1. How well do the theories in this module’s readings describe the CD process for members
of diverse groups?
The numerous CD theories are introduced in the chapter 2 and 3. Personally, coming from South
Korea, it was interesting to observe all these profound CD theories that were emerged from back
in 1950’s. My country had the Korean War back in 50’s, and there was no such foundation
regards to career development. However, the emphasis on career development in Asian countries
is increasing along with their rapid growth of economic and cultural development.
As shown on the text, there are 8 theories present multicultural emphasis. However, among these
8 theories, research support is still low; only 2 of them have moderate research support. Based on
the reading, I believe that Brown’s theory values diversity somewhat more than the others. His
multicultural emphasis represents high with moderate research support. Brown depicts that
values are shaped by genetics and environment. Brown incorporates values-related research in
formulating theoretical propositions for the approach, and addresses the ways in which
contextual factors influence career decisions. Brown contents culture, sex, and socioeconomic
influence opportunities and social interaction that affect the people’s value in their careers.
Again, the most of theories are focused primarily on the CD of the Western context; I personally
hope that future researchers outreach their studies to Asian context as globalization is growing.
As a future HRD professional, it is also our job to find any commonalities and differences
between these diverse groups.
2. How well do the theories describe the CD process in general?
Theory is the analysis of a set of facts from the past to present. According to Niles and Bowlsbey
(2005), career development theories leverage career development process and career decisionmaking content. Moreover, Savickas (2002) notes that theories emphasize either “individual
differences” related to occupations or “individual development” related to careers. For instance,
developmental theories express the career behavior over time, whereas, person-environment
theories (Holland, 1980’s) addresses the essential factors for choosing an occupation. Therefore,
no one theory is sufficient to explain the entire career behaviors.
Many researchers conduct their research based on theories to resonate a conceptual frame.
Researchers have adopted many different theoretical approaches to the study of career
development, and they continue to develop them further. In the future, there should be a
relatively new approach, considering our rapid changing environment. Current research and
theory on career development mainly represents insights based on evidence from Western
cultures. Therefore, it is hoped that people in HRD field will make positive contributions by
elaborating proper practice, theory and research in global settings.
5. What gaps can you identify within the theories presented?
Each person has different expectations and aspirations in terms of career development. There are
many potential challenges to HRD professionals in response to the increasing workforce
diversity. This diversity is including, but not limited to, race, ethnicity, gender, different age
groups, etc. As industries are becoming more diverse in the workforce, it is vital to embrace and
build on various cultural aspects. Likewise, many organizations are now stressing their diverse
working atmosphere as core strength.
As I mentioned earlier, many researches and theories are delivered from the Western context.
There are gaps identified in the literature and researchers underscore these differences. The
theory that worked to help employees in America might not work in China. Hence, HRD
requires more empirical investigations in the East to reach a globally consistent construal.
Theory without research and practice cannot establish a fruitful CD especially in this global era.
Thus, as future HRD professionals, we need to explore what employees’ value, their work ethic,
what they believe about work, leadership style, interactive style, and communication style in
global settings. Understanding this is relevant to CD as it allows HRD practitioners to properly
assess the career direction of the employee in question.