Theories Of Career Dev/work Adjustment

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Definition of theory:

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-a set of interrelated constructs (concepts), definitions, and propositions that present a systematic view of phenomena by specifying relations among variables, with the purpose of explaining and predicting phenomena

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Selected theories (from Work & DA book)

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1. Super's Life-Span, Life-Space Theory
2. Holland's Theory
3. the Minnesota Theory of Work Adjustment
4. Hershenson's Model of Work Adjustment Development
5. Social Cognitive Career Theory

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Super's Life-Span, Life-Space Theory

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-most comprehensive theory of career development to date
-developmental in nature
-key elements: model is a "life-career rainbow" that combines personal and situational determinants with life roles and life stages
-sees process of career development as that of developing and implementing occupational self-concepts over developmental/situational stages of the life-span
-work and occupation provide a focus for personality organization for most men and women
-good framework for working with clients with congenital disabilities or who have acquired a DA early in their career development

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Holland's Theory

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-a person-environment fit theory
-work environments and personalities split into 6 categories
-pairing of personality with corresponding work environments leads to outcomes that can include voct'l choice, voct'l stability/achievement, educational stability/achievement, personal competence, social behavior, and susceptability to influence

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The 6 work environment/personality categories in Holland's Theory are:

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1. R-realistic
2. I-investigative
3. A-artistic
4. S-social
5. E-Enterprising
6. C-conventional

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The assessment tools for Holland's Theory are:

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-SDS: Self Directed Search
-Vocational Preference Inventory
-My Vocational Situation
-CASI: Career Attitudes & Skills Inventory

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Challenges in application of Holland's Theory to people with disabilities include:

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-Primary challenge=potential impact of the disability in limiting a person's expressed interests, e.g. they don't list them in SDS as potential interests bc they do not think they can do them bc of disability
-another challenge is limitations in the early experiences of persons with congenital disabilities=can result in flat interest profile

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Some limitations of Super's Theory are:

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-it falls short in regard to applicability to persons with acquired disabilities
-does not adequately integrate the impact of chance on career development

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The Minnesota Theory of Work Adjustment

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-developed with people with DA in mind
-considered a person-environment-correspondence theory
-Match between a person's abilities and ability requirements of the work environment=satisfactoriness(extent to which person can perform the job)
-Match between person's needs and the reinforcer system of the work environment=satisfaction with job

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The definition of "work adjustment" according to the Minnesota Theory of Work Adjustment:

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-the continuous and dynamic process by which the individual seeks to achieve and maintain correspondence with the work environment

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The definition of "work personality" according to the Minnesota Theory of Work Adjustment:

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-work personality consists of the person's abilities and work related needs

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Basic propositions of the Minnesota Theory of Work Adjustment include:

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-a person's work adjustment is indicated by levels of satisfactoriness and satisfaction
-satisfactoriness=match between a person's abilities and ability requirements of the work environment
-satisfaction=match between person's needs and the reinforcer system of the work environment
-tenure=joint function of satisfactoriness & satisfaction
-work personality-work environment correspondence increases as a function of tenure

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Hershenson's Model of Work-Adjustment Development

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-combines aspects of career development and work-adjustment theories and describes the process of work-adjustment as a developmental process
-applicable to persons with congenital and acquired DA
-basic idea: work adjustment is the interaction of the 3 domains that make up a person (work competencies, work personality, and work goals) with one another and with the work environment.

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According to Hershenson's Model, the "person" is comprised of what three domains?

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1. Work Personality
2. Work Competencies
3. Work Goals

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What dimensions make up a person's "work personality" according to Hershenson's Model?

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1. the person's self-concept as a worker
2. the person's system of motivation for work
3. the person's work-related needs and values
-each of these develop sequentially (in order listed here) but reciprocally.

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What is the domain of "work competencies" comprised of, according to Hershenson's Model?

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1. work habits
2. physical and mental skills applicable to jobs
3. work-related interpersonal skills

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According to Hershenson's Model, "work adjustment" has what 3 components?

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1. task performance (quality & quantity of work output)
2. work-role behavior (behavior appropriate to the work setting)
3. work satisfaction

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Social Cognitive Career Theory (SCCT)

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-emphasizes personal agency in career development
-builds on Bandura's social cognitive theory
-key elements: personal attributes, external environmental factor, overt behavior, self-efficacy, outcome expectations, interests, and choice
-personal attributes, external env. factors, and overt behavior affect one another bidirectionally
-interests influence goals, which lead to action and further dev. of self-efficacy and outcome expectations

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The definition of self-efficacy according to SCCT:

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-addresses an ind. believes about her/her abilities related to specific tasks
-is influenced by various learning experiences

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The definition of "outcome expectations" according to SCCT:

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-address the anticipated results of actions

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The Realistic (R) personality type according to Holland:

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-deal with the env. in an objective, concrete, phys. manipulative manner
-avoid goals/tasks that demand subjectivity, intellectual or artistic expressions, or social abilities
-described as masculine, unsociable, emotionally stable, and materialistic
-prefer agricultural, technical, skilled-trade, and engineering vocations
-like activities that involve motor skills, equipment, tools, and structure

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The Investigative (I) personality type, according to Holland:

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-deal with the env. by using intellect (manipulating ideas, words, and symbols)
-prefer scientific vocations, theoretical tasks, reading, collecting, algebra, foreign languages, and creative activities
-avoid social situations, see themselves as unsociable, masculine, persistent, scholarly, and introverted
-usually do poorly as leaders but excel in academic/scientific areas

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The Artistic (A) personality type, according to Holland:

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-deal with env. by creating art forms and products
-very subjective
-prefer musical, artistic, literary, and dramatic vocations that are creative in nature
-dislike masculine activities and roles
-see themselves as unsociable, feminine, submissive, introspective, sensitive, impulsive, and flexible

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The Social (S) personality type, according to Holland:

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-deal with the env. by using skills to interact with and relate to others
-have good social skills and a need for social interaction
-prefer educational, therapeutic, and religious vocations such as church, government, community, services, music, reading, and dramatics
-see themselves as nurturing, sociable, cheerful, responsible, achieving, conservative, and self-accepting

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The Enterprising (E) personality type, according to Holland:

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-have expressive, adventurous, dominant, enthusiastic, and impulsive qualities
-are persuasive, verbal, extroverted, self-accepting, self-confident, aggressive, and exhibitionistic
-prefer sales, supervisory, and leadership vocations that satisfy needs for dominance, verbal expression, recognition, and power

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The Conventional (C) personality type, according to Holland:

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-deal with env. by choosing goals and activities that carry social approval
-solve problems by stereotypical, correct, and unoriginal means
-create a neat, sociable, conservative impression
-prefer clerical and computational tasks, identify with business, and put a high value on economic matters
-see themselves as masculine, shrewd, dominant, controlled, rigid, and sable and mave more math than verbal aptitude