Chapter 5 - Nicole

I found this chapter to be interesting, especially the part in the chapter that talked about Krumboltz’s “four factors that influence on the individual development and ultimately the career decision-making process” (Brown, 2016). The first stage is about the genetic and innate abilities a person already has. I think that the first stage is an important start to the rest of the stages, the second stage is about the environmental factors.  The third and fourth stages are learning experiences and task approach skills. Learning experiences are all of the previous education. Krumboltz identified two learning experiences; they are instrumental and situational experiences. Task approach skills are modified each time an outcome is different the approach changes. The four stages complement each other because both of those two factors incorporate aspects of all life.  You could use those stages for something other than careers.

Another theory that I found interesting was the Social Cognitive Career Theory. It is based off of Albert Bandura’s Sociocognitive theory. Both Krumboltz and Bandura’s theories parallel each other, but they also are different. They both have an importance on focusing on the self. I mainly found it interesting that it paralleled Bandura’s theory, but the theory has been used to do different research on the influences on career.

There were also a various types of socioeconomic theories. There was one about statuses, and how similar to the chart in chapter four that ties the social statues to different occupations. People tend to pick jobs not based on their experiences but rather what pays more or what looks better to have. Would you rather be a janitor or a doctor?  A doctor would be my guess at your response. Why? Doctors have a more glamorous job, the save lives have relationships with other doctors. That is how the television portrays that job, while janitors don’t have a show about a group of janitors working and the relationships they share.

Another socioeconomic theory is about dual labor market. People are noticing that there are several different companies that have the same job opening up, and they have different names. Would you rather work for Pepsi or Captain Flavor (totally made up soda company that is only open from spring until the end of summer)? Most would pick the brand that is more popular and can give them full time employment. There are two different types of opportunities in the labor mark, thus why it is a dual market theory. The two different types are core firms and peripheral firms. Core is the name brand type of companies that are open year round while peripheral are seasonal companies or offer no long-term jobs. The creators of this theory noted that it is too simple-minded, but it does point out attributes that people look for when searching for employment.

Brown, D. (2016, 2012, 2007). Career Information, Career Counseling, and Career Development. 

      NC: Pearson Education.