Career Development: Theories, Models, and Applications

This document provides a comprehensive guide to career development, covering contemporary theories, models, and their applications. It explores Donald Super's growth theory, social cognitive theory, and trait theory. The document also discusses the 5-step career growth model, the code of professional conduct, regulatory requirements, policies, guidelines, standards, and resources. It offers insights into planning for ongoing personal and professional development, applying career development standards to work roles, and establishing relationships with professional peers and service providers. The document concludes with a discussion on the application of career development theories in practice.

Career development1
CAREER DEVELOPMENT
Name:
School:
Department:
Date:

Career development 2
Career Development
Assessment 2.
Introduction.
Career is a person’s work-related and other appropriate experiences, which are both internal and
external in a firm. Occupation growth is a series of activate or even lifelong processes of
developing another person’s career. Occupation growth denotes to managing one's occupation in
a firm scenario through learning, work, vacation, and changes to move toward a personally
unwavering and developing ideal future.
1. Contemporary career development theories
Career developmental theories.
a. Donald super growth theory expresses life and occupation growth phases and allocates to
them sub-stages with precise occupational characteristics. Individuals gain a sense of their
interest and talents by discovering career characters through schooling, work and leisure
activities. At formation stage, the careers peak, and maintenance stage follows where VET
workers seek constancy in their roles. The decline phase involves the older workforces
decreasing throughput as they retire.
b. Social cognitive theory.
Social cognitive theory makes use of self-efficacy where individuals believe in themselves and
attain the abilities to impact success (Turner 2018). Moreover, workforces change roles and
priorities that later influence their career decisions.
c. Trait theory.
The theory stresses the impression of modal individual orientation to describe the procedure
which hereditary and individuals are responses to their surroundings impart attitudes, and actions

Career development 3
that impact career choice (Novikova 2013). An example includes where an individual becomes
comfortable with routine and self-directed activities. Individuals are dependable workers who
gravitate toward administrative careers.
2. Models
The 5-step occupation growth model offers an inclusive tactic with skill growth and learning
results that exhibit the need capabilities for career preparation and management.
Assessment evaluates fitness and focuses on the career. Exploration entails searching for
additional facts through survey and research options. Preparation involves creating a strategic
plan, preparing for employment, executing plans, and conducting a search at the implementation
stage. The decision-making phase evaluates options and making of informed decisions. Career
growth Framework offers a structured process to learning and growth that provides guiding
principles for occupational therapy.
3. Code of professional conduct
The code of professional conduct safeguards the welfare of clients of career growth services
provided by VET members, the integrity of the VET and their profession. Growing and
sustaining practitioner excellence is a strategic goal for any business. An example is accepting
responsibility for the VET professional actions and resolutions and applying high professional
ideals of significance and appropriateness in guidance to clients. Establishing, maintaining and
developing firms’ relationships based on confidence, trust and respect are some of the ethic
examples.
Moreover, a well-prepared code of ethic clarifies the firm’s mission, values, and principles that
link the VET with the standards of professional conduct (Leipziger 2017).
4. Regulatory requirements, policies, guidelines, standards, and resources.

Career development 4
Competency guidelines inform the growth of entry levels qualifications and maintains the current
understanding of law policies and professionalism. The practitioners should maintain the highest
standards of ethical and professional behavior that develop, administer and advocate procedures
that foster fair decisions made by organizations (Leipziger 2017). The policies and standards
assessors adhere to include, being straightforward, honest, truthful, and confidentiality that
should be maintained at all levels.
5. Planning for and undertaking ongoing personal, professional development
The steps of completing a professional development plan include assessing and identifying
specific career goals through gathering facts and identifying the professional skills. Nevertheless,
choosing ways of accomplishing goals and developing a timeline of achieving those goals.
Examples of personal professional development include improving job performance, skill-based
training and having diverse approaches.
6. Applying career development standards to all aspects of the work role.
Organizing and prioritizing on ones work professionally can be achieved by avoiding distractions
and multitasking. This helps directing attention and focusing on what needs to be accomplished.
Moreover, setting milestones and being a great finisher is of importance (Duffy, Autin and Bott
2015). Examples of Career growth standards include confidence, and embracing empathy by
getting along with oneself and others.
7. Establishing and maintaining relationships with professional peers and service
providers
Enthusiasm and zeal are attractive personalities that individuals enjoy being around peers and
everyone enjoys working with. Maintaining effective communication among peers is very
important. Moreover, trusting an expert is essential and shows that peers can rely on the

Career development 5
personnel. Examples include being open, sharing knowledge and acknowledging peers as
individuals in a professional nature.
Assessment 3.
Application of career development theories.
Career growth theory by Donald Super.
Following Donald, career choices are affected by complex and multi-faceted psychological,
sociological and cultural factors. Self-concept, life stages, and roles are the central
developmental stages of work allows persons’ to choose occupations that express their self-
concept. Occupation choices develop as one’s self-concept becomes more stable. Career growth
theory involves multiple trial careers that comprise new development, re-exploration, and re-
establishment.
Examples include; assessment, investigative stage, commitment and retention and transition
stage.
Social cognitive theory
Applications of social cognitive career theory include situations where counselors assist clients
overcome low self-esteem obstacles through encouraging and finding a career that matches their
interest has, values and skills (Turner 2018). The theory also helps by giving chances,
experiences and significant adults to affect beliefs that influence objectives and actions to
children. Concisely, strategic career growth interventions positively influence young individuals
in the context of the social cognitive theory.

Career development 6
Trait theory.
Individuals gets oriented to varied work environments through person's traits (Novikova 2013).
Thus, the greatest career satisfaction occurs through congruence between the person’s type and
occupation. Examples of traits are openness, extroversion, and agreeableness.
Analyzing career development needs.
It is necessary for managers to revise people’s job description, observing and meeting with team
members while at work helps facilitate easy collection of data of specific groups. Analyzing and
preparing data determines the action steps. Examples involve conducting a three-level analysis
like at organizational, operational and individual level.
Planning for support systems and resources required to provide high-quality career
development service delivery.
Gathering and using facts helps inform occupation growth approaches by analyzing,
implementing and evaluating career growth services in accordance with the jurisdictive needs,
guidelines, and principles. Most importantly, identifying own proficient growth requirements and
completing essential professional growth activities necessitates determination of the needs of
specific groups. Frequently communicating with others while providing professional support
improves career development. The assessors should be appraised and correct feedback provided
to them. Helping assessors in managing careers through mentorship programs helps them
improve several series and assistance programs. Examples include reflection and self-evaluation,
exploration and Goal setting.
Applying effective action-planning skills in career development counseling services.
Career planning helps one to understand and know oneself and the world to make career,
educational, and life decisions. Therefore, career counseling is a wide-ranging, developmental

Career development 7
program intended to assist persons in preparing and instigating informed educational and work-
related choices. Managers apply career technique skills during counseling to develop a
therapeutic relationship with the assessors that helps the managers to understand their client’s
worries, interests and desires on a deeper level thus providing full guidance to the assessors.
Counselors should help assessors in defining goals as they get to know clients and allowing them
space to expressing career choices. Moreover, counselors should guide clients to understand the
job market as the assessors uncover unrealized passion for specific careers (Kosine and Lewis
2008). This can be accomplished by helping the clients turn their life themes into career
objectives. Career planning can be conducted in firms for workers growth, an athlete and
education programs.
Conclusion.
The student established the professional and follow up support for the VET trainer since the PEO
worked closely with staff members. Documentation of the objectives and competency
development and the goals the staff members needed to accomplish to support continuous
improvement and career growth was undertaken. Some of the areas where the professional and
follow up support can be carried out include in researches, skill-based training and participating
in professional firms.

Career development 8
References
Duffy, R.D., Autin, K.L. and Bott, E.M., 2015. Work volition and job satisfaction: Examining
the role of work meaning and person–environment fit. The Career Development
Quarterly, 63(2), pp.126-140. [Online]. Available at:
https://onlinelibrary.wiley.com/doi/abs/10.1002/cdq.12009 [Accessed on 18 March 2019].
Kosine, N. and Lewis, M., 2008. Growth and exploration: Career development theory and
programs of study. Career and Technical Education Research, 33(3), pp.227-243. [Online].
Available at: https://www.ingentaconnect.com/content/acter/cter/2008/00000033/00000003/
art00008[Accessed on 18 March 2019].
Leipziger, D., 2017. The corporate responsibility code book. Routledge. pp. 37-52. [Online].
Available at: https://www.taylorfrancis.com/books/9781351278881[Accessed on 18 March
2019].
Novikova, I., 2013. Trait, Trait Theory. The Encyclopedia of Cross‐Cultural Psychology, 3,
pp.1293-1295. [Online]. Available at:
https://www.researchgate.net/profile/Irina_Novikova9/publication/316090982_Trait_Trait_Theo
ry/links/599af38caca272dff128d413/Trait-Trait-Theory.pdf[Accessed on 18 March 2019].
Turner, Stephen P. "Social Theory and Cognitive Science." Cognitive Science and the
Social, 2018, pp. 178-204, pp. 178-204. [Online]. Available at:
https://www.taylorfrancis.com/books/9781351180528[Accessed on 18 March 2019].