Entscheidungen im Wirtschaftskontext

6. Action Theory: Career development derives meaning through the social interaction between individuals and others in their social environment ; Actions are viewed from three perspectives (Manifest behavior, conscious cognitions, social meaning); very important: goal-directed actions that individuals take in career development; Contextual information is brought into the process for example by doing the process at the workplace or by involving significant others

7. Person-Centered Theory: Introduced by Carl Rogers (1942); most important factor affecting the progress made in the counselling session is the relationship between the counsellor and the client; Attitudes and qualities of counsellor: Congruence, unconditional positive regard, empathetic understanding; Goals: client evolves a personal identity, decides the vocational goal that is fulfilment of that identity, determine a planned route to that goal, implementing the plan

8. Psychodynmaic Theories: two main assumptions of psychodynamic approaches: Individuals’ difficulties have their origins in early experiences, Individuals may not be consciously aware of their motives; Helpful concepts: defense mechanisms such as denial and repression, transference; Key activity: making intelligible interconnections among the episodes of the client’s life

1. vocational guidance: focus on the early career decision-making process, with the central proposition that individuals should engage in a process of “true reasoning” to achieve a good match between own characteristics and the demands of a job; developeb by Parson (1909), who can be held as the originator of career counselling

2. Person-Environment-Fit Theories: Emphasize diagnosis and assessment, Common outcome: recommendation to client; Career counselor’s primary activity according to theory: assessment of occupational interests and identification of occupations that match the client’s interest profile; Instruments for assessing interests: Strong Interests Inventory, Self-Directed Search; Fit is now viewed as more of an ongoing process, where individuals and work environments are in in constant reciprocal interaction

3. Developmental Theories: Career counsellors encourage their clients to move toward a greater awareness of themselves and their situations and to develop decision-making skills, Donald Super: career development proceeds through stages as the individual seeks to “implement a self-concept” in an occupation (Exploration, Establishment, Maintenance, Disengagement), Interventions need to be related to the client’s developmental stage; Key concept = career maturity: individual’s readiness for coping with the tasks of career development as compared with others handling the same task

4. Cognitive-Behavioral Theories: Emphasize a change-focused problem-solving approach and the cognitive processes through which people monitor their behaviour; Believes about themselves and work are learned (instrumental and associative); Main task for career counsellor: to assess the “accuracy, completeness and coherence” of clients’ beliefs about themselves and the external world

5. Narrative Approaches: Clients are encouraged to tell stories about their lives and help them make sense of these and identify key themes within them; The aim is to help clients understand and explain their experiences in a coherent way and retell or re-author their story of stories in a more satisfactory and agentic manner (e.g. through empathetic reflection) 

- Congruence results in satisfaction and stability --> less support

- Some writers have questioned the validity of the six-dimensional model of interests

- Little attention to the role of attributes other than interests --> career counsellors should use frameworks of fit that integrate various attributes, including abilities, interests, and personality à abilities, interests and personality develop in tandem

- Fit is now viewed as more of an ongoing process, where individuals and work environments are in in constant reciprocal interaction

1. Building the relationship -->  establish the working alliance

2. Enabling clients’ (self)-understanding  --> helping clients assess their attributes and their situation 

3. Exploring new perspectives --> challenging and information giving

4. Forming strategies and plans -->  reviewing process and goal setting 

1. Legacy metaphor: career as inheritance

2. Craft metaphor: career as construction

3. Season metaphor: career as cycle 

4. Matching metaphor: career as fit 

5. Path metaphor: career as journey 

6. Network metaphor: career as encounters and relationships 

7. theater metaphor: career as a role 

8. economic metaphor: career as a resource 

9. narrative metaphor: career as a story