hereby stabilization occurs through work experiences; 4) maintenance (ages 45-64), in which the individual is working to improve and solidify their position; and 5) decline (ages 65+), which is characterized by pre-retirement, retirement, and a declining work output (Zunker 2002). All five of these stages cycle and recycle through different developmental tasks as appropriate to that stage that occur within three major divisions of his theory: life space, life span, and self-concepts (2002).
HollandÆs approach was that each individual is attracted to a career path in accordance to his or her particular personality traits. He believed that ôa comparison of self with the perception of an occupation and subsequent acceptance or rejection is a major determinant in career choiceö (Zunker, 2002, p. 59), so that each individual develops a modal personality style (Zunker 2002). While the client is oriented to a developmental process, this has less to do with developmental stages (as in Super above) and more to do with heredity and environment. According to Holland, each personality style had a theme and preferred occupational environment. For example, a person who prefers concrete thought to abstract, and who appears to be more materialistic and have mechanical abilities has a realistic them. The preferred occupational environment may be a skilled trade such as a plumber, electrician, or mechanic.
Krumboltz took a social learning theory approach to career decision-making. He named it the Learning Theory of Career Counseling (LTCC) and theorized that the career decision-making process and development involved four factors: ô(1) genetic endowments and special abilities, (2) environmental conditions and events, (3) learning experiences, and (4) task approach skillsö (Zunker, 2002, p. 65). The first two factors are similar to HollandÆs approach using heredity and environment and may limit the choices of the individual accordingly...