CAREER COUNSELLING

THEORIES
A CRITICAL APPROACH
GOPI KUPUCHITTY

Trait-Factor Theory
Developed in the early 1900s
It is associated with vocational theorists, Frank Parsons
and E.G. Williamson
Every person has a unique pattern of traits made up of
their interests, values, abilities and personality
characteristics (objectively identified and profiled to
represent an individuals potential)
Every occupation is made up of factors required for the
successful performance of that occupation. These
factors can be objectively identified and represented as
an occupational profile

Trait-Factor Theory
It is possible to identify a fit or match between individual traits
and job factors using a straight forward problemsolving/decision making process.
The closer the match between personal traits and job factors
the greater the likelihood for successful job performance and
satisfaction.
Many of the aptitude, personality and interest tests and
occupational information materials that emerged from this
approach have evolved and remain in use today (e.g.,True
Colors, General Aptitude Test Battery, Data-People-Things
Interest Test, occupational profiles and the ever expanding
computer-based career guidance programs).

Hollands Career Typology

Theory
Like the trait-factor approach, Hollands Career Typology focuses on
individual characteristics and occupational task. Hollands theory
expanded the concept of personality types and posited that:
Personalities fall into six broad categories: realistic,
investigative, artistic, social, enterprising and conventional
(often referred to as RIASEC).
Since certain personalities are attracted to certain jobs, the work
environments then reflect this personality and can be clustered into
six similar populations (RIASEC)
Although each individual is made up of all six types, one type is
usually dominant. Most personalities tend to resemble up to three
of the six personality factors.

Hollands Career Typology

Theory
Personalities can be matched with similar combinations of work
environments using a problem-solving approach.
The closer the match of personality to job, the greater the
satisfaction
Hollands Career Typology takes a cognitive, problem solving approach
to career planning
extremely influential in vocational counselling.
It has been employed by popular assessment tools such as the SelfDirected Search, Vocational Preference Inventory and the Strong
Interest Inventory.
It has also resulted in practical resources like the Dictionary of Holland
Occupational Codes which applies Hollands codes to major occupations.

Krumboltzs Social Learning

Theory of Career Choice
John D. Krumboltz developed a theory of career decision making
and development based on social learning.
Career decisions are the product of an uncountable number of
learning experiences made possible by encounters with the
people, institutions and events in a person's particular
environment.
In other words people choose their careers based on what
they have learned. Krumboltz proposed that:
The four main factors that influence career choice are genetic
influences, environmental conditions and events, learning
experiences and task approach skills (e.g., self-observation,
goal setting and information seeking).

Krumboltzs Social Learning

Theory of Career Choice
The consequences of these factors and most particularly learning
experiences lead people to develop beliefs about the nature of
careers and their role in life (self-observational
generalizations). These beliefs, whether realistic or not,
influence career choices and work related behaviour.
Learning experiences, especially observational learning
stemming from significant role models (e.g., parents, teachers,
heroes), have a powerful influence on career decisions, making
some occupations more attractive than others.
Positive modelling, reward and reinforcement will likely
lead to the development of appropriate career planning skills and
career behaviour.

Krumboltzs Social Learning

Theory of Career Choice
a way of explaining the origin of career choice
a guide to how career practitioners might tackle career related
problems
The practitioner starts with understanding how a client came to their
career related view of themselves and the world and what is limiting
or problematic about this view.
Once this has been established, the practitioner and client identify
what career relevant learning experiences, modelling or skill building
will help them reframe their view.
Using Krumboltzs approach a practitioner plays a major role in
dealing with all career problems, not just occupational
selection.

THANK YOU