Theories of Career Development
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Although the dominant theories of career development bring together individual psychology and sociology--the individual's career is a principal method of defining his or her place in society and in life--there are certain features of these theories that expose their deficiencies as both sociology and psychology. Consider the recourse that both Zunker (1997) and Lowman (1991) have to the Holland six-factor typology, also called the Holland Occupational Classification System, in organizing their explanation of hands-on, utilitarian, practical application of career-development theory to counseling of would-be employees and consultation for would-be employers. It sounds so simple and straightforward to explain career development by way of a range of discrete--though sometimes overlapping and converging--attributes of those who have careers. Accordingly, individual careerists are said by the Holland typology to have orientations or interests that are more or less (or as it were more and less) artistic, investigative, realistic, conventional, enterprising, or social (Zunker, 1997, p. 118).Two things must be noted about the foregoing typology. The first is that it appears to have been adopted by the US government in its guide to occupational experience. Individuals who exhibit interest in occupations that are classified according to Holland's scheme are meant to help counselors "aid individuals in determining occupational goals" (Zunker, 1997, p. 119). This would appear to be a he
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o are members of groups historically subject to discrimination. That situation can only be aggravated in a culture that, as Zunker explains in citing research to the effect, (1997, p. 106), the current industrial structure is one in which "career transitions [are] in turbulent times. What is being referred to are the vast changes in work environments and in work requirements," such as the technology-driven transformation of job duties. All such developments inevitably influence
Zunker cites the values-based approach to career planning, which, as the term implies, "assumes that human functioning is greatly influenced and shaped by a person's value orientation" (1997, p. 81). That would appear to provide career counselors with a mechanism for acknowledging human difference and with a way of interpreting career motivation and behavior among individuals from a wide variety of cultures. But understanding how values emerge and are adopted and the impact that this has on pursuit of employment opportunities keeps the focus of career counseling solely on the prospective employee. It does not necessarily give a sufficient account of the role that the culture of human-resources development--the industrial employer pool--plays in functioning
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Approximate Word count = 2187
Approximate Pages = 9 (250 words per page)
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