Roe's personality theory of career choice, Super's developmental self. Theory of vocational behavior, and Holland's career typology theory of. Apr 11, 2017  NOR FATIN BINTI RAHMAT 188944 CPE3500 / CAREER DEVELOPMENT TITLE: CAREER OF CHOICE AND DEVELOPMENT ANNE ROE THEORY 2. OVERVIEW Anne Roe Born on 1904 and raised up in Denver, Colarando She is the eldest from the 3 siblings. Responsible for helping to raise her two younger siblings in addition to performing household duties from a young age. She continued to care for and support her family throughout her education Educational.

Anne Roe (1904 – May 29, 1991) was an American clinical psychologist and researcher who studied creativity and occupational psychology. Her publications included The Making of a Scientist (1953) and the Psychology of Occupations (1956).

Biography[edit]

Born in Denver, Colorado, her parents were Charles Edwin Roe and Edna Blake. There were three siblings. Roe received her Bachelor's (1923) and Master's (1925) degrees from the University of Denver. She received her Ph.D. at Columbia University (1933). Five years later, she married the paleontologist George Gaylord Simpson. She became stepmother to his four daughters. Roe served as a research associate and professor at Harvard's Graduate School of Education before founding and directing the school's Center for Research on Careers. In 1963, Roe became full professor, the ninth woman in the history of Harvard University to become a tenured faculty member, and the first woman to be tenured in the Harvard Faculty of Education.^[1] In 1967, the Roes retired in Tucson, Arizona, where she held an adjunct lectureship position at the University of Arizona.^[2] She died on Wednesday, May 29 at her home in Tucson, Arizona.^[3]

Body of work[edit]

Her research included the psychology of people of superior intellect, alcoholism and its effect on creative artists and creativity in scientists. She wrote more than 100 books and articles, including 'The Making of a Scientist,' published in 1952 by Dodd, Mead. There is also an extensive synopsis of her work in 'Work and Human Behavior'.^[4]

Selected works include:

• Roe, A. (1953). A psychological study of study of eminent psychologists and anthropologists, and a comparison with biological and physical scientists. 'Psychological Monographs' 67(2): 212-224.
• Roe, A. (1953). 'The making of a scientist.' New York, NY: Dodd, Mead.
• Roe, A. (1956). 'The psychology of occupations.' New York, NY: John Wiley & Sons.
• Roe, A. (1970). A survey of alcohol education in elementary and high schools in the United States. 'Quarterly Journal of Studies on Alcohol, 3,' 3-132.
• Roe, A. (1972). 'Womanpower: How is it different?' New York, NY: Columbia University Press.
• Roe, A. (1972). 'Perspectives on vocational development.' Washington, DC: American Personnel and Guidance, Association.
• Roe, A. (1972). 'Womanpower: How is it different?' New York: Columbia University Press.
• Roe, A. & Simpson, G.G. (Eds.). (1958). 'Behavior and evolution.' New Haven, CT: Yale University Press.
• Simpson, G.G. & Roe, A. (1939). 'Quantitative zoology; numerical concepts and methods in the study of recent and fossil animals.' New York: McGraw-Hill Book Company.

Awards and Leadership Positions[edit]

Lifetime Career Award from the National Vocational Guidance Association in 1967

Leona Tyler award from the Clinical Psychology Division of the American Psychological Association (APA) in 1984

President of the American Board of Professional Psychology between 1953 and 1959

Founder and president of the New England Psychological Association.^[1]

See also[edit]

References[edit]

1. ^ ^ab'Anne Roe - Psychology's Feminist Voices'. www.feministvoices.com. Retrieved 2015-11-22.
2. ^'Anne Roe papers, 1949-1974 (bulk)'. American Philosophical Society. Retrieved 22 November 2015.
3. ^'Anne Roe Simpson, 87, A Clinical Psychologist'. The New York Times. 1991-06-04. ISSN0362-4331. Retrieved 2015-11-22.
4. ^Neff, Walter S. Work and Human Behavior. Transaction Publishers. ISBN9781412841795.

Career development theory studies paths toward improving professional growth, career trajectory and overall job satisfaction. Understanding career development theory can be an important step in determining your core values, strengths, weaknesses and desired path. While there are varying claims in different career development theories, all of these theories acknowledge the importance of cultivating a positive emotional relationship with work and of developing meaningful professional ambitions. In this article, we’ll examine career development theory, its multiple manifestations and how it can provide insight into your personality and your professional growth.

Career development theory is the study of career paths, success and behavior. It aims to explain why a person might be a good fit for a certain career and provide advice on how to attain a promising trajectory. It also focuses on identifying common career stages when education, guidance and other interventions are necessary.

Career Development theories come from four main areas of study:

• Differential psychology
• Personality
• Sociology
• Developmental psychology

Frank Parsons pioneered career development theory with the release of his trait and factor theory in the early 1900s. Since then, the study of career development has produced various theories and captured much public interest. In the following sections, we examine five of the most influential career development theories.

Here is a list of the most popular career development theories:

Trait and factor theory entails three actions. First, examine the personality traits of the person whose career is being planned. Second, inventory the character traits of the job. Third, measure the personality traits of the individual against the traits of the job.

The trait and factor theory is used in a number of aptitude tests including:

• Interest-Kuder Career Search (KCS)
• Aptitude-Differential Aptitude Tests (DAT)
• General Aptitude Test Battery (GATB)

The Holland theory of vocational types focuses on personality types as the main factor in career choice and development. John L. Holland developed his theory on the idea that career choice is based on personality. He believed that a person’s work satisfaction is linked to similarities between their personality and job environment.

Holland’s theory has six personality types, sometimes call the Holland Codes or Holland Occupational Themes:

• Realistic (R): Also called “Doers,” people in this type solve problems by taking action rather than discussing it. Install ilbc asterisk 13. Realistic types are interested in work that requires skill and strength. Carpenters, chefs and personal trainers all fit into the realistic personality type.

• Investigative (I): Also called “Thinkers,” people in this type like to work with information. Investigative types enjoy working by themselves rather than with a group. Actuaries, lawyers and doctors all fit into the investigative personality type.

• Artistic (A): Also called “Creators,” people in this type are creative, inventive and typically more emotionally aware than other Holland Types. Artistic types are independent but enjoy working with other people. Graphic Designers, writers and musicians all fit in the investigative personality type.

• Social (S): Also called “Helpers,” people in this type enjoy teaching or helping others. Social types value working with others and creating relationships. Teachers, counselors and human resource professionals all fit in the social personality type.

• Enterprising (E): Also called “Persuaders,” people in this type enjoy working with people and information. Enterprising types of value status and security. Entrepreneurs, stockbrokers and salespeople all fit in the enterprising personality type.

• Conventional (C): Also called “Organizers,” people in this type enjoy rules and regulations. Like enterprising types, they put a value on status and money. However, they have a dislike for unclear or unstructured work. COOs, personal financial planners and economists fit in the conventional personality type.

Social cognitive theory, developed by Albert Bandura, is the idea that an individual’s motives and behaviors are based on experience. These experiences can break into three main categories:

• A person is influenced by self-efficacy, or what they believe they can achieve.
• A person is influenced by what they see other people achieve and the actions they take.
• A person is influenced by factors around them that they cannot control.

In career development, social cognitive theory helps to explain how a person can set up their career development plan for success. Through a positive view of their own abilities and surrounding themselves with a positive network of mentors, a person has a better chance of achieving their career goals.

The framework for this theory is called Bandura’s Triadic Reciprocal Model of Casualty. This model says a person’s output is based on a mixture of: Program za dizajn palatka.

• Personal characteristics
• Behaviors and actions they see from other people
• Outside factors

Donald Super built his developmental theory on the idea that your view of yourself changes. Time and experience help shape the way a person values their career and the goals they set. This theory defines a “career” as the entire lifetime of a person.

Super broke career development into five stages:

• Growth: This stage starts at birth and continues through age 14. A person develops their sense of self and attitude toward work.

• Exploration: This stage starts at age 15 and continues through age 25. A person tries out different career paths through classes, hobbies and actual work.

• Establishment: This stage starts at age 25 and continues through age 44. A person develops entry-level job skills and develops work experience.

• Maintenance: This stage starts at 45 and continues through age 64. A person changes elements of their career to improve their position.

• Decline: This stage begins at age 65. A person reduces the amount of work they do and prepares for retirement.

Super believed that people found career satisfaction based on their view of themselves at each of these five stages of development. For example, a person may value a work-life balance more in their maintenance stage than they do in their establishment phase. The career can be the same, but time and experience change how the person perceives their profession.

Anne Roe’s personality theory states that a person chooses their career based on their interaction with their parents. Roe believed that the way a child interacts with their parents would lead them to pursue either person-oriented or non-person-oriented jobs. Person-oriented jobs have a high amount of interaction with other people. Non-person-oriented jobs are more independent.

Roe created several categories of careers that could be person-oriented or non-person-oriented based on the skill level of the job. Roe broke careers into eight categories:

• Service
• Business Contact
• Organization
• Technology
• Outdoor
• Science
• General Culture
• Arts and Entertainment

Each of these categories, Roe stated, has six levels based on how much skill is required for the job:

1. Independent responsibility
2. Less independence
3. Moderate responsibility
4. Training required
5. Special training
6. Follow basic instructions

An individual is then classified into the eight categories and six levels based on the interaction they had with their parents as a child.

Career development theory can help you gain a better understanding of yourself and your career. Many people find a combination of several theories enables them to gain better insight. While learning about these theories can help people begin to understand their interest in a career path, a career counselor can more specifically guide you using tools and tests based on these theories, as well as their own professional expertise.