Case Study #1: "Isabel"

Stengths and Weaknesses of 'Fit' Perspective

A Better Approach for Isabel:

References

Her Career as a 'Journey'

- a journey towards meaningful, spiritual employment

STRENGTHS

-'Fit' testing is a valuable starting point to get clients thinking about potential jobs suited to their interests

-Well-researched, concise information resource that does indeed identify certain jobs for certain personality types

WEAKNESSES

-For Isabel, many of the Career Key statements did not apply, and therefore the testing could not be considered accurate for her

-Similarly, clients from minority cultures or low-income households may never have experienced some of the test's listed activities- this would lead to inaccurate answers (DePrey,2014)

-The list of occupations given easily becomes obsolete or out-of-date, and it is not always relevant in certain geographical locations

"I have a foolish optimism. I tend to try things and find the 'how' later." -Isabel

Strengths and Weaknesses of 'Cycles' Perspective

Strengths

• Super's theory digs deeper than 'Fit' testing. Self-concept theory states that job satisfaction depends strongly on how a person sees themselves, not just matching jobs with preferences.

Her Career as 'Action'

- defying all of the odds against her

Inkson, Kerr. "Understanding Careers, The Metaphors of Working Lives, 2007. Sage Publications: Thousand Oaks, CA.

"Super's Career Development Stages Adapted from Buehler.". CARD 1060- EConestoga Website.

Lawrence K. Jones. "The Career Key.", 1998., North Carolina University.

DePrey, Jennifer. "Holland's Theory of Types and Person-Environment Interactions in Career Counselling.", 2014. Seattle University. Retrieved from:

Feller, Rich. "Career Development Theory and Implications.", 2012.

Personal Interviews with undisclosed client "Isabel", 2015.

Weaknesses

• In Super's theory, an individual is only 'developmentally mature' if they are progressing normally through his identified stages and age categories (Feller, 2012). This does not consider people like Isabel, who have multiple barriers out of their control presenting huge career challenges.
• Super's developmental stages no longer apply in today's climate of career instability. It is very difficult for people to find security in one particular job, many people change several times in their lifetimes.

Values, Skills, and Ambitions

ISABEL'S BACKGROUND

Careers as Cycles: Identifying Stages

Comparing Donald Super's Theory of Career Development

VALUES

People, Encouraging Others, Advocating for others, holds tight to Christian Values

SKILLS

Able to see multiple perspectives

Acknowledge value in people

Open-minded

Her dependence on others helps her to recognize what other people are good at

Great social and communication skills

Public speaking

Networking

Advocacy

Diplomacy

Very Organized and Thorough

ULTIMATE DREAM

To tour internationally speaking at public events and teaching, to write a book about her life

1. "Exploration Stage"

2. "Personal Development"

3. " Making a Contribution"

4. Current job: "Contributing Something NEW"

Young Caucasian woman, Early Thirties, From a Middle-Class Background, Born in Canada

Born with Cerebral Palsy (cannot move her legs, limited arm and hand movements, some visual impairment)

Completed her Bachelor's of Psychology and Human Development

Currently completing a Master's in Social Work

First Jobs: Sports and Activities camps in various leadership positions, all summer jobs

Current job: "Co-ordinator of Organizational and Spiritual Life" at an organization that supports people with developmental disabilities

GROWTH

Tried multiple experiences, formed self-concept at young age

Exploration

Became aware of interests and abilities through experiences at camps, developed practical skills through leadership roles, spiritual development

Establishment- (Current stage)

Trying to secure her position by achieving full competence, "learning to combine experience and education to really contribute and develop something new to a system that is already functioning"; focused on advancement and improving her status

Career Issues and Barriers

How have your thoughts on your career changed since you were young?

What we Learned from Holland's Personality Test

Originally wanted a job she could do regardless of her disability and that would have nothing to do with her disability (Counselling)

Careers as Fit

"The reality of not looking as competitive as other potential employees"

"Non-equal opportunity employers": Employers refusing to hire her because of her unique needs, being fired because of her disability

Government incentives NOT to work and limitations for work- the more she makes, the more the government takes away

Having her work defined by her disability

Isabel's score on Holland's RIASEC Test revealed that she was overwhelmingly first Social, second Enterprising, and third Artistic.

Isabel's score reveals that her current job is highly congruent with her personality. She is able to use her social skills when networking with people and trying to expand the organization, her enterprising skills through public-speaking and advocacy, and her artistic skills through her time spent at work researching new ideas. She does feel that she would like to have more social opportunities in her workplace.

Now in a "state of flux"; she has become a person who is widely recognized for her disability and enjoys sharing on her experiences. But she is afraid of being defined solely by those experiences. She wants to find a balance where she can also be recognized for her ministry, and for the wisdom she has gained through education and research.

This was exactly in line with my prediction of Isabel.

Isabel loves working with people and helping them solve problems (Social). She has great leadership and speaking abilities (Enterprising), and she loves creative, new ideas and original work (Artistic).

-Did not take into account jobs she could not do with her disability (I.e. suggested masseuse)

-It also was not helpful for her because it did not reveal which jobs were equal-opportunity employers, accessible, and willing to accommodate her unique needs.

This change came in her life because she realized the value in sharing her unique story, and recognized her ability to inspire others by being exactly who she is. At her current job, she is experiencing "Mini-Cycles" of growth, exploration, and establishment, trying to find exactly where she fits within the organization

Her score reveals that she is highly consistent, as all three personality types are beside each other on the hexagon.

Case Study #1: "Isabel"