Chapter 3

After discussing Holland’s Theory of Vocational Choice, I realize I personally do not like Trait-and-Factor theories to explain career development. I think these theories are rigid and does not account for the multiple factors that can influence an individual’s career choice. I like how these theories look at the work environment to determine whether the environment is suitable for that particular individual (Brown, 2012). However, assigning individuals to career categories based on personality traits limit not only career choices but the ability to develop and encourage other skills. I found it interesting that the Holland code is still utilized in career counseling. Many times we do not directly see the use of theory in practice. I keep thinking back to our development course and how we memorized theories that most of us will not use. I think the Holland code is a great start for individuals who have a lack of insight into their own preferences, however the career counseling process should continue and other interventions should be utilized.

I find that the learning theories discussed in Chapter 3 are much more applicable to all populations and account for multiple factors that influence a person’s career choice. The Social Cognitive theory looks at genetics, environment, learning, and self-efficacy (Brown, 2012). Self-efficacy is so important when looking at career choices and I think self-efficacy is not stressed enough in individual counseling. If an individual does not believe he or she can achieve their goal even though their goal is possible, the individual will not take steps toward the goal. I also really like how this theory can lay a foundation for career counseling interventions that can be utilized with individuals who have an intellectual developmental disorder.  Although the textbook does not state specific interventions that can be utilized with this population, the assessment process derived from this theory can be adapted and specific components of the theory, i.e. modeling, can be used.

Chaos theory reminds me of physics principles, such as every action has an equal and opposite reaction and forces can repel and attract but enthalpy is a driving force to a reaction. These physics principles are applied to whole systems or the sum of the entire reaction. When looking on a micro level or between two properties these principles are not directly used. So I am confused about the application of Chaos theory to career counseling practices. I can see how this can be utilized to explain multisystem interactions such as the effect of the economy and social reforms on the individual. I understand that Chaos theory is just a theory, but if the theory cannot be applied to interventions within the field I find it hard to accept what the theory entails. Chaos theory also reminds me of the spirituality theories discussed in Duffy’s (2006) article because the constructs of spirituality and religion are so ill defined by researchers that the theories seem abstract and subjective.

 

Brown, D. (2012). Learning Theory-Based, Postmodern, Socioeconomic, and Decision-Making Theories and Their Applications. In Career Information, Career Counseling, and Career Development (10th ed., pp. 59-79). New York: Pearson Education, Inc. 

Duffy, R. D. (2006). Spirituality, Religion, and Career Development: Current Status and Future Directions. The Career Development Quarterly, 55, 52-63.