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Leading Theories and Practices

The purpose of this newspaper is to go over two major job theories applied to own job development. Explain the ideas and how they would have influenced job development as well as to compare and contrast the effect of the two ideas on own personal career development.

Career theories

After reading section two and three, there are multiple reasons that can affect selecting a specific profession, from personality and the individuals tastes to convenient concerns such as career stableness, salary, and opportunity for growth and/or growth. Some people select their career based on their aspiration to help others, solve specific issues/ problems or just to keep with a family group legacy. Corresponding to Niles & Harris-Bowlsbey (2008), the reason behind studying various methods to career theory is that there surely is no a theory that can cover or make clear everything of an individual career behavior. Each one of the theories complements the other person in working with the various facets (p. 36).

The two major career theories which may have affected this writer's career development are Donald Super's theory of life-span/ life space and John Holland's theory of vocational personalities and work place. Donald Super has made good efforts to career development; one of them is the value of the person's development or self-concept. Personal theory varies or changes through time and produces as consequences of the individual experience thus his/her profession development is life-long. Niles & Harris-Bowlsbey (2008) explained that professions develop predicated on psychosocial development and societal expectation so that it is relatively homogeneous and era related (p. 43).

As indicated in the previous assignment, in relation to this writer career path, Donald Super's theory of life-span/ life space is applicable well as this article writer consider himself as highly determined individual packed with positive ambitions. It is important to help people the best way possible. One of the most crucial concepts is the fact to become a lifelong learner as it'll enhance the skills essential to be an improved professional. The occupational personal preferences and competencies, as well as the individual's life circumstances all changes and have improved with time and experience.

Super's theory of profession development underlines life-long learning as well as change and growth. He brings the concept that individuals frequently learn and conform during the period of a lifetime; therefore he advised that a job development plan should be developed to provide accommodation to the average person throughout a variety of phases of learning that happen through the person's life span (Niles & Harris-Bowlsbey, 2008).

According to Niles & Harris-Bowlsbey (2008), Super's Archway model advises that life role and self concepts are produced by our personal and situational determinants (p. 54). Therefore by causing a vocational selection people are articulating their self applied principle which evolves throughout time. Individuals seek job satisfaction through work functions in which they can connect themselves and further make use of and develop their self concept. Over time as a therapist this writer has been launched to many issues and triumphs. After each experience, this writer has always sought out ways to raised the outcome for the future. The target is to be up-to-date on current healing styles and programs that are ever changing in the psychology field.

Super believed that people are anything but stationary beings therefore they experience continuous changes. His theory life-span/life space is a whole developmental model that efforts to describe (like reserve) the different influences on a person as they experience different life jobs and various life periods or "chapters". Niles & Harris-Bowlsbey (2008) explained that encouraging the client to trust his/her life as though it were a publication and have him/her to recognize the chapters as an effort to identify prolonged life quarrels and underlying styles (p. 56).

John Holland's theory of types and person-environment connections sustain that whenever choosing a job, people usually like jobs where they can be around others with the same interest or wants. They look for conditions that will let them utilize their skills and speak their attitudes and/or prices while working on problems or jobs. People's behavior is situated by an discussion between personality and environment. Matching to Niles & Harris-Bowlsbey (2008), Holland's theory has been discussed as structural-interactive; it offers a connection between different personality characteristics and corresponding job game titles (p. 63).

In the field of mindset Holland's theory is applicable well and has inspired this writer's profession development. When you are exposed to an "acute" populace employed in a medical center, this writer must learned new solutions and/or skills, that i have to incorporate and in a certain way integrate into my existing knowledge. Now I find myself with the need to shape or adjust my restorative style or system scheduled to my exposure to another group of people with different needs. Luckily, this writer is surrounded of individuals with other ideas or encounters from whom I can learn or view things in another type of perspective. These people have the same interest and motivation to help others as this copy writer does.

Based on Holland's six basic personality types (Realistic, Investigative, Artistic, Public, Enterprising and Conventional) the type that match the counselor's tendencies to lead to the acquisition of human relations competencies is the interpersonal type. Niles & Harris-Bowlsbey (2008), stated that the sociable type personality judgemental to activities that involve the manipulation of others like teach, inform, stop or enlighten (p. 65).

Holland's theory explains work related action such as of which career options will probably steer or guide to job satisfaction. Understanding this theory can help the person make better choices about the type of jobs and/or training best fit him/her. Holland's theory is well known and for the most part researched theory on job development and can be used by most job counselors and organizations (Jones, 2010).

Holland affirms that people of the same personality type working collectively grows an environment that match and rewards their type. He stresses that a one who choose to work within an environment parallel to his/her personality type are more likely to be successful and satisfied. According to Niles & Harris-Bowlsbey (2008), public environment requires people to understand themselves as liking to help and knowledge of others. It rewards people for demonstrate public values. People are in a congruent work environment when their personality type matches the occupational environment (p. 66). Employed in a healthcare facility among people who have the same type of interest and goals makes me to feel more satisfied and perform better, it also offers a sense of belonging.

According to Lyon (1965), profession development theory has offered counselors with very important methods; however, there are some suggestions that it will not be able to record any changes in profession patterns unless counselors happen to be more alert to how theory is linked to cultural factors rather than a universal strategy. Lyon (1965) suggested that counselors should sharpen their dimension devices when it comes to stages in profession development in order to be able to guide more people interested in employment opportunities which will satisfy their self-concepts and express their personality identities (p. 153).

Lyon (1965) also stated that counselors should also be aware and on a certain way become watchdog using their customers. The responsibilities have to go further than just altering their clients to current educational habits. Counselor might contemplate particular extremely severe training demands of the occupations as well as things like age limitations for entrance to special training, physical demand or amount of full time analysis (p. 157).

Compare and contrast

There is much more contrast that comparability between Donald Super and John Holland theories. As previously reviewed in this paper John Holland's theory assumes that personalities match six different categories: Genuine, Investigative, Artistic, Community, Enterprising and Convectional (RIASEC). Those personalities are drawn to certain jobs consequently the work environment is mirrored by the personalities predicated on (RIASEC). Folks are inclined to select the career that is reflective of these personalities to check out environments that will provide the methods to use their skills and/or ability. Therefore, the better the similarity between the person's personality and work environment the better the level of career satisfaction. Relating to Niles & Harris-Bowlsbey (2008), people are in a congruent work place when their personality type complements the occupational environment (p. 66).

As of Donald Super's theory he mentioned that humans are dynamic and change constantly throughout life span. Super anticipated a thorough model for some influences on a person while he/she come across different functions and improvement into different life phases. Regarding to Niles & Harris-Bowlsbey (2008), Super's Archway model suggests that life role and self concepts are formed by our personal and situational determinants (p. 54). In contrast with Holland's theory, Super's life time theory orbits throughout the recommendation that life consists of certain developmental levels (growth, exploration, establishment, maintenance, and disengagement).

Super developed the concept of the life-career rainbow in an effort to picture of an individual can play multiple functions during his/her life-span. These assignments may overlap one another and differ by degree of strength will highlight a specific role and notion, these might change during the person's life as well as his/her worth and choices. According to Niles & Harris-Bowlsbey (2008), by using this model, Super identifies the longitudinal processes of career development as well as the problem specific content of career decision making. "Career decisions represent our tries at translating our self-understanding into job terms" (p. 48).

It is important to bear in mind that job development theory is more than this is the evolution of profession. Careers at this day do not follow a totally typical linear of set plan model. As talked about throughout this newspaper Donald Super and John Holland theories have specific ways on conceptualizing the job development process. Each contributes important perspectives on how career develop and how career choices are created. As explained by Niles & Harris-Bowlsbey (2008) you can find no person theory that sufficiently addresses all possible factors of profession development and the people career concerns. Super theory is an activity of self-concept where everyone works with as most of us change in levels and has a selection of profession and development. Hansen theory is more as an individual development; they both have inspired my job development and they complement with one another the mixture of both perspectives helped me have a much better picture of how my professional life is and you will be.

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