1. ROE’S PERSONALITY DEVELOPMENT THEORY
Focuses on psychological needs that develop between the interaction of parent and child.

2. Ann Roe
The theory predicts occupational selection based on individual differences, which are
biological,
sociological, and
psychological

3. Early parent-child relationships were classified into three types:
Concentration on the child
Avoidance of the child
Acceptance of the child

4. Concentration on the child
Overprotective
Parent encourages dependence in the child and restricts curiosity and exploration.
Overdemanding
Parent requests perfection from the child, asking for excellent performance and setting high standards of behavior.
First born?

5. Avoidance of the child Rejection
Parent may be overly critical of the child or punish the child excessively.
Neglect
Ignores the child for many reasons, such as parents’ concern with their own problems, other children, or work.

6. Acceptance of the child
Parents encourage independence rather than dependence and do not ignore or reject their child, creating a relatively tension-free environment.

7. Acceptance of the child
Causal acceptance
Parents have a low-key attitude, offering a minimum amount of love.
Loving acceptance
Parents show a warmer attitude toward the child, while not interfering with the child’s resources by fostering dependency.

8. Relationship of Parental Style to Occupational Selection
Made predictions about occupational selection and how children developed certain attitudes toward or away from people (which depended on parents).
System has eight groups and six levels.
The groups that adjoin each other are closest in job duties.

9. Eight Occupational Groups
1. Service:
2. Business contact:
3. Organization:
4. Technology:
5. Outdoor:
6. Science:
7. General Cultural:
8. Arts and Entertainment:

10. Eight Occupational Groups

11. The Six levels of Occupations

12. The Six levels of Occupations
1. Professional & managerial 1:
Independent Responsibility
2. Professional & Managerial 2:
less independence
3. Semiprofessional & small business:
Moderate responsibility for others
4. Skilled:
Training is required
5. Semiskilled:
On-the -job training or special schooling
6. Unskilled:
Little special training is required. Individuals only need to follow basic directions.

13. Testing and Occupational Classification
1. Career Occupational Preference System
2. California Occupational Preference System (COPS, 1985).

14. Patterns of Attachment
Slide 2 for Chapter 11
Patterns of Attachment
Secure
Anxious-Ambivalent
Avoidant

15. Attachment Theory and Career Development
Slide 3 for Chapter 11
Attachment Theory and Career Development
Do secure patterns of attachment promote career exploration?
Do secure patterns of attachment promote a strong sense of vocational identity?

16. Adopting a Family Relationship Framework
“Everyone has a context”
Milan Group

17. Family Systems Therapy:
Implications for Career Development
Disengaged family
Enmeshed family
Genograms
Occupations of family members
Relationship of occupations of others to career choices of client

18. Perspective
If we are always arriving and departing, it is also true that we are eternally anchored. One’s destination is never a place but rather a new way of looking at things.
Henry Miller

19. General Systems Theory
The organization of relationships may include factions, alliances, coalitions, and tensions.
The organization gives clues to the system’s consistent or repetitive interactive patterns…know as rules.

20. Marital skew:
A situation in which the psychological disturbance of one parent dominates the family’s interactions.
An unreal situation for family members is created so that the family can deal with one member’s disturbance.

21. Marital schism:
A situation in which one parent tries to undermine the worth of another (parent) by competing for sympathy or support from the children.

22. STRUCTURAL FAMILY THERAPY
Minuchin looked at alignments and coalitions in the family.
Focusing on currant behavior, Minuchin looked at
family boundaries (permeability)
enmeshment vs. disengagement

23. Enmeshment
A situation in which the intimacy, dependence, and influence between specific subsystems is so intense that it
(1) creates an overdependence between subsystems to fulfill some emotional needs, while handicapping access to outside systems that are necessary for subsystem growth, individuation, and development; and
(2) reduces the ability of the family subsystems to adapt collaboratively to change.

24. Disengagement
A situation in which the weak levels of intimacy, dependence, and influence between certain family subsystems
(1) prevent subsystems within the family from getting emotional needs met from one another, and creates an overdependence on other subsystems and outside systems to meet these needs; and
(2) reduces the ability of the family subsystems to adapt collaboratively to change.

25. Subsystem overdependence
A situation in which
(1) the fulfillment of interpersonal needs is primarily dependent upon a specific subsystem that is unable to consistently meet these needs over time; and
(2) alternative subsystems are not maintained in such a way that they can be easily accessed, should support form the primary system become unavailable.

26. Conflict Avoidance
If we conceptualize boundaries between subsystems as a continuum in which one end is characterized by overinvolvement and the other by under involvement, then these concepts appear to be at opposite ends, serving opposite purposes.
If, on the other hand, we draw this continuum of boundaries as a circle, the two ends touch. At the meeting point, they serve the same purpose – conflict avoidance. In effect, fighting, or the lack of it, is a collective attempt to remain at a level of intimacy that is known and comfortable.
To resolve the conflict would result in a change…incurring the loss of the known, albeit unhappy, comfort zone for an unknown, less certain future.

27. Better to be quarreling than lonesome. Irish Proverb
Marital misery requires quarreling in such a way that nothing is changed and the quarreling must be repeated again and again.
Jay Haley (1996, p.126)

28. “The curious paradox is that when I accept myself just as I am, then I can change.”
Carl Rogers