In 1908 Frank Parsons developed a simplistic matching theory whereby he matched people with jobs according to their skills and the skill requirements of employers. This was the first attempt at producing a career guidance theory. The theory is that everybody is different and that these differences can be measured. The requirements of individual jobs can be measured and the two matched up. Consequently you get the right person for the right job. Most careers software programs such as kudos and adult directions are based upon this concept.There are “right” and “wrong” jobs for all of us and if we match the requirements of a job with a person who possesses the correct attributes and skills set then a perfect match can be achieved. This theory
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However it relies upon a stable labour market and as today we generally have a fluid and fluctuating one people have to be able to adapt and be flexible through- out their working lives. The concept of a job for life is an out- moded one and most people have to engage in lifelong learning through- out their careers.
2) John Holland also developed a differentialist theory of career choice in America in the 1950s. His model is still used quite extensively today particularly in America. His theory relies on the idea that most clients can be described by one of six personality types: realistic, investigative, artistic, social, enterprising and conventional. There are also the same corresponding six different employment environment types.
Realistic personality types are practical people who enjoy working with their hands. They have an aptitude for making, building, operating, fixing equipment and machines. They may prefer working outside with animals, plants and machinery. Occupations from farmer and electrician to pilot and sports professional corresponded to this type. He provided recommended subjects that would help develop skills such as maths, horticulture, physical education …show more content…
The theories are based upon differential psychology and they view guidance as a process through which rational decisions can be arrived at. It relies on the client possessing excellent self -awareness; they require an accurate knowledge of their skills, aptitudes and abilities. Furthermore as Parsons (1908) himself suggested with his “talent matching” approach, individuals also require accurate labour market information. Clients or indeed the practitioner have to be able to make a rational and objective judgement about how the two sets of facts inform each other. The trait factor theory relies upon the idea that information gathered regarding individuals and employment opportunities will lead to the client possessing more informed decision making
However it relies upon a stable labour market and as today we generally have a fluid and fluctuating one people have to be able to adapt and be flexible through- out their working lives. The concept of a job for life is an out- moded one and most people have to engage in lifelong learning through- out their careers.
2) John Holland also developed a differentialist theory of career choice in America in the 1950s. His model is still used quite extensively today particularly in America. His theory relies on the idea that most clients can be described by one of six personality types: realistic, investigative, artistic, social, enterprising and conventional. There are also the same corresponding six different employment environment types.
Realistic personality types are practical people who enjoy working with their hands. They have an aptitude for making, building, operating, fixing equipment and machines. They may prefer working outside with animals, plants and machinery. Occupations from farmer and electrician to pilot and sports professional corresponded to this type. He provided recommended subjects that would help develop skills such as maths, horticulture, physical education …show more content…
The theories are based upon differential psychology and they view guidance as a process through which rational decisions can be arrived at. It relies on the client possessing excellent self -awareness; they require an accurate knowledge of their skills, aptitudes and abilities. Furthermore as Parsons (1908) himself suggested with his “talent matching” approach, individuals also require accurate labour market information. Clients or indeed the practitioner have to be able to make a rational and objective judgement about how the two sets of facts inform each other. The trait factor theory relies upon the idea that information gathered regarding individuals and employment opportunities will lead to the client possessing more informed decision making