To elaborate further on social cognitive career theory (SCCT), Hackett, Lent and Brown (2000) discussed strategies for which SCCT counselors should navigate through their clients’ career obstacles. First, Hackett et al. (2000) stated that SCCT focuses on the interaction of individual aspects such as self-efficacy, result outcomes, and future goals, and how those interactions contribute to career development (Hackett, Lent, & Brown, 2000). To begin their evaluation, the authors analyzed environmental factors from a SCCT perspective (Hackett et al., 2000).
When examining career development through a SCCT lens, there are two major factors that influence it, (i.e., objective and observed environmental factors; Hackett et al., 2000). Objective …show more content…
Therefore, SCCT counselors should be able to accurately differentiate between intrapersonal and environmental career obstacles (Hackett et al., 2000). Counselors who are able to make the distinction may experience several benefits, (i.e., obtain a better understanding of how the career obstacles became internalized, provide new coping mechanisms and/or techniques to combat the career obstacles, and identify the most applicable ways in which they can help the client; Hackett et al., 2000). Similar to Lent (2013), Hackett et al. (2000) derived their conclusions based off of other research, which was a limitation of their …show more content…
Nauta (2010) suggested Holland’s vocational theory would be best utilized to provide individuals with a general scope of occupations, rather than a specific job. Nauta (2010) also cautioned counselors to recognize that some individuals may not have the luxury to choose their career based off of interests. Sirbu et al. (2014) argued, that in order to maximize efficiency, businesses should take an active strategic role in the development of employees. Certain strategies may include consistent and relevant feedback, construction of clear objectives, encouragement of collaboration, and open communication boundaries. Perdrix et al. (2012) demonstrated the long-term benefits of career counseling. Specifically, participants experienced an increase in decision-making confidence and were more likely to implement career-related goals. Similarly, Hughes et al. (2013) argued that the life-design approach to narrative career counseling is a sufficient alternative to traditional career counseling approaches. Likewise, Savickas (2013) discussed the life-design approach for individuals who were already involved in a career. Specifically, Savickas (2013) stated that this model can potentially assist individuals to construct a new self, form a new identity, create a new career, and construct a new life. McIlveen and Patton (2007) also discussed narrative career
When examining career development through a SCCT lens, there are two major factors that influence it, (i.e., objective and observed environmental factors; Hackett et al., 2000). Objective …show more content…
Therefore, SCCT counselors should be able to accurately differentiate between intrapersonal and environmental career obstacles (Hackett et al., 2000). Counselors who are able to make the distinction may experience several benefits, (i.e., obtain a better understanding of how the career obstacles became internalized, provide new coping mechanisms and/or techniques to combat the career obstacles, and identify the most applicable ways in which they can help the client; Hackett et al., 2000). Similar to Lent (2013), Hackett et al. (2000) derived their conclusions based off of other research, which was a limitation of their …show more content…
Nauta (2010) suggested Holland’s vocational theory would be best utilized to provide individuals with a general scope of occupations, rather than a specific job. Nauta (2010) also cautioned counselors to recognize that some individuals may not have the luxury to choose their career based off of interests. Sirbu et al. (2014) argued, that in order to maximize efficiency, businesses should take an active strategic role in the development of employees. Certain strategies may include consistent and relevant feedback, construction of clear objectives, encouragement of collaboration, and open communication boundaries. Perdrix et al. (2012) demonstrated the long-term benefits of career counseling. Specifically, participants experienced an increase in decision-making confidence and were more likely to implement career-related goals. Similarly, Hughes et al. (2013) argued that the life-design approach to narrative career counseling is a sufficient alternative to traditional career counseling approaches. Likewise, Savickas (2013) discussed the life-design approach for individuals who were already involved in a career. Specifically, Savickas (2013) stated that this model can potentially assist individuals to construct a new self, form a new identity, create a new career, and construct a new life. McIlveen and Patton (2007) also discussed narrative career