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Subject PSYCHOLOGY
Paper No and Title Paper no.13: Counselling Psychology
Module No and Title Module no.29: Theories of Career Counselling
Module Tag PSY_P13_M29
TABLE OF CONTENTS
1. Learning Outcomes
2. Introduction
3. Trait Factor Approach
4. Holland’s Typological Theory
4.1 Methods of career counselling
5. Developmental theories
5.1 Lifespan and lifespace
6. Social Cognitive Career Theory (SCCT)
7. Summary
PSYCHOLOGY Paper no.13: Counselling Psychology
Module no.29: Theories of Career Counselling
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1. Learning Outcomes
After studying this module, you shall be able to
Know about the different theoretical approaches to understanding career counselling
Learn the differences in these approaches
Evaluate the application of each approach
Analyze the appropriate usage of each approach
2. Introduction
Often people dissatisfied with their work situation, or unable to adjust in their work environment,
need what could be called "career adjustment counselling". Although this form of counselling
frequently uses the same strategies as those of personal counselling, there are specific strategies
employed to address the specific issues of career awareness, selection, training, and adjustment.
An approach to career counselling has been defined by Crites (1969) as "a relatively well-
articulated model and method of assisting individuals in making decisions about their lifelong
roles in the world-of-work and in solving problems which arise in the course of the choice
process."
When Crites (1974) attempted an overview of the major approaches to career counselling, he
found five that were “relatively well articulated”. Crites began with an historical investigation and
concluded that vocational guidance rather than counselling predominated during the 1930s and
1940s, with trait-and-factor counselling being the counselling theory of choice. In the late 1940s,
client-cantered counselling was applied to career decision-making. A decade later came the
contributions from a psychoanalytic framework. At about the same time, Donald Super (1957)
proposed a developmental framework. Finally, Crites (1974) noted the application of behavioural
principles to career information-seeking and decision-making in the late 1950s. Thus, he
concluded that historically there are five approaches. Later, Crites (1976) articulated his own
synthetic approach to career counselling.
Career development theories attempt to explain why people choose careers. They also attempt to
explain the adjustments that people make with regard to their careers and work situations. There
are several theories, old as well as the modern that try to explain the basis for career choices. The
theories discussed here are conspicuous and widely used in the field of career counselling. 3.
3. TRAIT FACTOR APPROACH
It was developed by two vocational theorists, Frank Parsons and E.G. Williamson and is one of
the oldest theories of vocational choice. This approach relied more on psychometric measures.
This theory implies that there is an “Ideal Job” for everyone. In this theory, two concepts are
important. First one is Trait which means individual characteristics and attributes. Second one is
Factor which indicates that there are some factors which are needed to perform well. Hence the
first step is to assess the client and then systematically match with factors inherent in the various
PSYCHOLOGY Paper no.13: Counselling Psychology
Module no.29: Theories of Career Counselling
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occupations. A good match between individual’s traits and the
necessary occupational factors will produce a good career choice.
Based on these two assumptions, this approach tries to identify and quantify the traits that
characterize an individual, and match this person with occupations that would draw from his or
her unique profile of traits. This approach describes career decision making to be a simple process
of matching personal characteristics with job requirements. Accordingly, the closer this match the
greater the likelihood of optimal productivity and personal satisfaction.
This theory stresses the interpersonal nature of careers and associated lifestyles as well as the
performance requirements of a work position. There are advantages of this theory such as it
makes sense and is easy to understand. It fits well with other theories of career choice. This
theory has resurfaced in the more modern times. It is best reflected in the works of researchers
like John Holland (1997).
However, this theory has also been criticized as the original advocates of this theory were of the
opinion that an individual’s traits and abilities can be easily measured objectively. Factors like
motivation were considered to be stable over period of time. It also does not account for changes
in the individual over time. It also downplays the role of counselling.
According to this theory, career decision-making is a rational process of problem-solving, which
is based on the systematic collection of information, the verification of this information and
finally using this information to make a career decision. This was the approach which dominated
career counselling in the West from the early 1900s to around 1940s.
4. HOLLAND’S TYPOLOGICAL THEORY
This is based on John Holland's theory of vocational choice. It is the modern form of the trait-
and-factor theory. This theory stresses the interpersonal nature of careers and associated lifestyles
as well as the various requirements of the work situation. At its simplest, this theory proposes that
"Birds of the same feather flock together." In other words, people like to be around others who
have similar personalities. In choosing a career, it means that people choose jobs where they can
be around other people who are like them. It is the best known and most widely researched theory
on this topic. It is used by many career counselors
.
This theory has three propositions. Firstly, it is possible, according, to Holland, to classify
people and environments into types. Type, by definition, is a conglomeration of traits which can
serve as a measure for categorizing people into groups. This theory stresses the interpersonal
nature of careers and associated lifestyles as well as the performance requirements of a work
position.
In Holland’s formulation, there are six types of people and work environments. These are the
Realistic, Investigative, Artistic, Social, Enterprising and Conventional (RIASEC). The six
types, or the RIASEC Model given by Holland can be seen in Fig 1 below.
PSYCHOLOGY Paper no.13: Counselling Psychology
Module no.29: Theories of Career Counselling
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Fig: 1 Holland’s RIASEC Model
Secondly, Holland indicates that when making career decisions, people are inclined to see work
environments that will allow them to implement their personality characteristics. A realistic type
is likely to be most comfortable in a work environment that carries the characteristics of the
realistic type and will search for such careers.
Occupational choice is the result of attempts to achieve congruence between interests and
environments; and this congruence results in job satisfaction and career stability. This congruence
between personality type, work environment, and social class was considered to be the most
important aspect of job satisfaction. Fig 2 given below depicts this aspect of Holland’s theory. In
this figure one can clearly see that when the personality characteristics of the individual are
matched with the compatible work environment, it results in job satisfaction.
PSYCHOLOGY Paper no.13: Counselling Psychology
Module no.29: Theories of Career Counselling
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