Aubrey (Career Development)

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