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CAREER AND HUMAN RESOURCE DEVELOPMENT

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Presentation on theme: "CAREER AND HUMAN RESOURCE DEVELOPMENT"— Presentation transcript:

1 CAREER AND HUMAN RESOURCE DEVELOPMENT
(DCE3117) Associate Prof. Dr. Roziah Mohd Rasdi Dept. of Professional Development & Continuing Education Faculty of Educational Studies Universiti Putra Malaysia

2 CAREER DEVELOPMENT THEORY
Topic 2 CAREER DEVELOPMENT THEORY

3 History of Career Development Theorizing
Year Event and Focus of Career Research 1909 Frank Parson’s book, Choosing Your Vocation, is published posthumously. 1953 Donald Super publishes “A Theory of Vocational Development” in the American Psychologist which outlines a second developmental theory of career development. 1959 John Holland publishes “A Theory of Vocational Choice” in the Journal of Counseling Psychology which sets forth some of the propositions of his theory of vocational choice. 1963 David Tiedeman and Robert O’hara publish Career Development: Choice and Adjustment which contains a theory rooted in the idea that career satisfy needs. 1976 John Krumboltz and associates publish “A Social Learning Theory of Career Selection” in The Counseling Psychologist.

4 History of Career Development Theorizing
Year Event and Focus of Career Research 1977 Daniel Levinson publishes life span model of adult development which focused on relatively universal, age-linked developmental periods that cluster around four eras of the human life-cycle. He has written about career of both men and women. 1981 Linda Gottfredson publishes “Circumscription and Compromise: A Developmental Theory of Occupational Aspirations” in the Journal of Counseling Psychology which focuses on how sex role identifications limits occupational aspirations. Gail Hacket and Nancy Betz publish “A Self Efficacy Approach to the Career-Development of Women” in the Journal of Vocational Behavior which uses Bandura’s self efficacy construct to explain important aspects of the career decision-making process.

5 History of Career Development Theorizing
Year Event and Focus of Career Research 1984 Helen Astin publishes ‘ The Meaning of Work in Women’s Lives: A Sociopsychological Model of Career Choice and Work Behavior” in the Counseling Psychologist which outline a general theory of the career development of women. 1991 Gary Peterson and associates publish Career Development and Services: A Cognitive Approach which contains their Cognitive Information Processing model of career choice and development. 1996 Duane Brown’s “Values-Based Model of Career and Life-Role Choice and satisfaction” is published in the Career Development Quarterly and Career Choice and Development.

6 History of Career Development Theorizing
Year Event and Focus of Career Research 1996 Richard Young and associates publish A Contextual Explanation of Career which based on constructivist philosophy. 2004 Yehuda Baruch publishes Managing Careers: A Theory and Practice which integrate both traditional and contemporary management thinking in career practices.

7 Career Development Theory of Donald E. Super
Super (1957) theory of career stages reflects how, during the lifespan of a person, individuals implement their inner being and self-concept in one or more career (or vocational) choice. Theory’s Proposition People differ in their abilities and personalities, needs, values, interests, traits, and self-concepts. Each person is qualified, by virtue of these characteristics, for a number of occupations. Each occupation requires a characteristic pattern of abilities and personality traits, with tolerances wide enough to allow some variety of occupations for each individual as well as some variety of individuals in each occupation.

8 Vocational preferences and competencies, the situations in which people live and work, and, hence, their self-concepts change with time and experience, although self-concepts as products of social learning are increasingly stable from late adolescence until late maturity, providing some continuity in choice and adjustment. The change processes come in the time frame of the stages described above Mini-cycle will occur when a career is destabilized. The career pattern is determined by parental socio-economic background, mental ability, education, skills, personality, career maturity and opportunities. Success in coping with organizational and environmental demands depends on career maturity. Career maturity is psychological construct, related to cognitive and affective qualities, but it can be defined from sociological perspective via comparison with relative age achievements.

9 Development can be guided by external facilitation.
Career development is about the development and implementation of an occupational self-concept. The process of synthesis or compromise between individual and social factors is one of role playing and learning. Work and life satisfaction depends on findings adequate outlets for one’s own qualities. Work satisfaction is proportional to ability for the implementation of the self-concept. Work and occupation provide a focus for personality organization for most people. Social traditions, opportunities and individual differences determine performance in the role taken by individuals in all their life-spaces.

10 Three Aspects of Super’s Theory
Self-concept – a picture of who we are and what we are like Life Span – The length of one’s career. Stages: Life-Space – the breadth of one’s career Career is defined as the combination of life roles that one plays at a given life stage, depicted in Rainbow Eight life roles Son or daughter Student Worker Spouse or partner Homemaker Parent Leisurite Citizen A blend of how we see ourselves and how we would like to be seen How we think others views us both subjective and objective info People use this understanding of self when they identify career goals and plans Individuals seek to live out their vocational self-concept through their choice of work Growth (1-15) Exploration (15-25) Establishment (25-45) Maintenance (45-65) Disengagement (65-)

11 Different roles played by each individual during their lifetime and the influences of these role on lifestyle and career

12 Trait and Factor Theory
Seeks to describe individual differences in personality types Assumptions Individual have unique characteristics related to interest, abilities, needs, values, and personality traits Occupational and jobs have unique characteristics to work tasks, skills required, demand and rewards The unique characteristics of both individuals and occupation/jobs can be measured Workers and employers are most satisfied when there is a good match between the characteristics of the worker and the characteristic of the occupation/job

13 The Vocational Choice Theory of John L. Holland
Contends that career interest, are an expression of the individual’s personality Assumptions An individual personality is the primary factors in vocational choice Interest inventories are in fact personality inventories Individuals develop stereotypical views of occupations that have psychological relevance. Daydreams about occupations are often precursors to occupational choices. Identity-the clarity of an individual’s perceptions of their goals and personal characteristic-is related to having small number of rather focused vocational goal To be successful and satisfied in career, it is necessary to choose occupation that congruent with one personality.

14 Your Personality type: Compatible Work Environment:
CAREER Your Personality type: Realistic Investigative Artistic Social Enterprising Conventional Compatible Work Environment: Realistic Investigative Artistic Social Enterprising Conventional Will lead to success and satisfaction Matched with

15

16 Type Personality Characteristic Congruent Occupations REALISTIC Prefer physical activities that requires skill, strength and coordination Shy, genuine, persistent, stable, conforming, practical Mechanic, drill press operator assembly line worker, farmer. INVESTIGATIVE Prefer activities that involve thinking, organizing and understanding Analytical, independent, curious, original Biologist, economist, mathematician, news reporter ARTISTIC Prefer ambiguous and unsystematic activities that allow Creative expression imaginative, disorderly, idealistic emotional, impractical, Painter, musician, writer, interior design

17 Type Personality Characteristic Congruent Occupations SOCIAL Prefer activities that involve helping and developing others Sociable, friendly, cooperative and understanding Social worker, teacher, counselor, clinical psychologist ENTERPRISING Prefer verbal activities where there are opportunities to influence others and attain powers Self confident, ambitious, domineering, energetic Lawyer, real estate, small business manager CONVENTIONAL Prefer rule regulated, unambiguous, orderly activities Conforming, efficient, practical, unimaginative inflexible Account, corporate manager, bank teller, file clerk

18 Gottfredson’s Theory of Circumscription and Compromise
This theory concerned with how career aspiration develop. It is predicated on four basic assumptions: The career development process begins in childhood Career aspirations are attempts to implement one’s self-concept Career satisfaction depends on the degree to which the career is congruent with self-perceptions People develop occupational stereotypes that guide them in the selection process

19 Gottfredson’s Theory of Circumscription and Compromise
Gottfredson’s Developmental Stages Orientation to size and power (Ages 3-5) Orientation to sex roles (Ages 6-8) Orientation to social valuation (Ages 9-13) Choice Explored (Ages 14+)

20 Krumbotlz’s Social Learning Theory of Career Choice
Factors influence career decision making Explanation Genetic endowments and special abilities Those aspects of the individual that are inherited or innate rather than learned such as physical appearance, predisposition to illnesses. The greater an individual’s innate genetic abilities, the more likely she is to respond to learning and teaching. Environmental events and conditions The skills that individual applies to each new task.

21 Krumbotlz’s Social Learning Theory of Career Choice
Factors influence career decision making Explanation Learning experiences Two basic types of learning experiences: Instrumental Learning Experiences - Situation where individual acts on the environments to produce certain consequences. Associative Learning Experiences - Situation where individual learns by reacting to external stimuli Task approach skills Outside the control of the individual Social, cultural, political, and economic considerations Also, climate and geography

22 Reciprocal determinism (Albert Bandura)
Reciprocal determinism enables change in one factors to effect change in another factors Interventions to promote positive health can be directed at: Personal factor Improve emotional, cognitive or motivational processes Environmental factors Alter health services provided Alter social and environmental condition under which people live Behavioral factors Increase behavioral competencies

23 Social Cognitive Career Theory (SCCT) by Lent, Brown & Hackett (1997)

24 Environmental conditions & events
SCCT .. Cont. Environmental conditions & events Socioeconomic status Job & training opportunities Social policies & procedures for selecting trainees & workers Rate of return for various occupation (ROI) Labor laws, union rules Physical events (e.g. earthquakes, hurricane) Availability & demand for natural resources Technological developments (e.g. computers) Changes is social organizations Family Training experiences & resources, neighborhood, & community influences Education system Person Inputs Race/ethnicity, gender Physical appearance, health, disabilities Special abilities (e.g. intelligent)

25 SCCT Model: Learning effects on efficacy and outcome expectations
SCCT .. Cont. SCCT Model: Learning effects on efficacy and outcome expectations

26 SCCT .. Cont. Key Component of SCCT Self-efficacy Expectations: Beliefs in one’s capabilities to organize and execute the courses of action required to managed prospective situations (Bandura, 1986) Cognitive appraisals of one capacity to perform specific behaviors (future directed) Efficacy beliefs influence initiation/choice of activities, effort expended, persistence in the face of obstacle, and ultimately success NOT self-esteem or other trait construct

27 SCCT .. Cont. Key Component of SCCT Outcome Expectations: Beliefs about the consequences of given action Situation outcome expectancies (what will happen if I do not take action?) Action outcome expectancies (what will happen if I do take action) Outcome expectancies can be physical, social or self-evaluate.

28 SCCT .. Cont. Key Component of SCCT Outcome Expectations: Beliefs about the consequences of given action What will happen if I do not take action? Consequences of successful performance Outcome expectancies can be physical, social or self-evaluate Goals: Determination to engage in a particular activity or to produce a particular outcome What do I choose to do? By setting personal goals, people help to organize, guide and sustain their own behavior

29 Learning Influences: Sources of Self-Efficacy Information
SCCT .. Cont. Learning Influences: Sources of Self-Efficacy Information

30 SCCT Model: Contextual influences on interest, goals and actions
SCCT .. Cont. SCCT Model: Contextual influences on interest, goals and actions

31 Contextual Influences on Career and Academic Behavior
Objective and perceived aspects of the environment influence beliefs, intentions & actions Environmental barriers can erode efficacy and interest Conversely, strong efficacy can enable an individual to surmount obstacles and persist in the face of barriers Three primary paths of contextual influences Distal (early) effects on acquisition of SE and OE Moderators of interest-choice relations Direct influences on choice

32 Career Information Processing Model of Career Choice (CIP)
CIP is focusing on helping clients to a better understand the way they think and these thinking patterns influence their career decision making. CIP model challenges career practitioners to ask how they can help clients to acquire self-knowledge, occupational knowledge, career decision skills, and metacognitions (awareness of their thinking process) in order to make effective career decisions

33 Career Information Processing Model of Career Choice (CIP)
Domains of CIP Self-understanding Occupational knowledge Metacognitions – how we cognitively process the information includes self-talk, self-awareness, monitoring and control of thoughts

34 Career Information Processing Model of Career Choice (CIP)
Seven-Step Outline Intervention Conduct an initial interview introducing the clients and identifying concerns and skill levels within each domain Make a preliminary assessment of the clients career decision-making readiness Collaborate with the clients to identify the gaps in knowledge Identify goals that will close the gaps . Develop an individual learning plan Have the client execute the learning plan Review client progress


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