills and abilities that are attractive to any organization. Training and development are important factors in helping individuals develop talent, motivation, and leadership skills that will contribute to a successful personal and professional career.
Career is the total sequence of employment-related positions, roles, activities and experiences encountered by an individual (Jackson T. 2002, p.VIII). Career can also be conceptualised more broadly in terms of “the individual development in learning and work throughout life", and thus includes voluntary work and other life experience (Watt, 1996; in Torrington et al. 2008, p. 446).
Career management plays important role in career development. Career management is done with involved taking some necessary steps to reach the career plan and commonly more focusing on the ability of the organization able to do for their employee to increase their career development (Werner & DeSimone, 2009). Career plan is usually able to be performed, at least in some apart, through the training program which implemented by the organization. Career management process contained four steps which are self-assessment, reality check, goal setting and action planning (refer to Figure 1 in Appendix 1).
Choosing which career path to follow is one of the most important decision people take in their lifetime. Considering that this decision will affect the entire future life, it is very important to be sure that it is the right one. It is one of the most important steps in order to successfully find a job that would satisfy personality needs and guarantee a steady income. If he or she is passionate about their job, hard work is simplified and high salary helps to concentrate on results. The key about being successful at work is to be in love with it.
Careers are not something to be taken in a light manner as it acts as a major function in every being’s life. Career dysfunctional may results in decreased self confidence, increased interpersonal communication problems or traces of depression. According to Beverly Baskin, the term career can be defined as the the totality of work one does in one’s lifetime. Given this definition, education, family responsibilities, work and leisure activities are inclusive.