Self-concept Theory of Career Development - Donald Super
Self-Concept-
The outcome of complex interactions between
1. Physical growth and mental growth
2. Personal experiences
3. Environmental characteristics
4. Stimulation
Career Development-
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...
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http://taracat.tripod.com/careertheory1.html
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
http://taracat.tripod.com/careertheory1.html
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
(Bendick, Brown & Wall, 1999). A new awareness of older workers has emerged as retiring
With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
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...
It seems to be that the previous generation always picks on the new one. It’s something that’s been going on for decades, with the cry of “When I was your age!” at the tip of every adult’s tongue when they see the slightest bit of laziness or incompetence. In reality, each new generation brings waves of progress and innovation, built on top of the old. In this respect, it’s because every generation has the duty to do better than the last. Each generation needs to be bigger, greater, and bolder but this proves to be a challenge after countless centuries of people accomplishing the very same task. However, this problem can be simply solved by breaking the components down into the individual level. People just need to stay true to themselves and the rest will follow. Of course as Andrew Solomon 's Son and Lelie Bell’s Hard to Get demonstrate, creating an identity is much easier said than done. People have an obligation to be better than the previous generation and accomplish this by discovering who they are and then staying true to themselves.
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).
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).
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
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
Works Cited Effron, Marc, Robert Grandossy, and Marshall Goldsmith (eds.). "Chapter 3 - The 21st Century Workforce". Human Resources in the 21st Century. John Wiley & Sons, 2003. Books 24 x 7 in.
It is imperative to understand yourself in your career development. No matter what your career stage, it is essential to assess your personal goals, interpersonal skills, strengths, weaknesses and desires to keep
Klobucher, T 2011, Characteristics of Generation 2020: Generations at Work, The Great Workplace Revolution, accessed 11 November 2013, http://www.thegreatworkplacerevolution.com/characteristics-of-generation-2020-generations-at-work/
Realizing your full potential by seeing your path and where it can lead you is the ultimate goal in any career. Learning how and where you can apply your skills and knowledge greatly impacts the future you see yourself having. Self-Actualization within your career can result in peak experiences that make you a better employee and an asset to your society. With self-actualization, the individual will be interested in growth and individual development. They will also need to be skilled at what they do hence they will want a challenging job or an opportunity to complete further education.
Zemke, Ron. (2013). Generations at Work: Managing the Clash of Boomers, Gen Xers & Gen Yers in the workplace. Edition #2.
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 development is the process of integrating the extraneous situation consisting of social structures of family, education and works with the self and the self- efficacy and brings about changes in one’s personal, social and vocational situation. Career development is not just a decision to enter a particular line of work; it reveals a person accumulated