Bridges…
Coping with Career
Indecision
Prof. Dr. Dean W. Owen
Morehead State University
15 May, 2008
Middle East Technical University
Ankara, Turkiye
This is a “Green” Seminar.
1. No animals were harmed in the creation of this seminar.
2. No trees were
damaged in
making this
seminar although a
large number of
electrons were
inconvenienced.
Career choice is part of life..
Sometimes easy….
Career choice is part of life..
Sometimes difficult
Career indecision is quite normal,
sometimes uncomfortable, and can be
made better!
Seminar Goals
1. Discuss Career
Choice and
Indecision
2. Discuss Career
Development Theory
3. Provide a structure
and some tools for
self-discovery
Career Indecision:
The inability
or
unwillingness
To make a career
choice or
commitment.
Common Reasons for Indecision:
1. Belief that there is but one correct or best decision.
2. Too many options
3. Too few options
4. Competing options
5. Competing values
6. Cognitive and behavioral rigidity
7. Fear of commitment/inability to take a risk….
Career Decision Variables
CD = Pk + Wk +
?
2
E
Career Decision Variables
Pk Personal
Knowledge
Intelligence
Achievement
Aptitude
Preference
Personality
Career Decision Variables
Pk Personal
Knowledge
Wk World
Knowledge
Intelligence
Occupational
Achievement
Information:
Aptitude
Local
Preference
Regional
Personality
National
International
Career Decision Variables
Pk Personal
Knowledge
Wk World
Knowledge
E2 External
Events
Intelligence
Occupational
Achievement
Information:
Government
Regulation
Aptitude
Local
Preference
Regional
Personality
National
International
Family
Community
Natural Disaster
War
Decision Theory
Fundamental Premise: Each individual is confronted with
options and alternatives in life from which a choice must be
made. Decision making theory addresses the process of
identifying, evaluating and selecting from among options.
The sequence typically involves:
1.
Defining the problem
5. Making plans
2.
Generating alternatives
6. Selecting goals
3.
Gathering information
7. Implementing plans
4.
Processing information
Source: Zunker (1990)
Decision Theory
Gelatt (1962)
The decision making model proposed by Gelatt:
Step 1: recognition of the need for a decision: objective
Step 2: Collection of data
Step 3: prediction or probability of outcomes
Step 4: estimating desirability of outcomes
Step 5: evaluation and selection of a decision
a. Terminal decision b. Investigatory decision
Source: Zunker (1990)
Theories of Career
Development
Just some fundamentals to focus
our thinking……a kind of
structure for our thoughts….
Theories of Career
Development
Career Path
What path
have you
taken to this
place in
your career?
Theories of Career
Development
The theories to be discussed are best
considered as models rather than strict
scientific theories for each represents a
view of a highly complex and individual
process. Still, the study of these models can
be of value in guiding research, clarifying
personal choice, and further conceptual
analysis.
The Big Three
Frank Parsons
Donald Super
John Holland
Trait-Factor Theory
Frank Parsons (1909) suggested that
vocational guidance was accomplished by:
• Studying the individual (Personal Traits)
• Surveying occupations (Job Factors)
• Using “true reasoning” to find a match
A bit like finding a pair of shoes that fit!
Trait-Factor Theory
This is the oldest and most durable of the
career development theories.
This theory is based upon the following assumption.
“Individuals have unique patterns of ability or
traits that can be objectively measured and
correlated with the requirements of various
types of jobs.” (Zunker, 1990)
Trait-Factor Theory
Traits
Each of these can be
measured or
determined through
objective assessment.
Jobs can be similarly
evaluated for critical
factors.
Trait-Factor Theory
When personal
traits can be
matched with job
factors then a
successful choice
can be made.
Donald Super (1972)
The model of career development by Donald Super
Emphasized the importance of the self-concept and
more specifically the development of the vocational
self-concept within each individual. Additionally, Super
gave us a model by which we can view “career” and an
integral component of adult life.
Source: (Zunker, 1990)
Donald Super (1972)
Super’s 5 Vocational Development Stages
1. Growth
birth-14
2. Exploration
15-24
3. Establishment
25-44
4. Maintenance
45-64
5. Decline
65+
Source: (Zunker, 1990)
Donald Super (1972)
Growth
Age: Birth-14
This period is characterized by
development of capacity, attitudes,
interests, and needs associated with selfconcepts;
Source: Isaacson, 1977, p 48-50
Donald Super (1972)
Exploratory
Age: 15-24
This period is characterized by a
tentative phase in which choices are
narrowed but not finalized;
Source: Isaacson, 1977, p 48-50
Donald Super (1972)
Establishment
Age: 25-44
This period is characterized by trial and
stabilization through work experiences;
Source: Isaacson, 1977, p 48-50
Donald Super (1972)
Maintenance
Age: 45-64
This period is characterized by a
continual adjustment process to improve
working position and situation; and
Source: Isaacson, 1977, p 48-50
Donald Super (1972)
Decline
Age: 65+
This period is characterized by preretirement considerations, decreasing
work output, and eventual retirement.
Source: Isaacson, 1977, p 48-50
Donald Super (1972)
Super’s Career Patterns for Men
Career Pattern
Characteristics
Stable
Early entry with little of no trial work period
Conventional
Trial work periods followed by entry into
stable work period.
Unstable
A number of trial jobs which may lead to
temporary stable jobs followed by further trial
jobs.
Multiple Trial
No evidence of career pattern; marked by
continual change of employment
Source: (Zunker, 1990)
Super’s Career Patterns for Women
Career Pattern
Characteristics
Stable Homemaking
Marriage before any significant work experience.
Conventional
Entry into work after training in high school/college,
marriage and the full-time homemaking.
Stable Working
Entry into work following training and viewed as lifetime.
Double-Track
Entry into work followed by marriage and second career of
homemaking.
Interrupted
Entry into work followed by marriage and full time
homemaking; may return to entry career later in life.
Unstable
Typical of lower SES; repetitive pattern of working,
dropping out of work, fulltime homemaking.
Multiple trial
No real career established, marked my continual change of
employment.
Source: (Zunker, 1990)
Self-Administered
Vocational
Assessment
PK
Personal Knowledge….Vocational Interest
John Holland
A Typology Approach
Basic Premise: Career Choice is an
expression of and an extension of an
individual’s personality through
identification with specific occupational
stereotypes.
John Holland (1973)
4 Basic Assumptions
1. In our culture, most persons can be categorized as one of
six types: Realistic, Investigative, Artistic, Social,
Enterprising, and Conventional (p.2)
2. There are six kinds of environments: Realistic,
Investigative, Artistic, Social, Enterprising, and Conventional
(p.3)
Source: Holland (1973)
John Holland (1973)
4 Basic Assumptions
3. People search for environments that will let them
exercise their skills and abilities, express their attitudes and
values, and take on agreeable problems and roles (p.4)
4. A person’s behavior is determined by an interaction
between his personality and the characteristics of his
environment. (p.4)
Source: Holland (1973)
Realistic (R type)
Personal Style:
aggressive, prefers
concrete vs. abstract
work tasks, basically less
sociable, poor
interpersonal interactions.
Occupational Environments:
Skilled trades (plumber,
electrician), machine
operator, airplane mechanic.
Investigative (I type)
Personal Style:
Intellectual, abstract,
analytical, independent,
sometimes radical and
task oriented.
Occupational Environments
Chemist, physicist,
mathematician; technicians
such as laboratory
technician, computer
programmer, or electronics
worker.
Artistic (A type)
Personal Style:
Imaginative, values
aesthetics, prefers
self-expression through
the arts, rather
independent and
extroverted.
Occupational Environments
Sculptor, artist, designer,
musician, editor or writer,
dancer.
Social (S type)
Personal Style:
Prefers social interaction,
concerned with social
problems, religious,
community service and
interested in education.
Occupational Environments
Teacher, educational
administrator, college
professor, social worker,
professional nurse.
Enterprising (E type)
Personal Style:
Extroverted, aggressive,
adventurous, prefers
leadership roles,
dominant, persuasive and
has excellent verbal
skills.
Occupational Environments
Personnel manager,
Sales managers, insurance
auto or real estate
salespersons.
Conventional (C type)
Personal Style:
Practical, well controlled,
sociable, rather
conservative, prefers
structured tasks and
conformity sanctioned by
society.
Occupational Environments
Office and clerical workers,
teller, accountant,
receptionist, credit manager.
What is RIASEC?
Consistency of Personality Patterns
C
R
E
I
S
A
Congruence
When an individual’s
personality type is a
close match for one’s
work environment.
Congruence: social
interaction, concerns for
social problems, and
educational interests.
Not highly correlated
with academic
performance, job
satisfaction or job
stability
Personality Style
Work Environment
Personality Style
John Holland
• Occupational information is essential for accurate
identifications with occupations environments.
•Intelligence is less important than personality and interest.
•Personalities evolve and influence our activities and our
experiences which, in turn, influence our personalities.
•Holland’s theory emphasizes the importance of selfknowledge and career information. It continues to be the
foundation for many assessment instruments and
occupations classification schemes.
Source: Zunker (1990)
Keirsey
Temperment
Survey
Personal Knowledge….Personality style
Kiersey
Temperment
Sorter
A short form version of the
Myers-Briggs Type Indicator
MBTI
Scoring
The Four Major Scales
E Extroversion / I Introversion
S Sensing / N Intuition
T Thinking / F Feeling
J Judgment / P Perception
Temperament Types
Extrovert (75%)
Externally Oriented
Sociable
Breadth
Multiple Relationships
Thinks out loud
Introvert
Internally Oriented
Territorial
Depth
Limited Relationships
Reflects Inside
Effects of each type at work
• Extroverts (E-Types)
Like variety and action
Tend to work quickly, dislike complicated jobs
Are often good at greeting people
Are impatient with long, slow jobs
Don’t mind interruptions
Act quickly, sometimes without thinking
Like to have people around
Usually communicate freely
Often enjoy talking on the phone
Effects of each type at work
• Introverts (I-Types)
Like quiet for concentration
Tend to be careful with details
Have trouble remembering names and faces
Enjoy working on long projects
Dislike interruptions
Think carefully before acting
Work contentedly alone
May have trouble communicating easily
Dislike telephone interruptions
May prefer communications to be in writing
Temperament Types
Sensing (75%)
Intuitive
Experience
Hunches
Past
Future
Realistic
Speculative
Actual
Possible
Perspiration
Inspiration
Effects of each type at work
• Sensing Types
Enjoy solving problems in standard ways
Like established ways of doing things
Enjoy using skills already learned
Work more steadily
Usually reach conclusions in a step by step manner
Are patient with routine details
Are not often inspired
Seldom make errors of fact
Tend to be good a precise work
Effects of each type at work
• Intuitive (N) Types
Like solving new problems
Dislike doing the same things repeatedly
Enjoy learning a new skill more than using it
Work in bursts of energy with slack periods in between
Tend to reach conclusions quickly
Are impatient with routine details
Follow their inspirations, good or bad
Frequently make errors of fact
Dislike taking time for precision
Temperament Types
Thinking (50%)
Feeling
Objective
Subjective
Policy
Social Values
Laws
Circumstances
Impersonal
Personal
Analytical
Empathetic
Effects of each type at work
• Thinking (T) Types
Do not show emotion readily
Are uncomfortable with other’s feelings
May hurt people’s feelings without knowing it
Like analysis and logic
Can tolerate disharmony
Tend to decide issues impersonally
Are able to reprimand or fire people if necessary
Tend to respond to others’ thoughts, not feelings
Tend to be firm minded
Need to be treated fairly
Effects of each type at work
• Feeling (F) Types
Tend to be very aware of others’ feelings
Enjoy pleasing people, even in unimportant ways
Like harmony and may be disturbed by office feuds
Often let feelings influence decisions
Dislike telling people unpleasant things
Are strongly “people” oriented
Tend to be sympathetic
Respond to people’s values
Need occasional praise
Take an interest in the person behind the job or idea
Temperament Types
Judging (50%)
Perceiving
Structured
Pending
Settled/Closure
Gather more data
Plan Ahead
Adapt as you go
Run one’s life
Let life happen
Deadline
What deadline??
Effects of each type at work
• Judging (J) Types
Work best when they can plan their work
Like to get things settles and finished
May decide things too quickly
Dislike interrupting a project for a more urgent one
May not notice things that need to be done
Want only the essentials needed to begin work
Tend to be satisfied whey they reach a decision
Schedule projects so that each gets done on time
Use lists as agendas for action
Effects of each type at work
• Perceptive (P) Types
Adapt well to changing situations
Don’t mind leaving things open for alteration
May have trouble making decisions
May start too many projects and have trouble finishing
them.
May postpone unpleasant jobs
Want to know all about a new job before beginning it
Tend to be curious and welcome new information a
situation or person.
Get a lot done at the last minute under pressure of a
deadline
Use lists as reminders of things they have to do “someday”
ISTJ
ISFJ
Accountants
Auditors
Engineers
Financial Managers
Police officers
Steel Workers
Technicians
Health Workers
Librarians
Service Workers
Teachers
ISTP
ISFP
Crafts workers
Construction Workers
Mechanics
Protective Service Workers
Statisticians
Clerical Workers
Construction Workers
Musicians
Outdoor workers
Painters
Stock clerks
INFJ
INTJ
Artists
Clergy
Musicians
Psychiatrists
Social Workers
Teachers
Writers
Computer Analysts
Engineers
Judges
Lawyers
Scientists
Social Scientists
Researchers
INFP
INTP
Artists
Entertainers
Editors
Psychiatrists
Psychologists
Social Workers
Writers
Artists
Computer Analysts
Engineers
Scientists
Writers
ESTP
ESFP
Auditors
Carpenters
Marketing Personnel
Police officers
Sales Clerks
Service Workers
Child Care Workers
Mining Engineers
Secretaries
Supervisors
ESTJ
ESFJ
Administrators
Financial Managers
Managers
Sales Associates
Supervisors
Cosmetologists
Health Workers
Office Managers
Secretaries
Teachers
ENFP
ENTP
Actors
Clergy
Counselors
Journalists
Musicians
Public Relations Workers
Actors
Journalists
Marketing Personnel
Photographers
Sales Representatives
ENFJ
ENTJ
Actors
Clergy
Consultants
Counselors
Musicians
Teachers
Administrators
Credit Managers
Lawyers
Managers
Marketing Personnel
Researchers
What is your color?
% Teachers
% Population
NF
32%
Blue
12%
NT
8%
Green
12%
SP
4%
Orange
38%
SJ
56%
Gold
38%
Sensing-Thinking ST
People who prefer:
Sensing & Thinking
focus their attention on:
Realities
and handle these with:
Objective analysis
Thus they tend to become
Practical and analytical
and find scope for their abilities in
Technical skills with objects and facts
For example:
Applied science
Business
Administration
Banking
Law enforcement
Production
Construction
Sensing-Feeling SF
People who prefer:
Sensing & Feeling
focus their attention on:
Realities
and handle these with:
Personal warmth
Thus they tend to become
Sympathetic and friendly
and find scope for their abilities in
Practical help and services to people
For example:
Health care
Community service
Teaching
Supervision
Religious service
Office work
Sales
Intuition-Feeling NF
People who prefer:
Intuition & Feeling
focus their attention on:
Possibilities
and handle these with:
Personal warmth
Thus they tend to become
Enthusiastic and insightful
and find scope for their abilities in
Understanding & communicating with
people
For example:
Behavioral science
Research
Literature
Art & Music
Religious service
Health care
Teaching
Intuition-Thinking NT
People who prefer:
Intuition & Thinking
focus their attention on:
Possibilities
and handle these with:
Practical analysis
Thus they tend to become
Logical and analytical
and find scope for their abilities in
Theoretical and technical developments
For example:
Physical science
Research
Management
Computers
Law
Engineering
Technical work
What are your personal values???
Variety
Location
Money
Status
Family
Flexibility
Advancement
Independence
Power
Security
Work
Values
Record
Personal Knowledge….Values
The
World of
Work
WK
Current, valid, and accurate
information about the world of work
İş Arama Siteleri:
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www.jobseeker.com
www.kampüsgünleri.com
www.kariyer.net
• www.kariyerimizvebiz.com
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External
Events
2
E
2
E
Environmental conditions and
events. These are situations
beyond the control of the
individual.
Governmental policies regulating
certain occupations, geographic
and cultural differences, personal
accidents, chance meetings or even
natural disasters like floods,
tsunamis, droughts, as well as manmade disasters (Wars) can
dramatically change career
opportunities.
Despite our best
efforts and all of
the planning and
dreaming of a
lifetime, sometimes
“Life Happens”
Some Final Thoughts…
If you wait for someone to make your career
choice for you….they probably will!
If you have a choice…..take both!
For every action there is an equal and opposite
reaction…..for every decision you make there
will be consequences….Be Prepared
Have the courage to take risks….otherwise
don’t complain…….
Coping with career indecision is
like dealing with anything else in
life….
1. Understand the problem…
2. Gather the necessary tools and
information…
3. Confront it with as much skill
and confidence as you can
gather...and
…..if you still feel the
need, get someone to
work with you and
to help….the more
experienced and
skillful the better….
A Trained
Counselor!!!
Teşekkürler
Questions and copies
d.owen@moreheadstate.edu
Vargapilot@yahoo.com
References
Ginzberg, E. (1984). Career Development. In D. Brown &
L.Brooks (Eds.), Career choice and development. San
Francisco: Jossey-Bass.
Liptak, J.L. (2001). Treatment planning in career counseling.
Belmont:Wadsworth.
Zunker, V. (1990). Career counseling: Applied concepts of life
planning (3rd ed.). Pacific Grove: Brooks/Cole.