Career Development Theory | 9 Popular career counseling theories Explained

Want to understand what is career development theory? Let’s deep-dive into the 9 most popular career development theories, take a look at their classifications, and more.

Career development theory

Career development theory examines different methods for professional growth, improving career trajectory, and job satisfaction. Different theories will help you find your career values, strengths, weaknesses, and desired career paths. All career development theories stress the importance of having a positive emotional relationship with work and cultivating professional ambitions. 

What is career development?

Let us start with what is career development? Career development theory is the study of career paths, success, and behavior. The theories help to explain why an individual is suited for a particular career and advises on methods to advance their careers. Career counselors use a combination of different sociological theories of development to find a style and meet their client’s needs. Career development theory has four core areas of study –

• Differential psychology
• Personality
• sociology
• Developmental psychology.

Also read: Why career counseling is important & 15 types of career coaches

What are career developmental theories?

Career development theories emerged in the late 1890s. When placement first started operating, they tried to match their client’s skillset with job requirements. Career counseling techniques have since evolved to cover personality, learning, and development. These theories attempt to explain why people choose particular jobs. If counselors understand different social norms and environmental and cultural factors, they will be able to better career advice. 

Classification of career development theories

The following career development theories discussed in this section are considered the most influential theories for career choices and development. Psychologists used these theories to describe career education, career counseling techniques, and career counseling interventions.

1. Trait theories

Our aptitudes, interests, and personality influence career choice. Trait-based theories help match people to their work environment. To use this career development theory, you need to observe and participate in the operating environment to determine if it is the right fit for you. Most people prefer working with something concrete rather than abstract theories. 

2. Learning and Cognitive Theories

Learning and cognitive theories stress self-learning. When you have the right skills, knowledge, and self-belief, you tend to have a higher impact and greater success rate. The social learning theories seek to explain how academic and career interests develop, how people make educational and career choices, and how to attain career and educational success.

3. Developmental psychology theories

According to developmental psychological theories, people can adapt in stages to changing roles in their lives. Adult career counseling uses these theories to help clients self–analyze. Career development is not static and is continuously evolving. According to career theorist David Super’s career development theory, there are five stages in career development – growth, exploratory, establishment, maintenance, and decline. 

4. Situational theories of development

You can apply career development theories to identify your interests and aspirations. There are various self-guided assessment tools available online. Situational theories of development help you define an action plan for reaching your career goals. Career counselors help their clients with tips, tools, techniques, and resources to identify the best career. When you enjoy your work, job performance and satisfaction are higher.

Also read: Career affirmations | What are career affirmations and 25 famous examples!

9 Popular career counseling theories

There are several career counseling theories and models available. No single theory can describe the vast field of career development. In this section, we introduce you to different theories and their core ideas. 

Career development theories can be classified into three broad categories –

• Theory of process
• Theory of content
• Theory of content and process.

1. Donald Super’s Developmental Self-Concept Theory 

Donald Super’s Developmental Self-Concept Theory was built around the idea is that you change. The self-concept theory emphasized time and experiences shape the way a person perceives their career and goals. From the developmental perspective, there are different tasks in each stage. The career life cycle has five stages. 

• The growth stage is from birth and continues till 14. A person develops a sense of self and attitude towards work.
• The exploration stage is from age 15 to 24. The exploration stage is also called the trying-out stage in the career life cycle. A person tries out classes and hobbies. Tentative career choices and skill development take place in this stage.
• The establishment stage is from age 25 to 44. Super’s lifespan considers this entry-level stage. People build and stabilize skills through experience.
• The maintenance stage is from age 45 to 64. In this stage of the life-stage theory, people are continuously making adjustments to improve their position.
• The decline stage starts at 65. People start preparing for retirement and reduce the amount of work they do. 

2. Eli Ginzberg’s theory of career development 

Eli Ginzberg once said “Enlarge the opportunity and the person will expand to fill it.” Eli Ginzberg’s theory of career development vocational choices is based on the premise that occupational choice is a reversible process and compromise is an essential aspect of every choice. Ginzberg’s vocational choice theory describes the process of career development in choices in 3 stages –

• Fantasy age (0-10) – Children in this age bracket engage in play, stimulating different jobs and careers.
• Tentative age (11-17) – Children recognize the various intricacies in different job roles. Children in this stage have interest, capacity, values, and changeover.
• Realistic age (17-early20s)- the young person plans for and set up alternative career parts or backups. There are three sub-categories – exploration stage, crystallization, and specification.  

Ginzberg’s theory of choices concludes the process of career choice is limited to adolescence and adulthood stage. People can change their careers for multiple reasons. People change their profession after retirement.

Also read: Career change at 30 | Find how to switch a tiring career as you hit your 30s!

3. John Krumboltz theory of career development

John Krumboltz was a famous career theorist who formed the John Krumboltz theory of career development or Planned Happenstance Learning Theory. He famously said, “Learning occurs when people receive positive or negative reinforcement”. The theory recognized that career planning did not necessarily happen as a teenager or as a series of decisions at different stages of life, but was ongoing was influenced by unplanned or unpredictable events. He stated that indecision was both desirable and sensible because it allowed us to benefit from unplanned events. 

The theory addressed the need to people to adapt to rapidly changing labor markets. Managing life transitions is an essential career skill. It helps us understand how we can deal with the limited degree of control in our careers. Counselors can help the client approach changing conditions and events positively. They help clients by developing five skills for different vocational development stages –

• Curiosity 
• Persistence
• Flexibility
• Optimism
• Risk-Taking

4. John Holland Theory of Vocational Types

John Holland Theory of Vocational Types believes that personality types play a vital role in career development. John Holland famously said, “Career choice is an expression of personality”. According to Holland’s personality type theory, we can link work satisfaction to personality and job environment. RIASEC Test is an acronym for Holland personality types. The six personality types and work environments are-  

• Realistic
• Investigative
• Artistic
• Social
• Enterprising
• Conventional.

John Holland created the Holland Hexagon model to show the relationship between personality types and environment. 

According to Holland’s model, we are more satisfied and successful when they choose environments similar to their personality type. Holland’s code takes problem-solving and a cognitive approach to career planning.

Also read: Career Gaps | 10 Best ways to explain gaps in your resume effectively!

5. Anne Roe’s career development theory

 “Nothing in science has any value if not communicated”. Anne Roe’s career development theory or Duty oriented theory states that a person chooses their career based on interactions with their parents. Their biology, sociology, and psychology are limiting factors in their career choices. As per Roe’s career theory, a child’s interactions with their parents will make them pursue person-oriented jobs or non-person-oriented jobs.

Person-oriented jobs have a high degree of people interaction, while non-person-oriented jobs are more independent. Roe created career maturity inventory by classifying careers that were non-person or person-oriented –

• Service
• Business Contact
• Organization 
• Technology
• Outdoor
• Science
• General Science
• Arts and entertainment

Each career category had six levels based on the skills required for the job-

• Independent responsibility
• Less independence
• Moderate responsibility
• Training required
• Special training
• Follow basic instructions

6. Frank Parson’s Theory of Vocational Development 

Frank Parson is called the father of vocational guidance counseling. He said, “In the wise choice of a vocation there are three broad factors:

1. a clear understanding of yourself, your aptitudes, abilities, interests, ambitions, resources, limitations, and knowledge of their causes;
2. a knowledge of the requirements, conditions of success, advantages and disadvantages, compensation, opportunities, and prospects in different lines of work;
3. true reasoning on the relations of these two groups of facts”.

Parson theory or Trait and factor theory career counseling try to match the ideal career with your skills, value, and personality. The Parson Employment model meant better career fit would lead to higher job satisfaction and success. Frank Parson’s theory of vocational development introduced a systematic approach to career matching. 

The use of psychometric tools and personality tests like the Interest-Kuder test, Aptitude-Differential Aptitude Tests, and General Aptitude Test Battery increased after the introduction of Frank Parson’s theory. Counselors still use the frank person theory career advising.

Also read: How to set your academic goals? | Education goals examples & types

7. Albert Bandura’s social cognitive theory 

Albert Bandura developed Albert Bandura’s social cognitive theory in the 1960s. He famously said, “People not only gain understanding through reflection, they evaluate and alter their thinking.” The central idea of Bandura’s theory is that our experiences affect our motives and behavior. Social cognitive theory categorized experience into –

• A person is influenced by self-efficacy.
• A person is influenced by seeing what others achieve and the action they take.
• A person is influenced by factors that they cannot control. 

Bandura’s social cognitive theory explains how an individual can frame their career development plan for success. If a person has a positive view of their abilities and has a positive network of mentors, they have a higher chance of success. Bandura model or Bandura’s Triadic Reciprocal Model of Casualty says your output is a mixture of –

• Personal characteristics
• Behavior and action they observe in others
• External factors.

8. Linda Gottfredson’s Theory of Circumscription and Compromise 

Gottfredson’s theory of circumscription and compromise tries to decode how career choices develop in the young. Gottfredson’s theory suggests children reject some careers because of the social messages they receive. Professional social counselors can guide elementary students to consider other choices by exposing kids to role models and minimizing the impact of societal pressures. 

The circumscription theory deals with the limitations that rule out unacceptable options based on perceived fit with developing self-concept. The proposed stages of circumscription are:-

• Orientation to size and power (age 3-5)
• Orientation to sex roles (age 6 -8)
• Orientation to social values (age 9 -13)
• Orientation to internal and unique self (age 14+)

After circumscription excluded options outside the perceived social and personal space, we need to move to compromise. People tend to sacrifice roles they see as more compatible and accessible with their perceived roles. They can be limited by knowledge, lack know-how, and required social connections.

Also read: How to improve student motivation? | Effective strategies

9. Mark Savickas career construction theory 

Mark Savicka’s said “I distinguish the career construction theory of vocational behavior in applied psychology from life designing as a discourse in the counseling profession. I use the term life design to denote the third major paradigm for career intervention, after vocational guidance and career education. Mark Savickas’s career construction theory explains how individuals choose their work.

The constructionist theory presents a model for understanding vocational behavior across the lifecycle and methods and materials that counselors can use to help clients make the right career choices. Savick’s career counseling theory emerged when people started looking for alternative forms of career guidance. 

Previously career counselors used tools like aptitude tests, statistical profiling, and other quantitative analysis, Savickas career counseling employed a more qualitative approach to counseling. By encouraging clients to see their careers as stories where the client is both the author and protagonist, the counselor encouraged their clients to see the next chapter in their stories. Career construction theory hopes to address the need of workers who may feel lost and confused as organizations are transformed. The theory emphasizes the interpretative and interpersonal processes.

Also read: How to set up an awe-inspiring educational consulting business in 5 steps?

Career counselling process

There are five distinct stages of counselling are as below.

• The first step in the career development process is the initiation stage. Both parties build a rapport with each other and are introduced to one another. The counselor gathers data at this stage. Typically the client fills questionnaires and forms in this stage. The initiation stage allows the counselor to understand the patient. 
• The awareness stage is one of the crucial steps of the counseling process. Both parties have established a connection and should be able to communicate comfortably. This stage can be called the analysis and awareness stage. Tests in this stage will assess social behavior, personality, and career interests. The counselor discusses the results of the tests with the job experience.
• Different career paths are explored. Critical career decisions are made at this stage. Careers unsuitable are ruled out. Counselling helps to determine the path which is right for you. 
• This stage prepares a plan of action. Phases of counselling lay the groundwork for the chosen route and success. The counselor will give or recommend resources at this stage. The best counselors have a backup plan.
• This is the implementation stage. You will be given goals with a deadline.