This is a lecture slide on "Career Development Theories" of Career Management course. This course was taught by Prof. Dr. Nazrul Islam in Bangladesh University of Professionals in Spring 2020.

1. Course: Career Management
Career Development
Theories
By
Prof. Nazrul Islam, PhD
Bangladesh University of Professionals
Theories
7-1Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

2. After the completion of this chapter,
you will be able to learn:
1. An overview of career development theories
2. What is career development theory?
3. Popular career development theories
7-2
i. Frank Parsons' trait and factor theory
ii. Holland theory of vocational types
iii. Bandura's social cognitive theory
iv. Super's developmental self-concept theory
v. Roe's personality theory
4. Other theories of career development
Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

3. An Overview of Career Development Theories
Career Development is the process by which a person’s
career identity is formed from childhood through a lifetime.
There are a number of Career Development theories, but no
one theory is comprehensive. As such, career practitioners
need to be aware of each theory’s strengths, limitations, and
biases.biases.
For instance, most theories are limited in that minorities,
women, and socio-economic diversity and are
underrepresented in the research. Also, some theories may
not translate across all cultures since the studies are based
on the experience of specific cultures.
7-3Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

4. An Overview of Career Development Theories,
Contd.,
For these reasons, it is recommended that career counselors
employ a holistic approach by drawing from a combination
of theories that best suit their personal style as well as the
unique needs of their client. Career development theory
comes from four disciplines:
1. Differential Psychology is interested in work and
occupations.
2. Personality Psychology views individuals as an
organizer of their own experiences.
3. Developmental Psychology is concerned with the “life
course.”
4. Sociology focuses on occupational mobility.
7-4Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

5. An Overview of Career Development Theories,
Contd.,
Maslow’s hierarchy of needs is important to career development
theory. Work-related needs follow the basic physiological needs,
begin at level 2, and continue as follows:
Level 2 – Safety Needs: Basic needs and security of employment,
property, family, and resources.property, family, and resources.
Level 3 – Love & Belonging: Individuals start working and
discovering/developing their career paths.
Level 4 – Esteem: Achieving career status.
Level 5 – Self-Actualization: This is where an individual feels
comfortable relying on his or her own experiences and
judgments. The person is comfortable with him or herself, sees
problems as challenges, is creative, fair, and accepting of others’
skills. The person also may have a need to fulfill inner potential.
7-5Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

6. What is career development theory?
Career development theory is the study of career paths,
success and behavior. It aims to explain why a person might
be a good fit for a certain career and provide advice on how
to attain a promising trajectory.
It also focuses on identifying common career stages whenIt also focuses on identifying common career stages when
education, guidance and other interventions are necessary.
Career Development theories come from four main areas of
study (i) Differential psychology (ii) Personality (iii)
Sociology (iv) Developmental psychology.
7-6Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

7. Career Development Theories
Here is a list of the most popular career development
theories:
1. Frank Parsons' trait and factor theory.1. Frank Parsons' trait and factor theory.
2. Holland theory of vocational types.
3. Bandura's social cognitive theory.
4. Super's developmental self-concept theory.
5. Roe's personality theory.
7-7Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

8. Frank Parsons' trait and
factor theory
Frank Parsons' trait and factor theory is the
fourth career theory to take the spotlight. Parsons
developed the idea that an ideal career is based
on matching personal traits like skills, values andon matching personal traits like skills, values and
personality, with job factors, such as pay and
work environment.
The relationships between personal traits and job
traits
7-8Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

9. Frank Parsons' trait and
factor theory, contd.,
Trait and factor theory entails three actions.
First, examine the personality traits of the person
whose career is being planned.whose career is being planned.
Second, inventory the character traits of the job.
Third, measure the personality traits of the
individual against the traits of the job.
7-9Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

10. Frank Parsons' trait and factor theory,
contd.,
The trait and factor theory is used in a number of
aptitude tests including:
1. Interest - Kuder Career Search (KCS)
2. Aptitude - Differential Aptitude Tests (DAT)
3. General Aptitude Test Battery (GATB)
7-10Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

11. Kuder Career Search with Person Match (KCS)
The Kuder Career Search with Person Match (KCS), the Kuder
interest assessment, contains three sections.
The first section depicts the test taker’s interests in each of the
six Kuder Clusters (Arts/Communication, Business
Operations, Outdoor/Mechanical, Sales/ Management,
Science/Technology, and Social/Personal Services). Results onScience/Technology, and Social/Personal Services). Results on
each cluster are depicted on the profile in a bar graph format
from highest similarity to lowest.
The second section of the KCS assists individuals in exploring
careers by educational levels, making it possible for the test
taker to consider exploration of careers requiring post-high
school training through college degrees.
7-11Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

12. Kuder Career Search with Person Match (KCS),
Contd.,
The third and newest section, Person Match, is based on a
matching system first introduced by Kuder in 1980 as
person-to-people matching. This approach matches
individuals to people in jobs, rather than the traditional
approach of matching people to job titles.approach of matching people to job titles.
To select the most similar matches, a modification of
Spearman’s rank order correlation is used to compare the
test taker’s KCS responses with the KCS profiles of more
than 2,500 individuals in the Person Match reference pool.
7-12Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

13. 7-13Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

14. 7-14Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

15. General Aptitude Test Battery (GATB)
General Aptitude Test Battery (GATB) is a work-related
multiple-ability assessment developed by the U.S. Employment
Service (USES), a division of the Department of Labor.
Characteristics of the Ability Profiler (GATB)
The Ability Profiler, comprising 11 separately timed tests,
measures nine work-related abilities:
1. Verbal Ability: ability to understand the meaning of words
and use them effectively in good communication when you
listen, speak, or write
2. Arithmetic Reasoning: ability to use several math skills and
logical thinking to solve problems in everyday situations.
7-15Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

16. Characteristics of the Ability Profiler, GATB),
Contd.,
3. Computation: ability to use arithmetic operations of addition,
subtraction, multiplication, and division to solve everyday
problems involving numbers
4. Spatial Ability: ability to form pictures of objects in your
mindmind
5. Form Perception: ability to quickly and accurately see details
in objects, pictures, or drawings
6. Clerical Perception: ability to quickly and accurately see
differences in detail in printed material
7-16Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

17. Characteristics of the Ability Profiler (GATB),
Contd.,
7. Motor Coordination: ability to quickly and accurately
coordinate eyes with hands or fingers when making precise hand
movements
8. Manual Dexterity: ability to quickly and accurately move
hands easily and skillfully
9. Finger Dexterity: ability to move fingers skillfully and easily
7-17Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

18. Holland Theory of Vocational Types
The Holland theory of vocational types focuses on
personality types as the main factor in career choice
and development. John L. Holland developed his
theory on the idea that career choice is based on
personality. He believed that a person’s workpersonality. He believed that a person’s work
satisfaction is linked to similarities between their
personality and job environment.
Holland’s theory has six personality types,
sometimes call the Holland Codes or Holland
Occupational Themes (RIASEC):
7-18Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

19. Holland theory of vocational types,
contd.,
1. Realistic (R): Also called “Doers,” people in this type
solve problems by taking action rather than
discussing it. Realistic types are interested in work
that requires skill and strength. Carpenters, chefs and
personal trainers all fit into the realistic personality
type.type.
2. Investigative (I): Also called “Thinkers,” people in
this type like to work with information. Investigative
types enjoy working by themselves rather than with a
group. Actuaries, lawyers and doctors all fit into the
investigative personality type.
7-19Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

20. Holland theory of vocational types, contd.,
3. Artistic (A): Also called “Creators,” people in this type are
creative, inventive and typically more emotionally aware than
other Holland Types. Artistic types are independent but enjoy
working with other people. Graphic Designers, writers and
musicians all fit in the investigative personality type.
4. Social (S): Also called “Helpers,” people in this type enjoy
teaching or helping others. Social types value working with
others and creating relationships. Teachers, counselors and
human resource professionals all fit in the social personality
type.
7-20Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

21. Holland theory of vocational types, contd.,
5. Enterprising (E): Also called “Persuaders,” people in this
type enjoy working with people and information. Enterprising
types of value status and security. Entrepreneurs, stockbrokers
and salespeople all fit in the enterprising personality type.
6. Conventional (C): Also called “Organizers,” people in this
type enjoy rules and regulations. Like enterprising types, they
put a value on status and money. However, they have a dislike
for unclear or unstructured work. COOs, personal financial
planners and economists fit in the conventional personality type.
7-21Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

22. Bandura’s Social Cognitive Theory
Social cognitive theory, developed by Albert Bandura,
is the idea that an individual’s motives and behaviors
are based on experience. These experiences can break
into three main categories:
1. A person is influenced by self-efficacy, or what1. A person is influenced by self-efficacy, or what
they believe they can achieve.
2. A person is influenced by what they see other
people achieve and the actions they take.
3. A person is influenced by factors around them that
they cannot control.
7-22Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

23. Bandura’s social cognitive theory, contd.,
In career development, social cognitive theory helps to explain
how a person can set up their career development plan for
success. Through a positive view of their own abilities and
surrounding themselves with a positive network of mentors, a
person has a better chance of achieving their career goals.
The framework for this theory is called Bandura’s TriadicThe framework for this theory is called Bandura’s Triadic
Reciprocal Model of Casualty. This model says a person’s
output is based on a mixture of:
1. Personal characteristics
2. Behaviors and actions they see from other people
3. Outside factors
7-23Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

24. Super’s Developmental Self-Concept Theory
Donald Super built his developmental theory on the
idea that your view of yourself changes. Time and
experience help shape the way persons value their
careers and the goals they set. This theory defines a
“career” as the entire lifetime of a person.“career” as the entire lifetime of a person.
Super broke career development into five stages:
1. Growth: This stage starts at birth and continues
through age 14. A person develops their sense of self
and attitude toward work.
7-24Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

25. Super’s Developmental Self-Concept Theory,
contd.,
2. Exploration: This stage starts at age 15 and continues
through age 25. A person tries out different career paths through
classes, hobbies and actual work.
3. Establishment: This stage starts at age 25 and continues
through age 44. A person develops entry-level job skills and
develops work experience.
4. Maintenance: This stage starts at 45 and continues through
age 64. A person changes elements of their career to improve
their position.
7-25Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

26. Super’s Developmental Self-Concept Theory,
contd.,
5. Decline: This stage begins at age 65. A person reduces the
amount of work they do and prepares for retirement.
Super believed that people found career satisfaction based onSuper believed that people found career satisfaction based on
their view of themselves at each of these five stages of
development. For example, a person may value a work-life
balance more in their maintenance stage than they do in their
establishment phase. The career can be the same, but time and
experience change how the person perceives their profession.
7-26Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

27. Roe’s Personality Theory
Anne Roe’s personality theory states that a person
chooses their career based on their interaction with
their parents. Roe believed that the way a child
interacts with their parents would lead them to pursue
either person-oriented or non-person-oriented jobs.either person-oriented or non-person-oriented jobs.
Person-oriented jobs have a high amount of interaction
with other people.
Non-person-oriented jobs are more independent.
7-27Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

28. Roe’s Personality Theory, contd.,
Roe created several categories of careers that could be
person-oriented or non-person-oriented based on the
skill level of the job. Roe broke careers into eight
categories:
1. Service
2. Business Contact
3. Organization
4. Technology
5. Outdoor
6. Science
7. General Culture
8. Arts and Entertainment
7-28Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

29. Roe’s Personality Theory, contd.,
Each of these categories, Roe stated, has six levels
based on how much skill is required for the job:
1. Independent responsibility
2. Less independence
3. Moderate responsibility3. Moderate responsibility
4. Training required
5. Special training
6. Follow basic instructions
An individual is then classified into the eight categories and
six levels based on the interaction they had with their parents
as a child.
7-29Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

30. Other Theories of Career Development
1. Social Learning Theory of John Krumboltz
2. Constructive Narrative Approach
3. Transition Theory of Nancy Schlossberg
4. Gottfredson’s Theory of Circumscription and
CompromiseCompromise
5. Strength-Based Approaches
6. Value-Based Career Decision Making
7. The Integrated Life Planning Theory of L. Sunny
Hansen
8. Cognitive Information Processing Theory
7-30Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

31. Social Learning Theory of John Krumboltz
This theory focuses on heredity, environment, learning
experiences and task approach, and how these factors influence
behavior and career choice.
1. The counselor's role is to help people create more satisfying
lives for themselves.lives for themselves.
2. The counselor tries to understand how someone arrived at a
career-related view of him or herself and the world, and
helps the client reframe this view by identifying how it may
be limiting or problematic.
3. Counselors can help shape the environment, making it
conducive to learning.
7-31Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

32. Social Learning Theory of John Krumboltz, Contd.,
4. Pace and life uncertainties of the 21st century make it
impossible to have plans laid out in advance, and research
shows that most people are in their current careers as a result of
a series of unplanned events.
5. The counselor's role is to encourage the client to actively
engage in tasks that will help maintain an exploratory attitudeengage in tasks that will help maintain an exploratory attitude
and generate unplanned career opportunities when encountering
unexpected events.
6. The focus is on the learning process and how it affects
vocational choice and change.
7. Indecision should be labeled open-mindedness.
7-32Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

33. Constructive Narrative Approach
This theory focuses on the client’s narrative of past experiences,
current meanings, and future actions, which reveals the client’s self-
knowledge about interests, abilities, values, and motivations.
1. This approach is related to Existential Theory and is more
philosophical in nature.
2. It states that there are no fixed realities but rather multiple
meanings. Individuals create their own meaning and realitymeanings. Individuals create their own meaning and reality
through their experiences.
3. These constructs and stories may be useful or misleading to an
individual’s career moves.
4. The role of the counselor is to engage clients in self-awareness,
self-assessment, critical reflection, and exploration. This will help
guide the client in uncovering values upon which to build future
goals.
7-33Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

34. Transition Theory of Nancy Schlossberg
Schlossberg’s theory focuses primarily on specific times in life
when change is occurring rather than the total life span.
Transition theory is the analysis of life changes and strategies to
measure or control severity of the transitions.
1. This theory states that life is characterized by an ongoing1. This theory states that life is characterized by an ongoing
series of transitions (changes in roles, relationships or
routines) that have varying degrees of impact on different
individuals.
2. Success is dependent on how well individuals are able to
cope effectively with the change.
7-34Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

35. Gottfredson’s Theory of Circumscription and Compromise
According to this theory, career choice is a process of elimination or
circumscription in which a person eliminates certain occupational
choices from further consideration.
1. This is influenced by self-concept development and various
developmental life stages.
2. Compromise is a complex process in which compatibility with
one’s interests is often compromised for options that are in lineone’s interests is often compromised for options that are in line
with the need for prestige or external realities such as the labor
market, gender expectations, or cultural expectations.
3. Although hard to test, it can be a useful framework in
understanding the influence of prestige and gender on career
choice in diverse cultural contexts.
4. Gottfredson’s theory is seen as an attempt to study Super’s growth
stage.
7-35Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

36. Strength-Based Approaches
These theories focus on strengths and successes. The career
counselor focuses on identifying strengths and resources,
understanding client goals and aspirations, and supporting the
individual in addressing barriers that may be stopping the client
from moving forward.
1. This is a client-led approach with a focus on strengths and
future outcomes.
2. The client is empowered by acknowledging her or his
strengths.
7-36Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

37. Value-Based Career Decision Making
This approach revolves around the understanding that
an individual’s values are important to helping attain
job satisfaction.
1. Values are solidified in early adulthood and remain1. Values are solidified in early adulthood and remain
stable over time, although they can be modified by
age, experience, and life events.
2. Values guide decision-making and actions and help
an individual determine how they meet needs.
7-37Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

38. The Integrated Life Planning Theory of L. Sunny
Hansen
This holistic view involves six critical tasks:
1. Generating an income through needed work
2. Connecting family and work2. Connecting family and work
3. Valuing pluralism and diversity
4. Managing transitions
5. Exploring spirituality and life purpose
6. Attending to our health
7-38Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

39. Cognitive Information Processing Theory
This theory asserts that thought patterns influence career decision
making. The key components are broken down into a seven-step
service delivery model:
1. Screen individuals for career decision-making readiness before
delivering services.
2. Match level of staff assistance to identified individual needs.
3. Use career theory to help individuals understand and manage3. Use career theory to help individuals understand and manage
career decision making.
4. Use print and online career resources within all levels of service
delivery.
5. Use career resources that are appropriate for diverse individual
learners.
6. Use staff teamwork in delivering services to individuals.
7. Provide common staff training for delivering resources and
services.
7-39Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

40. Concluding Remarks
Career development theory can help you gain a better
understanding of yourself and your career.
Many people find a combination of several theories enables
them to gain better insight.them to gain better insight.
While learning about these theories can help people begin
to understand their interest in a career path, a career
counselor can more specifically guide you using tools and
tests based on these theories, as well as their own
professional expertise.
7-40Prof. Dr. Nazrul Islam, Canadian University of Bangladesh

41. QUESTIONS
&
ANSWERS
41
ANSWERS
Prof. Dr. Nazrul Islam, Canadian University of Bangladesh