Theories of Career Development

1. Ginsburg, Axelrad, and Herma (1950) propounded this theory in three different categories or stages
i. STAGE ONE (FANTASY)  
At eleven (11yrs) most children believes that they can do everything without skill, education, training required or economy.

ii. STAGE TWO (TENTATIVE)
12-18yrs. This period is known as interest development stage, " I LIKE THIS " they begin to develop interest in a specific mmanner.

iii. STAGE THREE (REALISTIC STAGE)
19 years and above is period of more realistic approach to choosing a specific career. their focus becomes clearer with which career to pursue in life.

 2. Donald Super (1950)

One of Donald Super’s greatest contributions to career development has been his emphasis on the importance of the development of self-concept. According to Super, self-concept changes over time and develops as a result of experience. As such, career development is lifelong.

Super’s five life and career development stages Super developed the theories and work of colleague Eli Ginzberg. Super felt that Ginzberg’s work had weaknesses, which he wanted to address. Super extended Ginzberg’s work on life and career development stages from three to five, and included different sub-stages.

i. Stage 1: Growth Age 0–14 the child is developing both physically and mentally and is more interested in some motor skills. They try to imitate the older person or parents at home.

ii. Stage 2: Exploration Age 15–24 this stage is marked by some form of confusion in young adults as he/she make alot of search for the most suitable career to embark on.

iii. Stage 3: Establishment Age 25–44 At this stage the young adult has a vocation or job. He is perceived as have stabilized in a given profession.

iv. Stage 4: Maintenance Age 45-64 the career oriented individual aims at consolidating his career with the aim of attaining to the peak of his life.

v. Stage 5: Decline Age 65+ This Moments are those times the later adulthood had invested some fruitful years of experience and has work in the development of an organization he retires from active service with joy and fulfillment.

3. John Holland Developmental Theory 

i. In our culture, most people are one of six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Some refer to these as Holland Codes or RIASEC.

ii. People of the same personality type working together in a job create a work environment that fits their type. For example, when Artistic persons are together on a job, they create a work environment that rewards creative thinking and behavior -- an Artistic environment.

 iii. There are six basic types of work environments: Realistic, Investigative, Artistic, Social, Enterprising, Conventional.

 iv. People search for environments where they can use their skills and abilities and express their values and attitudes. For example, Investigative types search for Investigative environments; Artistic types look for Artistic environments, and so forth.

 v. People who choose to work in an environment similar to their personality type are more likely to be successful and satisfied.