Career Behavior: Theory

Frank Parsons

• Is generally considered the “father of guidance.”

• His tripartite model is considered to be the forerunner of

modern theories of career development.

• His model suggests a person should, (1) understand one’s self,

(2) understand job requirements, (3) choose a career that is
based upon knowledge and logic.
 Career Behavior: Theory

Frank Parsons

• The most common way advocated

by careers advisers is Parson's
theory: in which you analyse your
skills, values , interests and
personality and then match these
up to jobs which use these.
 Career Behavior: Theory

Frank Parsons

(Trait-oriented approach)
Three step procedure for career
decision making:
 Study the individual
 Survey occupations
 Match the individual with the occupation
 Career Behavior: Theory

Frank Parsons

Frank Parsons developed the idea of matching careers to talents,

skills and personality.

People perform best when they are in jobs best suited to their
abilities
Frank Parsons is regarded as the founder of the vocational
guidance movement. He developed the talent-matching
approach, which was later developed into the Trait and Factor
Theory of Occupational Choice. At the centre of Parsons' theory
is the concept of matching.
 Career Behavior: Theory

Frank Parsons

Parsons states that occupational decision making occurs when people

have achieved:

• an accurate understanding of their individual traits (aptitudes, interests,

personal abilities)

• a knowledge of jobs and the labour market

• rational and objective judgement about the relationship between their

individual traits, and the labour market.
 Career Behavior: Theory

Types of Theories

• Trait and Factor Based on modernist or

• Developmental positivist philosophical
• Learning thinking (Believes in cause
and effect)

• Socioeconomic Based on postmodern or

Social-Cognitive constructivist philosophical
thinking (Does not believe in
cause and effect).
 Career Behavior: Theory

Types of Theories

– Trait and Factor Theories: Stress the individual’s need to develop

his or her “traits, (interests, values, skills) as well as select
environments that compliment those traits.

– Developmental Theories: Share the assumption that factors related

to career choice are also related to stages of personal and
psychological development.

– Learning Theories: Describe the learning processes by which an

individual gains self-efficacy and what effect this has on the career
decision-making process.
 Career Behavior: Theory

Types of Theories

– Socioeconomic theories: Pay less attention to psychological traits

but focus instead on the socioeconomic status and the influence of
sociological and economic factors on occupational choice.

– Social - Cognitive theories: Focuses more on the personal

constructions people place on events related to career and
decisions making.

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 Career Behavior: Theory

Modernist Theories posit that:

– Human behavior can be measured objectively if instruments are

reliable and valid.

– Human behavior can be studied without direct observation.

– Research should be without bias or value imposition.

– Research, if done scientifically, can be generalized to people

beyond those studied.

– Research should be empirically validated.

“Copyright © Allyn & Bacon 2004”

 Career Behavior: Theory

This three-part theory still governs most current practice.

The trait and factor theory operates under the premise that
it is possible to measure both individual talents and the
attributes required in particular jobs. It also assumes that
people may be matched to an occupation that's a good fit.
Parsons suggests that when individuals are in jobs best
suited to their abilities they perform best and their
productivity is highest.
 Career Behavior: Theory
In his book, 'Choosing a Vocation', Parsons maintains
that personal counsel is fundamental to the career
search. In particular, he notes seven stages for a
career counsellor to work through with clients:
1.Personal data: create a statement of key facts about
the person, remembering to include every fact that
has bearing on the vocational problem.
2.Self-analysis: a self-examination is done in private
and under the instruction of the counsellor. Every
tendency and interest that might impact on the choice
of a life work should be recorded.
 Career Behavior: Theory

3. The client’s own choice and decision: this may show itself
in the first two stages. The counselor must bear in mind that
the choice of vocation should be made by the client, with the
counsellor acting as guide.

4. Counselor’s analysis: the counselor tests the client’s

decision to see if it is in line with the “main quest”.

5. Outlook on the vocational field: the counselor should be

familiar with industrial knowledge such as lists and
classifications of industries and vocations, in addition to
locations of training and apprenticeships.
 Career Behavior: Theory

6. Induction and advice: a broad-minded attitude coupled with

logical and clear reasoning are critical at this stage.

7. General helpfulness: the counselor helps the client to fit

into the chosen work, and to reflect on the decision.

Much of Parsons’ work still guides career counselling today,

though it is not without criticism. Matching assumes a degree
of stability within the labor market. However, the reality is
that the market’s volatility means individuals must be prepared
to change and adapt to their circumstances.
 Career Counseling Presentation
Resources

Gysbers, N. C., Heppner, M. J. & Johnston, J. A. (2003). Career

counseling: Process, issues, and techniques, 2nd ed. Boston, MA.:
Allyn & Bacon.

Brown, D. (2003). Career information, career counseling, and career

development, 8th ed. Boston, MA.: Allyn & Bacon.

“Copyright © Allyn & Bacon 2004”