STUDY UNIT 4

BY DR MOKGOJWA
2022
Career Choice and counselling

© Juta and Company Ltd, 2012 Careers – an organisational perspective 1

 Chapter 4: Career choice and
counselling
Learning outcomes
After studying this chapter you should be able to:
❱Discuss the trait-and-factor or person–environment-fit approaches
❱ Discuss various principles of Holland’s theory and the RIASEC model
❱ Describe the psychological processes that constitute types in Jung’s theory and indicate their relevance
to occupational choice
❱ Explain Dawis and Lofquist’s view of how the fit between the individual and work contributes to work
adjustment
❱ Explain Super’s views on self-concepts, career maturity, career adjustment and life stages
❱ Discuss the cognitive–behavioural approaches to career decision-making
❱ Describe the determinants and outcomes of the decision-making process in Krumboltz’s theory
❱ Explain Lent and Brown’s social cognitive model of career self-management as a theory of adaptive
career behaviour

© Juta and Company Ltd, 2012 Careers – an organisational perspective 2

 Chapter 4: Career choice and
counselling
Learning outcomes (continued)
After studying this chapter you should be able to:
❱ Explain how self-efficacy expectations are involved in differential career development of men and women in Hackett and
Betz’s model
❱ Discuss the life-career theory of Tiedeman, O’Hara and Miller-Tiedeman
❱ Explain the influence of childhood experiences on career choice and decision-making as discussed in Bordin’s theory
❱ Explain the role of needs and parent–child relations in Roe’s theory
❱ Discuss the person-in-environment perspective of Cook, Heppner and O’Brien
❱ Describe Brown’s view of values in career choice
❱ Describe the contribution of Savickas’s career construction theory and logotherapy to career development counselling in
the modern workplace
❱ Discuss the career diagnostics framework
❱ Discuss ethical considerations in career counselling

© Juta and Company Ltd, 2012 Careers – an organisational perspective 3

 Chapter 4: Core Themes
4.2 Trait-and-factor or person- ❱Parsons’s trait-and-factor theory Parson’s theory
environment-fit theories: ❱ Holland’s theory of personality https://www.careers.govt.nz/resources/career-practice/career-theor
View the self as corresponding and occupational types y-models/parsons-theory/
to the personality. The purpose of ❱ Dawis and Lofquist’s theory of Holland's Personality Types
vocational guidance is identifying person–environment https://www.youtube.com/watch?v=NI9tVEKXQdQ
the personality traits correspondence Holland's Person-Environment Theory
of clients in order to achieve an ❱ Jung’s theory of personality https://www.youtube.com/watch?v=kSFX0nFm7Cw
optimal fit between clients and the types Theory of Work Adjustment
work environment https://www.youtube.com/watch?v=qjgcQRqPgts

Carl Jung: Personality Theory

https://www.youtube.com/watch?v=bP37RUJOzxI

Myers Briggs Personality Types Explained - Which One Are You?

https://www.youtube.com/watch?v=NXcWZnQPUXw

4.3 Lifespan development theories: The ❱ Super’s career development Super's theory 001
self is seen to develop and evolve theory https://www.youtube.com/watch?v=EPG7fa3QqXo
over time (chronological aging) with
the active management of changing Super's Career Theory
worker and other life roles across https://www.youtube.com/watch?v=WwPjFz8W65o
the lifespan
SUPER'S THEORY
https://www.youtube.com/watch?v=izSrqo6Ov3g

© Juta and Company Ltd, 2012 Careers – an organisational perspective 4

 Chapter 4: Core Themes (continued)
4.4 Cognitive–behavioural theories and ❱ Krumboltz’s career decision- Krumboltz
approaches: Emphasise a change- making theory https://www.youtube.com/watch?v=2vYZqXks9OE
focused problem-solving approach ❱ Lent and Brown’s social
and the cognitive processes through cognitive theory of career Krumboltz Career Counseling
which people monitor their career selfmanagement https://www.youtube.com/watch?v=x29orv8Q9bU
behaviour ❱ Mitchel, Levin and
Krumboltz’s happenstance Career Development - Social Cognitive Career Theory
approach https://www.youtube.com/watch?v=Ha8eNKPeNAw
theory
❱ Hackett and Betz’s theory of Social Cognitive Career Theory
self-efficacy https://www.youtube.com/watch?v=rbvIn5phaGY

Krumboltz Learning & Happenstance Theories

https://www.youtube.com/watch?v=MZVTMDNn5Fo

Self Efficacy: Its Role and Sources

https://www.youtube.com/watch?v=wrzzbaomLmc

4.5 Psychodynamic approaches: Focus ❱ Bordin’s theory of personality Personality Development and Change
on issues of ego identity, life scripts development https://www.youtube.com/watch?v=Nx9HicVPSSk
and life themes ❱ Tiedeman, O’Hara and Miller-
Tiedeman’s life-career decision- Career Decision Making Process
making theory https://www.youtube.com/watch?v=y6-OHYG0wb8

TIEDEMAN AND O'HARAS CAREER DEVELOPMENT

https://www.youtube.com/watch?v=0pjzU7n2lH8

© Juta and Company Ltd, 2012 Careers – an organisational perspective 5

 Chapter 4: Core Themes (continued)
4.6 Relational approaches to career ❱ Roe’s theory of parent– Career theory: Ann Roe, needs theory
development: Attend to the involvement of child relations https://www.youtube.com/watch?v=8JzGHQGQx1c
parents and families in the career decision-
making of children, adolescents and adults
4.7 Person-in-environment perspectives: View ❱ Cook, Heppner and Ecological Systems Theory
career and career development as O’Brien’s race/gender https://www.youtube.com/watch?v=sKjYDC-4HYY
embedded in the larger context of social and ecological
environmental interchange and relationship theory https://www.youtube.com/watch?v=aSfPSLBw-Nc
❱ Brown’s theory of values
Career Alignment | Why are Values Important to your Career Choice
https://www.youtube.com/watch?v=0QKze4yibJY

The Psychology of Career Decisions

https://www.youtube.com/watch?v=4e6KSaCxcHs

4.8 Postmodern perspectives: Believe that ❱ Savickas’s career Career Counseling Episode 4: Career Construction
individuals construct or perceive their own construction theory https://www.youtube.com/watch?v=jhMiIMYMUt0
reality or truth, and that there is no fixed ❱ Existential career
truth. counselling based on Frankl’s What is Logotherapy?
logotherapy https://www.youtube.com/watch?v=wEiDM0r7o48

https://www.youtube.com/watch?v=2aEFXOeupkc
4.9 Career theories in practice Module 1 - Career Theories
https://www.youtube.com/watch?v=OLz7UJO4Z4U

Career_Theories
https://www.youtube.com/watch?v=geJlpmAg6wg
4.10 Application of the diagnostic framework for career services

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Introduction

• Career choice refers to the decision that people

need to make/remake about their careers and work.
• Career counsellors guide clients in the decision-
making process, commonly known as career
counselling.
• Career development theories offer a framework for
career counsellors to examine and explain career
behaviour.
• A career counsellor must be well conversant with the
existing and emerging career theories, their
strengths and weaknesses, and how to apply them
in career development and choice.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 7

1. Trait-and-factor/person-environment-fit
theories
• These theories developed from the measurement
movement as they focus on the assessment of the
characteristics of both the person and the job.
• Trait- refers to the characteristics of the individual
that can be measured through testing
• Factor- refers to characteristics required for
successful job performance.
• The underpinning assumption is that individuals
have unique patterns of ability and/or traits that can
be objectively measured and matched with the
requirements of the various types of jobs.

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Theories underpinned by the
Trait-and-factor/person-
environment-fit paradigm

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Parson’s trait-and –factor
theory
• The approach is aimed at helping young people to
make wise decisions and become employed.
• Consists of a three-pronged approach

Self knowledge Obtaining knowledge Integrating individuals’

about the job traits to the job

© Juta and Company Ltd, 2012 Careers – an organisational perspective 10

 Parson’s trait-and –factor theory
(cont’d)
• The characteristics measured for career guidance are
• mental abilities;
• personality characteristics;
• interests; and
• values.
• There are some limitations in using the instruments developed
around this approach, namely;
• reliability and validity of the test;
• professional expertise and orientation of the individual
administering the instrument;
• prevents interaction between the client and the counsellor;
• instruments underpinned by this approach are mechanistic in the
sense that man is reduced to a mere variable; and
• instruments are viewed as more static rather than developmental.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 11

Holland’s theory of personality and
occupational types (RIASEC model)
• Main assumptions:
• individuals choose situations and environments that satisfy their
personality orientations;
• people search for environments that will help them use their skills
and abilities, express their attitude and values, and take on
agreeable challenges and roles.
• The theory classifies people into six personality types, namely;
• Realistic (R);
• Investigative (I);
• Artistic(A);
• social(S);
• enterprising (E); and
• conventional (C).
• There are also six modal-occupational orientations in line with
the six-modal-personal orientations.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 12

 Holland’s Hexagonal model
• The four basic constructs
used to provide a holistic
picture of the interaction
between an individuals
personality type and the
occupational
environment, namely;
• congruence;
• consistency;
• differentiation; and
• identity

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Limitations of the theory

• Notable limitations of the theory are :

• although the theory presents a complex approach
to identifying interactions between individual’s
personality and environments , the results may be
misused due to the simplicity of its application;
• less experienced counsellors may use the results
to recommend clients to a limited number of career
choices; and
• personality-environment-fit approaches may not
always be applicable to the availability of jobs in the
job market.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 14

Dawis and Lofquist’s theory of
person-environment-
correspondence
• Main assumption:
• Career development process is the unfolding of the
individual’s abilities and requirements, in the interaction
with the individual’s various environments;
• Focuses on the “fit” of a person for a particular work
environment;
• Optimal correspondence between the person and the
environment will lead to success and satisfaction.

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Central points of the work
adjustment/person-environment
correspondence

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Strengths of the theory

• The strengths of the theory is that:

1. It is based on empirical studies;
2. It can be applied in many issues regarding work
adjustment;
3. The model on which the theory is based can be used
to assess resistance to change, flexibility and
perseverance on both the individual and the
organisation;
4. It can indicate how difficult an adjustment problem is
and how much adjustment can be expected.

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Jung’s theory of personality
types
• Main assumption:
• Psychological type is a major construct by which
personality can be understood.
• Psychological type is similar to personality type
as it refers to a personality pattern involving
certain psychological processes that determine
an individual’s orientation.
• The theory has been the foundation for two
instruments, the Myers-Briggs Type Indicator
and the Jung personality Questionnaire.

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Psychological types

• The psychological types include two attitudes and

four psychological functions.
• The two attitudes are :
– extraversion; and
– introversion.
• The four psychological functions are:
– sensing;
– feeling;
– thinking; and
– intuition.

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Contributions of the measuring
instruments
• Both instruments are useful in the context of
vocational guidance.
• Myers-Briggs Type Indicator :
• is helpful in the 21st century world of work as it
assumes a developmental component;
• individuals can adapt to new situations using all
parts of their personalities.
• Jung’s personality Questionnaire:
• is useful in selecting a suitable occupation in
accordance with the personality type measured.

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2. Life-span development
theories
• Choosing a career or managing career
development involves a continuous process that
carries on through life.
• Theories use concept from developmental
psychology (developmental stages and career
maturity).
• Theory by Donald Super is most commonly
associated with the developmental approach to
careers.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 21

Super’s career development
theory
• Career development comprises the formation and
implementation of self-concepts in the work place. There needs
to be synthesis or compromise between the individuals’ own
self-concept and aspects of reality.
• Self-concepts are the individuals’ own view of their personal
characteristics through their interaction with the environment.
• Synthesis is a learning process where role playing plays a part.
• Adjustment refers to the outcomes of behaviour in career
development. Self-concepts can be modified in the process of
adjustment.
• Career maturity refers to readiness to make career decisions
and to cope with developmental tasks of particular life stages.

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Super’s career life stages

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Advancements and strengths of
the theory
• There have been various additions to the
theory hence the following two models:
• The Life-Career Rainbow; and
• The Segmental Model.
• Strengths of the theory include:
• its flexibility in incorporating cultural variables;
• its acceptability of constructs in the African context;
and
• its emphasis on career adaptability, where the
individual is ready to cope with the changing world
and changing workplace.

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3. Cognitive-behavioural
theories and approaches
• Theories are developed from a behavioural
psychology perspective.
• Theories emphasise:
• a change-focused problem solving approach; and
• the cognitive processes through which people
monitor their career behaviour.
• Theories include:
• Krumboltz’s career decision-making theory;
• Mitchell, Levin and Krumboltz’s happenstance
approach theory; and
• Hackett and Betz’s theory of self-efficacy.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 25

Krumboltz’s career decision-
making theory
• Theory is an application of social learning theory.
• The assumption is that:
• Learning (both instrumental and associative), together with genetic
factors, environmental factors and abilities (task approach skills)
are determinants of the decision-making process.
• The interaction of these determinants result in certain outcomes,
including actions regarding career decisions.
• Decision-making determinants:
• genetic endowment; and
• special abilities
• Decision-making outcomes:
• self observations generalisations;
• world-view generalisations; and
• task approach skills.

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Mitchell, Levin and Krumboltz’s
happenstance approach theory
• The primary assumption is that unpredictable social
factors, environmental conditions and chance events
over the life span must be recognised as important
influences in the clients life.
• This approach, therefore suggests that the career
counsellor assist the client to deal with unplanned
events in a positive manner.
• There are five critical client skills, namely,
1. curiosity;
2. persistence;
3. flexibility;
4. optimism; and
5. risk-taking.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 27

Hackett and Betz’s theory of
self-efficacy
• The theory is based on the work of Bandura and Krumboltz,
Mitchell and Jones.
• The importance of self-efficacy is highlighted as the key to
career decisions, focusing on the career development of women.
• Self-efficacy refers to an individuals’ sense of control over events
that affect their lives.
• Women and men differ with regard to their expectations of self-
efficacy.
• Women have low expectations of self-efficacy resulting in them
not fully realising their potential; assuming lower paying and
lower-status jobs; low representation in professional fields like
engineering, law; and low representation in management and
administration positions.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 28

Hackett and Betz’s theory of self-
efficacy (cont’d)
• The following must be considered in understanding
women’s development of personal efficacy:
• Performance accomplishments- successful performance in a
role increase expectations of efficacy in that particular role;
• Vicarious learning- refers to learning by observing other
people’s behaviour;
• Emotional arousal- involves anxiety and susceptibility to
stress, which can negatively influence self-efficacy
expectations and performance; and
• Verbal persuasion- involves encouragement or lack of
thereof from others to engage in career pursuits.
Encouragement may either increase self-efficacy
expectations or decrease self-efficacy expectations.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 29

4. Psychodynamic approaches

• Theories focus on issues of ego-identity, life

scripts and life themes.
• The approaches are based on internal structures
of motivation and the constructs of identity,
lifestyle, the self and family systems.
• Theories include:
• Bordin’s theory of personality development;
• Tiedeman, O’Hara and Miller-Tiedeman’s
lifecareer decision-making theory.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 30

Bordin’s theory of personality
development
• Childhood experiences are seen as basic to the relation between
personality and work;
• Play is intrinsically satisfying activity that gives the individual a
sense of wholeness and joy, while in work, play involves the
search for a self-satisfying career;
• In childhood, play is initially spontaneous but it become linked
with effort, making it more intense and complex;
• An individuals experience of compulsion and effort determines
the degree to which play and effort fuse.
• By using the tree as a metaphor for career choices the following
analogy can be used:
• play, effort and compulsion as roots from which the branches grow
in different directions; and
• career decisions during their lives as the branches.

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Tiedeman, O’Hara and Miller-
Tiedeman’s lifecareer decision-making
theory
• The theory :
• aims at providing a model for describing the inner experience in
decision-making;
• is based on Erikson’s view that ego-identity develops over stages
in the life span.
• Ego-identity, in this theory, is viewed as a self-organising system
that develops through the mechanisms of differentiation and
reintegration.
• Differentiation- allows the individual to distinguish between
themselves and the environment and separate different aspects
of the self.
• Reintegration- enables the individual to structure the different
aspects of the self into meaningful whole that contribute to the
wholeness of the self.

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Decision-making process

• Differentiation and reintegration constitute a

decision-making process where new
knowledge and experiences are constantly
formed, reformed and integrated into ego-
identity.
• The decision-making process is divided into
two phases with various steps as follows:
Anticipation:
-Exploration Implementation:
-Induction,
-Crystallisation,
-Reformation, and
-Choice, and
-Reintegration .
-Clarification .

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Decision-making process
(cont’d)
• An expansion of the theory includes an
incorporation of two types of realities to the
decision-making process. The two realities are:
– personal reality; and
– common reality.
• In advancing their careers individuals must
become aware of the differences between the
realities and must realise the importance of their
personal reality in decision-making.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 34

5. Relational approaches to
career development
• Concentrate on the involvement of parents and
families in career decision-making of children,
adolescents and adults.
• Roe’s theory of parent-child relations uses
Maslow’s hierarchy of needs as a framework
for understanding the relevance of needs to
occupational behaviour.
• Work can satisfy needs in various ways.
• The relative strength of needs and mode of
satisfying them is determined by the parent-
child relations.
© Juta and Company Ltd, 2012 Careers – an organisational perspective 35
Roe’s theory of parent-child
relations
• Roe conceptualised three parental behaviours in
the parent-child relationship resulting in basic
orientations, namely:
• emotional concentration on the child;
• avoidance of the child; and
• acceptance of the child.
• Roe further developed a classification system
consisting of eight occupational groups,

© Juta and Company Ltd, 2012 Careers – an organisational perspective 36

Roe’s classification system

© Juta and Company Ltd, 2012 Careers – an organisational perspective 37

6. Person-environment
perspectives
• View career and career development as
embedded in the larger context of social and
environmental interaction and relationship.
• The focus is on contextual interaction over the
life-span.
• Career counselling procedures attempt to
uncover both internal and external variables that
contribute to career development.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 38

Cook, Heppner and O’Brien’s
race/gender ecological theory
• The model argues that everyone has both a gender and a race
and that these factors decisively shape the individual’s career
throughout life. They also encounter opportunities and obstacles
because of their race and gender.
• Career behaviour is an “act-in-context” where the context is
important in explanation and meaningfulness of the individual’s
behaviour.
• There are four systems making up the environment, namely,
microsystem, mesosystem, exosystem, and the macrosystem.
• Career behaviour, therefore, is determined by the
interrelationship between the four subsystems of the larger
ecosystem.
• The focus, therefore, of the career counsellor is on changing the
individual’s interactions with the environment.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 39

Brown’s theory of values

• This model of career development stresses the

importance of values in career decision-
making.
• Values incorporate cognitive, affective and
behavioural components and serve as
standards by which individuals evaluate their
own actions and that of others.
• The central argument is that individuals
function holistically, therefore the career
counsellor needs to incorporate the interactions
of various life role in the whole life space.

© Juta and Company Ltd, 2012 Careers – an organisational perspective 40

Brown’s theory of values
(cont’d)
• The model is based on six propositions, namely:
1.values in the value system are acquired from society;
2.values with high priorities are the most important
determinants of life role choices;
3.culture, gender, socio-economic status, opportunities
and social interaction influence the development if
values;
4.life roles that satisfy all prioritised values are essential to
life satisfaction;
5.the significance of a role is determined by the degree to
which it is expected to satisfy prioritised values; and
6.success in any role depends on the abilities and
aptitudes required to perform the function of the role.

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7. Post-modern perspectives

• Perspectives are underpinned by the belief that

individuals construct or perceive their own reality or
truth and that there is no fixed truth (constructivism).
• Focus is on the subjective experience of their career
development and individuals are seen as agents of
their careers, which is in line with the assumption of
constructivist who focus on how the individuals think
and how they process what they learn.
• Career counsellors using this perspective focus on
both the meaning that their clients give to their
problems and see problems as meaningful options
that are no longer helpful.

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Savickas’s career
construction theory
• Career construction theory argues that individuals
construct their careers by attaching meaning to their
vocational behaviour and occupational experiences.
• Career represents a subjective construction that imposes
personal meaning on past memories, present
experiences, and future aspirations by using a life theme
that patterns the individual’s work life.
• Career counsellors using career construction theory to
listen to client’s narratives for:
• life structure issues;
• vocational personality style;
• career adaptability; and
• thematic life stories/life themes.

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Frankl’s theory of existential
guidance (logotherapy)
• Existential guidance (based on principles of
logotherapy) is used to help clients recognise the
role of the human spirit in finding meaning in life.
• Career counsellors therefore help clients to find
meaning in their lives and efforts and guide them
in advancing their human dignity and discovering
life’s meaning and purpose.

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The Diagnostic Framework for
career services
• The Framework is based on Savickas’s model of coherent
career services, where each of the career services draws upon
different career theories.
• vocational self- consists of the individual's attitudes and
behavioural responses that are related to their vocational tasks
and situations;
• subjective sense of career-refers to self awareness that the
individual has of their own career behaviour, self concepts and
identities;
• career self- allows the individual to make meaning and to use
this meaning to direct their own behaviour in a mature manner;
• the environment- constitutes type various life roles and related
career/life tasks and challenges that the individual has to deal
with in their carer journey;

© Juta and Company Ltd, 2012 Careers – an organisational perspective 45

For Revision

After studying this chapter the learner should be able to:

• discuss the trait-and-factor/person-environment-fit approaches;
• describe the categories of types and relationships between types in
Holland’s theory;
• describe the psychological processes that constitute types in Jung’s
theory and indicate their relevance to occupational choice;
• explain Dawis and Lofquist’s view of how the fit between the individual
and work contributes to work adjustment;
• explain Super’s views on self-concepts, career maturity, career
adjustment and life stages;
• discuss the cognitive-behavioural approaches to career decision-
making;
• describe the determinants and outcomes of the decision-making
process in Krumboltz’s theory;

© Juta and Company Ltd, 2012 Careers – an organisational perspective 46

For Revision (contn’d)

• Explain how self-efficacy expectations are involved in differential career

development of men and women in Hacket and Betz’s model;
• Discuss the life-career theory of Tiedeman, O’Hara and Miller-
Tiedeman;
• Explain the influence of childhood experiences on career choice and
decision making as discussed in Bordin’s theory;
• Explain the role of needs and parent-child relations in Roe’s theory;
• Discuss the person-in-environment perspective of Cook, Heppner and
O’Brien;
• Describe Brown’s view of values in career choice;
• Describe the contribution of Savickas’s career construction theory and
logotherapy to career development counselling in the modern
workplace;
• Discuss the application of the various career theories in practice; and
• Discuss ethical considerations in career counselling

© Juta and Company Ltd, 2012 Careers – an organisational perspective 47

 Chapter 4: REVIEW AND DISCUSSION QUESTIONS
1 What are the differences and commonalities between the various Study chapter 4
career theories and approaches?
2 What are the required career competencies for CDPs? Study section 4.1

3 How are Holland’s and Super’s theories applied in Study sections 4.2.2, 4.3.1 and 4.8
postmodern/contemporary career theory and intervention?
4 What are the ethical considerations when using career tests and Study section 4.9.2
inventories?
5 Discuss the Diagnostic Framework for Career Services. How could Study section 4.9
you apply the framework with regard to your own career?

© Juta and Company Ltd, 2012 Careers – an organisational perspective 48