LECTURE NOTES: CHAPTER 12

Career Development, Processes, and Resources: Your Future in the Human Services

Chapter Outline

I. The Importance of Work in One’s Career Development II. Career Development Models: A Brief Overview

a. Trait-and-Factor Approach b. Career Psychodynamic Theory c. Career Developmental Theories d. Social Cognitive Career Theory e. John Holland’s Personality Theory of Occupational Choice

III. Choosing a Career: A Self-Analysis IV. Finding a Job

a. Gathering Information b. The Application Process c. The Résumé d. The Portfolio e. Professional Associations and Networking f. Informational Interviews g. Responding to Ads in Professional Publications h. Interviewing at National Conferences i. College and University Job Placement Services j. Other Job-Finding Methods

V. Applying to Graduate School a. Gathering Information b. Graduate Program Resources

VI. Ethical, Professional, and Legal Issues a. Being Chosen and Being Denied for a Job or a Graduate Program b. Optimizing Your Clients’ Career Process c. Know Your Laws

i. Carl Perkins Career and Technical Education Act ii. Americans with Disabilities Act

iii. PL94-142 (Education of All Handicapped Children Act) iv. Rehabilitation Act of 1973 v. School-to-Work Opportunities Act

vi. Title VII and Title IX VII. The Effective Human Service Professional: Viewing Career Development as a

Lifespan Process

SUMMARY: This chapter examines career development, processes, and resources related to your future in the human services and how you might work with clients who are struggling with career issues. The focus is on how career counseling can increase one’s awareness of one’s

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career development process and note that part of one’s career development is the work a person chooses. We highlight some psychological, societal, family, and interpersonal needs that work serves.

Next is a brief overview of a some select career development models, including trait-and-factor theory which focuses on matching one’s traits with job characteristics; psychodynamic approaches that look at how significant relationships early on in life influence us and unconsciously affect the choices we make; developmental theories, with a particular focus on Donald Super’s approach, which examines expected stages that individuals pass through in their career development process (i.e., growth, exploration, establishment, maintenance, and decline or deceleration); social cognitive career theory which is based on self-efficacy regarding career decisions and subjective and objective perceptions of the world; and finally, John Holland’s Personality Theory which examines one’s personality orientation toward the world of work and how it “fits” job characteristics.

Relative to John Holland’s theory, the author presents the RIASEC hexagonal model and note that research has shown that if one can identify one’s top codes and match them to job codes, the likelihood of satisfaction at a job is greater than a person who is in job that is a poor match to their code. The average salaries of different types of human service professionals is discussed, noting that the field is moving much faster than average in terms of job outlook, and asks you to reflect on whether these basic statistics in human services makes the field appealing to you. Then, mostly based on the career-developed theories, ten steps are offered that you can use in conducting a thorough career analysis for yourself or your clients.

This chapter then goes on to give some hands-on ways of helping students apply for jobs or apply to a graduate program. For instance, some items that should likely be addressed during the actual application process (to jobs or graduate school). Another suggestion is ways of developing a good essay and the importance of having a portfolio. Finally, specific ways to find a job (e.g., networking, informational interviews, responding to ads in professional publications, interviewing at national conferences, placement centers, and other “tried-and-true” methods) are identified and this is followed by a list of specific books and websites students can use to find more information about graduate schools. This chapter concludes with a short discussion on what it means to be denied a job or to not be accepted to a specific graduate school.

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Career Development, Processes, and Resources: Your Future in the Human Services

Chapter Twelve

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The Importance of Work in One’s Career Development

Career Development

 The progression of all of our various life roles and the factors that

go into shaping them

Career Counseling

 Helps an individual navigate the career development process

 Can start very early in life, and involves more than just focusing

on a job

 See Figure 12.1

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Career Development Models: A Brief Overview (slide 1 of 3)

Trait-and-Factor Approach  Assess a client’s strengths  Examine available jobs  Use a rational process to make career decisions  Current day updates include greater attention to unique details of

the individual and the job, while also attending to the dynamic processes and cultural factors that affect job selection.

Career Psychodynamic Theory  The parenting one receives as well as their placement in their

family of origin has unconscious influences on career choices.  Parental style (e.g., casual, loving, overprotective) can drive us

toward certain types of jobs.

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Career Development Models: A Brief Overview (slide 2 of 3)

Career Development Theory  Donald Super  Five-stage model

1. Growth stage 2. Exploration stage 3. Establishment stage 4. Maintenance stage 5. Decline (Deceleration) stage

Social Cognitive Career Theory (SCCT)  One’s sense of self-efficacy may underlie career choices  Career choice impacted by objective factors and perceived environmental factors

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Career Development Models: A Brief Overview (slide 3 of 3)

Personality Theory of Occupational Choice  John Holland  RIASEC model (See Fact Sheet 12.1)

1. Realistic 2. Investigative 3. Artistic 4. Social 5. Enterprising 6. Conventional

 Results in a Holland code (Usually 3 letters)  Matching one’s personality to job type is likely to lead to greater

job satisfaction.  See Figure 12.2 (Hexagon model)  Dictionary of Holland Codes

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Choosing a Career: Self-Analysis

Steps to consider 1. Assess your developmental level 2. Take an interest inventory 3. Explore your Holland code 4. Examine your early childhood 5. Examine your parents’ career development and influence 6. Assess socioeconomic issues 7. Assess emotional intelligence and personal issues 8. Examine situational issues 9. Examine your self-efficacy 10. Make some tentative choices

 Fact Sheet 12.2 gives some information about HSP jobs

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Finding a Job

There are many steps to consider—review each suggestion of the following areas:

 Gathering information  The application process  The résumé  The portfolio  Professional associations and networking  Informational interviews  Responding to ads in professional publications  Interviewing at national conferences  College and university job placement services  Other job-finding methods

©2017 Cengage Learning88

Applying to Graduate School

This can be a complicated process, and many of the steps to explore are similar to those of searching for a job

 Gathering information  Graduate program resources

 Review pages 304-306 for a variety of course of information about different graduate programs related to the Human Service Profession

 The resource(s) you use will depend largely on the directly you envision for yourself, but some are more general than others

 Use them as much as possible at every step of your decision- making process

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Ethical, Professional, and Legal Issues

Being chosen and being denied for a job or a graduate program  It is hard not to take it personally, but try to remember that this too can

be a learning experience.  Seek out feedback about why your application was not successful.  See if you can address any shortcomings so that you can present a

stronger application next time.

Know Your Laws  Carl Perkins Career and Technical Education Act  Americans with Disabilities Act  PL94-142 (Education of All Handicapped Children Act)  Rehabilitation Act of 1973  School-to-Work Opportunities Act  Title VII and Title IX

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The Effective Human Service Professionals

Viewing career development as a lifespan process

 Career development begins at birth and continues throughout your entire life.

 The skilled human service professional recognizes this and applies it to his or her own career trajectory, as well as to the career paths of clients.

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