Chapter 2

            For chapter 2 there were two theories that really caught my attention; Super’s Life Span, Life Space Theory and Holland’s View of Vocational Space.

            I like Super’s Life Span, Life Space theory because it is lifelong. I think a number of people foreclose themselves to particular careers and think that they’ll never change their mind or switch positions. Also some individuals who are unhappy in their profession may feel stuck because they don’t have this view of career development as a life-long process in which they’re given the freedom to “change their mind.” Super has a number of points that he makes and I agree with most of them, however #6 causes me a bit of concern with its wording (Brown, p. 44). It says “The nature of the career pattern…is determined by the individual’s parental socioeconomic level, mental ability, education, skills, personality characteristics, and career maturity and by the opportunities to which he or she is exposed.”

            Whenever I see the word “determined” I flinch, because I very much dislike that word. All of those parental qualities that Super mentioned absolutely have an influence on a child’s career, however I don’t think that they determines it. It may be a small argument over semantics, but I think it’s important. I have a similar revulsion to the use of “proof” in science. Science doesn’t “prove” anything, but instead is able to provide evidence for certain phenomena. I would definitely feel belittled if I was told my parent’s personal characteristics “determined” my career, as if I had no say in it.

            I really like Holland’s view of vocational space, because it gives a rather complex (but not too complex, like the unnecessary Theory of Work Adjustment) description of each career and matches the career to the individual. I think though, that clients should be informed that these career options would provide the best and most comfortable paths for their personal characteristics. However, I don’t think that clients should feel discouraged if their personal characteristics don’t match the career they want. I think there’s something beneficial in a person working in a career that goes against type casting. Look at the movies…some of the most interesting performances have been actors going against their normal roles. Comedians like Adam Sandler (Punch-Love Drunk,) Robin Williams (Good Will Hunting) and Jim Carrey (Eternal Sunshine of the Spotless Mind) have provided us with incredibly creative portrayals. Creativity itself is taking two ideas that don’t normally work together and making them work; thinking outside the box. And I think this discourages creative career positions and prevents unorthodox types going into careers where they can provide a unique perspective.

            Lastly, concerning the article on genograms, I think it is wonderful to use genograms to chart familial influence and use that as a jumping off point. It works very well in individual therapy to use genograms to see how the family dynamic may have influenced potential psychopathology. With career development I think it will be useful to see where they come from and whether they want to follow in the same path or make their own way.

References

Brown, D. (2012). Career Information, Career Counseling and Career Development (10^th ed.). New York : Pearson Education, Inc.

Gibson, D. M. (2005). The Use of Genograms in Career Counseling with Elementary, Middle and High School Students. The Career Development Quarterly, 53, 353-362.