Understand Careers -Strengths and Limitations

Introduction

Career theories have assisted researchers and theorists for many years, but despite the usefulness of a theory, almost all theories have limitations. Below we will look at the strengths and limitations of a few of the more popular career theories.

Life-Span, Life-Space Theory (Donald Super)

One of the main advantages of the Life-Span, Life-Space theory is that other research into the field of career development supports this theory. It was noted that Super's theory could be used to build on different aspects of developmental psychology and personality theories, and has much usefulness in practice and research. However, despite the many fields this theory can be used in conjunction with, it is imperative that any counsellor using the Life-Span, Life-Space theory be mindful, and train themselves to use this model, as sensitivity is needed in understanding that life roles have various meanings. These meanings will display different cultural contexts and genders.

Despite the usefulness of this theory, many researchers have expressed concerns about the use of this model. The first concern is that the importance of life roles and values must be viewed within specific contexts, such as developmental and cultural contexts. The second concern is that, with diversity and different groups, there are gender differences related to the significance or importance of those values and life roles. And the third concern is that, in order to assist individuals with career development, the practitioner must look at the issues of life-role importance and values in career counselling.

Theory of Career Choice by John Holland

In the theory of career choice, it is believed that our careers are determined by the relationship between our environment and our personalities. Basically, this theory states that people want to be in a job surrounded by people who are like them. In Holland's career-choice theory (RIASEC), the theory holds fast to the belief that when we choose a career, as humans we opt to be in jobs with people who are either like us or similar to us.

The career-choice theory postulates the idea that we, as people, will search for a job environment that will allow us to use our abilities, talents and skills, and will enable us to freely show our values and attitudes while tackling issues or roles that we deem enjoyable. This theory suggests further that our behaviour results from the interaction between our personalities and our environment.

An advantage of using this theory is that it can help an individual become familiar with, or gain experience of, different work environments until they find what they are looking for. However, there are limitations to this theory as well. A major limitation of this theory is that it does not provide insight or understanding as to how the different categories develop, nor does it give insight as to how practitioners can work with specific categories. Another limitation of this theory is that other aspects of an individual, such as their skills and abilities, are not considered or given any importance.

Happenstance Career Theory by John Krumboltz

The theory of happenstance is a unique theory that aims to challenge the views around indecision. In more traditional career theories, which focus on strategies and planning, the concept of indecision is seen as something bad or wrong, as it hinders an individual from achieving their goals. At the core of this view is the notion that one can predict the future or, in some way, control an outcome in the future. John Krumboltz, on the other hand, offers a different notion, stating that indecision and indecisiveness are perfectly normal, sensible reactions or responses to the changes and complexities of the world we live in.

In the happenstance theory, Krumboltz states that when one is faced with changes or complexities, it drastically reduces the efficacy of traditional career planning and its usefulness. Krumboltz's theory states that we should consider how to use ideas around chance (happenstance) and luck. The happenstance theory goes further to state that, in our lives and careers, unexpected and chance events, as well as external factors, can happen or control our lives at any point. When this happens, it often leaves us unprepared to deal with the situation, because ultimately, we think or feel that we will be able to plan and control everything. In the happenstance theory, Krumboltz suggests that a career practitioner's role is to help clients and students view "chance" as an important factor in their lives and careers, and to help them prepare for the unexpected.

Constructive or Narrative Approach

This theory looks at the past experiences, current situations and future possibilities of the client through the client's narrative. This helps to reveal the client's knowledge about their abilities, knowledge and values.

- This theory is a little more philosophical in nature, and is related to existential theory.

- This theory postulates that there is no one fixed reality, but instead, there are several meanings or realities.

- These narratives can either be helpful or misleading in terms of the individual's career moves.

- One of the main roles of a career practitioner is to help the client raise their self-awareness, exploration, reflection and self-assessment. Doing this will help the client discover aspects and values on which they can build their goals.

Trait and Factor Theory by Frank Parsons

In the early 1900s, Frank Parsons developed an approach for matching talent. This approach later became the Trait and Factor Theory of Occupational Choice.

- This theory states that both a career, job or occupation, and an individual, have traits and characteristics.

- This theory further postulates that a person can experience the highest satisfaction when an occupation and the characteristics of the individual are a good match.

- The Trait and Factor theory is a popular theory. Many aptitude tests are based on this theory.

- As useful as this theory is, it also has limitations.

- A limitation or challenge with this theory is that it depends heavily on the labour market and its stability, and on an individual's interests and values over time.

- Another limitation is that this theory looks at the choices we make about our careers as a cognitive matching process. This theory does not take into consideration feelings, hopes, fears, race or status issues, and so on.

- This theory does not describe how people make the career choices they do.

- The tests associated with this theory have historically been criticised for not being equally suitable across all genders and races, and this remains a limitation to bear in mind.

- Another limitation is that this theory ignores the role and importance of values when we choose a career.

Theory of Work Adjustment

This theory has proven highly beneficial and useful to career practitioners. This theory suggests that a learning or academic programme is very similar to a job. Here, a student must effectively and efficiently interact with their learning environment if they wish to eventually graduate. Looking at these assumptions, it was suggested that this theory could prove useful when investigating the adjustment of college students to their learning environment. After numerous studies, the Work Adjustment theory was found to be an effective framework for investigating how college students adjust to their new learning environments.

Conclusion

Over the years, many career development theories have emerged. These theories have served to empower and enlighten practitioners within the field of career development. As time has progressed, the impact and relevance of some theories has grown, whereas some have fallen away. It cannot be denied just how relevant career development theories are to the field of career development and career planning. Today, many career practitioners will utilise several of these theories in a bid to assist their clients on their career path.