INTRODUCTION

TO
C A R E E R G U I DA N C E
&
DEVELOPMENT

DR. AZMAWATY MOHAMAD NOR

Senior Lecturer
Department of Educational Psychology & Counselling
Faculty of Education
University of Malaya
[email protected]
 GLOBALIZATION AND CAREER
DEVELOPMENT

• Informalisation of the formal sector

eg:
agricultural daily work, urban street vendors,
paid domestic work, or at-home producers of
clothing or other manufactured goods.
 GLOBALIZATION AND CAREER
DEVELOPMENT
• Increase in job loss and unemployment

Eg:
new international job markets, lesser trade
barriers, the sophistication of technology and
communication has led to companies offering
more jobs to international worker and less to
domestic workers.
 GLOBALIZATION AND CAREER
DEVELOPMENT
• Casualization of the labour force
Eg:
Casual workers face unpredictability with their employment
and denied paid holiday entitlements and sick leave

 Social unrest due to inequality of workers rights

 Eg:
The question arised as to whether globalization
contributes to equality or does the rich becomes richer
while the poor becomes poorer
 EFFECTS OF GLOBALIZATION
ON WORKERS
• The need for physical mobility
• The need for psychological adjustments
• The need for additional language proficiency
• The need to gain additional education and training
 CAREER IN PRESENT DAY

• Dramatic transformation –influence when, how, where, how, where,

and why we work.
• Impact of full employment on the ‘health’ of the nation
• Relation between unemployment and social and physical problems
• Impact of organizational failures
• Numbers of people impacted
 TERMS AND CONCEPT
Job
Position
Occupation
Career development
Career intervention
Career guidance
Career education
Career information
Career coaching
Position
 Shartle(1959)- a group of tasks performed by one individual.
 A unit of work with a recurring or continuous set of tasks.

Job
 Shartle (1959)- a group of similar positions in a single business.
 A paid position held by one or more persons requiring some
similar attributes in a specific organization.

Occupation
 A group of similar jobs in a several businesses.
 Similar positions found in different industries or organizations
 Career development
 Life-long process involving psychological, educational, economic, and physical
factors ,as well as chance factors that interact to influence the career of individual.

 Career intervention
 Enhancing some aspect of a person’s career development (career counseling to
assessment)

 Career guidance
 To a client group ( high school or college)- systematic flow
 includes all components of services and activities in educational institutions,
agencies, and other organizations that offer counseling and career-related programs

 Career education
 Occupational information, taking field trips to industries
 systematic attempt to influence the career development of students and adults
through various types of educational strategies
 Career information
 also called labor market information.
 It involves providing comprehensive information about job trends, the industries in
the country, or comprehensive information system.

 Career coaching
 efforts made by consultants to assist workers in making optimal career choices in
current changing corporate structures
CAREER GUIDANCE
&
DEVELOPMENT
 OBJECTIVES

• Explain the definition of career guidance and counselling

• Career guidance services field of career development

• Theory Career Development

eg: inventory (Self Directed Search, John Holland)
 CAREER GUIDANCE
& DEVELOPMENT

• Catered to help others explore career options that

are available to them and make informed career choices as a result.
 PURPOSES OF
CAREER GUIDANCE & DEVELOPMENT

• To help people obtain a career as a result of conscious planning

• To help people experience job satisfaction

• To inform people about possible career choices

• To assist people in making transitions from school to work

 CLASSIC DEFINITION
CAREER GUIDANCE
(SUPER, 1951)

• A process of helping a person to develop and accept an integrated and

adequate picture of himself and his role in the world of work
• to test his concept against reality and to convert it into reality with satisfaction
to himself and benefit to society
 CAREER GUIDANCE DEFINITION

• Includes services and activities related • Includes job selection, career

to career counseling and education planning, inventory, placement, &
programs customization in work
(Zunker, 1990, in EDU 3120 module) (Suradi, 1996)
 CAREER GUIDANCE SERVICE FIELDS

• Dissemination of career information (education & training program

information, job opportunities, social / environmental information)
• Administration and interpretation of career inventory results
• Career counseling
 TYPES OF CAREER INFOMATION

1. Pre-employment information
2. Current information in the job
3. Career guidance & counselling
 CAREER COUNSELLING
DEFINITION

NATIONAL CAREER DEVELPMENT ASSOCIATION

(NCDA)
USA

• A one-to-one or small group relationship between a client and a counselor

with the goal of helping the client(s) integrate and apply understanding of self
and the environment to make the most appropriate career decisions and
adjustment
 CAREER COUNSELLING
DEFINITION

(BROWN & BROOKS, 1991)

• A process of helping individuals in career development problems - helping to

choose, enter, adapt, and advance in the work
• Lifelong process
CAREER PROBLEMS DEFINITION

(BROWN & BROOKS, 1991)

i. Unable to make a career decision
ii. Work performance decrease
iii. Stress and adjustment
iv. Incompatibility of personality and working environment
v. Unsatisfactory & inadequate integration of life roles
CAREER SELECTION
STRATEGIES

1. Knowing yourself
2. Know the world of work
3. Matching yourself and world of worlk
TASKS OF CAREER COUNSELORS

• To find effective ways to deliver career information and

to improve career choice making in ways that
will significantly increase the number of people
who enter career as a result
of making a conscious informed choice
• To understand the guidelines that govern professional practice
and to develop a command of a reasonable number
of the tools and strategies that can be employed
to help various client groups with
their career development
 PROTEAN CAREER

• displaces the notion of a linear or vertical career path and acknowledges

flexible and idiosyncratic career construction or building

• It includes all aspects of an individual’s life as relevant to career

 NATURE OF CAREER PROBLEM

• Involve a gap
• Multiple options, not a single correct choice
• Complex and involve feelings
• Uncertainty about the outcome
• Decisions create new problems
 NATURE OF CAREER PROBLEM

Rapid change
Nature of work in today’s organizations
Work options
Diversity
Gender
Career materials and resources
 WHY CAREER DEVELOPMENT NEEDED?

Today’s generation…

• Lack of motivation
• Never plan for the future
• Jump into any career
• Follow the crowd
• Fail to discover their life
• Live in a fantasy world
 CURRENT SITUATION AND TREND

• Lost of focus
• Less influence by parent and teachers
• Effort to increase quantity
• Increasing dropouts
• Increasing competition
 IMPLICATIONS TO CAREER
COUNSELLING
• Heppner (1997) suggested that counseling “can play
an important role in building a global village that helps
people improve their well-being, alleviate distress and
maladjustment, resolve crises, modify maladaptive
environments, and increase their ability to live more
highly functioning lives”
 CHANGES IN THE PERCEPTION OF VOCATIONAL
GUIDANCE AND COUNSELING SERVICE
Old Paradigm New Paradigm

Matching trait and factors Correspondence of person-environment

Statistical approach Developmental approach

Directive roles for counselor Non- directive roles for counselor

“one size fits all” approach “each person is unique” approach

Choose a vocation Make a career construction

Serve the information Search self and world of work

Serve to young people Serve to people of all ages

Focus on ability and interest Focus on whole person

Evaluate current traits Support to discover potentials

Permenance , stability Temporariness, changeability

Predictability, linearity Uncertainty, curve linearity

Limits alternative Enhance alternatives

Institutional responsibilty Individual responsibility
Build of career path Create own career narrative
Planning the career for person Holistic life construction
 CURRENT ISSUES IN
CAREER DEVELOPMENT
• Globalization
• Technology
• Economic situation
• Education opportunity
• Career among woman
• Life expectancy
 CAREER
THEORIES
CAREER THEORIES

• Holland Career Development Theory

• Super Career Development Theory

• Ginzberg Career Theory

• Anne Roe Career Theory

 HOLLAND
CAREER DEVELOPMENT THEORY
• individuals fit into 6 types that represent distinct interests and
values
• environments can be divided into six categories that are similar to
the types that describe people
• people seek out environments that complement their type or
subtype
 SIX TYPES OF PERSONALITY
& FIELD OF WORK
HOLLAND
1. Realistic
2. Investigative
3. Artistic
4. Social
5. Enterprising
6. Conventional
REALISTIC
• Antisocial • Concrete and physical
• Practical environment type; prefer outdoor,
office, technical, hands-on
• Inflexible
environment
• Stubborn
• Obey
• Persistent
• Uninvolved
• Uninsightful
INVESTIGATIVE
• Analytical • The intellectual type in managing
• Cautious the environment, love reading,
tactic, analytic, scientific
• Rational
• Critical
• Freedom
• Intellectual
• Complex
ARTISTIC
• Expressive • kind of dealing with the art
• Non practical environment & imagination; like to
create & produce art
• Intuitive
• Disobey
• Sensitive
• Terbuka
• Idealistic
• Impulsive
SOCIAL
• cooperate • Type of deal by interaction,
• Love to help communication, love to care about
others, help, educate, community
• Social
services
• Sociable
• friendly
• The referee
ENTERPRISING
• Powerful • love dealing with others, persuade,
• Confident trading, selling, own business

• Optimistic
• Like to talk
• Like to showoff
• Aspiring
• Love traveling
• Controlling
CONVENTIONAL
• Be careful • Like to arrange, routine, stacking
• Obey systems, systematically, like
working in officials, stereotyping
• Practical
• Not imaginative
• Methodical
• Defensive
• Regular
• Inflexible
 SUPER
CAREER DEVELOPMENT THEORY
• Concept of the main influence - human beings try to realize the concept of self
in the work
• Humans differ in terms of interests and personality
• It is appropriate to take care of various types of work because of the ability,
interest & trending of various personnel
• The development of work is a ranking process
ROLES OF LIFE

Super also associates the role of life with one's career development / career
involvement
Super introduces Life Career Rainbow to illustrate the link between career
and the role of life
According to him, the role of a person's life is likely to overlap with the stage
and task of his career development
Evaluate the satisfaction of living by looking at the role of life being carried out
at a time
LIFE RAINBOW (SUPER THEORY)
 SUPER
STAGES OF CAREER DEVELOPMET

1. Growth (born – 14)

2. Exploration (15 – 24)
3. Inauguration (24 – 44)
4. Preservation (45 – 64)
5. Decline (65 - )
OTHER FACTORS AFFECTING
CAREER DECISION

• Economy

• Social

• Psychology
 GINZBERG
CAREER DEVELOPMENT THEORY

1. Two sets of people

i. Work oriented
ii. Orientation oriented

Development of work is a process

GINZBERG
STAGES OF CAREER DEVELOPMET
1. Fantasy rating
- children up to 12
- variable options; ideal not realistic

2. Trial / tentative rating

- start to realize the interests, capabilities, personal values & values of society
- career options based on 4 criteria

3. Realistic rating
- implementation, setting & specialization
 ANNE ROE
CAREER THEORY

• In general this theory relates the influence of

energy, soul, genetics, child care, & individual needs
with career choices and interests
EXPLANATIONS
1. Individual interests & abilities are inherited

2. The energy / soul in genetic breeds can not be fully controlled by

individuals, channelled to work activities

3. Individuals also have a requirement for hierarchy (eg: Hierarchy Maslow)

4. There are 2 categories of jobs - human-oriented (social & service) & not
(science & technology, outsourced)

5. Friendly family atmosphere & make love (OM)

6. Cold / ignored (TOM) atmosphere or otherwise OM for finding satisfaction

 PA RENTING STYLES
VS
VOCATIONAL GRATITATION OF CHILD

• Roe, in 1957, outlined six specific parenting styles

• These parenting styles have peculiar characteristics and diverse

influence on the vocational gravitation of the child later in life
• Over-protecting parent tries to attend to all the needs of the child, may over
pamper him/her, builds up a "fence" round him/her.

• *Over-demanding parent makes a lot of demands on the child, places a lot of

challenges on hand her and have high expectations from him/her.

• *Loving-acceptance parenting style is characterized by loving-care, concern,

mutual understanding and acceptance of the child's worth and level of maturity.

• *Casual-accepting parent shows concern for the child wildly and when found
feasible and affordable.

• *Neglecting parent neglects the child and do not show love or concern, the
rejecting parent is characterized by abandonment and outright rejection.
Anne Roe was the first career specialist to develop a two-dimensional system of
occupational classification that utilizes FIELDS and LEVELS.

The 8 occupational "fields" include:

Service, Business, Contact, Organizations, Technology, Outdoor, Science, General

Culture, and Arts & Entertainment

The 6 "levels" of skill include:

Professional & Managerial 1, Professional & Managerial 2, Semi-Professional /
Small bBsiness, Skilled, Semi-Skilled, and Unskilled.