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7 Cards in this Set
- Front
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Super
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Self-Concept: (product of aptitude, physical makeup, social learning); job satisfaction/stability/success depends on match between job and self-concept
Career development over the lifespan: growth (0-14), exploration (14-25), establishment (25-45), maintenance (45-65), disengagement (65+) Life Space: social roles adopted at different points in life span, Life-Career Rainbow relates to major life roles |
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Holland
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matching personality to characteristics of the work environment. Good fit = more satisfaction, longer on the job, more productive
6 basic personality/job types: RIASEC Realistic Investigative Artistic Social Enterprising Conventional high differentiation = high scores on one interest and low scores on others = most accurate as predictor of job related outcome |
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Roe
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occupational choice linked to personality and basic needs (which are largely determined by the early family atmosphere)
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Tiedman and O'Hara
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career identity is an aspect of ego identity development.
2 repetitive sequential processes: -differentiation (maintaining uniqueness and individuality) -integration (becoming part of a career or other social system) 2 phases: -anticipation/preoccupation (explores different possibilities and makes a vocational choice) -implementation/adjustment (enters situation and achieves balance between demands of the work situation and own needs) |
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Krumboltz
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social learning theory; career path has 4 influencing factors (genetic endowment, environmental conditions, learning experiences, task approach skills).
Career counseling emphasizes continual learning and self-development (in contrast to matching jobs to personalities) |
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Brousseau and Driver
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4 career concepts involving three dimensions (frequency of job change, direction of change, change in job content):
-linear career concept (progressive upward) -expert career concept (lifelong commitment to occupational speciality) spiral career concept (periodic movement across specialities) -transitory career concept (frequent job changes often in unrelated fields) |
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Herzberg's 2 factor theory
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regarding satisfaction and motivation
lower-level needs (pay, benefits, supervision, job security): dissatisfaction if unfulfilled higher-level needs (responsibility, advancement, recognition, achievement): increased satisfaction/motivation when they are fulfilled |
