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Career Development

Robin Blackburn and Jennifer Nguyen Dr. Schaefle Developing and Implementing ASCA
by

Jennifer Nguyen

on 28 May 2014

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Transcript of Career Development

Career Development
Robin and Jen
Holland
Super
History/Background
"The Hexagon"
Assessment/Contribution
-Born in 1919 in Omaha, NE
-Had a strong interest to be a musician
-Served in the Army for 3.5 years as a clerk
- Began to classify soldiers with distinct
personalities
-This is where he developed his taxonomy
for vocational personalities
-Worked at Western Reserve University
and Perry Point VA where he began to ID
personalities and vocational interest
Occupational Classification System
(HOC)
Directory of
Occupational Titles
Holland System
-1997 proposed that work environments ca be
described as combinations of
Realistic, Investigative, Artistic, Social, Enterprising,
and Conventional
-collaborated and created codes for occupations
-Occupational Finder- 1,224 jobs
-Dictionary of Holland Operational Codes-12,860 jobs
-O*Net database- 1,100 jobs with 300 characteristics
-Produced by the Department of
Labor
-12,000 job categories
-used from 1938-1990's
Developed O*Net in 1998
-974 job families
Vocational Personalities and Work Environment Theory
-high support in research
Assumptions:
1. In our culture, most people
can be put into six personality
2.There are also 6 types of
environments: realistic, investigative,
artistic, social enterprising,
and conventional
3. People seek environments that exercise their
skills and abilities, their roles, attitudes, and value allign
4. Behavior is determined on how one's personality aligned with the environment.
https://www.google.com/search?hl=en&sugexp=les%3B&gs_rn=2&gs_ri=serp&gs_mss=Holland%27s+Shap&tok=gkDxKr9wmlAq8Y2vFOC7zg&pq=holland%27s+shape&cp=11&gs_id=67&xhr=t&q=holland%27s+six+personality+types&safe=off&client=firefox-a&hs=M3X&rls=org.mozilla:en-US:official&bav=on.2,or.r_gc.r_pw.r_cp.r_qf.&bvm=bv.41867550,d.aWc&biw=1239&bih=670&bs=1&um=1&ie=UTF-8&tbm=isch&source=og&sa=N&tab=wi&ei=HCAPUbfLMoiZyAGlwICADg#imgrc=e9RloRioLToq5M%3A%3BRjuJ1LODUBEtfM%3Bhttp%253A%252F%252Falleydog.com%252Fimages%252FHolland-Jobs.gif%3Bhttp%253A%252F%252Falleydog.com%252Ftopics%252Fpersonality.php%3B500%3B436
Key Constructs
Congruence-connection of personality and
work environment
Differentiation-How different one was from one area to another
Vocational Identity- clear picture of one's goals
SDS & VPI
Crystallization (14-18)
Specification (18-20)
Implementation (21-24)
Stabilization (24-35)
Consolidation (35+)
5 Vocational Tasks
5 Developmental Stages

1.Growth (4-13)
2.Exploration (14-24)
3.Establishment (25-45)
4.Maintenance (45-65)
5.Disengagement (65+)
BASIC ASSUMPTIONS/THEORIES
•Career choice is a developmental process rather than a single decision
•Exploration continues throughout life
•Life-Span, Life-Space Theory: people differ in self-characteristics and self-concepts, which make them eligible for a number of occupations. Self-concepts evolve over time; career development can be facilitated by providing developmentally appropriate career interventions across the lifespan.
•Career cycling/recycling: The theory that people may cycle back through Super’s stages of career development
•Later in life he put his theory into career assessment instruments, and labeled his approach the Career Development Assessment and Counseling Model (C-DAC).
•Other tools: Career Development Inventory, Adult Career Concerns Inventory, Value Scale, Salience Inventory
4
Here we go on our
career theory journey!

HOP ON!!!
Full transcript