EDUC 682 – Chapter 2 and 15 Theory and D.O.T. Dr. William M. Bauer Way to GO PIONEERS!!! MC 40...

EDUC 682 – Chapter 2 and EDUC 682 – Chapter 2 and 1515

Theory and D.O.T.Theory and D.O.T.

Dr. William M. BauerDr. William M. Bauer

Way to GO PIONEERS!!!MC 40 Dubuque 7

Reason for TheoriesReason for Theories

1.1. Facilitate the Understanding of the forces Facilitate the Understanding of the forces that influence career choice and that influence career choice and development.development.

2.2. Stimulate research that will help us better Stimulate research that will help us better clarify the career choice and clarify the career choice and development process.development process.

3.3. Provide a guide to practice in the Provide a guide to practice in the absence of empirical guidelines.absence of empirical guidelines.

2 sets of Theories2 sets of Theories

Positivist-Positivist- Human Behavior measured with valid instrumentsHuman Behavior measured with valid instruments Human Behavior can be studied outside the context in which it Human Behavior can be studied outside the context in which it

occursoccurs Research processes should be value free. If researcher’s values Research processes should be value free. If researcher’s values

enter into the process, then flawedenter into the process, then flawed Cause and effect relationships occur and can be measuredCause and effect relationships occur and can be measured Random sampling, reliable instruments then you can generalize Random sampling, reliable instruments then you can generalize

to other people in similar settings.to other people in similar settings. Career counselors should maintain objectivity and base practice Career counselors should maintain objectivity and base practice

on well designed empirical research (what happed with me?)on well designed empirical research (what happed with me?)

2 sets of Theories2 sets of Theories Postpositivist (post modern)- depart Postpositivist (post modern)- depart

from old way (positivist way of from old way (positivist way of theorizing).theorizing).

1.1. Human behavior is nonlinear and Human behavior is nonlinear and thus cannot be studied objectively.thus cannot be studied objectively.

2.2. Cause and effect relationships Cause and effect relationships cannot be determined.cannot be determined.

3.3. Individuals cannot be studied Individuals cannot be studied outside the context of which they outside the context of which they function.function.

4.4. Research Data cannot be Research Data cannot be generalized.generalized.

5.5. Research is not a value-free Research is not a value-free process. The researchers values process. The researchers values should in fact guide the research should in fact guide the research process.process.

*Check this out *Check this out http://www.extension.psu.edu/workforce/Briefs/http://www.extension.psu.edu/workforce/Briefs/

OverviewCareerDev(Insert).pdfOverviewCareerDev(Insert).pdf

2 sets of Theories2 sets of Theories

6.6. Stories that the students tell are Stories that the students tell are legitimate source of data.legitimate source of data.

7.7. Research is goal free: Random Research is goal free: Random sampling is replaced with purposeful sampling is replaced with purposeful sampling.sampling.

8.8. Career counselors focus on stories of Career counselors focus on stories of their clients, use qualitative assessment their clients, use qualitative assessment procedures.procedures.

Trait and Factor TheoriesTrait and Factor Theories

Holland’s Theory of Vocational ChoiceHolland’s Theory of Vocational Choice Individual’s personality is primary factor in vocational Individual’s personality is primary factor in vocational

choice.choice. Interest inventories are in fact personality inventories.Interest inventories are in fact personality inventories. Stereotypical views of occupations play a role in Stereotypical views of occupations play a role in

vocational choice.vocational choice. Daydreams about occupations often are precursors to Daydreams about occupations often are precursors to

occupational choices.occupational choices. Identity is related to having a small number rather Identity is related to having a small number rather

than focused vocational goals.than focused vocational goals. To be successful one must choose an occupation that To be successful one must choose an occupation that

is congruent with one’s personality.is congruent with one’s personality.

Holland Factual StuffHolland Factual Stuff

Children shape their own environment to Children shape their own environment to an extent, and they are exposed to a an extent, and they are exposed to a number of people who reinforce certain number of people who reinforce certain types of performance.types of performance.

Six personality types from HollandSix personality types from Holland

1. Realistic-objective, concrete, and 1. Realistic-objective, concrete, and physically manipulative. Avoid goals that physically manipulative. Avoid goals that demand subjectivity intellectual or artistic demand subjectivity intellectual or artistic expressions or social abilities. Agriculture, expressions or social abilities. Agriculture, technical, skill trade, or engineering. technical, skill trade, or engineering. Motor skills, equipment, machines tools, Motor skills, equipment, machines tools, and structure, such as athletics, scouting, and structure, such as athletics, scouting, crafts, and woodwork. Masculine, crafts, and woodwork. Masculine, unsociable, emotionally stable, and unsociable, emotionally stable, and materialistic.materialistic.

Six personality types from Holland Six personality types from Holland (cont)(cont)

2.2. Investigative-deal with environment by Investigative-deal with environment by using intellect: ideas, words and using intellect: ideas, words and symbols. Scientific vocations, theoretical symbols. Scientific vocations, theoretical tasks, reading, collecting, algebra, tasks, reading, collecting, algebra, foreign languages, creative art, music foreign languages, creative art, music and sculpture. Avoid social situations and sculpture. Avoid social situations and see themselves as unsociable, and see themselves as unsociable, masculine, persistent, scholarly and masculine, persistent, scholarly and introverted. Achieve in academics and introverted. Achieve in academics and science but have poor leadership skills.science but have poor leadership skills.


3. Artistic-deal with environment by creating 3. Artistic-deal with environment by creating art forms and products. Rely on subjective art forms and products. Rely on subjective impressions and fantasies in seeking impressions and fantasies in seeking solutions to problems. Vocations in music, solutions to problems. Vocations in music, art, literature and drama. Dislike art, literature and drama. Dislike masculine activities such as auto repair masculine activities such as auto repair and athletics. See themselves as and athletics. See themselves as unsociable, feminine, submissive, unsociable, feminine, submissive, introspective, sensitive impulsive, and introspective, sensitive impulsive, and flexible.flexible.


4.Social-use skills to interact and relate to others. Need social 4.Social-use skills to interact and relate to others. Need social interaction. Educational, therapeutic, and religious vocations.interaction. Educational, therapeutic, and religious vocations.

5. Enterprising-adventurous, dominant, enthusiastic and impulsive. 5. Enterprising-adventurous, dominant, enthusiastic and impulsive. Persuasive, verbal, extroverted, self-accepting, self-confident, Persuasive, verbal, extroverted, self-accepting, self-confident, aggressive. Sales, supervisory, and leadership. Need dominance, aggressive. Sales, supervisory, and leadership. Need dominance, verbal expression, recognition and power.verbal expression, recognition and power.

6. Conventional-choose goals and activities that carry social approval. 6. Conventional-choose goals and activities that carry social approval. Stereotypical, correct, and unoriginal. Neat, sociable, conservative Stereotypical, correct, and unoriginal. Neat, sociable, conservative impression. Clerical or computational tasks, identify with business, impression. Clerical or computational tasks, identify with business, and put a high value on economic matters. See themselves as and put a high value on economic matters. See themselves as masculine shrewd, dominant, controlled, rigid, and stable and have masculine shrewd, dominant, controlled, rigid, and stable and have more mathematical than verbal aptitude.more mathematical than verbal aptitude.

Additional Holland Environment Additional Holland Environment StuffStuff

Investigative-abstract and creative abilities Investigative-abstract and creative abilities rather than personal perceptiveness. Work rather than personal perceptiveness. Work revolves around ideas instead of people. revolves around ideas instead of people. Research lab, diagnostic case conference; Research lab, diagnostic case conference; library, work of scientists, mathematicians and library, work of scientists, mathematicians and engineers.engineers.

Artistic-creative and interpretive use of art forms. Artistic-creative and interpretive use of art forms. Draws on knowledge, intuition, and emotional Draws on knowledge, intuition, and emotional life in solving problems. Play rehearsal, concert life in solving problems. Play rehearsal, concert hall, dance studio, a study, library and art or hall, dance studio, a study, library and art or music studiomusic studio


Social-the ability to interpret and modify Social-the ability to interpret and modify human behavior and an interest in caring human behavior and an interest in caring for and interacting with people. School and for and interacting with people. School and college classrooms, counselors, mental college classrooms, counselors, mental hospitals, churches, educational offices, hospitals, churches, educational offices, and recreational centers.and recreational centers.

Enterprising-verbal skill in directing or Enterprising-verbal skill in directing or persuading others. Car lot, real estate persuading others. Car lot, real estate office, political office, or advertisingoffice, political office, or advertising


Conventional-systematic, concrete, routine Conventional-systematic, concrete, routine processing of verbal and mathematical processing of verbal and mathematical information. bank, accounting firm, post information. bank, accounting firm, post office, file rooms, and business officeoffice, file rooms, and business office

Holland says, a person-environment match Holland says, a person-environment match presumably results in more stable presumably results in more stable vocational choice.vocational choice.

Theory of Work Adjustment (TWA)Theory of Work Adjustment (TWA)

Two types of needsTwo types of needs Biological (survival) needsBiological (survival) needs Psychological needs (social acceptance)Psychological needs (social acceptance)

AssumptionsAssumptions Behavior satisfied then reinforcement occurs and Behavior satisfied then reinforcement occurs and

behavior strengthened.behavior strengthened. Environment-needs of individuals in work and those in Environment-needs of individuals in work and those in

the environment match then success. If reinforced in the environment match then success. If reinforced in work and matches the need of the worker then work and matches the need of the worker then success in place.success in place.

Theory of Work Adjustment (TWA)Theory of Work Adjustment (TWA)

Three variables of TWAThree variables of TWA Skills-what the person can do already for the Skills-what the person can do already for the

job.job. Aptitude-potential an individual has to do a Aptitude-potential an individual has to do a

job.job. Personality structure-determined by the Personality structure-determined by the

combination of aptitude and values.combination of aptitude and values. Values are attached by the importance of Values are attached by the importance of

the job to the person: pay raises, trust, the job to the person: pay raises, trust, independent functioning.independent functioning.

Developmental TheoriesDevelopmental Theories

Focus on biological, psychological, Focus on biological, psychological, sociological and cultural factors that sociological and cultural factors that influence career choice, adjustments to influence career choice, adjustments to and changes in careers, and withdrawal and changes in careers, and withdrawal from careers. Focus of stages of from careers. Focus of stages of development.development.

Super’s Life-Span, Life-Space Super’s Life-Span, Life-Space TheoryTheory

Donald Super-based in differential Donald Super-based in differential psychology, developmental psychology, psychology, developmental psychology, sociology, and personality theory.sociology, and personality theory.

10, then 12 then 14 facets of his theory.10, then 12 then 14 facets of his theory.

Super’s Life-Span, Life-Space Super’s Life-Span, Life-Space Theory (14 facets)Theory (14 facets)

1.1. People differ in their abilities and personalities, needs, People differ in their abilities and personalities, needs, values, interests, traits, and self-concepts.values, interests, traits, and self-concepts.

2.2. People are qualified, by virtue of these characteristics, People are qualified, by virtue of these characteristics, each for a number of occupations. (every person has each for a number of occupations. (every person has within his or her makeup the requisites for success in within his or her makeup the requisites for success in many occupations).many occupations).

3.3. Each occupation requires a characteristic pattern of Each occupation requires a characteristic pattern of abilities and personality traits—with tolerances wide abilities and personality traits—with tolerances wide enough to allow both some variety of occupations for enough to allow both some variety of occupations for each individual and some variety of individuals in each each individual and some variety of individuals in each occupation.occupation.


4. Vocational preferences and 4. Vocational preferences and competencies, the situations in which competencies, the situations in which people live and work and, hence, their people live and work and, hence, their self-concepts change with time and self-concepts change with time and experience, although self-concepts as experience, although self-concepts as products of social learning, are products of social learning, are increasingly stable from late adolescence increasingly stable from late adolescence until late maturity, providing some until late maturity, providing some continuity in choice and adjustment.continuity in choice and adjustment.


5. 5. Maxi-cycle stagesMaxi-cycle stages Growth-physical and psychologicalGrowth-physical and psychological Exploratory-Occupation is a fact of life.Exploratory-Occupation is a fact of life. Establishment-early encounters of work life (find Establishment-early encounters of work life (find

the niche)the niche) Maintenance- continue or improve occupational Maintenance- continue or improve occupational

situationsituation Decline-pre-retirement period-focus on keeping Decline-pre-retirement period-focus on keeping

the job and maintaining satisfactory output.the job and maintaining satisfactory output.


6. The nature of the career pattern is 6. The nature of the career pattern is determined by the individual’s parental determined by the individual’s parental socioeconomic level, mental ability, socioeconomic level, mental ability, education, skills, personality education, skills, personality characteristics (needs, values, interests, characteristics (needs, values, interests, traits, self-concepts), and career maturity traits, self-concepts), and career maturity and by the opportunities to which he or and by the opportunities to which he or she is exposed.she is exposed.


7.7. Success in coping with the demands of Success in coping with the demands of the environment and structure of the job the environment and structure of the job at any life-career stage depends on the at any life-career stage depends on the readiness of the individual to cope with readiness of the individual to cope with these demands (if has career maturity).these demands (if has career maturity).

8.8. Career maturity-hypothetical construct Career maturity-hypothetical construct (emotional intelligence).(emotional intelligence).


9. Development through life stages can be 9. Development through life stages can be guided partly by facilitating the maturity of guided partly by facilitating the maturity of abilities and interests and partly by aiding abilities and interests and partly by aiding in reality testing and in the development of in reality testing and in the development of self-concepts.self-concepts.

Help to develop abilities and interestsHelp to develop abilities and interests Helping understand strengths and Helping understand strengths and

weaknesses.weaknesses.


10. The process of career development is 10. The process of career development is essentially that of developing and implementing essentially that of developing and implementing occupational self-concepts. Synthesizing and occupational self-concepts. Synthesizing and compromising process in which the self-concept compromising process in which the self-concept is a product of the interaction of inherited is a product of the interaction of inherited aptitudes, physical makeup, opportunity to aptitudes, physical makeup, opportunity to observe and play various roles, and evaluations observe and play various roles, and evaluations of the extent to which the results of role playing of the extent to which the results of role playing meet the approval of superiors and fellows.meet the approval of superiors and fellows.


11.11. The process of synthesis of or compromise The process of synthesis of or compromise between individual social factors, between self between individual social factors, between self concepts and reality, is one of role playing and concepts and reality, is one of role playing and learning from feedback. learning from feedback.

12.12. Work satisfaction and life satisfactions depend Work satisfaction and life satisfactions depend on the extent to which the individual finds on the extent to which the individual finds adequate outlets for abilities, needs, values, adequate outlets for abilities, needs, values, interests, personality traits, and self concepts.interests, personality traits, and self concepts.


13.13. The degree of satisfaction people attain from The degree of satisfaction people attain from work is proportional to the degree to which work is proportional to the degree to which they have been able to implement self-they have been able to implement self-concepts.concepts.

14.14. Work and occupation provide a focus for Work and occupation provide a focus for personality organization for most men and personality organization for most men and women, although for some persons it may be women, although for some persons it may be incidental or non-existent (social traditions, incidental or non-existent (social traditions, gender-based stereotyping, racial and ethnic gender-based stereotyping, racial and ethnic biases)biases)

Gottfredson’s Theory of Gottfredson’s Theory of Circumscription and CompromiseCircumscription and Compromise

Concerned with how career aspiration Concerned with how career aspiration develop.develop. AssumptionsAssumptions

Career development begins in childhoodCareer development begins in childhood Career aspirations are attempts to build self-Career aspirations are attempts to build self-

conceptsconcepts Career satisfaction is dependent on the degree to Career satisfaction is dependent on the degree to

which the career is congruent with self-perceptionswhich the career is congruent with self-perceptions People develop occupational stereotypes that People develop occupational stereotypes that

guide them in the selection process.guide them in the selection process.

Gottfredson’s Theory of Gottfredson’s Theory of Circumscription and CompromiseCircumscription and Compromise

He believes that people develop cognitive maps of He believes that people develop cognitive maps of occupations that are organized along the occupations that are organized along the following dimensions.following dimensions.a. Masculinity/Femininity of the occupation.a. Masculinity/Femininity of the occupation.b. The prestige of the occupation.b. The prestige of the occupation.c. Fields of workc. Fields of work

* As children grow, and develop perceptions of * As children grow, and develop perceptions of themselves, they begin to narrow or themselves, they begin to narrow or circumscribe their range of occupations based circumscribe their range of occupations based on their estimates of compatibility (sex-type, on their estimates of compatibility (sex-type, prestige and interest).prestige and interest).

Theories Based in Learning TheoryTheories Based in Learning Theory

Focus on the learning processes that lead Focus on the learning processes that lead to self-efficacy beliefs and interests and to self-efficacy beliefs and interests and how these impact the career decision how these impact the career decision making process.making process. Krumboltz’ Social Learning TheoryKrumboltz’ Social Learning Theory

Krumboltz’ Social Learning TheoryKrumboltz’ Social Learning Theory

Four Factors that influence career decision Four Factors that influence career decision making;making;

1.1. Genetic endowment and special abilitiesGenetic endowment and special abilities

2.2. Environmental conditions and events.Environmental conditions and events.

3.3. Learning experiencesLearning experiences

4.4. Task approach skillsTask approach skills

*Individual is born into this world with certain genetic *Individual is born into this world with certain genetic characteristics. As time goes one changes happen characteristics. As time goes one changes happen and career changes may happen tool.and career changes may happen tool.

Socioeconomic TheoriesSocioeconomic Theories

Economic forces that influence jobs.Economic forces that influence jobs. Race and culture influence jobs.Race and culture influence jobs.

Status Attainment TheoriesStatus Attainment Theories

The Socioeconomic status of ones family The Socioeconomic status of ones family influence education, which in turn affects influence education, which in turn affects the occupation entered.the occupation entered.

Family status and cognitive variables Family status and cognitive variables combine through social-psychological combine through social-psychological processes to influence education processes to influence education attainment, which in turn impacts attainment, which in turn impacts occupational attainment and earnings.occupational attainment and earnings.

Dual Labor Market TheoryDual Labor Market Theory

Core and PeripheralCore and Peripheral Core firms have internal labor markets that Core firms have internal labor markets that

have well developed career paths and offer have well developed career paths and offer opportunities for upward mobility.opportunities for upward mobility. Technology and tools to enhance their positions.Technology and tools to enhance their positions.

Peripheral firms make no long-term Peripheral firms make no long-term commitment to their employees.commitment to their employees. Paid per job and when job done you’re done.Paid per job and when job done you’re done.

Race, Gender and Career TheoriesRace, Gender and Career Theories

Stigmatized jobs and people have Stigmatized jobs and people have generalized themselves.generalized themselves. African-American earn less than whitesAfrican-American earn less than whites Women earn less than menWomen earn less than men People with disabilities earn less than all of People with disabilities earn less than all of

them.them.

Variables that influence Career Variables that influence Career Choice and SatisfactionChoice and Satisfaction

Values-beliefs that are experienced by the individual of Values-beliefs that are experienced by the individual of how he or she should function.how he or she should function.

Categories of values:Categories of values: Human NatureHuman Nature Person-Nature RelationshipPerson-Nature Relationship Time orientationTime orientation ActivityActivity Self-ControlSelf-Control Social RelationshipsSocial Relationships CollateralCollateral Allocentrism- putting group ahead of individualAllocentrism- putting group ahead of individual

How do values develop?How do values develop?

Classifying OccupationsClassifying Occupations Dictionary of Occupational Titles- DOT still used but Dictionary of Occupational Titles- DOT still used but

abandoned in some areas for O*NET.abandoned in some areas for O*NET. Guide for Occupational Exploration (GOE)Guide for Occupational Exploration (GOE)

Companion for DOTCompanion for DOT 12 interest factors (p.397-398)12 interest factors (p.397-398)

O*NET (Occupational Information Network)-creates O*NET (Occupational Information Network)-creates database for jobsdatabase for jobs 6 domains of O*NET6 domains of O*NET

Roe’s Field and Level Classification SystemRoe’s Field and Level Classification System Holland’s Classification SystemHolland’s Classification System World of Work Map-World of Work Map- Standard Occupational Classification (SOC)Standard Occupational Classification (SOC)

http://stats.bls.gov/soc/sco%5Foct5.htmhttp://stats.bls.gov/soc/sco%5Foct5.htm.. North American Industry Classification System (NAICS)North American Industry Classification System (NAICS)

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EDUC 682 – Chapter 2 and 15 Theory and D.O.T. Dr. William M. Bauer Way to GO PIONEERS!!! MC 40...

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