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Transcript of Career Development
Robin and Jen
-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
-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
-1997 proposed that work environments ca be
described as combinations of
Realistic, Investigative, Artistic, Social, Enterprising,
-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
-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
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,
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.
Congruence-connection of personality and
Differentiation-How different one was from one area to another
Vocational Identity- clear picture of one's goals
SDS & VPI
5 Vocational Tasks
5 Developmental Stages
•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
Here we go on our
career theory journey!