Factors and Theories

of
Career Development

Ada, Nicole Anne G. | Agrimano, Camille Angelyn S. | Armenta, Jayvie

Dayrit, John Enoch | De Guzman, Rizelisa | Sierra, Mary Grace
Career Development
• Career development is the interaction of psychological, sociological,
economical, physical and chance factors that shape sequence of jobs,
occupations/profession or career that a person may engage in
throughout a lifetime.
• It involves a person’s past, present, and future works roles.
• It is linked with a person’s family life, self-concept, and all aspect of
the person’s environmental and cultural condition.
• Career development is an ongoing and formalized effort that focuses
on developing enriched and more capable employees.
 "Career development is a process in which personnel
experience, concept and publicly observable aspect of career
interact to precipitate each successive stage of occupational
statuses".

—Mansfield
 "Career development is a process of planning the series of
possible jobs one may hold in an organization over time and
development strategies designed to provide necessary job
skills the opportunities arise".

—Middlemist, Hill and Greer

“Career development is an ongoing process that occurs over
the life span; includes home, school, and community".

—Pietrofesa and Spleta

“Career development is self-development over the life span
through the integration of the roles, settings, and events of a
person’s life”.

—Gysbers and Moore

Characteristics of CD

01 It is an ongoing process

02 It develops and shares transferability of skills and

competencies

03 It aligns individual goals with organizational goals

for increased satisfaction of employees
Characteristics of CD

04 It helps individual to develops skills and

competencies required to fulfil present and
future leadership roles within an organization

05 It strengthen professional work culture in the

organization.
Objectives of CD
01 To understand career development from a developmental and
multicultural perspective

02 To devise intervention strategies for developing, engaging, rewarding

and retaining talented personnel

03 To be able to discuss and apply models of career counselling that is

appropriate for use in an organization

04 To understand the use of assessment procedures in career development

intervention

05 To understand how to use technology in career development

intervention
Objectives of CD
06 To facilitate understanding of personal, social, economic, and other factors
related to the world of work for employees throughout their organizational
lifespan

07 To plan, design, and implement life-long career development

programmes

08 To locate, identify, evaluate and disseminate career and educational

information to employees, in line with organizational needs and opportunities

09 To evaluate the career development programme and use the results to

effect organizational and employee improvements.

10 To identify developmentally appropriate and culturally sensitive strategies

for addressing the career development needs of employees
 Importance of CD
• It helps in developing skills and competencies of employees for
initiating, expanding and managing an organization effectively with
focus on real life business situations and business practices.

• It develop in developing entrepreneurship spirit and potential amongst

the employees in order to make them successful innovators.

• To facilitate the acquisition of requisite skills, knowledge and

competencies for organizational excellence.
 Importance of CD
• To develop and create a pool of talented people to successfully execute
the business strategies of the organization.

• To devise and implement a talent management system in the

organization

• To facilitate succession planning and development to ensure long-term

growth and success of the organization.
Principles of CD
• Dissemination of current information about the
organization and future trends helps employees create more
realistic career development goals;
• Focus on skill development by providing learning
opportunities;
• Opportunities for promotion and/ or lateral moves
contribute to the employee’s career satisfaction;
Principles of CD
• A greater sense of responsibility for managing one’s own
career contributes to self-confidence;
• Career planning and development clarifies the match
between organizational and individual employee goals;
• Its cost-effective to use current employee talent to provide
career development opportunities within the organization;
Principles of CD
• Career development increases employee motivation,
equality and productivity;
• Organizational attention to career development helps to
attract top professionals and retain valued employees; •
Supporting career development and growth of employees is
the founding philosophy of human resources development
Theories of CD
Structural Theory

Vocational Personalities
Structural Theory and Environment Theory

Socioeconomic Theory

Super’s Theory

Social Learning Theory

Developmental Theory
Decision Making Theory

Cognitive Theory
 Structural Theory
The structural theory focus on individual characteristics
and occupational tasks.
Trait and Factor Theory

The theory began with the persons who proposed that a choice of a
vocation depended up on an accurate knowledge of self, thorough
knowledge of job specification, and the ability to make a proper
march between the two.
Trait and Factor Theory

3 Broad Factors:
• Clear understanding of self, aptitude, abilities, interests,
ambitions, resources and limitations.
• Thorough knowledge of the requirement and conditions of
success, advantages and disadvantages, compensation,
opportunities, and prospects in different line of work
• True reasoning on the relations of these two groups of acts.
Trait and Factor Theory

Major assumptions:
• Individuals and job traits can be matched
• Those close matches are positively correlated with job success
and satisfaction.
Vocational Personalities and
Environment Theory
The theory propounded by John Holland. According to the
profounder, people can function and develop best and find job
satisfaction in work environments that are compatible with their
personalities.
Vocational Personalities and Environment Theory

Objectives of the theory:

• To organize the voluminous data about people in different jobs
and the data about different work environment
• To suggest how people make career choices
• To explain how job satisfaction and vocational achievement
occur.
Vocational Personalities and Environment Theory

The theory says that:

 People tend to choose a career that is reflects their personality.
Because people tend to be attracted to certain jobs, the
environment then reflects the personality of the person.

The theory emphasize on the accuracy of the self knowledge and

career information necessary for career decision-making.
Vocational Personalities and Environment Theory

Types of personality and work environment

1. Realistic 4. Social
2. Investigative 5. Enterprising
3. Artistic 6. Conventional
Socioeconomic Theory
• The theory gives detailed explanation and description of how one’s
culture, family background, social and economic conditions and other
factors outside an individual’s control strongly influence one’s identity,
values, and overall human and career development.
• It also known as chance theory and accident theory.
• Through this theory, the employee can choose the best opportunity and
career development path
Vocational Personalities and Environment Theory

Objectives of the theory:

• To organize the voluminous data about people in different jobs
and the data about different work environment
• To suggest how people make career choices
• To explain how job satisfaction and vocational achievement
occur.
Vocational Personalities and Environment Theory

The theory says that:

 People tend to choose a career that is reflects their personality.
Because people tend to be attracted to certain jobs, the
environment then reflects the personality of the person.

The theory emphasize on the accuracy of the self knowledge and

career information necessary for career decision-making.
 Development Theories
The development theories are focus on human
development across life span.
Super’s Theory

• The theory propounded by Donald Super.

• The theory speaks about the occupational maturity.
• People seeks career satisfaction through work role in which they
can express themselves and implement and develop their self-
concept.
Super’s Theory
• Career maturity is manifested in the successful accomplishment
of age and stage developmental tasks across the life span.
• Self-concept is an underlying factor in this theory.
• Self-concept develops through physical and mental growth,
observation of work, identification with co-workers, general
environment, and general experiences.
Super’s Theory

Super’s Stages and Development

Stage Age Characteristics
Growth Birth – 14 Form self concept, develop capacity, attitudes, interests, and
needs, form a general understanding of the world of work.
Exploratory 15 – 24  “Try out” through classes, work experience, hobbies. Collect
relevant information. Tentative choice and related skill
development.
Establishment 25 – 44 Entry skill building and stabilization through work experiences.
Maintenance  45 – 64 Continual adjustment process to improve position.
Decline 65+ Reduced output, prepare for retirement. Super’s contribution is the
formalization of stages and developmental tasks over the life span.
Social Learning Theory
• The theory developed by Krumboltz.
• The theory says that people choose their career based on what
they have learned from the society.
• There will be certain behaviours as models and motivating
factors.
• He developed this theory based on social learning, or
environmental conditions and events, genetic influence and
experiences.
Decision-making Theory
• Some of the theories hypothesize that there are critical points in
people’s lives when choices are made that greatly influence their career
development. Such as educational choices, entry level job positions,
changing jobs.
• Other theories concerned with ongoing choices across the life span.
• The decision made are influenced by person’s awareness of the choices
that are available to him and his knowledge of how to evaluate them.
Cognitive Theory
• Cognitive theories suggest ways to help clients build or refine a
hierarchy of thinking skills and decision making skills that
influence career development.
• The theories build around how individuals process, integrate and
react to information.
• The way in which individuals process information are
determined by their cognitive structure.
Stages of Career Development
Stage 1: Assessment
In this stage, you are getting ready for your life’s work.
This stage is characterized by unawareness, in that you are
not sure what your values, strengths, and weaknesses are.
You start to feel as though you want to know more about
yourself and make a conscious effort to get in touch with
who you really are.
• Taking assessment instruments
• Working with a career counsellor or career coach
Stages of Career Development
Stage 2: Investigation
Here you are researching what work exists in the world. This
stage is characterized by feelings of confusion, in that you are
not sure what career options exist for you. You may feel
overwhelmed with all of the jobs and opportunities that exist
as you begin the process of researching the modern world of
work. But if you approach this stage with a positive frame of
mind, you will find that you will learn about many possibilities
you may have never considered.
• Researching the world of work
• Conducting informational interviews with people in your chosen field
Stages of Career Development
Stage 3: Preparation
In this stage, you are still getting ready to do your life’s
work. This stage is characterized by feelings of excitement,
as you think of how wonderful it will be to perform
meaningful work. However, there is still much work to be
done, and to be successful, you have to prepare.
• Gaining knowledge and experience
• Setting goals and adopting a success-oriented mind-set
Stages of Career Development
Stage 4: Commitment
In this stage, you will feel confident that you have figured
out what you are meant to do. Sometimes people have
known all along what they were meant to do but could not
commit to the process of making it happen, for whatever
reason. At this stage, more than ever, you must focus your
energy and keep your eye on the target.
• Conducting a job search
• Negotiating and accepting a job offer
Stages of Career Development
Stage 5: Retention
Here, you will feel comfortable in your career field, as you
will now have figured out how things work in your industry.
You will want to remain committed to your career by
continually updating your skill set and staying current with
industry standards.
• Providing first-class customer-service skills
• Building a professional network
Stages of Career Development
Stage 6: Transition
This stage is characterized by feelings of discomfort in that
you are unsure of what you will be doing next (and/or if
you will be happy). In this stage, you will learn to make
conscious changes in your career direction.
• Making career changes
• Developing resiliency
 Factors Influencing CD
• Personal Characteristics
• Socio-Economic Factors
• Physical and Mental Abilities
• Chance Factors
Thank You!
References:
https://www.slideshare.net/mhtarimbra/career-development-75121372?
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m2RAWruQl6FZec

https://www.indeed.com/career-advice/career-development/career-deve
lopment-theory?fbclid=IwAR0i3fhsJvTZHJqFDlUWDj9qXlVmoROl
YIZkGX6q0Ejuw9LfcrfzQDKM7qo