Sabai's Career Development Theory
Sabai is another representative professional in the United States. He divided human career development into five major stages.
1. growth stage. From 0 ~ 14 years old. Experience the gradual growth process from curiosity, fantasy to interest to conscious cultivation of professional competence. Sabai has divided this stage into three stages:
(1) fantasy period (before the age of 10): children perceive many occupations from the outside, and are full of fantasies and imitation of their favorite and fun occupations.
(2) interest period (11 ~ 12 years old): Focus on interest, understand and evaluate occupations, and start to make career choices.
(3) capability period (13 ~ 14 years old): start to consider whether your condition is in line with your favorite occupation, and consciously cultivate your abilities.
2. exploration stage. From 15 ~ 24 years old. Job Selection and initial employment. It can also be divided into three periods.
(1) test period (15 ~ 17 years old): comprehensively recognizes and considers your interests, abilities, social values, and employment opportunities, and starts to make career choices.
(2) transition period (18 ~ 21 years old): enter the labor market or conduct specialized vocational training.
(3) trial period (22 ~ 24 years old): select a work area and start to engage in a certain profession.
3. Creation phase. From 25 ~ The 44-year-old is the establishment of a stable career. After two periods.
(1) trial period (25 ~ 30 years old): If you are not satisfied with the selected job type, select or change your job type. The number of changes varies by user. It may also be satisfied with the primary occupation without changing.
(2) stable period (31 ~ 44 years old): The final career is determined and he started to work stably.
4. maintenance phase. In 45 ~ During the long term of the 64-year-old era, the number of workers has generally reached the "success" situation, and they no longer consider changing their careers. They only strive to maintain their achievements and social status.
5. recession stage. When a person is over 65 years old, his/her health status and work ability gradually decline. He/she is about to launch a job and end his/her career.Parkinson's theory of professional human matching
This is a classic theory for career choice and career guidance. It was first proposed by Parkinson, a professor at the University of Boston. In his book "choosing a career", Parkinson clarified three major factors or conditions for Career Selection in 1909: (1) you should be clear about your attitudes, abilities, interests, wisdom, limitations, and other characteristics. (2) You should be clear about the conditions and knowledge needed for successful career choices, advantages, benefits and compensation, opportunities and future in different job positions. (3) balance between the two conditions. The theoretical connotation of Parkinson's is to compare subjective and objective conditions with social and vocational positions (with a certain degree of possibility) on the basis of a clear understanding of personal subjective conditions and requirements of social and vocational posts, match, and finally select a career that matches the individual.
There are two types of career matching: (1) factor matching, for example, the occupation of specialized technology and professional knowledge is matched with the person who has mastered this special skill and professional knowledge; or a dirty, tired, or hard-working condition must be matched by a hard-working, physical, and strong worker. (2) (characteristics) matching, for example, a person with sensitive, mobile, unconventional, strong personality, and idealistic personality characteristics, it is suitable for occupations of artistic creation types that are aesthetic and self-emotional.
This classic principle is still correct and effective, and affects the development of vocational management and Vocational Psychology.
Kinberger's Career Development Theory
The famous American Career Guidance Expert Kim Berger has studied the development of his career for a long time and has had a wide impact on his practice. His career development theories are divided into fantasy, trial, and reality.
1. Fantasy: children before the age of 11. Children are full of novelty and fun to all kinds of professionals they see or come into contact with in the world. The characteristics of career needs in this period are: simply relying on your interests and hobbies, without considering your own conditions, level of ability, social needs and opportunities, it is completely in fantasy.
2. Trial Period: 11 ~ 17 years old. This is a period of transition from children to youth. At this time, people's psychology and physiology are growing and changing rapidly. They have an independent consciousness, their values begin to form, and their knowledge and abilities have increased significantly, preliminary understanding of social production and life experience. The characteristics of career needs are as follows: if you are interested in a career, but not limited to this, you can examine the conditions and capabilities of your career more and more objectively; pay attention to the social status, social significance, and social needs of the professional role.
3. Reality: age groups of young people after the age of 17. We are about to step into social work, so that we can objectively relate and coordinate our career aspirations or requirements with our own subjective conditions, abilities, and actual social occupation needs, find a career role suitable for you. In this period, the expected career is no longer vague. The existing specific and realistic career goals are characterized by objectivity, reality, and practicality.
The career development theory of kingberger is actually the different stages of career development in the early stage. That is to say, it is the changing development process of people's career consciousness or Career Pursuit before employment. Schön's Career Development Theory
Professor schön in the United States has divided his career into nine stages based on the problems and major tasks faced by different age groups.
1. Growth, fantasy, and exploration stages. Generally 0 ~ 21 years old is in this career development stage. The main tasks are as follows: (1) Develop and discover your own needs and interests, develop and discover your abilities and talents, lay a solid foundation for practical career choices; (2) learn vocational knowledge, find realistic role models, obtain rich information, develop and discover your own values, motivations, and aspirations, make reasonable educational decisions, and turn your childhood career fantasies into practical ones; (3) receive education and training to develop the basic habits and skills needed in the Work World. At this stage, the roles are students, job candidates, and applicants.
2. Enter the work world. 16 ~ The 25-Year-Old enters this stage. First, entering the labor market may become the first job of career Foundation. Second, a formal and feasible contract between individuals and employers is concluded, an individual becomes a member of an organization or a profession and acts as a candidate or new student.
3. Basic Training. The age group at this stage is 16 ~ 25 years old. Different from the previous job or organizational stage, you should assume the role of intern and newbie. That is to say, you have already entered the door of your career or organization. At this time, the main task is to understand and be familiar with the Organization, accept the organizational culture, integrate into the working group, get the organizational membership as soon as possible, and become a valid member; second, adapt to the routine operation procedures, work payable.
4. formal membership in early occupations. The age of this stage is 17 ~ 30 years old, get new formal membership in the Organization. Main tasks: (1) assuming responsibilities and successfully performing tasks related to the first assignment of work; (2) developing and demonstrating your skills and expertise, lay the foundation for improving or entering other fields of horizontal career growth; (3) reevaluate the originally pursued career based on the talent and value, opportunities and constraints in the Organization, decide whether to stay in this organization or career, or find a better fit between your own needs, organizational constraints, and opportunities.
5. mid-career period. A formal member in the middle of his career, generally over 25 years old. Main tasks: (1) Select a major or enter the management department; (2) maintain technical competitiveness and continue learning in the professional or management field of your choice, strive to become an expert or professional expert; (3) assume greater responsibilities and fulfill their own position; (4) Develop personal long-term career plans.
6. Middle-stage dangerous occupation. In this phase, 35 ~ 45 years old. The main tasks are as follows: (1) assessing your progress, career aspirations, and future; (2) making specific choices on accepting the current situation or striving for a visible future; (3) establish good teacher relationships with others.
7. Post-occupation. From the age of 40 to the retirement, it can be said that the job is in the late stage, the current career situation or task: (1) become a good teacher, learn to exert their influence, guide and direct others, take responsibility for others; (2) expand, develop, and deepen skills, or improve talents to take on larger scope and greater responsibilities; (3) if stability is desired, it will stagnate, we must accept and face up to the decline in our influence and challenge capabilities.
8. Recession and resignation. Generally, after the age of 40 to the retirement period, different people may decline or leave their jobs at different ages. One of the main career tasks here is to learn to accept the decline of power, responsibility, and status; the other is to learn to accept and develop new roles based on the decline in competitiveness and enterprising spirit; the third is to assess your career and start retirement.
9. Leave the organization or professional retirement. After losing a job or organizational role, you are faced with two major problems or tasks. (1) maintain a sense of identity and adapt to the dramatic changes in roles, lifestyles, and living standards; (2) maintain a self-value, use your accumulated experience and wisdom, and use various resource roles to help others.
It should be pointed out that although schun divides the stages of career development according to the sequence of age enlargement, but it is not limited to this, his stages divide more based on the importance of career status, tasks, and career behavior. Just as Professor Shi's division of the career cycle stage is based on the importance of the career status and career behavior and the development process, and because each person experiences the age of a certain career stage, he only gave a rough age span and showed a cross age for the job stage. Greenhouse's Career Development Theory
Greenhouse studied the main tasks of career development in different ages and divided his career into five stages.
1. career preparation. The typical age group is 0 ~ 18 years old. Main Tasks: Develop the imagination of the profession, evaluate and select the profession, and accept the necessary vocational education.
2. Enter the organization. 18 ~ The 25-year-old is in the organizational unit stage. The main task is to obtain a job in an ideal organization. On the basis of obtaining sufficient information, select a suitable and satisfactory career as much as possible.
3. Early stages of your career. The typical age group in this period is 25 ~ 40 years old. Learn vocational skills, improve work ability, understand and learn organizational discipline and norms, gradually adapt to vocational work, adapt to and integrate into the organization, and prepare for future career success, is the main task of this period.
4. Mid-term career. 40 ~ 55 years old is the middle stage of your career. Major tasks: re-evaluate your early career, strengthen or change your career ideals, select a career, work hard, and achieve something.
5. Late career. From the age of 55 to the later stages of his career. It is the main task of this phase to continue to maintain existing career achievements, maintain dignity, and prepare for the withdrawal. |
