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HOPPOCK'S CAREER DEVELOPMENT THEORY

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sheree milo

on 16 August 2013

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Transcript of HOPPOCK'S CAREER DEVELOPMENT THEORY

HOPPOCK'S CAREER DEVELOPMENT THEORY
by: Sheree Ann Serna
10 basic postulate of Hoppock's Theory
designed by Péter Puklus for Prezi
Robert Hoppock
(1901-1995)
born in Lambertville, NJ December 24, 1901
Married to Margaret Emily Thornton
Bachelor of Science degree in 1923
Master of Arts in Educational Psychology from Teachers College of Columbia University in 1932
Doctor of Philosophy in Educational Research from Columbia in 1935
Robert Hoppock
(1901-1995)
Professor Emeritus of Counselor Education at New York University in Vista
a specialist in methods of teaching occupations, his publications included Occupational Information, Group Counseling, Job Satisfaction and more than 300 articles in educational, industrial and professional journals.
Robert Hoppock
(1901-1995)
He received the first eminent career award for enduring contributions to the noblest principles of vocational guidance from the National Vocational Guidance Association in 1967
Robert Hoppock
(1901-1995)
Dr. Beck's Adviser and Mentor Beck at New York University
Robert Hoppock's Theory
stressed the function of the job in satisfying personal needs, but his theory has attained wide popularity also because of his efforts to integrated ideas from a number of other theories.
Robert Hoppock's Theory
Vocation development begins with the first awareness that a job can help meet one’s needs and continues as the person is better able to anticipate how potentially satisfying a particular career could be as compared with others.
Once a person becomes aware of other jobs that could satisfy personal needs, then occupational choices are subject to change.
Robert Hoppock's Theory
Robert Hoppock's Theory
The degree of job satisfaction can be determined by assessing the different between what a person want from job (emotionally, financially, and so forth) and what she or he actually has attained
1. Everyone has needs:
basic physical needs
Higher-order psychological needs such as:
self-esteem
respect
self-actualization
2. People tend to gravitate toward occupations that serve their perceived needs
3. Individuals do not necessarily have to have a clear intellectual awareness of their needs for those needs to affect occupational choices
4. Life experiences help to develop a pattern of individual occupational preference and, as such, suggest a developmental perspective on vocational choice.
5. Given the great diversity of occupational choices, the individual must develop effective decision-making skills based on solid self-awareness and a rich informational base.
6. Self-understanding is the basis on which occupational choice rests
7. Understanding the self is only half of the occupational choice process
8. When a person’s needs are met by a job, then he or she experiences job satisfaction
9. Individuals can delay need satisfaction if they perceive their job as having the potential to satisfy their needs in the future
10. If the balance between needs and satisfaction is unfavorable, then a worker will change job if another position appears to offer the potential to meet needs more fully
THE COUNSELORS ROLE
1. Stimulate the client’s self-awareness of interest and needs, including the clarification of values.
2. Promote insight into that which gives life personal meaning.
3. Provide accurate
and complete occupational information
4. Help match the client’s perceived strengths and weaknesses with occupations likely to provide maximum need satisfaction
IMPLICATIONS FOR COUNSELORS
1. The counselor should always remember that the needs of the client may differ from the needs of the counselor.
2. The counselor should operate within the framework of the client’s needs.
3. The counselor should provide every possible opportunity for the client to identify and to express his or her own needs.
4. The counselor should be alert in noticing and remembering the needs that the client reveals.
5. The counselor should help the client gather information about occupations that may meet his or her needs.
IMPLICATIONS FOR COUNSELORS
6. The counselor should help the client to anticipate how well any contemplated occupation will meet the client’s needs.
7. The counselor should stay with the client through the process of placement in order to provide the further counseling that will be needed if the desired job is not available.
8. The counselor should follow-up with the client some months after placement in order to see how well the job is meeting the needs that the clients thought it would meet.
Hoppock's Career Development Theory
by: Sheree Ann Serna
Full transcript