Introduction to Life-Span, Life-Space A Lifelong Process
Career development involves the integration of psychological, sociological, educational, physical, economic, and chance factors that provide the basis for a career over an individual's life (Isaacson. 1986). Career development is, in fact, a lifelong process. (Isaacson, 1986, p. 17). Donald Super, the theorist behind Life-Span/Life-Space, is largely seen as the individual who redefined career counseling. Originaly, career counseling or vocation guidance was seen as “the process of assisting an individual to choose an occupation, prepare for it, enter upon it, and progress in it to the process of helping a person to develop and accept an integrated and adequate picture of himself and of his role in the world of work, to test this concept against reality, and to convert it into reality, with satisfaction to himself and to society” (Niles, S.G. & Harris-Bowlsbey, J. 2013). Under Super’s multidiciplianry method, career development is a accumulation of theories from economics and sociology that also setgs career behavior in conjuction of hhuman development.
Among the many important theoretical contributions came in 1949 when Super suggested the important role of the self-concept in career development/ Donald Super placed an emphasis on career development as a process of self-concept. Super speech made in Fort Collins, Colorado, and later published in 1951. As Donald Super stated in his 1953 American Psychologist article: The process of vocational development is essentially that of developing and implementing a self-concept: it is a compromise process in which the self-concept is a product of the interaction of inherited aptitudes, neural and endocrine make-up, opportunity to play various roles, and evaluations of the extent to which the results of role playing meet with the approval of superiors and fellows (Betz, N. E. 1994).
Applications With a Special Population
The appropriateness of Super's career theory among black South Africans is discussed in terms of developmental stages, the self-concept, career maturity, and career decision-making. Suggestions are provided as to how these constructs may need to be reevaluated and thus become more meaningful to
According to Niles & Harris (2013), Donald Super developed his theory segmentally. There is no ‘Super’s theory’; there is just the assemblage of theories that Super sought to synthesize. The result is really a “segmental theory” describing three key aspects of career development: (a) life span, (b) life space, and (c) self-concept. The theory culminates in an intervention model labeled as the Career Development Assessment and Counseling (C-DAC) model.
During the interview, Stashia presented issues of career changed frequently as she diverted from majoring in one career path to another. She divulged in the interview that she had once listened to others and not decided on her own path. She reported changing her major, considered doing things differently if she could, and not having taken any vocational assessments that would have helped her. The writer will conceptualize interviewees barriers with theories of career counseling.
What I have learned over the time in this course is career counseling incorporates all aspects of the individual. Yes, career counseling is focused on helping people find that career that fits them best matching their interests and personality but deals with other issues in the individuals’ life. The theory that resonates most with me is Holland’s theory and the use of Self-Directed Search (SDS) to identify interests, abilities, and personality (Sharf, 2013). When we were able to complete the Strong Interest Inventory and Myers-Briggs Type Indicator Career Report and compare the result with the SDS to recognize the consistencies. These assessments reinforced my choice of becoming a professional counselor, although with my past career history
Savickas (2013) discussed the life design model to narrative career counseling, as it pertains to individuals already involved in a career. He stated that this model assists
A brief background overview on a few career development theories will help direct this literature review and give a foundation to current theories in career development. Career development is a complex, lifelong process that is influenced by a variety of factors. Niles and Harris-Bowlsbey (2005) defined career development as “the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span” (p. 12). Although there are many career development theories, this literature review will focus on just a few. Donald Super’s Life-Span, Life-Space Career Theory highlights the “complex and multifaceted nature of career development” (Niles & Hutchinson, 2009, p. 69). Super’s theory builds upon 14 assumptions and supports three key aspects of career development: life-span, life-space, and self-concept (Niles & Hutchinson, 2009). Life-span focuses on the development over one’s life through growth, exploration, establishment, maintenance, and
In the beginning, career counseling was strictly developed to help with job placement, but it became so much more than that after the career development was further researched by a group of theorist that focused on career process. What is it that drives us to choose a specific career path? According to Zunker (2012), different theorists such as Parsons, Holland, Krumboltz, Bandura, Super, and Gottfredson all developed theories on career development and their perspective on the importance of occupational process. Throughout this paper one will discuss the John Holland’s Typology and the significance of this particular career theory. Some of the points that will be covered in this paper include: history of theory, strengths and weaknesses, assessments used, population best fit for this theory, and diversity and
As already mentioned existing career theories dealing with vocational personality and environment Holland (1976) and Scheine’s anchors (1978) have been well respected and very adequate for many years.Those theories were helping many people to form and succeed in their career paths.
When I first starting to read the chapters I never thought that there would be five theories that I could see myself using with my clients. I learned from this paper how even though my clients are coming to me for personal counseling and not necessary career counseling these theories are ones I need to know about. I am going to have clients who will have career problems and now I have tools to help them work through them. I can see myself using these theories with children as many pointed out that your career story starts from a young age.
This model requires a close relationship between client and coach for it to be successful. A career coach is responsible for helping an individual "identify their sharpest skills, define career goals, be more productive, set strategies to earn more money, and make them more valuable to their current or next boss (Simpson & Glowiak, 2012, p. 289). Peterson and Millier (2005) stress learning and development as the main goal of career coaching. The authors encourage career coaches to implement techniques that help clients make decisions based on long-term priorities and not contemporary
This article is about theories of career development. By applying the theories to my career developments, evaluating the strength and weakness of those theories, then I took my parents’ working experience as examples, finally came up with my theory that should be used when making a vocational choice.
As human beings grow they become more popular which are devices for self-actualization, team building and matchmaking towards the career and not to other people. Jung Carl a psychologist uses the platform to assess human beings and their career in the future. To get an enticing career one should have personality test in the major bothers in life, life challenges, originality, and what satisfied someone. The test the personality one needs to cross-check their behaviors and social desires. One needs to choose the career which is closely and matches their characters and life desires. Different people would like to live a legacy in lives which comes from the things they have done to their best which differ from one person to the
Many times in life individuals are praised and awarded based upon their accolades and accomplishments in life. Often times I noticed how common it was to feel privileged or confident about my life occurrences and decisions. Upon completing Gottfredson’s Self Creation theory and Super’s Career Development theory, I learned more about the structure of my life. Because of how closely I began to look at my life, I began to appreciate the pre-determined factors that made me who I am today. It is very easy for many to make notes about the failures of the next person, however I am more appreciative because I too could’ve experienced life differently which could have affected my decisions more negatively. I was very interested in learning about how my life experiences and upbringing played a part in my decision making. Gottfredson and Super introduced closely related concepts that speak to the specifics of my career stages. It was also interesting in understanding how small occurrences from my early stages of life subconsciously affected my future. By
In the early 1900s, Parsons coined the term “true reasoning,” which developed from his commitment to outline a systemic process of occupational decision making (Niles & Harris-Bowlsbey, 2013). Parsons defined true reasoning as “A systematic process of occupational decision making for choosing a vocation with the considerations of the social, economic, and scientific changes that were occurring” (Parsons, 1909). Since the availability of career counseling was limited, Parsons decided to develop his own approach to vocational counseling. With his research, along with the basic foundations of his model, the trait-and-factor theory
Super’s Life Span Theory is one of several developmental theories. Developmental theories are concerned with career choices made over an individual’s lifetime. They are based around the influence that biological, psychological, sociological, and cultural factors have on career decisions as well as other choices that are made in a person’s life. Super’s Theory is different from other developmental theories because it proposes that psychological and socioeconomic factors have a role in the development of the self, that self-concept affects vocational development, that both individual and life roles play a key part in
Gysbers (2003) proposes that the value of career theories comes from providing practitioners with a framework to examine client behaviour, help understand the possible meanings of or explanations for the behaviour and subsequently, enables them to identify and respond to clients’ goals or problems. Significantly then, such theories may help explain an individual’s vocational behaviour, such as their initial career choice or later aspects of career development. This essay attempts to identify the theoretical framework that will underpin my guidance practice in the future.