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Super's Career Development Theory
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- 1Super's Career Development TheoryA developmental theory that conceptualizes career as a PROCESS, not an event.
- 2Super's Career Development Theory Three Key Aspects(1) life span
(2) life space
(3) self concept. - 3The Stages of Super's Theory (Maxicycles)1. Growth (childhood)
2. Exploration (adolescence)
3. Establishment (early adulthood)
4. Maintenance (middle adulthood)
5. Disengagement (late adulthood) - 4Super's Role of Self ConceptA picture of the self in some role, situation, or position, performing a set of functions, or in some web of relationships.
Translates our self understanding into career terms.
How we see ourselves in the roles we play and situations we are in. - 5Super's and Life SpanCareer development is a lifelong process and careers develop within the constraints of psychosocial development and society's expectations against the backdrop of occupational opportunity structure.
- 6Super's Life SpaceThe simultaneous combination of life roles we play constitutes life cycle.
- 7Super's Importance of Readiness for Career Decision MakingA person's readiness, In this case their ability to adapt is important.
It is important and influenced by environmental experiences (opportunity to enroll in good schools, be in other activities) may allow for better career development. - 8Super's subjective VS objective influences on self conceptSubjectively we develop understanding through focusing on our uniqueness emerging out of our life stories.
Objectiveness is just acquiring a title. - 9Super's Influence on Life-roles SalienceShaped by our contexts (personal and situational determinants)
Dominant Culture: passed down by dominant culture. Beliefs about gender, racial and other stereotypes.
Culture of Origin: Cultural Background - 10Vocational self-concept develops though...1. Physical growth
2. Mental growth
3. Observations of work
4. Identification with working adults
5. General environment
6. General experiences
Ultimately similarities and differences between self and others are assimilated.
A relatively stable self-concept emerges in late adolescence.
Self-concept is not static and continues to evolve. - 11Career Self-ConceptCareer self-concept subjective (meaning to client, purpose, themes).
- 12Career Development (From the Perspective of Self-Concept/Super Theory):•Ongoing process of improving match between self & situation (work).
•A series of successive approximations. - 13Life span/stages STAGE 1: GROWTHDevelopment of capacity, attitudes, interests, needs associated with self-concepts.
Fantasy : needs dominate (affiliation, nurturance, and mastery)
•Who am I?•Interests: art vs. science; people vs. things
•Capabilities: differentiate from others. Abilities are given more weight.
•What can I do? - 14(Life span/stages) Four principal tasks of Stage 1: GROWTH1.Become concerned about the future.
2.Increasing control over one’s own life (autonomy).
3.Motivation/ convincing oneself to achieve at school (work).
4.Competent work habits & attitudes. - 15Life span/stages STAGE 2: ExplorationTentative narrowing of choices.
Choice is narrowed, but not finalized.
•Closer self-examination through role tryout (e.g. school, work).
•What will I do?
•Independence- leaving family, entering the adult world. - 16(Life span/stages) Three principal tasks of Stage 2 (Developmental Model): EXPLORATION1. Crystallizing
2. Specifying
3. Implementing - 17Crystallization- Formulating general vocational goals.
- Beginning to consider a group of occupations at a particular ability level, occupational daydreams crystallize to public recognizable vocational identity. - 18Specification- From tentative to specific.
- Explore within a group and make a choice. - 19Implementation- Enter employment.
- Seek training for a particular occupation and secure a position. - 20Life span/stages STAGE 3: EstablishmentTrial and stabilization of work experiences.
- 21Life span/stages STAGE 4: Maintenance/ManagementContinual adjustment and improvement.
Revival (Do I want to retire or stay in the same job)? - 22Life span/stages STAGE 5: Decline/DisengagementPreretirement, reduced work output, retirement.
(some people may continue working) - 23Career MaturityThe degree to which a person is able to fulfill the vocational developmental tasks of the stage they are in.
Has to do with attitudinal and cognitive maturity. - 24Career AdaptabilityThe degree to which a person is able to cope with the changes in the work world.
- 25MinicyclesTransition between stages, where an individual recycles through growth, re-exploration, and reestablishment.
- 26Five Vocational Tasks1. Crystallization (14-18)
2. Specification (18-21)
3. Implementation (21-24)
4. Stabilization (24-35)
5. Consolidation (35+) - 27StabilizationConfirmation of career choice as 'right'
- 28ConsolidationEstablishment through status and seniority
- 29The Six Roles of Super's Career Development Theory (LIFE SPACE)1. Child
2. Student
3. Homemaker
4. Worker
5. Citizen
6. Leisure - 30The MAIN IDEA of The Six Roles of Super's Career Development TheoryLife at any moment is an aggregate of the roles a person is assuming.
Vocational choices need to be considered in the context of these roles.
Multiple roles, multiple interactions. - 31RecycleGoing though the stages of growth, re-exploration, and re-establishment.
Going through the developmental tasks more than once, or certain tasks again.
EX: You finally felt like you knew everyone and everything at a job, and then you move and have to start over. You have to start with the specification task again.) - 32Transitionscareer stability and career maturity
- 33The Four Life Environments1. Home
2. School
3. Workplace,
4. Community - 34Determinants of Self-ConceptCan be personal and situational.
- 35Goal of Counseling- Clients Will PART 1To develop and accept an integrated and adequate picture of themselves and their life goals.
- 36Goal of Counseling- Clients Will PART 2Test this concept against reality.
- 37Goal of Counseling- Clients Will PART 3convert it to reality by making choices that implement the self- concept and lead to job success and satisfaction as well as benefit to society
- 38C-DACCareer development assessment and counseling.
- 39The Purpose of C-DAC Model is to...Help clients cope with concerns arising within the exploration stage of the life span theory segment.
- 40Part 1 of C-DACIdentifying career maturity.
- 41Part 2 of C-DAC (Vocational Identify)Facilitate self-understanding of:
1. Interests
2. Needs
3. Abilities - 42Vocational Identityis defined as having a clear and secure understanding of one's career goals, abilities, educational interests, and personal values
- 43Part 3 of C-DACself-concept implementation.
- 44Part 4 of C-DACExplore life skills.
- 45What Makes Super's Theory Unique? PART 1Vocational development is a process that involves several choices, not one.
- 46What Makes Super's Theory Unique? PART 2Choices move us closer to good match between our vocational self and our world of work.
- 47The Assumptions, Prepositions, and Life Stages of Super's Career Development TheoryThe theory has 16 prepositions under the assumption that career development is a process.
- 48MAIN IDEAS of The 16 prepositions1. Developmental intellectualism.
2. Both people and occupations differ from each other with unique sets of abilities, personal traits, and values.
3. The role of self concept in vocational choice. - 49CyclingGoing through the developmental tasks at least once.
- 50Life Career RainbowA representation of a person's life
You can help them figure out what roles they would like to play and match working.
How does your career help you have the life you want?
Informationen
- Beschreibung
- Careers (Midterm Review) Karteikarten am Super's Career Development Theory, erstellt von Ketirah Felder-Hogan am 15/10/2020.
- Erstellt von
- Ketirah Felder-Hogan · Okt 2020
- Aktualisiert
- 20 Okt 2020
- Aufrufe
- 5
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