Strengths And Disadvantages Of Career Development

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.

One of the overall goals of the career counseling process is for the counselor to assist the client to transition from a stage of exploration of themselves and their abilities, interests and values to that of making career decisions. By identifying this in Ruby helped me guide her throughout our sessions and formulate an action plan to overcome her obstacles and challenges at work. As a counselor I must informed Ruby of the many phrases that we may go through during the career counseling process as well as to discuss the goals of each phase. This process is called “Exploring Phase” then “Decision-Making Phase” (Andersen and Vandehey, 2006, p.179).

In our generation today High School students are at the age of having to know what they want to do for a career and what are the components the students need to have to achieve this. When choosing a career or career choices this is a main focal point in a young person’s life. There are many practical approaches and beliefs when approaching career selecting and it can be an intensive process. A first step in a career planning process would be assessing an individual/client with evaluating their willing/eagerness in the process (Gerstan, 2013). When looking into a specific career, planning with a high school

The use of personality, interest, and values assessments are very crucial in overall career decisions. One should never choose a career unless they know it fits their personality, needs, and level of happiness. As Confucius once said, “Choose a job that you love, and you will never have to work a day in your life”. If we don’t choose a job that we like and enjoy doing, we may last a few weeks, months, or even years, but after a while we will feel like we are at a dead end job, doing the same thing every day, which may lead to not only stress on yourself, but also your family.

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.

There are two career development theories which is quite coinciding with my career development. The first one is the vocational choice theory of Holland (1997), it teaches me how to choose a career at the very beginning. Holland’s theory is based on the assumptions that the individuals always make vocational choices based on their personalities and interest inventories is essentially the same as personality inventories. Holland supposes the psychological relevant stereotypical view will influence the occupational choices individuals make. What’s more, he believes that individuals can identify vocational goals by clarifying their personality and they can only be successful and content if they choose their jobs congruent with their personalities. Thus Holland classifies six pure personality types and six working environments which are realistic, investigative, artistic, social, enterprising and conventional. Actually Holland’s theory help me a lot in my career development, especially when I was confused about my future. Holland provides an instrument showing occupational titles and activities which are suitable for the six

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

Though a generally overlooked and unappreciated field of work, career counseling has made significant impact in the field of psychology. Frank Parsons’ 1906 lecture, “The Ideal City,” emphasizes the need for young people to receive assistance in choosing a vocation (Niles & Harris-Bowlsbey, 2013). Further, Parsons was one of the pioneers in linking personality traits to vocational success, thus coining him as the father of vocational guidance (Niles & Harris-Bowlsbey, 2013).

Career development refers to both the factors and the processes influencing individual career behaviour and as synonymous with interventions in career behaviour. The term career development, as used in the title of the National Career Development Association (NCDA), had increasingly come to describe both the total constellation of psychological, sociological, educational, physical, economic, and chance factors that combine to shape individual career behaviour over the life span (Sears, 1982) and the

Career counselling is a private and interactive process which is carried out along with both a career counsellor and an individual factor. In this process the career counsellor will help an individual to make a decision on career choice. The career counsellor will help an individual to discover career goals and also provide guidance and support base on the decision that they make (Career counselling, n.d.).The career counselling is also a process that is carried out to help a person to explore various new chances. Those various chances are obtain from the assessments that are made in the session to measure various factors. There are certain factors that the career counselling process or the counsellor will not offer. To start off with, in the process of career counselling a client will be not given with definite employee’s names or

For many people, finding a career that is both fulfilling and practical is a strenuous task. Fortunately, there is a plethora of different interventions, techniques, assessments, and inventories designed to aid those individuals in making the wisest career choices possible. But are any of those routes inherently better than the others? Or are all the differing options separate but equally effective? Donald Super’s Life Span Theory and John Holland’s Theory of Vocational Choice are just two of the many theories used for career counseling. Both methods are distinct in the way they approach career issues, yet despite their differences, there are some resemblances between the two theories as well. Comparing and contrasting these two theories will make it easier to see if one theory is better than the other for career counseling or if they are both equally effective.

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.

According to Coetzee, Roythorne-Jacobs and Mensele (2016), career counselling is considered a process that involves four critical aspects, namely; an interactive relationship between the career counsellor and client, a process where psychological theory is applied, communication and interviewing techniques are applied and a range of techniques related to career counselling and the process is applied.

This lesson mainly addressed aspects related to career development. This lesson encourages students to discover their academic and personal strengths, their skillsets, and their interests. Students then take those concepts and apply them to career exploration. They are able to link their strengths, preferences, and abilities to potential future career paths. Some of the specific aspects of career development that I addressed include applying planning and career exploration in setting and obtaining lifelong career goals, applying necessary skills for career readiness and success, and teaching students where and how to obtain information about post-secondary options. In this lesson students are encouraged to apply decision making skills to place different careers into the appropriate career fields. In doing so, they are also encouraged to begin thinking about careers that are of interest to them and what career goals they have for themselves. They will be given resources in order to continue career exploration outside of the classroom. While I do not expect sixth graders to fully decide their career path, it is my firm belief that it is never too early to get students thinking about careers and having them set goals in order to obtain the career and future that they desire. I also believe that this unit touches on social and emotional development as well as academic development. This lesson allows the student to collaborate with one another and work in groups as well as in pairs. This promotes relationship building and teamwork. It also allows students to take an inventory of their personal strengths and skillsets. This could boost self-esteem and promotes a sense of self-awareness. Lastly, this unit also encompasses academic development. Students will understand that good grades and academic success are key elements to obtaining the career that they wish to have. By being academically successful, this will allow them greater options and opportunity post high school graduation.

Despite the plethora of research that has investigated career planning models, most designs did not measure the long-term effects that the respective method had on the participants. Therefore, Perdrix, Stauffer, Masdonati, Massoudi and Rossier (2012), quantitatively examined how the positive effects of career counseling were maintained by participants over one year.