NEED THEORY/PSYCHODYNAMIC THEORY

PROPOENT : ANNE ROE

Early childhood experiences determine the career destinations.

Parental styles provide an emotional climate and affect the need hierarchy

Emotional climates

1. Emotional Concentration on the child.

2. Avoidance of the child

3. Acceptance of the child

4. Loving parents

 General cultural background and the socio-economic status of one’s family likewise
affect need hierarchy and career directions.

 Needs have an a strong bearing on personal interests, self-concept and personal

orientation.

Attention directedness is the major determinant of interest.

Occupation can be classified in two ways.

1. Person-oriented careers

Ex. Service, business contact, managerial, general culture, arts and entertainment.

2. Non-person oriented careers

Ex. Technology, outdoor and science.

-Different levels of functions are found

in each of the occupational classifications,

-Occupational levels are as follows:

• Professional and Managerial 1

 Professional and Managerial 2

• Semi-professional and small Business

• Skilled

• Semi-skilled

• Unskilled

LIFE SPACE, LIFE SPAN THEORY/ SELF-CONCEPT THEORY

PROPONENT : D ONALD SUPER

 The process of career development involves developing and implementing occupational

self concept through synthesis compromise

 Donald Super created a developmental model which emphasized how personal

experiences interact with occupational preferences in creating one’s self-concept.

 One of Super’s greatest contributions to career development was his emphasis on the
importance of developing a self-concept, as well as his recognition that this self-concept
can change with new experiences over time.

Stage Age Characteristics

Growth Birth- Development of self-concept, needs and general

14 world of work

Exploration 15-24 “Trying out” through classes, work hobbies.

Tentative choice and skill development.

Establishment 25-44 Entry level skill building and stabilization through

work experience

Maintenance 45-64 Continual adjustment process to improve position

Decline 65 Reduced output, paper for retirement.

SUPER’S FIVE LIFE AND CAREER DEVELOPMENT STAGES

 D EVELOPMENT THEORY

PROPENENT: ELI G INZBERG

TENETS:

Four factors that influence career development

1.1 Reality - ability to handle pressures and constraints in a chosen career path, to respond to the
positive and negative challenges in the workplace

1.2 Educational process - proper educational preparation to succeed in the desired career

1.3 Emotional factor - emotional security that serves as a basis for determining satisfaction

1.4 Individual values - what are cherished and esteemed that must be satisfies and smoothly
settled for one to be happy

Stages of Career Development

2.1 Fantasy stage - Birth to 11 - enjoying and seeing one's self in an adult role without the risk
and limitations and gathering thoughts and ideas about possible careers in the process

2.2 Tentative period - 11 to 17 y/o

2.2.1 Interest -11-12 y/o - focusing only on what one likes to do

2.2.2 Capacity - 12-14 y/o - beginning to check whether one has aptitudes to fulfill what i

2.2.3 Value - 14-17 y/o - starting to look at intrinsic and extrinsic values, generally starting with
wanting to do something for the society

2.2.4 Transition - 17-18 y/o - realizing need to manage time and for concreteness and realistic
vocation decision; thinking of consequences of decisions made; developing independence to
explore possibilities to enhance skills needed to strengthen career path; making necessary
preparations for one's future job including salaries

2.3 Realistic period - 18-22 (to 24 y/o)

2.3.1 Exploration - selecting a college course, consideting the choice might change; may be
indecisive and lacking concreteneds; aware of the need for making a more definite decision; may
fear commision for a life changing mistake

THE GENERATION TEMPLATE THEORY

Proponent: Alexa P. Abrenica

TENETS

1. When one joins the work force he/she spends most of his/her waking hours on the job.

2. Socializations, positive experience, and availability of successful models in one’s family are
important ingredients in choosing a career.

3. Socialization is important in introducing the child to the ways of living in one’s culture.

4. Parents are the first agents of socialization.

5. The cultural stamp continues to influence behavior even with adults who may be in a different
environment.

6. The career or occupations of the parents or other significant individuals are well observed at
close range.

7. Positive experiences with the imitation, manifested in play activities imprint the schemata
further and eventually lead the way to choosing similar career options.

8. The presence of successful models and positive experiences with activities of the role model
enables an individual to do self-evaluation and increase one’s self-confidence that such activities
are within one’s competencies. Self-efficacy is thus formed.

9. These cognitive processes lead to the inclusion of similar career options, even if not the same
career choices, regardless of what career paths one takes.

10. Circuitous career pathing can be explained by lack of sufficient career information, lack of
knowledge of the world of work and of the many options available, and lack of knowledge about
oneself and one’s immediate environment.

11. Counselors can employ the following steps:

11.1. Assess the client’s abilities and competencies

11.2. Collect information about the client’s personality

11.3. Surface information about immediate family environments and consider these in
broadening career choices

11.4. Provide information about career requirements and opportunities

11.5. Integrate the data so that choices can be narrowed down.

CAREER SATISFACTION THEORIES

TRAIT-AND-FACTOR THEORY

Proponent: Frank Parsons

TENETS

1. Vocational Development is a cognitive process and decisions are reached by reasoning.

2. An occupational choice is a single event.

3. Everyone has an occupational choice.

4. There is a single “right” choice for everyone

5. There is a one person-one job relationship.

6. People possess stable and relatively unchanging characteristics (traits) which include interests,
special talents and intelligence.

7. Patterns of traits can be objectively identified and profiled to represents an individual’s

potential.
8. Occupations are composed of factors required in successful job performance which can also
be profiled according to “amounts” of individual traits required.

9. High job satisfaction and performance are expected when an individual’s traits match the
factors or requirements of his/her job.

10. True reasoning must be employed for proper decision-making by overlaying the traits and the
factors profiles to determine the probable fit between the individual and the job.

11. Counseling steps involve the following:

11.1. Clear understanding of self, attitudes, abilities, interests, ambitions, resources, limitations
and their causes.

11.2. Knowledge of the requirements and condition of success and advantages, compensation,
opportunities, prospects in different lines of work.

11.3. True reasoning on the relations of these two groups of facts

THEORY OF WORK ADJUSTMENT

BY RENE DAWIS
TENETS:

 Work adjustment is a result of the interaction between a person (P) and his/her work
environment (E).

 The work environment (E) requires the performance of certain tasks.

 The person (P) brings skills to perform the required tasks.

 The person (P) requires compensation for work performance and availability of certain
conditions like safety and comfort in the work place.

 The degree to which the requirements (interaction) of the P and the E are met is called
correspondence.

 The process of achieving and maintaining correspondence is work adjustment, indicated by

the satisfaction of the P with the E, and by the satisfaction of the work environment with the
individual (individual’s satisfactoriness).

 Tenure is the result of satisfaction and satisfactoriness and is the principal indicator of work
adjustment.

 Work personalities and work environments can be described in terms of structure and style
variables that are measured on the same dimensions.

 Style correspondence moderates the prediction of satisfaction and satisfactoriness.

 Four Typical Response Styles of P and E:

 Celerity- quickness of response.

 Pace- intensity of response.

 Rhythm- pattern of response.

 Endurance- persistence (length of time) of response.

 The better the style correspondence, the greater the satisfaction and satisfactoriness.

 Other factors (such as interests and personality traits) can have a bearing on P’s satisfaction,
satisfactoriness, and tenure.

 Satisfaction and satisfactoriness can be affected by a person’s adjustment style which may
involve any of the following variables:

Flexibility
 Activeness
 Reactiveness
 Perseverance
 Adjustment is a cycle.

 P is a dissatisfied because of perceived discorrespondence between his/her needs and value

and the reinforcerd provided by E.

 P initiates adjustments behavior either by:

 Acting (activeness) on E to reduce discorrespondence and, thus, dissatisfaction through trying

to change

 E’s reinforcers or
 E’s skill requirements or
 Both

 Acting (reactiveness) on self to reduce discorrespondence by trying to change

 Own needs
 Skills or
 Both

 The length of time one would invest before quitting reflects P’s perseverance.

 The adjustments cycle ends with P becoming either satisfied again or so dissatisfied that he/
she leaves E.

 When P’s adjustment style choices become more established, flexibility, activeness,
reactiveness, and perseverance are transformed to traits.

VALUES-BASED HOLISTIC APPROACH TO CAREER DEVELOPMENT

TENETS:

 Human functioning is greatly influenced and molded by an individual's value orientation

which becomes the basis for evaluating one's own actions and the action of others, particularly in
terms of how he/she and others must function.

 Values are acquired as a result of value-laden information from the environment interacting
with the inherited characteristics of the individual.
 Values, rather than interest, play an important role in the career decision making process
because they present the direction to a desired end state and have a central role in setting goals or
expected outcomes.

 Values can be separated into two categories: Life Values Work Values and can be included any
of the following:

 Achievement, Belonging, Concern for Others, Concern for the Environment, Creativity,
Financial Prosperity, Health Activity, Humility, Independence, Interdependence, Objective
Analysis, Privacy, Responsibility and Spiritually.

 Work values can be subdivided to:

 Expressed work values which are influenced by other people's value system s and may not
truly represent his/her true values

 Implied (or hidden) work values representing authentic self-knowledge and can be brought out
through am insightful dialogue involving self-reflection.

 Implied work values are stable, solid belief that persist, even of priorities shift throughout life
and require adjustments between work and life roles from time to time.

 True values, when fully expressed, are capable of leading a person toward focus, purpose,
satisfaction and happiness.

 Values have cognitive, affective and behavioral components which facilitate prioritization of
values for decision making.

 Cognitive knowing the correct end state to strive for

 Affective emotions automatically emerge when people interact with their environment and/or
engage in deep thinking.

 Behavior is a goal directed action

 Each person develops a relatively small number of values that are prioritized in a value
system.

 A values crystallized once it has a label that is meaningful to the individual.

 Intrapersonal conflicts occur when a person holds two conflicting values as equally important.

 Values are prioritized when a client can rank the order of importance assumed by his/her
values in guiding his/her behavior and when he/ she can act according to that priority.

 Once values are crystallized and prioritized, the client can go on directly to career choice
making.

 Intrapersonal conflicts occur when a person holds two conflicting values as equally important.

 Crystallized, highly prioritized values are the most important determinant of life role choices
if: At least one of the options available will satisfy the values held by the decision maker; Values-
based information about the options is available to the decision maker; and The relative difficulty
of implementing each of the alternatives is approximately the same.

 When there is a value system match between the worker and the occupation, there is
congruence.
 Life satisfaction is dependent upon fulfilling an array of life roles that satisfy all essential
values.

 The prominence of a role is related to the degree to which it is expected to be a source of

satisfaction of essential value.

 intra-role conflicts arise when job demands conflict with the values of the worker.

 inter role conflicts occur when the job demands prevent the individual from satisfying his/her
values in other life roles or when other life roles obtruct the job to the degree that important work
values are not satisfied.

 In a station where none of the options available will satisfy the values of the decision maker,
the option that conflicts least with strongly held, highly prioritized values will be selected.

 Values are the dominant factor in the decision making process but self-efficacy and interest
will also have an impact on decision making.

 Success in any life role depends upon a combination of factors- related cognitive, affective,
and special skills and aptitudes that will enable one to adapt to inevitable role changes and
motivation, which result in the individual's interpretation of the appropriateness of the
functioning in the role.

 Initial career selection, career change, dismissal, retirement, adjustments within the career
role, and/or quitting a job affect all other life roles and potentially create an impact on roles such
as family, leisure and education. Hence, career decision making should consider all these.

 A client with an already estblished role other than work, must be helped to assess the impact
of the career decision making on the established roles.

PERSONALITY TYPE AND WORK E NVIRONMENT THEORY

JOHN HOLLAND

TENETS

WORK

 Mechanical, manual, technical, athletic, agricultural

 Tangible
 Concrete problem-solving
 Proactive predictable

PERSONALITY

 Unsociable
 Practical and materialistic
 Masculine
 Prefer to work outdoors with their hands, tools machines, plants or animals
 Prefer dealing with concrete rather than abstract
REALISTIC

PERSONALITY

 Prefer measurable, tried and true

 Present-oriented
 Avoid intellectual, artistic or social activities

POSSIBLE OCCUPATIONS

 Farmer, firefighter
 Civil engineer, mechanical engineer
 Carpenter, electrician
 Closest Types: Conventional and Investigative
 Farthest Type: Social

Closest Types: Conventional and Investigative

Farthest Type: Social

POSSIBLE OCCUPATIONS

 Farmer, firefighter
 Civil engineer, mechanical engineer
 Carpenter, electrician

INVESTIGATIVE

POSSIBLE OCCUPATIONS

 Chemist, biologist, physicist

 Actuarial scientist, statistician, mathematician
 Dentist, physician, veterinarian, pharmacist
 Closest Types: Investigative, realistic and artistic
 Farthest Type: Enterprising

ARTISTIC

WORK

 Creative skills in unstructured environment

 Imaginative, innovative, creative, original
 Expressive, abstract, aesthetic
 Subjective, impulsive, introspective
 Feminine and sensitive
PERSONALITY

 Imaginative, innovative, creative, original

 Expressive, aesthetic
 Nonconforming, unconventional
 Avoid structured work settings
 Value freedom, independence

SOCIAL

WORK

 Social, educational and therapeutic skills

 Cooperative, understanding, friendly
 Value interpersonal relationships
 Concerned with problems and growth of people
 Appreciate recognition and approval
 Prefer people who are helpful, friendly, trustworthy, nurturing
 Emphasize idealism, generosity, ethical, responsible
 Require verbal and social skills
 Usually in helping professions

PERSONALITY

 Cooperative, supportive
 Ethical, responsible
 Understanding, friendly
 See self as sociable, nurturing, cheerful, responsible, achieving and self accepting

POSSIBLE OCCUPATIONS
 Counselor, social worker, nurse
 Physical therapist, occupational therapist
 Teacher, librarian, athletic trainer
 Closest Types: Artistic and Enterprising
 Farthest Type: Realistic

ENTERPRISING

WORK

 Persuasive, manipulative, leadership skills

 World of continual challenges to be overcome
 Effective speaker and use of words to persuade, influence, and urge toward organizational
or economic goals
 Persuade others to achieve personal and organizational goals
 Finance and economic issues important
 Risks may be required to attain goals
 Persuasion and selling essential tasks
 Republic of the Philippines

MARIKINA POLYTECHNIC COLLEGE

Mayor Chanyungco St., Sta. Elena, Marikina City

Report
Documentation
Prepared by:

Dabuan, Racquel B.

Garzo, Jazzay Mae I.

Mercurio, Angelo A.

Ruz, Janine Jam M

Sadie, Rovelyn A.

Submitted to:

Sir. Richard Reduccion

EDUC 321 (Career Guidance Counseling)

Documentations
During and After
Discussions

REPUBLIC OF THE PHILIPPINES

 Marikina Polytechnic College
2 Mayor Chanyunco St., Sta. Elena,Marikina City 1800
S.Y. 2017-2018, 1st Semester

Name: ___________________________________ Date: ______________________

Year and Section: _________________________

I. Directions. Encircle the letter of the correct answer

1. A lifelong calling or pursuit that includes a profession.

a. Job c. career
b. occupation d. profession
2. A specific kind of work or set of tasks or duties a person has to perform at the workplace
from day to day.
a. Job c. career
b. Occupation d. profession
3. A career that requires specialized training and academic program
a. Job c. career
b. Occupation d. profession
4. Enjoyment of organizing files, using office machines, encoding and accounting
a. Naturalistic c. industrial
b. Mechanical d. business-detail
5. Use of tools and machines or application of ideas and principles of machines and tools in
their work.
a. Naturalistic c. industrial
b. Mechanical d. business-detail
6. A person’s view of his/her own worth
a. Values c. self-actualization
b. Interests d. self-concept
7. Achievement of one’s potential
a. Values c. self-actualization
b. Interests d. self-concept
8. The likes and dislikes of a person that affect choices made
a. Values c. self-actualization
b. Interests d. self-concept
9. This service helps the client make a personal career plan
a. Information service c. counseling
b. Individual inventory service d. placement
10. This service provides information to help the client get to know more about the world of
work and the factors that implement it
a. Information service c. counseling
b. Individual inventory service d. placement

II. Direction. Write an essay that states the importance of career counseling in our field of specification

Criterion in essay
No point 1 pt. 2 pts. 3 pts. 4pts. 5pts.
Ideas No answer The idea has The idea is a The idea The idea The idea is
given no sense and cliff hanger states some consists complete
is not related details more details and is
to the related to the related to the related to the
statement statement statement statement
Written Report
Career-Related Theories