The career development movement has contended a significant role within the nation’s growth. The impact that career development has upon young persons is long and immeasurable. For it is through the process of career development that an individual fashions a work identity (Tiedeman & O’Hara, 1963).
There are some vital career development theories:
- Structural Theories
- Trait and Factor
- Vocational Personalities and Environments
- Socioeconomic Theory
- Developmental Theories
Structural theories specialize in individual characteristics and activity tasks. Structural theories of career specialize in the influence of the setting on career selection. Individual career choices are influenced by the labor market state of affairs, and socio-cultural factors like class background, ethnicity, disability, gender and also the geographical distribution of opportunities.
Due to the factors like the environment and upbringing we have a tendency to might limit ourselves on what we expect is feasible. teenagers usually ascribe the values and behaviours that others in their communities have, making certain that they themselves lead terribly similar lives to their peers.
Some adopt careers they think that the others can worth, instead of what they could otherwise have chosen and that could lead on to an additional satisfying career.
Structural theories mislead as if structural factors act solely as constraints. Infact, your social setting may additionally change your career development by providing experiences and contacts.
- Opportunities that change you to widen your social horizons.
- Work expertise might cause new contacts outside your immediate social state of affairs.
- Failure to secure a chance may be dissatisfactory.
Structural theories act as a reminder that wider factors on the far side your management is also at work. Structural theory will counterbalance the belief that lack of success is all one's own fault.
Trait and Factor Theory:
This theory relates with Frank Parsons, who planned that a selection of a vocation depended upon:
- Accurate information of yourself.
- Via information of job specifications.
- The ability to form an accurate match between the two.
Two major assumptions of trait and factor theory are:
- Individuals and job traits may be matched.
- Close matches are positively correlative with job success and satisfaction.
The Trait-Factor theory is associated principally powerfully with line of work of theorists Frank Parsons and E.G. Williamson. A number of the essential assumptions that underlie this theory are:
- Every person includes a distinctive pattern of traits created of their Interests, values, skills and temperament characteristics, these traits may be objectively known And profiled to represent an individual’s potential.
- Every occupation is formed of factors needed for the prosperous performance of that occupation. These factors may be objectively known and painted as an activity profile
- It is feasible to spot a work or match between individual traits and job factors employing an uncomplicated problem-solving/decision creating method.
- The nearer the match between personal traits and job factors the larger the probability for prosperous job performance and satisfaction.