Profession Theory Individual Perspectives

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Vocation Theory Individual Perspectives Career Development

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Overview Objective & Subjective Faces of "Profession" Objective professions & vocation designs Subjective professions Career Stress Adjustment Theories of Career Development and Career Choice Developmental point of view (Super, 1957,1980) Behaviorist viewpoint (Krumboltz et al, 1976) Differentialist point of view (Holland, 1959) Decision Making point of view (Tiedman & O'Hara, 1963) Structuralist point of view (Robert, 1977)

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The Concept of "Profession" Career : 'the arrangement of business related positions, parts, exercises and encounters as experienced by a man' (Arnold et al, 1998; Greenhaus & Callanan, 1994) "Profession" is a similitude for upward movement in an open, institutional sense. Versus "Vocation" speaks to the encounters of the individual - their self-awareness and movement.

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The Context of Career Recent changes in associations/work (Arnold et al, 1998) expanding workload for people hierarchical changes (delayering, cutting back) expanding worldwide rivalry more group based work (master groups, restricted time, clear objectives) all the more fleeting contracts visit changes in aptitudes required all the more low maintenance employments evolving workforces (less school leavers, more established laborers) expanding independent work, private venture adaptable (working at home, teleworking, flexi-time) Impacts : parallel or descending moves more normal, expanded worry about "quality" of "worklife" > org.less capable Schein (1990) Internal versus External Career Internal = subjective, individual-situated view External = target substances and imperatives in the realm of work

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Career Patterns Many models presuppose vocations happen inside an association/occupation - a requested movement through arrangement of related occupations (N.B. Local people versus Cosmopolitans) Driver (1982) : Types of Career Pattern Transitory Steady-state Linear Spiral Watts (1981) : sorts of occupation change - affected by work contract - 'center worker' or temp./contract/expert style N.B. a few people simply hold a progression of disconnected occupations. Is the idea of "vocation" still material?

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Work-Role Transitions (subjective vocations) Nicholson (1990) Preparation : what both the individual and the association do before the "representative" begins, to coordinate them into the work environment (mental contract, RJP's). Issue of "authenticity" and "harmoniousness" Hughes (1958) 'reality stun' Encounter : newcomer tries to build up a 'mental guide'; data looking for (assignment, part, assemble, association ). Morrison (1993) dynamic data looking for ~ fulfillment, execution & duty. Fruitful procedure = checking Louis (1981) : newcomer socialization - change, differentiate & astonish (Arnold, 1988 - UK graduates encounters)

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Adjustment : representative has a comprehension of the work environment - now tries to see how to approach doing the occupation in the long haul . Introductions (Schein, 1971) : (a) custodianship, (b) content advancement (c) part development. Human handling (Van Maanen and Schein, 1979) : individualized or systematized. Latack (1989) : vocation push - Transactional & Process Theories Nicholson (1984) : 4 methods of conformity (replication, retention, assurance, investigation)

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Adjustment, proceeded... Schein (1978) Concept of Career Anchors Career Anchor : 'a region of the self-idea that is so vital to the person that (s)he would not surrender it, regardless of the possibility that compelled to settle on a troublesome decision' Peoples' grapples create and turn out to be clear amid their initial vocation, as a consequence of experience and gaining from it. Having the capacity to recognize one's profession grapple is a vital stride in effective vocation (self-)administration It is vital for an association to distinguish the vocation stays it offers (for educating choice, exchange, advancement, and so forth.)

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Schein's Career Anchors (1993) Managerial Competence : need/jump at the chance to oversee others. Generalists. Esteem progression, administration, duty, salary. Specialized/Functional Competence : need/get a kick out of the chance to create pro abilities/learning. Construct their personality around the substance of their work. Security : need/like solid, unsurprising workplace. Independence : need to be free of all limitations in their work exercises (dress, hours/times worked, and so on) Entrepreneurial Creativity : need/get a kick out of the chance to make their own particular items, administrations as well as associations. Challenge : need/like winning against solid rivalry Service/Dedication : need/like work communicating social,political, religious or other individual qualities Lifestyle Integration : need a work-life adjust.

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Stabilization Being an 'old hand' at the occupation. Keeping up parts of an esteemed work part/vocation and "customizing" it to address possess issues. Lobby (1976) : expanding limitation in circumstances accessible Identity and steadiness issues turn out to be progressively striking Career level (tutor, mentor, and so forth.)

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Relocation Brett et al (1992) Job Transfer : distinctive part of the nation International Transfer : diverse nation Group Moves : migration of countless who typically cooperate. Issues encompassing migration : interruption to family (childrens' training, kinships) companion's ability to move & other non-work considers best indicator of migration achievement. age, instruction, number of youngsters less noteworthy social/dialect contrasts mean global exchanges destined to be slightest effective

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Transitions all through the occupation advertise Entry into work from school. Arnold (1990) : moderately unstressful Retirement progressive 'slowing down'/withdrawal subjective experience of retirement Bosse et al (1991) elements helping conformity wellbeing, wage, deliberate retirement, individual arrangement

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Developmental Perspective Super (1957, 1980) Career Development : 'a procedure of actualizing a self-idea and testing this self-idea against reality' 5 phases Growth : 0-14yrs Exploration : 15-24yrs Establishment : 25-44yrs Maintenance : 45-65yrs Decline/Disengagement : 65yrs+ 'Profession Rainbow' and "parts" Evaluation considers "vocation" outside of the hierarchical setting 'vocation self-idea' = discovery hypothesis? in light of little, unrepresentative example

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Behaviorist Perspective Krumboltz, Mitchell & Jones (1976) Social Learning Theory (Bandura) : hereditary qualities, natural elements, learning encounters, intellectual and enthusiastic reactions, execution aptitudes decide profession way. Choice focuses impacted by individual and situational factors Learning encounters (instrumental versus affiliated) Factors affecting an inclination for a specific occupation being emphatically strengthened for investment in related exercises watch an esteemed model being decidedly fortified … being decidedly fortified by an esteemed model being presented to constructive words/pictures of that occupation Evaluation : robotic yet recognizes significance of displaying (vicarious learning)

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Differentialist Perspective Holland (1959) Hereditary components + social & individual elements => progression of favored strategies for ecological assignments (ongoing techniques) Vocational decision - arrangement of adjustive introductions as per word related situations accessible. Professional Orientation = way of life (qualities, interests, social communications) Direct self toward major word related class. In view of : advancement self-assessment of capacity to perform intervening variables - individual (social weight from family/peers) & financial.

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Holland (1973); Holland & Gottfredson (1976) Vocational Types Theory Realistic : out-entryway sort. Like exercises requiring physical quality/co-appointment. Not enthusiastic about mingling Investigative : likes ideas & rationale. Appreciates unique thought. Frequently keen on physical sciences. Creative : utilizes creative energy a great deal. Likes to express thoughts and emotions. Hates rules and regs. Appreciates music, craftsmanship, show. Social : appreciates the organization of others, esp. in affiliative connections. Have a tendency to be warm and minding Enterprising : appreciate the organization of others, however less affiliative (rather overwhelm or influence). Appreciate activity as opposed to thought. Ordinary : likes rules and regs. Frequently all around composed, however not extremely innovative. Individuals look for compatibility between professional interests & situations. Incongruence => stretch & disappointment Vocational Preference Inventory, Strong Vocational Interest Inventory, Self-Directed Search (Holland, 1985)

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Evaluation of Holland, 1959 (e.g. Spokane, 1985) Holland (1962) : 2 x vast "n" investigations of US secondary school understudies Vocational Types = great impression of fundamental identity measurements as depicted all in all brain research. Hexagonal conceptualisation sensible guess of likenesses/contrasts Evidence coinciding is related to fulfillment and achievement; can't construe causality. Utilizing 3 sorts to portray identity is superfluous Vocational Type and Career ? Profession picked or perfect vocation Most build legitimacy look into depended upon paper-&- pencil measures; more noteworthy requirement for behavioral results (e.g. nonattendance rates, rate of advancement, and so on).

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Decision-Making Perspective The Process of Career Decision : Tiedman & O'Hara (1963) : Anticipation, Crystallization & Stabilization. Gelatt (1962) : 3 frameworks : Prediction, Relative Preference & Evaluation and Selection. Models Predicting Choice of Career : Knefelkamp & Slepitz (1976) : arrange hypothesis. Piaget. Grown-up formative concerns, 9 subjective formative errands : 1. Locus of Control 6. Openness to Alternatives 2. Analysis 7. Capacity to resume duty 3. Synthesis 8. Capacity to go up against new parts 4. Semantic

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