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Guide Questions:

1. Why is your research useful in daily life?

It will serve as the guide of the students that help them identify their preferred career
options or career choice they have to pursue in the future.

2. What is your research title? (independent, dependent and extraneous variable)

Title: The percentage of factors that affect the career choices of Grade 12 ABM
students in National College of Business and Arts S.Y 2017- 2018
Independent Variable: Factors
Dependent Variable: Career Choices

3. Describes the background of your research.

Making big decisions can be stressful, frustrating, and tough. There are many
things to consider before making a big decision. Choosing the right career is never an
easy task, especially for those who are confused with what they really want in life. Due
to some reasons, many end up on the wrong career path. Some think that their chosen
career is what suits them until they wake up regretting what they have chosen. Because
of this, a lot of individuals take the road of career change, which can be more
challenging for some.

4. Do a statement of the problem.

The main objective of this study is to find out the percentage of factors that affect the
career choices of Grade 12 ABM students in National College of Business and Arts S.Y
2017-2018.

5. State the research questions.

 To define career choice.

 To explain the factors affect the career choices.
 To identify the most and least influential factor that affects the career choices of
Grade 12 ABM students.
 To determine the number of Grade 12 ABM students choose career based on
their skills, talents and abilities.
 To determine the number of Grade 12 ABM students choose career based on
their friend’s preference of course.
 To determine the number of Grade 12 ABM students choose career based on
their interests.
 To determine the number of Grade 12 ABM students choose career as a
decision of their parents.
  To determine the number of Grade 12 ABM students choose career based on
what are the in- demand jobs.

6. What is the scope and delimitation of your study?

The study is descriptive in nature and focus on the students’ experiences in

choosing career path. It considers the student’s personal information such as their
name (optional), gender, age and section. The research sample is composed of ABM
students, 10 students per section, in National College of Business and Arts A.Y 2017-
2018. Each of the respondents was given a questionnaire to answer and to determine
the student’s perspectives of choosing career based on their experiences. The
questionnaire only included checklist, ranking/ rating questions and did not include open
ended response items.

7. Cite relevant literature. (RRL)

PARSON’S THEORY

Frank Parsons developed the idea of matching careers to talents, skills and
personality. Parsons states that occupational decision making occurs when people have
achieved:
 A clear understanding of yourself, your aptitudes, your abilities, interests,
ambitions, resources, limitations, and their causes
 A knowledge of the requirements and conditions of success, advantages
and disadvantages, compensation, opportunities, and prospects in
different lines of work
 True reasoning on the relations of the two other factors
The trait and factor theory operates under the premise that it is possible to
measure both individual talents and the attributes required in particular jobs. It also
assumes that people may be matched to an occupation that's a good fit. Parsons
suggests that when individuals are in jobs best suited to their abilities they perform best
and their productivity is highest.
He did not believe he or any vocational counselor should choose a career for a
student: "No person may decide for another what occupation he should choose, but it is
possible to help him so to approach the problem that he shall come to wise conclusions
for himself.

HOLLAND’S THEORY

Careers are determined by an interaction between our personality and the

environment in John Holland's Theory of Career Choice.
John Holland's Theory of Career Choice (RIASEC) maintains that in choosing a
career, people prefer jobs where they can be around others who are like them. They
search for environments that will let them use their skills and abilities, and express their
attitudes and values, while taking on enjoyable problems and roles. Behaviour is
determined by an interaction between personality and environment.
 Holland’s theory is centred on the notion that most people fit into one of six
personality types:

Description of Some key skills Some occupations Subjects you could

interest area with Realistic study to give you
components the skills
REALISTISIC
Likes to work mainly Using and operating Pilot, farmer, English, Maths,
with hands, making, tools, equipment horticulturalist, Science, Workshop,
fixing, assembling and machinery, builder, engineer, Technology,
or building things, designing, building, armed services Computing,
using and operating repairing, personnel, Business Studies,
equipment, tools or maintaining, mechanic, Agriculture,
machines. Often working manually, upholsterer, Horticulture,
likes to work measuring, working electrician, Physical Education
outdoors in detail, driving, computer
moving, caring for technologist, park
animals, working ranger,
with plants sportsperson
INVESTIGATIVE
Likes to discover Thinking analytically Science, research, English, Maths,
and research ideas, and logically, medical and health Science,
observe, investigate computing, occupations, Computing,
and experiment, ask communicating by chemist, marine Technology
questions and solve writing and scientist, forestry
problems speaking, technician, medical
designing, or agricultural
formulating, laboratory
calculating, technician,
diagnosing, zoologist, dentist,
experimenting, doctor
investigating
ARTISTIC
Likes to use words, Expressing Artist, illustrator, English, Social
art, music or drama artistically or photographer, Studies, Music,
to communicate, physically, signwriter, Drama, Art, Graphic
perform, or express speaking, writing, composer, singer, Design, Computing,
themselves, create singing, performing, instrument player, Business Studies,
and design things designing, dancer, actor, Languages
presenting, reporter, writer,
planning, editor, advertiser,
composing, playing, hairdresser, fashion
dancing designer
SOCIAL
Likes to work with Communicating Teacher, nurse, English, Social
people to teach, orally or in writing, nurse aide, Studies, Maths,
 train and inform, caring and counsellor, police Science, Health,
help, treat, heal and supporting, training, officer, social Physical Education,
cure, serve and meeting, greeting, worker, Art, Computing,
greet, concerned for assisting, teaching, salesperson, Business Studies,
the wellbeing and informing, customer service Languages
welfare of others interviewing, officer, waiter,
coaching secretary
ENTERPRISING
Likes meeting Selling, promoting Salesperson, English, Maths,
people, leading, and persuading, lawyer, politician, Business Studies,
talking to and developing ideas, accountant, Accounting,
influencing others, public speaking, business owner, Economics, Social
encouraging others, managing, executive or Studies, Drama,
working in business organising, leading manager, travel Computing, Text
and captaining, agent, music or Information
computing, planning sports promoter Management,
Languages
CONVENTIONAL
Likes working Computing and Secretary, English, Maths,
indoors and at tasks keyboarding, receptionist, office Business Studies,
that involve recording and worker, librarian, Accounting,
organising and keeping records, bank clerk, Economics,
being accurate, paying attention to computer operator, Computing, Text
following detail, meeting and stores and dispatch Information
procedures, working greeting, doing clerk Management
with data or calculations,
numbers, planning handling money,
work and events organising,
arranging, working
independently

Holland asserts that people of the same personality type working together in a
job create an environment that fits and rewards their type.
Within this theory there are six basic types of work environment, which correlate
directly to the personality types. Holland emphasises that people who choose to work in
an environment similar to their personality type are more likely to be successful and
satisfied. This idea is important as it shows Holland’s theory can be flexible,
incorporating combination types.

BANDURA’S THEORY

Albert Bandura is well regarded for his Social Cognitive Theory. It is a learning
theory based on the ideas that people learn by watching what others do, and that
human thought processes are central to understanding personality. This theory provides
a framework for understanding, predicting and changing human behaviour.
 Attention
 You need to pay attention to learn something new. The more striking or different
something is (due to colour or drama, for example) the more likely it is to gain our
attention. Likewise, if we regard something as prestigious, attractive or like ourselves,
we will take more notice.
 Retention
You must be able to retain (remember) what you have paid attention to. Imagery
and language pay a role in retention: you store what you have seen the model doing in
the form of verbal descriptions or mental images, and bring these triggers up later to
help you reproduce the model with your own behaviour.

 Reproduction
At this point you have to translate the images or descriptions into actual
behaviour. You must have the ability to reproduce the behaviour in the first place. For
instance, if you are watching Olympic ice skating you may not be able to reproduce their
jumps if you can’t ice skate at all! Our abilities improve even when we just imagine
ourselves performing.
 Motivation
Unless you are motivated, or have a reason, you will not try to imitate the model.
Bandura states a number of motives, including:
1. past reinforcement
2. promised reinforcement
3. vicarious reinforcement.

KRUMBOLTZ’S THEORY

John Krumboltz's planned happenstance theory makes it OK to not always plan,

because unplanned events could lead to good care.He states that indecision is
desirable and sensible, as it allows the opportunity for clients to benefit from unplanned
events. This theory is called planned happenstance.
This emerging theory specifically addresses the need for people to deal with
change within the rapidly changing labour market. Managing life transitions is seen as
an essential career management skill. Krumboltz’s theory offers insight on how to deal
with the limited degree of control we have over some career experiences. At the core of
this theory is the fact that unpredictable social factors, chance events and
environmental factors are important influences on clients’ lives. As such, the
counsellor’s role is to help clients approach chance conditions and events positively. In
particular, counsellors foster in their clients:
 curiosity to explore learning opportunities
 persistence to deal with obstacles
 flexibility to address a variety of circumstances and events
 optimism to maximise benefits from unplanned events.
Krumboltz states that people with these qualities are more likely to capitalise on
chance events and turn serendipity into opportunity.Furthermore, several factors have
been highlighted as being helpful in career management, including:
 the commitment to ongoing learning and skill development
 ongoing self-assessment
  assessment and feedback from others
 effective networking
 achieving work-life balance
 financial planning to incorporate periods of unemployment.

GINZBERG’S THEORY

The career theories of Eli Ginzberg were developed in 1951. The grant allowed
Ginzberg to study occupational choice, interviewing upper middle class young men
because of their privilege to choose their careers. This research led to the publication of
"Occupational Choice: An Approach to a General Theory." Ginzberg believed studying
the privileged would reveal the processes by which individuals choose careers, from
early childhood to early adulthood. Ginzberg and associates outline three distinct stages
or periods in the career-choice process, each of which is divided into substages.
 Fantasy
Ginzberg's first milestone in career development takes place during childhood, from
birth to 11 years old. During this stage, children primarily engage in playful acts,
simulating occupations such as firefighter, police officer, race car driver, etc. Ginzberg
believed children transition from playful imitiation to work imitation near the end of this
stage, i.e. from simply wearing costumes to acting out the specific duties of a job.
 Tentative
From 11 to 17 years of age, adolescent children are able to better focus on, and
recognize, work requirements. There are four stages in this period. The first stage is
"interest," where children learn likes and dislikes. The second stage is "capacity," where
the child learns how much her abilities align with her interests. The third stage, "values,"
sees the child at 15 become aware of how work may fulfill her values. The final stage of
this period is called "transition," and begins when the individual assumes responsibility
for her own actions, becomes independent and exercises her freedom of choice.
 Realistic
The realistic period begins at age 17 and goes into the early 20s. During this stage, the
person establishes alternative paths in her work life, or a "backup plan." Throughout this
three stage period, she will develop personal values and begin to zero in on her optimal
career choice. The first period of the realistic stage is "exploration." During this stage,
the individual choose her career path but remains open to other opportunities. The next
stage, "crystallization," is when she becomes more engrossed in a particular career,
committing to one direction more than she ever has. The third period is "specification,"
in which she commits to or develops a preference for a specific area of her occupation.

Eventually Ginzberg rescinded his early assumptions that the occupational

decision making process was limited to adolescence and early adulthood, accounting
instead for mid-life crisis changes in careers or after-retirement occupation changes.
Therefore the occupational decision process extends throughout an entire lifetime.
Instead of compromising, Ginzberg reconsidered, people optimize.

8. Use MLA/APA format in citing your sources.

Careersnz. (2016, December 14). Parson’s Theory. Retrieved from
https://www.careers.govt.nz/practitioners/career-practice/career-theory-models/parsons-
theory/

Careersnz. (2017, May 24). Holland’s Theory. Retrieved from

https://www.careers.govt.nz/practitioners/career-practice/career-theory-
models/hollands-theory/

Careersnz. (2016, October 27). Bandura’s Theory. Retrived from

https://www.careers.govt.nz/practitioners/career-practice/career-theory-
models/banduras-theory/

Careersnz. (2016, December 14). Krumboltz’s Theory. Retrieve from

https://www.careers.govt.nz/practitioners/career-practice/career-theory-
models/krumboltzs-theory/

Kilhefner, J. (n.d.). The career theories of Eli Ginzberg. Retrieved from

http://woman.thenest.com/career-theories-eli-ginzberg-15464.html