Weekly Insight 7

I liked this week’s class discussion on Krumboltz’s Social Learning Theory. Theories I've learned previously take into account very few or too many factors in a client’s career decision. I like that Krumboltz’s takes into account many different factors in a client’s career decision.  Also, this week’s reading on Chapter 8 was very useful.  Before taking this class, I did not realize there were so many resources available for career counselors to assist clients in making career decisions. I could personally relate to the section on Information about the Military.  I was told before I left the service that many opportunities would be offered to me because I had a military background with the training they provided me.  I found out after leaving the service, however, that was not the case.



We have learned about many theories during the seven weeks of class. I believe Krumboltz’s has a more well-rounded theory than, say Holland.  We learned Holland believes there is one person for one job. Super believes there are fourteen propositions and five life stages (a “maxicycle”) (Brown, 2012, p. 43) that happen over an individual’s life span.  During each stage, an individual may go through many mini cycles with the ability to reset depending on what happens in life. Although Super’s theory is the most extensive, it is quite confusing.  Krumboltz’s clearly discusses “four factors that influence career decision making: 1. Genetic endowment and special abilities. 2. Environmental conditions and events. 3. Learning experiences. and 4. Task approach skills. (Brown, 2012, p. 60-61). I particularly like that this theory can be applied to many people, including men and women, as well as individuals from different races.



Before leaving for the military, all service men and women are asked to take the Armed Services Vocational Aptitude Battery (ASVAB).  After I took the test, I was given the position title of Personnel Apprentice.  While the second part of the title is your education and experience in the position (Apprentice), the first part of the title would be the career choice.  During the time I was in, the career name changed from Personnel to Human Resources, thus giving service members more career opportunity to gain employment after leaving the military. “The OOH contains a general section on military service as well as salary information, but specific information about careers in the military and their civilian workforce is lacking.” (Brown, 2012, p. 184). I believe the military is trying to do the best job they can to create an easier transition for men and women into civilian jobs, but companies are unwilling to take career experience in the military over someone with a degree in that position.


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



Brown, D. (2012). Using Information to Facilitate Career Development. Career Information, Career Counseling, and Career Development (10th ed., pp. 178-191). New York: Pearson Education, Inc.