Theories of Career Counseling

Trait and Factor Theory: The trait and factor theory was founded by Frank Parsons, the father of career psychology in which he gave more stress to the traits of the client.

              Parsons’s career counseling model was grounded in simple logic and common sense and relied on the observing and interviewing skills of the counselor. Parsons stated that there are three broad factors in the choice of an occupation: (1) knowledge of self, (2) knowledge of the requirements for success in different occupations, (3) matching these two groups of facts.

               First the traits needs to be assessed and then analyzes can be made that in which career or occupation a person could go. It was the mostly used method during the period of World War I (1890-1919).

              In modern times, this theory stresses more on interpersonal nature of the career and the associated life-style as well as performance required for a particular job and position.

Holland’s theory of Career Choice:  Holland gave 6 personality types on the basis of which a career can be chosen. In our culture, most people are one of six personality types: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. These are also referred to as RIASEC or Holland Codes.

                  People of the same personality type working together create a work environment that fits their type. For example, when Artistic persons are together on a job, they create a work environment that rewards creative thinking and behavior -- an Artistic environment.  There are six basic types of work environments: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. "Work" includes doing things to achieve a purpose, like paid and unpaid jobs, volunteering, sports, or hobbies.

                 People search for environments where they can use their skills and abilities and express their values and attitudes. For example, Investigative types search for Investigative environments; Artistic types look for Artistic environments, and so forth. People who choose to work in an environment similar to their personality type are more likely to be successful and satisfied. For example, Artistic people are more likely to be successful and satisfied if they choose a job that has an Artistic environment, like choosing to be a dance teacher in a dancing school -- an environment "dominated" by Artistic type people where creative abilities and expression are highly valued.

Personality Types

1)      Realistic: These people are skilled, concrete and technical and mechanical. For example: Engineers, Mechanics and Farmers etc.

2)      Investigative: They are scientific, abstract and analytical. For example: Researchers, Computer Programmers and Lab Technicians etc.

3)      Artistic: They are creative, imaginative and aesthetic. For example: Musicians, Dancers, and Painters etc.

4)      Social: They are educational, service oriented and social workers etc. For example: Counselors, Doctors and Teachers etc.

5)      Enterprising: They are persuasive, out-going and verbal. For example: Entrepreneurs, Managers, Sales man etc.

6)      Conventional: They are organized, practical and conforming. For example: Accountant, Clerk.

      According to Holland, a 3-letter code can be given to the client. For example, if the client holds the characteristics of Artistic, Social and Conventional, then the client can be assigned with a 3-letter code i.e. ASC and then analyze that in which one of these the client holds more characteristics.

Developmental Theory: Super gave developmental theory in 1997, stating that one’s career choice is implemented within one’s vocational self-concept. According to this theory, we relate ourselves to what we do. Super gave 5 stages as follows:

Super’s five life and career development stages

Stages	Age	Characteristics
Growth	Birth -14	Development of self-concept, attitudes, needs and general world of work
Exploration	15 - 24	"Trying out" through classes, work hobbies. Tentative choice and skill development
Establishment	25-44	Entry-level skill building and stabilization through work experience
Maintenance	45-64	Continual adjustment process to improve position
Decline	65+	Reduced output, prepare for retirement

Developmental tasks at these different stages

Life Stages	Adolescence 14-24	Early Adulthood 25-44	Early Adulthood 45-65	Late Adulthood 65+
Decline	Giving less time to hobbies	Reducing sports participation	Focusing on essentials	Reducing working hours
Maintenance	Verifying current occupational choice	Making occupational position secure	Holding one's own against competition	Keeping what one enjoys
Establishment	Getting started in a chosen field	Settling down in a suitable position	Developing new skills	Doing things one has wanted to do
Exploration	Learning more about opportunities	Finding desired opportunity	Identifying new tasks to work on	Finding a good retirement place
Growth	Developing a realistic self-concept	Learning to relate to others	Accepting one's own limitations	Developing and valuing non-occupational roles

        Super states that in making a vocational choice individuals are expressing their self-concept, or understanding of self, which evolves over time. People seek career satisfaction through work roles in which they can express themselves and further implement and develop their self-concept.