career development
There are four models of vocational choice and career development. The first model was created by Holland, who matched six personality types, such as investigative, social, realistic, artistic, conventional, and enterprising, with corresponding occupations or work environments. According to Holland's theory, people with predominantly investigative personalities are likely to become scientists or detectives; social types may choose mental health or teaching; realistic people may be mechanics or electricians; artistic people become writers, artists, or musicians; conventional people go into accounting or banking; and enterprising people enter sales or management. Of course, neither people nor work environments can be described in terms of a single "pure trait; the question is which type is predominant. Holland's theory has been influential, particularly in the development of personality inventories used in vocational guidance. But it has several important limitations. First, some jobs require a mix of traits and skills, and some people are happiest in such jobs. Second, Holland's theory does not deal with environmental or cultural forces that limit or influence career choices. What jobs are available at a given time and place
Thus it fails to account for a person who simply gets fed up with the rat race or tires of doing the same work and wants to try something new. will depend in part on the physical environment and its exploitation. Socioeconomic differences, including educational opportunities, often limit vocational choice. (Stage 8) At around age 65, the retirement stage brings formal separation from the job and requires adjustment to lack of a career as a defining feature of the self. (Stage1) During the crystallization stage in early adolescence, a person has only vague, general ideas about a career. No one theory fully explains how people choose their vocations and how their careers develop; and all these theories may be less applicable outside of developed western cultures. People's motivation to strive for success is influenced by their perception of what kind of career path they are on. They now see their work as an intrinsic part of their self-concept. Coming face to face with the actual world of work may lead to changes of mind before making a final career choice. New opportunities appear along the path, sustaining the motivation to achieve. People who choose to make a change are often considered particularly valuable employees, since they tend to be highly motivated and ambitious. People on contingent career paths see their future success as determined by their own actions. The second model is an organismic perspective, which proposes that vocational choice and career development occur in stages. Personal, family, and lifestyle changes that often occur at this time of life may lead to a change of careers.
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