module 2 Flashcards
(28 cards)
Who is considered the “Father of Vocational Guidance”?
A: Frank Parsons (early 1900s), who emphasized matching personal traits to suitable occupations.
What are the 3 key steps in Parsons’ trait-and-factor approach to career choice?
A: 1) Understand self (person), 2) Understand world of work (environment), 3) Apply true reasoning to maximize person-environment fit.
What is the main assumption of trait-and-factor career theories?
A: Each person fits best in specific work types based on their traits, and career choice relies on rational decision-making.
How do trait-and-factor theories view career development?
A: As mostly cognitive and a “here-and-now” decision based on the fit between person characteristics and job demands.
What is Holland’s Theory of Career Choice?
A: A trait-based theory identifying six personality types (RIASEC) that influence career choices and environments.
What does RIASEC stand for in Holland’s theory?
A: Realistic, Investigative, Artistic, Social, Enterprising, Conventional.
How does Holland’s theory represent the relationship between personality types?
A: Using a hexagonal model where neighboring types are more similar and distant types less similar.
How many Holland types usually describe a person’s vocational personality?
A: Typically 2-3 strongest types form a person’s Holland Code.
What is the Self-Directed Search (SDS)?
A: A self-administered career assessment tool measuring Holland’s six types through interests, competencies, and self-estimates.
What kind of data does the SDS collect?
A: Aspirations, activities, competencies, abilities, interests, and self-ratings compared to peers.
How does the SDS link to career options?
A: It matches the summary RIASEC code to over 1400 occupations in the O*Net database.
What is the role of interests in Holland’s theory?
A: Interests are seen as a stronger expression of personality than abilities in career choice.
What is the Strong Vocational Interest Inventory (SVII)?
A: An early career interest inventory (1920s) that influenced Holland’s RIASEC model.
What does good person-environment fit lead to, according to trait-and-factor theories?
A: Enthusiasm, love of work, economic success, efficient service, and job satisfaction.
What is the counsellor’s role in trait-and-factor approaches?
A: To accurately assess and give feedback on client’s strengths and weaknesses, and help with rational career decisions.
What is congruence in Holland’s theory?
A: The level of fit between a person’s type and an occupation type; higher congruence leads to better satisfaction and productivity.
How is congruence commonly measured?
A: Using methods like Lachan’s M index or a simpler hexagonal distance method based on agreement of the first letter in the Holland code.
What is consistency in Holland’s codes?
A: The relatedness or harmony between a person’s top interest types; adjacent types on the hexagon show higher consistency.
Why is higher consistency in Holland codes desirable?
A: Because consistent codes reflect similar interests, skills, and environments, leading to more matching occupations.
What is differentiation in Holland’s theory?
A: The extent to which a person’s interest profile varies across the six types, showing clear strong interests versus low interests.
What does a well-differentiated profile indicate?
A: Strong interests in 2 or 3 areas and low or average interest in others, helping guide occupational choices.
What does a low flat profile indicate?
A: Little interest differentiation, often seen in young people with limited work experience or exploration, needing career guidance.
What is vocational identity?
A: A clear, stable understanding of one’s interests, abilities, and work goals; a key developmental task, especially in adolescence.
How does Holland measure vocational identity?
A: With the My Vocational Situation (MVS) instrument, which screens for career maturity and identifies barriers to career development.
