Career Choice and Development - PDF Drive
Have you created a personal profile? Login or create a profile so that you can create alerts and save clips, playlists, and searches. Please log in from an authenticated institution or log into your member profile to access the email feature. The study and refinement of procedures to enhance career decision making has been an ongoing effort for several decades and remains a viable concern today. The processes involved in making a career choice have been addressed by career development theories that include a trait-oriented approach, a social learning and cognitive approach, a lifelong developmental approach, and a person-in-environment perspective.
The key characteristic of the trait-oriented approach is the assumption that individuals have unique patterns of ability and traits that can be objectively measured and correlated with the requirements of various types of jobs. In the social learning and cognitive approach, social conditioning, social position, and life events are thought to significantly influence career choice.
CQ Press Your definitive resource for politics, policy and people. Remember me? Back Institutional Login Please choose from an option shown below. This will help guide the client in uncovering values upon which to build future goals. This theory states that life is characterized by an ongoing series of transitions changes in roles, relationships or routines that have varying degrees of impact on different individuals. Success is dependent on how well individuals are able to cope effectively with the change.
Career counsellors help clients with low self-esteem and inaccurate self-efficacy to overcome obstacles, giving encouragement and finding a career that matches their interests, values, and skills. Self-efficacy beliefs influence interests, goals, actions, and eventually attainments. Clients are also influenced by the job opportunities, access to training, and financial resources to which they are exposed.
Providing opportunities, experiences, and significant adults to impact self-efficacy in all children becomes vital. Strategic career development interventions will positively impact young people in the context of this theory. This is influenced by self-concept development and various developmental life stages.
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Although hard to test, it can be a useful framework in understanding the influence of prestige and gender on career choice in diverse cultural contexts. Strength-Based Approaches These theories focus on strengths and successes. This is a client-led approach with a focus on strengths and future outcomes. The client is empowered by acknowledging her or his strengths. Values are solidified in early adulthood and remain stable over time, although they can be modified by age, experience, and life events.
Values guide decision-making and actions and help an individual determine how they meet needs. Sunny Hansen This holistic view involves six critical tasks: Generating an income through needed work Connecting family and work Valuing pluralism and diversity Managing transitions Exploring spirituality and life purpose Attending to our health Cognitive Information Processing Theory This theory asserts that thought patterns influence career decision making. The key components are broken down into a seven-step service delivery model: Screen individuals for career decision-making readiness before delivering services.
Match level of staff assistance to identified individual needs. Use career theory to help individuals understand and manage career decision making.
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Use print and online career resources within all levels of service delivery. Use career resources that are appropriate for diverse individual learners. Use staff teamwork in delivering services to individuals. Provide common staff training for delivering resources and services.
Categories : Career Strategy , News. Comments Angella Nunes. October 19, at pm. March 14, at pm. Thanks, Susan Reply. Sharon Graham. This article was originally published on Oct 12, A third way in which the term "career" is used describes an occupation or a profession that usually involves special training or formal education,;  considered [ by whom? A career has been defined by organizational behavior researchers as "an individual's work-related and other relevant experiences, both inside and outside of organizations, that form a unique pattern over the individual's life span.
The word "career" ultimately derives from Latin carrus , referring to a chariot.
For a pre-modernist notion of "career", compare cursus honorum. By the late 20th century, a wide range of variations especially in the range of potential professions and more widespread education had allowed it to become possible to plan or design a career: In this respect the careers of the career counselor and of the career advisor have grown up. Thus, professional identities have become hyphenated or hybridized to reflect this shift in work ethic. Economist Richard Florida notes this trend generally and more specifically among the " creative class ".
Career management or career development describes the active and purposeful management of a career by an individual. Ideas of what comprise "career management skills" are described by the Blueprint model in the United States, Canada, Australia, Scotland, and England   and the Seven C's of Digital Career Literacy specifically relating to the Internet skills.
Key skills include the ability to reflect on one's current career, research the labour market , determine whether education is necessary, find openings, and make career changes. According to Behling and others, an individual's decision to join a firm may depend on any of the three factors viz. These theories assume that candidates have a free choice of employers and careers.
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In reality, the scarcity of jobs and strong competition for desirable jobs severely skews the decision-making process. In many markets, employees work particular careers simply because they were forced to accept whatever work was available to them. Additionally, Ott-Holland and colleagues found that culture can have a major influence on career choice, depending on the type of culture. When choosing a career that's best for you, according to US News, there are multiple things to consider. Some of those include: natural talents, work style, social interaction, work-life balance, whether or not you are looking to give back, whether you are comfortable in the public eye, dealing with stress or not, and finally, how much money you want to make.
If choosing a career feels like too much pressure, here's another option: pick a path that feels right today by making the best decision you can, and know that you can change your mind in the future. In today's workplace, choosing a career doesn't necessarily mean you have to stick with that line of work for your entire life. Make a smart decision, and plan to re-evaluate down the line based on your long-term objectives. Changing occupation is an important aspect of career and career management. Over a lifetime, both the individual and the labour market will change; it is to be expected that many people will change occupations during their lives.
Data collected by the U. Bureau of Labor Statistics through the National Longitudinal Survey of Youth in showed that individuals between the ages of 18 and 38 will hold more than 10 jobs.
There are various reasons why people might want to change their careers. Sometimes career change can come as the result of a long-anticipated layoff, while other times it can occur unexpectedly and without warning. A survey conducted by Right Management  suggests the following reasons for career changing. According to an article on Time. Career success is a term used frequently in academic and popular writing about career.
It refers to the extent and ways in which an individual can be described as successful in his or her working life so far.
Individuals moved up the organization's hierarchy seeking greater extrinsic rewards. Early career success may breed disappointment later, especially when a person's self-worth is tied up in their career or achievements. Earnings can be expressed either in absolute terms e. Earnings and status are examples of objective criteria of success, where "objective" means that they can be factually verified, and are not purely a matter of opinion. Many observers argue that careers are less predictable than they once were, due to the fast pace of economic and technological change.
This has put more emphasis on subjective criteria of career success.
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