Understand Careers -Apply Theories

Introduction

When looking at the concept of career development, there are many definitions. One definition of career development is that it can be defined as a lifelong process of experiences which aims to gather and process information about ourselves, alternatives to job and educational paths, and lifestyles. Another definition suggests that career development is a process which starts from childhood and occurs throughout a lifetime. It is this process that helps us create our career identities.

Over the years, a number of career development theories have been created, each worthy in its own right, but no single theory is without its limitations. An example of these limitations is that many theories are not representative of minorities or diverse cultures and populations. Women and diverse populations are severely underrepresented - research has found that many of the studies conducted were based on middle-class white males. Another problem with many theories is that translating them into different languages may prove difficult. Many of the theories are also based on specific cultures, and thus may not be suitable for use in countries with diverse populations and many cultures.

Looking at the many theories available and their limitations, it would be good for career practitioners to approach counselling from a holistic perspective and use a combination of theories. Such an approach may prove beneficial, especially since every client is different and has very specific needs. Combining multiple theories may provide greater insight and understanding for that specific client.

The theory of career development comes from four disciplines. These disciplines are:

- Differential psychology - this discipline looks at occupations and work.

- Personality psychology - this looks at people as organisers of their own experiences.

- Developmental psychology - this discipline looks at the "course of life".

- Sociology - this discipline looks at mobility within careers.

American psychologist Abraham Maslow

Maslow's hierarchy of needs is a psychological theory which strives to explain the many facets of human motivation, and is of great importance to career development theory. When looking at work-related needs, let us begin by looking at level 2 of the hierarchy and continue from there:

Level 2: Safety needs — these are basic needs for security. Security with regard to employment, family, one's resources and one's property.

Level 3: Love and Belonging — this level focuses on the point where an individual starts work and develops or discovers what they want on their career path.

Level 4: Esteem — this level focuses on achieving the desired career status.

Level 5: Self-Actualisation — at this level, the individual is more confident in their own experiences and judgements, and thus feels more comfortable relying on their own choices and decisions. At this level, an individual is comfortable and confident in themselves, is able to look at a problem as a challenge, is fair, and is able to accept the skills and abilities of others. However, at this level, a person may still have a need for inner fulfilment.

For a career practitioner, being able to determine and understand the work level your client is currently at can help the practitioner determine the most appropriate theory for the client.

Transition Theory by Nancy Schlossberg

This theory looks at specific moments in life when change occurs. The transition theory is essentially a theory that analyses the changes we experience in life, and looks at methods or strategies to help buffer the severity of these changes.

The transition theory further postulates that multiple changes are a characteristic of life, and that these changes affect different people in different ways. Success during life changes is measured by how well we handle these transitions.

Strength-Based Approaches

This theory looks at a person's successes and strengths. The career practitioner will attempt to identify the client's strengths, abilities and resources whilst trying to determine and understand their goals. The practitioner must also try to support the client in confronting any barriers that may hinder or prevent the client from achieving their goals.

This approach is unique in that it is a client-led approach. This approach is an empowering one, which looks at the client's strengths and future goals, and thus makes the client aware of their own strengths.

Value-Based Career Decision-Making Theory

This theory, associated with the work of Duane Brown, focuses on what values are important to a client, and how these values help them gain satisfaction in their jobs. Our values become ingrained very early in life and remain relatively constant over time, although our values can be modified through our experiences, our age, and life events. Values are important, as they assist an individual in their decision-making processes.

The Integrated Life Planning Theory by L. S. Hansen

This theory focuses on holistic life planning and involves six crucial tasks. These tasks are:

Task 1 - getting a job and generating an income.

Task 2 - being able to connect family and work.

Task 3 - valuing diversity.

Task 4 - learning to manage our transitions or changes.

Task 5 - exploring your life purpose and spirituality.

Task 6 - being able to attend to your health.

Conclusion

As evidenced above, we can see that there are numerous theories available to career practitioners. It is imperative, however, that practitioners determine the most suitable career theory to use when working with different clients. As every client has specific, unique needs, practitioners need to find a theory that can be of most benefit to their client.