Blog 4: Chapter 5

Chapter five discusses the Krumboltz’s Social Cognitive Career Theory (SCCT) which was constructed from the sociocognitive theory of Albert Bandura (Brown, 2016, p. 91-92). I wanted to focus on the six central propositions of SCCT and how they apply to the career development process.

The first idea focuses on the interaction between people and their environments and how the influence of each are intertwined. It makes sense that this relationship would influence one’s career development. If a work environment is negative, then it’s likely going to have the same effect on the employees. This can be applied to employees as well. If an employer or employee has a constant negative or positive attitude, it can have a significant impact on the workplace environment. The second idea is that “career-related interest and behaviors are influenced by several aspects of the person: gender, sexual orientation, race, ethnicity, disabilities, behavior, self-efficacy beliefs, outcome expectations, goals, and genetically determined characteristics.” This supports Gottfredson’s theory of circumscription and compromise. A variety of factors, especially gender and age of interventions are critical in the career development process. The third idea is that self-efficacy beliefs and expectations of outcomes are major components in interest-development. I agree that individuals are likely going to pursue interests that they believe will generate valued outcomes. This applies directly to career development, in that individuals will likely seek careers that they perceive they are capable of accomplishing.

Fourth idea also supports Gottfredson’s theory of circumscription and compromise, in that various factors like gender, physical health, disabilities, environmental variables, and race can influence the direction of one’s life decisions. When deciding a career path, it makes sense that these factors would influence the direction in which one perceives they can pursue. The fifth idea talks about the career choice and implementation are influenced by both indirect and direct factors, separate from self-efficacy, expectations of outcomes, and goals. I immediately thought of legal issues. If someone has a felony, it will directly impact their future career decisions. Despite their age or rehabilitation process, they will always have a barrier on their pursuit for higher education and/or a career. It’s something that we need to address as a society, because it has a direct impact on our unemployment and recidivism rates. Also, I thought about the accessibility of financial aid, and how parental salaries can impact the amount of funding a student maybe eligible for. It was a major factor in many of my friends and family’s ability to go to their school of choice. Finally, the sixth idea was that performance in educational activities and occupations directly correlates with one’s ability, self-efficacy beliefs, goals, and outcome expectations. It states that those that perform at the highest levels possess the highest self-efficacy beliefs and strongest abilities. However, it contributes environmental factors to having a continuous influence on these factors. It makes sense that these factors would have a direct relationship and outcome.

            In conclusion, I think these theories need to consider the cognitive factors that are also important in the career development process. It identifies the important social learning aspects that help explain some of these career-related behaviors. However, a holistic approach that addressed the spiritual, cognitive, emotional, and development factors would provide a better understanding of the career development process.

Brown, D.  (2016).  Career information, career counseling, and career development. (11th ed., pp. 91-92).  Boston, MA: Pearson.