3165839 02. Psychological Theories Trait and Factor.d0912 7

7/27/2019 3165839 02. Psychological Theories Trait and Factor.d0912 7

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Lecture : Psychological Theories of

Career ChoiceTrait and Factor (matching) models


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Parsons : Trait & Factor

Williamson : Medical Model

Rodger : Seven Point Plan

Dawis & Lofquist: P-E-CHolland : Typology

Trait & Factor (matching models)


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Frank Parsons (18541908) - known as the father of

Vocational Guidance His 1909 book Choosing a Vocation, acknowledged as

first statement on vocational guidance Laid the foundation for Trait & Factor approaches

Trait = characteristic of an individual that can be measuredthrough testing

Factor = characteristic required for successful jobperformance

Frank Parsons, 1909


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Classic approach. To select an occupation, youmust have:1. A clear understanding of self2. A knowledge of the requirements and

conditions of different lines of work3. True reasoning between 1 and 2The match makes the decision.

Parsons: Trait & Factor


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His work (1939) evolved from Parsons Used tests to determine individual and jobcharacteristicsDeveloped Medical Model to help people

make career choicesRole of the vocational counsellor begins toemerge

Edmund Williamson


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Individuals - organised by a unique pattern of

capabilities and potential (abilities, aspirations)Correlation - These traits with the requirements ofdifferent jobs

Testing regarded as the best means of predictingfuture job success (critique: overdependent)

Role of Counsellor help individual identify their own traits, way to use capabilities effectively

Basic Principles ofWilliamsons Approach


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6-step Counselling Procedure:

1. Analysis (traits)2. Synthesis (overall picture; what does that tell?)3. Diagnosis (identify possibilities)4. Prognosis (explore future pathways)

5. Counselling (action steps to achieve those goals)6. Follow up (review progress)

Williamsons Medical Model


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In other words: Information Assessment Advice

Test and tell (a directive approach)

Williamsons Medical Model


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7-Point Plan Originally used in selection interviews and was

embraced as a model by UK guidance practitioners Evaluate jobs against the criteria to assess a match

with the individual. Can also be used to generate job ideas for a client

who has none or few.

Alec Rodger, 1952


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Attributes of his 7-Point Plan:1. Physical makeup2. Attainments3. General intelligence4. Special aptitudes5. Interests6. Disposition7. Circumstances

Discussable in groups of 3 (later)

Alec Rodger, 1952


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Activity In group of 3s, one student takes on the role of

interviewer, another student takes on the role of client,another the role of observer.

The interviewer is a careers adviser interviewing a client(can be themselves or role play someone else).

They should aim to be client centred, establish acontract, ask open questions etc. but be mindful thatthey have to cover the 7 points .

Career Guidance Interview


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PreparationInterviewer consider how they will you start the interview,

note taking, etc.Client if role playing, consider who they might beObserver take notes and be ready to feed back. consider how client centred the interview felt? what were the strengths/weaknesses?

Students conduct interview and feed back.How did it feel to be the interviewer? Client?

Career Guidance Interview


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Objectivity a logical approach, based on idea ofmeasuring/testing

Model used for rational [career] decision making

Emphasis - on outcomes/problem solving

Trait & Factor - Advantages


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Its Assumptions

Assumes clients are rational and thatchoice/opportunity exists Assumes competence = contentment Assumes tests are valid

Its Emphasis Information collection can dominate interview Interviewer as expert Emphasis on facts, feelings often ignored

Trait & Factor: Disadvantages


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Less directive - moves away from static view ofpeople and jobs

Counsellors role -more educational, teachingclient the key skills (coping, decision-making, employability )

Use of tests still valid but matching moresophisticated through computer-assisted guidanceprogrammes (ICT topic)

Modern Trait & Factor Approaches


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Requirementso Worker (e.g. education)o Experienceo Occupational (generic)o Occupation-specific (skills)

Characteristicso Worker (nature e.g. need to travel, etc.)o Occupational ($ & growth)

Types Of Factors


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Abilities (present)

Aptitudes (future)Achievement (past)Interests

[Values ]Personality

Types of Traits


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First known as Person-Environment-Correspondencetheory in the 1970sWork Adjustment Theory (1991)A continuous and dynamic process by which worker seeksto achieve or maintain correspondence with a workenvironmentEmphasizes not only on Abilities but also Values

Dawis & Lofquist:


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Assessment Inventory - Minnesota Importance

Questionaire (MIQ)6 Values comprising 21 Work Needs1. Achievement2. Comfort

3. Status4. Altruism5. Safety6. Autonomy

Dawis & Lofquist:


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Follows the 3-step of Traits & Factor 1. Assess the persons abilities and values 2. Measure the occupational requirements &

conditions3. Match the two ( concept of Reinforcers )

(authors state Interests develop from abilities & values )

Dawis & Lofquist:


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Different : moved away from competence =contentment in Trait & Factor

Focuses on factors that lead to job satisfaction /dissatisfaction and influence stability/change in work

Emphasis on matching individuals interest [based onpersonality] Stereotyping - assigns people and work environments

of similar categories

John Holland, 1959 onwards


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Most people are one of 6 personality types (stereotypes)

There are 6 basic types of work environments

Birds of a feather flock together

People of the same personality type working together in

a job create a working environment that fits their typePeople who choose to work in an environment that suitstheir personality types are more likely to be successfuland satisfied

Holland: Basic Assumptions


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1. Realistic

2. Investigative3. Artistic4. Social

5. Enterprising6. Conventional

more info in doc Holland's Personality Types Handout

Hollands Six Personality Types /Work Environments


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Congruence : relationship between the personality and the

environmentDifferentiation : most people have one, two or threedominant types but some dont

Consistency : some types are more similar than others; howsimilar or different represented by distance in the typologydiagram

Hollands Constructs


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Hollands Hexagon

Social

Investigative

Conventional

Enterprising

Artistic

Realistic


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Combination - always be a combination of types, up to 3dominant types

Interests Change - as people are exposed to a range ofactivities, they become more interested in certain environmentsthan in others, resulting in certain types become stronger than

others. Role of the counsellor - to spot common themes that

suggest a tendency for a certain type.

Hollands Six Personality Types /Work Environments


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Activity

To ascertain their 3 most dominant types Ask each to put a score next to their 3 types See if there is a trend for the group.

NB: the Social type usually dominates with Guidance & Counsellingstudents.

Give out Holland Test - for self-assessment

Hollands Six Personality TypesSimple Self Assessment


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Vocational Preference Inventory (VPI) 1985 initially paper based on job titles, self administeredand scored then interpreted by a trained counsellor.

Self Directed Search (SDS) 1994 One of themost widely used interest inventories

Hollands Assessment Tool


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Strengths Well Researched over 500 studies Popular - Basis for many careers programmes in

schools and computer aided tools Self-help - emphasis on the role of the individual Cost - VPI and SDS quick and cost effective

Holland: Strengths and Weaknesses


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Weaknesses

Early research was literature based, later researchused small sample

Static view ( which he acknowledged ) Does not explain how types developed Limited use for undifferentiated clients? What happens to incongruent workers?

Holland: Strengths and Weaknesses


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Career choice is an extension of personality

Individual can have up to 3 dominant typesPeople who choose to work in an environment that suitstheir personality types - more likely to be successful andsatisfied

Major criticism insufficient explanation given to how weacquire the personality types

Holland: A Summary


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Gottfredson , G.D. (1999) John L. Hollands contributions tovocational psychology: a review and evaluation , Journal of Vocational Behavior, 55 (1)

Sharf, R. S. (2009) Applying Career Development Theory toCounseling . 5th edn Pacific Grove: Brooks / Cole

Zunker, V. G., (2006) Career Counseling. 7th edn Pacific Grove:Brooks / Cole

References

3165839 02. Psychological Theories Trait and Factor.d0912 7

Documents

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