Aubrey (Career Development)

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