Decision making in career development theories in the 2000’s

What is career development theories?

Aerial photo. Are about how people make career decisions and try to explain why people follow different career paths. Compare: Counselling theories – ground map. ”How to orientate in the wood” Psycological and sociological theories Development of theory and society walk hand in hand

Career choices in the beginning of the 1900’s Occupational choice – once in a life time Limited alternatives of occupations and studies ”Visible” alternatives Humans as cognitive, rational decision makers

Frank Parsons 1909 It’s better to choose a vocation than merely to hunt a job” People are different Jobs are different By study of both you can match person and job

A clear understanding of yourself… A knowledge of the alternatives… A true reasoning…

Person-environment theory Emphasise diagnose and assessment Counsellor – an expert using questionnaires and inventories as base for recommendations Examples Frank Parsons Holland

In the 50’s! Development in psychology: Life in process and people in change – (ex Theory of Super) Career choice instead of occupational choice Career roles integrated with life roles Self knowledge emphasized Carl Rogers client centred therapy - empathy The dialogue as the most important tool for the counsellor

NOW? From: How does the individual chose occupation? To: How does he/she construct his/her career?

The meaning of emotions Are about needs, wishes, goals and meaning Gives energy and motivation Regulates and controls actions Actions creates emotions and emotions creates actions

Social Cognitive Career theory Lent, Brown & Hackett (Brown 2002) … people form interest in an activity when they view themselves as competent at it and when they anticipate it will produce valued outcome

Cognitive revolution? View of people as active agents compared with: Psychoanalysis behaviourism

Central Concepts Personal goals Outcome expectations Self Efficacy

Self efficacy? ”people’s belief of their capabilities to organize and execute courses of action required to attain designated types of performance” Brown, D (2002) Career choice and development, page 262

Self efficacy affects our ability: »Setting goals »Effort »Persistence after A. Bandura

Self efficacy is affected by: »Experience of performance »Vicarious learning »Social persuasion »Physiological and affective state

The more our self efficacy is strengthen, the easier it is to act and learn

Model of how basic career interests develop over time Sources* of self-efficacy and outcome expectations Outcome expectations Interests Goals Activity Selection and practice Performance outcomes (for example goal attainment and skill development) Self Efficacy *Person inputs: Predispositions, gender, ethnicity etc Contextual factors

We get problem with our career development when we have: Wrong or too little belief in our ability A false picture of outcome expectations

Counselling and SCCT ?

Serve as your clients cheerleader: Strengths and resources: Empowerment Talk about self-efficacy Identify possible impossible alternatives - ”if you could?” Identify and work with barriers Work with how to overcome uncertainty and fears Solution focused question Use models and pioneers

Has ”chance” ever influenced your career development?

Decision making is: Non-linear Non-systematically Non-scientific Gelatt 1989

Planned happenstance theory Curiosity Persistence Flexibility Optimism Risk taking Behind everything is a open mind… Mitchell, Levin & Krumboltz

Planned happenstance theory - Create unexpected career opportunities Clarify Ideas Follow your curiosity and identify your interests. Remove The Blocks Wonder “how I can” rather than “I can’t because...” Expect The Unexpected Be prepared for chance opportunities, such as unexpected phone calls, chance encounters, impromptu conversations and new experiences. Take Action Learn, develop skills, remain open and follow-up on chance events. Planned: having arranged the parts Happen: to occur by chance Stance: a view or attitude Mitchell, Levin & Krumboltz

Changing one’s mind will be an essential skill in the future globalisation, market economy Gelatt 1989 Rörlig labour market Access to and amount of information Increasing amount of alternatives

Positive Uncertainty 1. Be focused and flexible about what you want 2. Be aware of and wary about what you know 3. Be realistic and optimistic about what you believe 4. Be practical and magical about what you do Gelatt

Advice to counsellors 1.Acknowledge unplanned events 2.Indecision is not a problem – planful open- mindedness for future! 3.Teach client to take advantage of unplanned events 4.Teach client to initiate actions to increase the likelihood of unplanned events: (Learn, develop skills, remain open and follow- up on chance events)

More counselling: Help the individual to keep his mind open and to be able to change perspective One step at a time!

References Amundsen, Norman E., Harris-Bowlsey, Niles, Spencer G. (2005) Essential Elements of Career Counselling. Processes and Techniques. USA: Pearson Prentice Hall Gelatt, H B (1989). Positive uncertainty; A new decision-making framework for counseling. Journal of Counseling Psychology, 36 (2), (4 s) Brown, Duane & Associates (2002). Career Choice and Development. Fourth Edition. San Fransisco: Jossey Bass Kidd, Jennifer M. (2006). Understanding Career Counselling. Theory, research and practice. London: Sage Publications Mitchell. Kathleen E., Levin, Al S. & Krumboltz, John D. (1999) Planned Happenstance: Constructing Unexpected Career Opportunities. Journal of Counseling & Development. (9 s).