1. Understanding and Applying Emerging Theories of Career Development
Chapter 3

2. Characteristics of Emerging Theories
Draw upon a solid foundation of research support
Attempt to address the career development needs of diverse client populations
Reflect two major trends
emphasis on cognitive approaches
clients’ active role in career construction

3. Lent, Brown, & Hackett’s Social Cognitive Career Theory (SCCT)
Builds on the assumption that cognitive factors play an important role in career development and decision making
Is closely linked to Krumboltz’s learning theory of career counseling
Incorporates Bandura’s triadic reciprocal model of causality

4. Self-Efficacy (Bandura)
Defined as people’s judgments of their capabilities to organize and execute courses of action required to attain designated types of performances

5. Forces Shaping Self-Efficacy Beliefs (Bandura)
Personal performance accomplishments
Vicarious learning
Social persuasion
Physiological states and reactions

6. Triadic Reciprocal Model
The relationship among goals, self-efficacy, and outcome expectations is complex
This occurs within the framework of causality comprised of
personal attributes
external environmental factors
overt behavior

7. SCCT Career Development Interventions
Directed toward
self-efficacy beliefs
outcome expectations

8. The Cognitive Information Processing Model
Uses a pyramid to describe the domains of cognition involved in a career choice:
self-knowledge
occupational knowledge
decision-making skills
The fourth domain is metacognitions and includes
self-talk
self-awareness
monitoring and control of cognitions

9. CASVE Cycle
This is the second dimension of the CIP approach and represents a generic model of information processing.
Skills included are
communication
analysis
synthesis
valuing
execution

10. Applying the CIP Approach
The pyramid model can be used as a framework for providing career development.
The five steps of the CASVE cycle can be used to teach decision-making skills.
The executive processing domain provides a framework for exploring and challenging.

11. Sequence for Delivering Career Interventions (Peterson, Sampson, & Reardon)
Step 1 - Conduct initial interview with client.
Step 2 - Do a preliminary assessment to determine the client’s readiness.
Step 3 - Work with client to define the career problem(s) and analyze causes.
Step 4 - Collaborate with client to formulate achievable problem-solving and decision-making goals.

12. Sequence for Delivering Career Interventions (Peterson, Sampson, & Reardon)
Step 5 - Provide clients with a list of activities and resources they need (individual learning plans).
Step 6 - Require clients to execute their individual learning plans.
Step 7 - Conduct a summative review of client progress and generalize new learning to other career problems.

13. Values-Based Model of Career Choice (Brown)
Values with high priority are the most important determinants of choice from among alternatives.
Values included in one’s value system are acquired from society; each person adopts a small number of these.
Culture, sex, and socioeconomic status influence opportunities and social interaction, resulting in a wide variation of values in subgroups of society.

14. Propositions of Values-Based Model (Brown), continued
Making choices that coincide with values is essential to satisfaction.
Life satisfaction is the result of role interaction.
High-functioning people have well- developed and prioritized values.
Success in any role depends on the abilities required to perform the role’s functions.

15. Applying the Values-Based Approach
This approach classifies clients into two categories:
those making planned decisions
those making unplanned decisions
For all clients, counselors must assess whether
there are important intrapersonal value conflicts.
mood problems exist.
values have been crystallized and prioritized.
client can use values-based information.
client understands how career choices affect other life roles.

16. Clients Making Planned Career Changes
Counselors need to assess
how issues related to intrarole and interrole conflict may be contributing to client career dissatisfaction.
degree of client flexibility related to geographical location, training opportunities, and qualifications.

17. Clients Making Unplanned Career Changes
Counselors must assess whether
there are mood problems.
there are financial concerns.
existing career opportunities can satisfy values.
clients can make changes to increase the satisfaction they derive from other life roles.

18. Hansen’s Integrative Life Planning (ILP)
ILP is a worldview for addressing career development rather than a theory that can be translated into individual counseling.
The integrative aspect of ILP relates to the emphasis on integrating the mind, body, and spirit.
The life planning concept acknowledges that multiple aspects of life are interrelated.

19. Assumptions of ILP
Changes in the nature of knowledge support new ways of knowing related to career development.
Broader kinds of self-knowledge and societal knowledge are critical to an expanded view of career.
Career counseling needs to focus on career professionals as change agents.

20. Six Career Development Tasks Confronting Adults
Finding work that needs doing in changing global contexts
Weaving their lives into a meaningful whole
Connecting family and work
Valuing pluralism and inclusivity
Managing personal transitions and organizational change
Exploring spirituality and life purpose

21. Applying ILP Career counselors should help their clients
understand these six tasks.
see the interrelatedness of the tasks.
help clients prioritize the tasks according to their needs.

22. Postmodern Approaches
These are theories and interventions that depart from
the positivistic scientific tradition that has dominated social and behavioral science research and
most of the normative career development research (Vondracek & Kawaski).

23. Creating Narratives
Career counseling from the narrative approach emphasizes understanding and articulating the main character to be lived out in a specific career plot.
This articulation uses the process of composing a narrative as the primary vehicle for defining character and plot.
Howard (1989) noted that people tell stories that infuse parts of their lives with great meaning and de-emphasize other parts.

24. Ways in Which Narratives Help Clients (Cochran)
A narrative is a temporal organization with a beginning, middle, and end.
A story is a synthetic structure that organizes many pieces into a whole.
The plot of a narrative specifies what has been accomplished.
The structure of a narrative communicates a problem, attempts at resolving it, and a resolution.

25. Ways to Use a Narrative Approach in Career Counseling
Elaborate a career problem.
Compose a life history.
Build a future narrative.
Construct reality.
Change a life structure.
Enact a role.
Crystallize a decision.

26. Contextualizing Career Development
Acts are viewed as purposive and as being directed toward specific goals.
Acts are embedded in their context.
Change plays a dominant role in career development.
Contextualism rejects a theory of truth based on the correspondence between mental representations and objective reality.

27. Constructivist Career Counseling
How can I form a cooperative alliance with this client? (Relationship factor)
How can I encourage the self-helpfulness of this client? (Agency factor)
How can I help this client to elaborate and evaluate his/her constructions germane to this decision? (Meaning-making factor)
How can I help this client to reconstruct and negotiate personally meaningful and socially supportable realities? (Negotiation factor)