Aubrey (Career Development)

Chaos Theory approximately 1989 derives from economics, mathematics, biology, and physics views individuals as being complex and dynamic and believes that with progress comes challenges The Concept of Attraction process used by individuals to organize coherent self and then maintain and sustain it when change occurs  subdivisions of attraction: point attractor, pendulum attractor, torus attractor, and strange attractor point attractor - focus on choosing the best occupation based on a match between their personalities, abilities, and interests  pendulum attractor - describes swings in behavior (dichotomous either-or thinking, rigid beliefs)  torus attractor - routine, habitual, predictable thinking and behavior; control maintained by organization and classification strange attractor - strong sense of control, appreciate order and stability, adaptation and growth, chance as part of existence  Chaos Theory and Spirituality  connection - focus on how we are

Constructivism beginning in the late 1980-1990s theorists move from modern theories to postmodern ideas also known as: constructivism, constructivist, constructionism, social constructivism, contextualist, narrative  constructivism - defined by a type of learning theory that describes how individuals construct their own ideas about themselves, others, and their words, as they try to "make sense of" their real life and world experiences (knowledge is constructed by people and does not reflect actual reality: internal processes) social constructivism - covers a range of views regarding social processes and relational practices (external processes) belief: individuals do not separate individual and external processes but that they construct and live lives using both internal and external processes, that is set and social respectively  the blend of these approaches requires counselors to enter the psychosocial sphere of a person's career system, or us

Schlossberg's Adult Career Development Transition Model Schlossberg in 1984 For an in-depth and organized presentation of the theory:  Schlossberg's Theory Three major parts: approach transition types of transition: anticipated transition - expected events unanticipated transition - unexpected events nonevent transition - anticipated and planned events that never happen identify coping resources take charge of transition The transition phases: pervasive transition with preoccupations and disruptions disbelief betrayal confusion anger resolution  Influences on transition:  the situation - variables such as triggers, timing, the source, role change, duration, previous experiences, etc.  the self - personal and psychological resources, demographic variables, resilience, optimism, etc. support - relationships, family, friends, network, institutions, options, etc. strategies - coping responses, felt control, interaction, balance, etc.

Race and Gender Ecological Model of Development developed by Cook, Heppner, and O'Brien in 2002 "Human behavior results from the ongoing, dynamic interaction between the person and the environment. Behavior is the result of a multiplicity of factors at the individual, interpersonal, and broader sociocultural levels." This model has been used to understand and intervene in the vocational behavior of diverse women (women and girls struggling with education and workplace sexual violence and legal issues). Utilizes Bronfenbrenner's four major subsystems:  microsystem - includes the interpersonal interactions within a given environment mesosytem - interaction between two or more microsystems exosystem - linkages between subsystems that directly influence the individual macrosystem - norms and values of an ideological society  For more explanation:  Bronfrenbrenner's Model Humans live in interaction with their environment.  Every person

Learning Theory Model developed by Krumboltz in 2009  "The Happenstance Learning Theory most aligns with how I view this process. I can understand through the reading that there is a wide scope of interest when applying this theory to the clients as it not only views them but, again, everything around them. It also recognizes that clients are confounded by the many variables of life, thus understanding that this person's experiences and influences can change and shape their journeys. There is another emphasis on sitting with clients as they are in their present situations and guiding a process of acceptance. It also calls attention to the inevitable questioning of one's decision and permits counselors to decrease ambiguity of the client's situation. It reframes the roadblocks as opportunities and takes events that make clients unsure of their situation and turns them into situations of potential. I believe that this theory is most applicable to the real lives an

Social Cognitive Career Theory developed in 1994 by Lent, Brown, and Hackett The theory was developed to explain three linked aspects of career development:  development of interests the choice of educational and career options performance and persistence in educational and vocational realms The theory is an extension of Bandura's social cognitive theory and Hackett and Betz's career self-efficacy theory of the 1980's.  This theory hypothesizes the influence of individual and contextual factors on the sociocognitive mechanisms of self-efficacy, outcome expectations, and goals and their influence on interests, actions, and performance. Self-efficacy beliefs are defined as people's judgement of their capabilities to organize and execute courses of action requires to attain designated types of performance. Outcome expectancies are defined as personal beliefs about probable response outcomes. As a result of developing interests, one may experience pe

Holland's Theory of Vocational Personalities and Work Environments published in 1997 Holland asks:    What personal and environmental characteristics lead to satisfying career decisions, involvement, and achievement, and what characteristics lead to indecision, dissatisfying decisions, or lack of accomplishment?  What personal and environmental characteristics lead to stability or change in the kind and level of work a person performs over a lifetime? What are the most effective methods for providing assistance to people with career problems?  His theory simply categorized in 6 personality types: Realistic Investigative Artistic Social Enterprising Conventional For more information, see this video on this theory's personality types. Holland says, "The pairing of persons and environments leads to outcomes that we can predict and understand from our knowledge of the personality types and the environmental models."  Key Principles in

Super's Life-Span, Life-Space Theory of Career Development beginning in the 1930's A Video Explanation of Super's Theory Super says: his theory is segmental, a loosely unified set of theories dealing with specific aspects of career development, taken from developmental, differential, social, personality, and phenomenological psychology and held together by self-concept and learning theory. his theory originated in his interest in work and occupations, the developmental studies of Buehler, and the studies of occupational mobility by Davidson and Anderson. his ideas were compiled in The Dynamics of Vocational Adjustment. career choice is a process, not a single event.  Elements of his theory of vocational development: individual differences multipotentiality occupational ability patterns identification and the role of models continuity of adjustment life stages career patterns the idea that development can be guided the idea that development is t

The Empirical Era 1920s through 1940s During this time:  Frank Parsons' vocational guidance merges with Binet's intelligence testing and makes the most current aptitude and interest testing of the times E.K. Strong published the first edition of the Strong Interest Inventory Minnesota Mechanical Tests were published  Minnesota Employment Stabilization Research Institute at the University of Minnesota was established partly in response to the economic depression The Institute conducted numerous research projects and developed many tests. The Wagner-Peyser Act: Signed by Franklin Roosevelt and created by the U.S. Employment Service The Employment Service surveyed 25,000 employers and 10,000 employees to gather occupational information, develop measures of proficiency and potentiality, study the transferability  of skills, and write job descriptions.  World War II: Many psychologists using tests for personnel classification. Army General Classifica

The Observational Era mid 1800s through the early years of the 1900s (Industrial Revolution) During this time:  social protest and social reform and the Progressive Movement in efforts to change negative conditions associated with the Industrial Revolution the term vocational guidance was introduced and sponsored by the Young Men's Christian Association and Lysander Richards (author of Vocophy: The New Profession ) Practitioners then used  phrenology,  physiognomy,  palmistry,  and were largely discredited. Frank Parsons:  "Career Quick Minute" - Frank Parsons was a social reformer has been identified as the "dominant visionary and architect of vocational guidance" opened the Vocational Bureau in a settlement home in 1908 called the Civic Service House wrote Choosing a Vocation Choosing a Vocation  (the three-step approach): clear understanding of self, aptitudes, interests, ambitions, resources, limitations (and their c