Career development theory
【Abstract】 Sahu's career development theory Parkinson's professional people match theory Schne's career development theory
Saber's career development theory Saber is another representative professionalist in the United States. He divided human career development into five big phases. 1, growth stage. From 0 to 14 years old. Experience the gradual growth process of career from curiosity, fantasy to interest, to consciously cultivate professional capabilities. Saber will be divided into three growth: (1) Fantasy (10 years ago): Children have perceived many occupations from the outside world, full of fantasies and imitations for their own careers that they feel fun and favorite. (2) Interest period (11-12 years old): Interest centered, understand, evaluate the occupation, and began to make career choices. (3) Capacity period (13-4 years old): Start considering whether it is in compliance with your favorite career, consciously cultivation. 2, explore the stage. From 15 to 24 years old. Choose a business, early employment. It can also be divided into three periods. (1) Test period (15-17 years old): Comprehensive understanding and considering your own interest, ability and professional social value, employment opportunities, and began to choose a business attempt. (2) Transition period (18 ~ 21 years old): Enter the labor market, or conduct specialized vocational training. (3) Test period (22-24 years old): Selected work field and starting to engage in some occupation. 3. Establish a stage. From 25 to 44 years, we have established a stable professional stage. After two periods. (1) Test Period (25 ~ 30 years old): The occupation is not satisfied with the occupation of the initial employment, then select, and transform career work. The number of transformations is different. It is also possible to satisfy the primary selection of occupations without conversion. (2) Stability (31-44 years old): The final occupation is determined to start working to stabilize. 4, maintenance stage. In this long time in 45 ~ 64, workers generally reach the "merit" scenarios of common saying, no longer considering transforming career work, just striving to maintain have achieved achievements and social status. 5, recession phase. People have reached over 65 years old, their health status and work ability, gradual recession, will be launched, ending careers. Parkinson's professional people match the classic theory for career choices and occupational guidance. The earliest is proposed by Passen Parksen, Boston University. In 1909, Parkinson clearly clarified the three major elements or conditions of career choices in its "Choose a profession": (1) Be clearly understanding your attitude, ability, interest, intelligence, limitations and other characteristics; ) The conditions that should be clearly understood, the desired knowledge, the advantages, disadvantages, opportunities and future of different occupational jobs. (3) The balance of the above two conditions. The theoretical connotation of Parkinson is to understand the main objective conditions and social vocational positions (with certain possibilities for themselves), and finally choose, in the case of individual subjective conditions and conditions of social professional positions. A occupation is comparable to the individual. Professional people match, divided into two types: (1) factor matches, such as the career required for specialized technology and expertise matching the special skills and professional knowledge; or dirty, tired, bitter labor conditions Poor career, need to work hard, physically strong workers match. (2) (Characteristics) Matching, for example, people with sensitive, easy-to-move, non-conventional, personalized, idealism, etc., should be careful for the type of artistic creation of aesthetic, self-emotional expression.
Parkinson's occupational man's match, this classic principle is still correct, effective, and affects vocational management and vocational psychology. Kingsberg's career development theory US famous professional guidance expert Kinsberg, a long-term study of the development of career, and has a broad impact on practice. Jinsberg's career development theory is divided into fantasy, attempts and real-world. 1. Fantasy: Children before 11 years old. Children are full of novelty and fun feelings for all kinds of professional workers who have seen or exposed to them, especially for them. The characteristics of professional demand at this time are: Single hobbies, do not consider their own conditions, capacity levels and social needs and opportunities, are completely in fantasy. 2, try the period: 11 ~ 17 years old, this is a period of teenage children to the youth transition. At this time, human psychology and physiology have rapidly grow and grow, have independent awareness, and the values are beginning to form, knowledge and ability to grow significantly and enhanced, and initially understand the experience of social production and life. The characteristics present in professional needs are: have career interest, but not limited to this, more and objective review of their own conditions and abilities; began paying attention to the social status, social significance, and society of professional roles. Need. 3, the real period: the youth age group after 17 years old. It is about to step into social labor, objectively put your career wish or request, with your subjective conditions, capabilities, and social reality need to be closely linked and coordinated, find a suitable career role. The occupation of the profession in this period is no longer obscured, existing specific, realistic career goals, the biggest characteristics showing objectivity, reality, practical. Jinsberg's career development theory, in fact, the different stages of the early career development, that is, it is a change in the development process of professional awareness or occupational pursuit in early employment. Schien's career development theory The US Professor's Professor's professor is based on the problem and professional work of the different ages of life, and the career is divided into 9 phases. 1. Growth, fantasy, exploration phase. Generally 0 ~ 21 years old is in this career development phase. The main task is: (1) Develop and discover your needs and interest, development and discover your ability and talents, to make the foundation for practical career choices; (2) Learn the knowledge of occupation, find realistic roles, Get rich information, develop and discover your values, motivations and ambitions, make reasonable reality of education decisions, turn young career fantasies to operable; (3) Accepting education and training, developing the basics required in the development of work world Habits and skills. The role acting in this stage is a candidate, applicant, applicant. 2, enter the work world. People aged 16 ~ 25 stepped into this stage. First, enter the labor market, seek the first work that may become a professional basis; second, personal and employers reach a formal feasible contract, individuals become a member of an organization or a profession, and the role is: candidate New students. 3, basic training. The age segment of this phase is 16 to 25 years old. Unlike the previous one being entering the occupation or organizational phase, you must act as an intern, novice role. That is, the door that has been moved to the career or organization. At this time, the main task is already understanding, familiar with the organization, accepting organizational culture, integrating working groups, and obtains organizational members as soon as possible, becoming an effective member; second, adapting to daily operation procedures, paying work. 4. Official member qualification of early careers. The age of this phase is 17 to 30 years old, and the organization's new official member qualification is obtained.
The main task is facing: (1) Being responsible, successful implementation of the task related to the first work assignment; (2) Develop and show your skills and expertise, in order to improve or enter the horizontal occupational growth of other fields; 3) According to its own talent and values, according to the opportunities and constraints in the organization, the original pursuit of occupations is decided to stay in this organization or occupation, or find a better thing between organization constraints and opportunities. Teamwork. 5, occupational mid-term. Formal members in the mid-occupational mid-age, age is generally over 25 years old. Main tasks: (1) Select a major or enter the management department; (2) Keep technical competitiveness, continue to learn in the professional or management field of your own, strive to become an expert or professional hand; (3) bear more Big responsibility, indeed its own status; (4) Develop a long-term professional plan. 6. Vocational mid-dangerous stage. At this stage, 35 ~ 45 years old. The main tasks are: (1) The real estimate of the real estate, professional ambitions and personal future; (2) make specific choices to accept the status or seek seek future; (3) Establish a good relationship with others. 7. Occupational period. Since the age of 40, until retirement, it can be said to be in the post-occupation period. At this time, the occupational status or task: (1) Become a good teacher, learn to give an influence, guidance, directing others, take responsibility for others; (2) Expand , Development, deepen skills, or improve their talents, with a larger scope, more significant responsibility; (3) If you seek peace, you will be stagnant, you will accept and face your own influence and challenge. 8, recession and the post-duty phase. Generally after 40 years of retirement, different people will recess or leave in different ages. The main professional tasks this is to learn to accept power, responsibility, status decline; second, based on competitiveness and enterprising, we must learn to accept and develop new roles; third is to assess your career and retire. 9, leave the organization or occupation retirement. After losing work or organizational roles, face two major problems or tasks; (1) Maintain a sharp change in identifier, adapting role, lifestyle and living standards; (2) Maintain a self-worth, using his own accumulation experience And wisdom, carry out the band with various resource characters. It is to be pointed out that although Schien is basically divided into a career development stage in order of age, it is not here, and the stage is divided into more important tasks based on occupational status, tasks, and professional behavior. As the Professor Professor's division of occupational cycle is based on the importance of occupational status and occupational behavior and development process, but because each person experiences the age of a professional phase, he only gives a roughly age span, and There is a relationship with the age shown in the career stage. Greenhaus's career development theory Greenhaus studies the main task of vocational development of different ages of life, and divides careers into five stages. 1, professional preparation. Typical age groups are 0 to 18 years old. Main tasks: Develop vocational imagination, assess and choose occupational, and accept must be vocational education. 2, enter the organization. 18 ~ 25 years old is to enter the organization stage. The main task is to obtain a job in an ideal organization, on the basis of obtaining sufficient information, try to choose a suitable, more satisfactory profession. 3. At the beginning of your career. The typical age group in this period is 25 ~ 40 years old.
