Examples Of Super Career Development Theory In Counselling

2000 studies have been published on job satisfaction since the 1950’s (Kahn, 1972). Job satisfaction refers to an employee’s feelings towards their job based on the comparison between actual versus desired outcomes (Locke, 1969). Each individual experiences various levels of job satisfaction due to their different expectations towards their job

The theoretical career development framework that I chose to assist in Catherine’s career counseling process is Donald Super’s counseling theory. I decided to chose this particular career development framework because I thought it would be the most effective and appropriate to use with the client. The client is thirty-seven years of age and is dealing with a lot on her plate. Equally important, people grow and change throughout their lives and this theory respects that.

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.

According to Simpson and Glowiak (2012), "A career counselor may engage in many roles, including consultant, coach, and supervisor (p. 280)." The field of vocational counseling is multidimensional and career counselors must be able to adapt to client needs.  This means that a clinician must be able to interpret those needs and then select the appropriate method to facilitate change.  Peterson and Millier (2005) describe flexibility as one of the most important attributes for a career counselor to posses. Consultation, coaching, and supervision are related but each topic has a set of clearly defined parameters.

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.

According to Mondy and Noe (2005), career is a job that has been chosen to be accomplished during one’s working life. Career is the progress and actions of the person’s occupations or sequence of jobs held by someone throughout a lifetime which is until that person end up the careers. Most of the situations, people do not just referring to one position only but often looking for another jobs which composed of the jobs held, titles earned and work accomplished over a long period of time. There is an increasing trend to employees changing jobs more frequently, while employees in some cultures and economies stay with one job during their career. For example, an individual's career could involve being an engineer, though the

Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people‟s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues. Employees‟ satisfaction is considered as all-around module of an organization‟s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one‟s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and managing the

1.0 Introduction This report will discuss and analysis the marketing strategies, also to provide some effective advice for the development of John Lewis. Moreover, the reason why wrote this report is that I have been commissioned by the management board of the John Lewis Partnership to provide them with some advice on future sales and marketing strategies. John Lewis Partnership plc is one of the UK's top ten retail businesses and it includes John Lewis and Waitrose. John Lewis is the largest department store in Oxford Street in the business district and shopping center has its branches.

Career adaptability is defined as “the readiness to cope with the predictable [and unpredictable] tasks of preparing for and participating in the work role” (Savickas, 1997, p. 254). Career development is an important factor to achieve success in life. Every person needs prosperity and happiness in life and has some targets to achieve. Accomplishing those targets is the basic goal for every individual. In this competitive era, analysing and setting up a career plan is the most crucial part of our lives. Everybody has desires in life and particular levels they might want to reach. To do so one must know what is important for them. Map out your strengths, weaknesses, identify your career paths including analysing your passions. This promotes

Using the Career Development Assessment and Counseling (C-DAC) model, which focus on helping clients with concerns through career development, with the Life-Career Rainbow helped me understand how life roles affect my desired career path. If I continue on the route of wanting to pursue a career in clinical counseling, I saw how many of my roles would be limited during the age range of 20s and 30s due to my investment into my education. But starting in my late 40s and 50s, my schedule will allot more time to invest more in my life roles as my career becomes steadier. The rainbow has helped me realize how my decisions in the past and present will affect my involvement in my life roles. It’s important for me to understand how these assessments

A career self-assessment is important because it will help people find occupations that match their skills and talents. It creates an atmosphere in which people will like what they’re doing in life. Their work is more than just a job. A career sums up a person’s life based on their past, present, and their future (Lucas, 2012).

The three theories I have chosen are Holland’s, ‘Theory of Types’, Supers ‘Life Span Theory ‘and Krumboltz’s Social Learning Theory. These three theories when used in conjunction with each other appear to provide the most comprehensive and complimentary approach for careers counsellors when advising clients.

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.