Running head: THEORETICAL FOUNDATIONS
Theoretical Foundations: 1b, Personal
Heather Gray
McDaniel College
September 4, 2015
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Career Development: Analysis of my Career Development History
In my Lifestyle, Career Decision Making class, one of our main assignments consisted of
analyzing our personal career development history through the lens of a career developmental
theory. Considering the focus of the analysis paper was on my personal career history, I am
classifying my analysis paper as a personal entry. Therefore, I will be using my Career
Development analysis paper as my artifact to demonstrate my mastery and understanding of
theoretical foundations and their related practices in the core areas of career development,
training, and organizational development.
My Career Development analysis paper goes in great detail about my career history after
I graduated college. It took me sixth months after graduation to find a job in which I accepted a
short-term position with The Sports Authority (TSA) as a Sales floor Representative. Throughout
the duration of my employment with TSA, I set a goal for myself to obtain the most online sales
in store. In February, I was recognized and awarded for having the most online sales in the
district. By being awarded, my self-confidence and overall morale increased. In order to obtain
the results that I wanted, I made a career decision to move past TSA and into a position I hoped
would be the foundation of my career as an Inventory Manager and Sales Representative with E
Plus. Stemming from management, I encountered many unfavorable incidents during my time
with E Plus. For example, I had low autonomy, received menial tasks, and was micromanaged.
Due to these unfavorable elements, my self-worth and job-satisfaction decreased dramatically
and in result, I made the decision to leave E Plus and focus on graduate school and coaching.
After evaluating my personal career history, I was able to apply Albert Bandura’s Social
Cognitive Career theory (SCCT) in my Career Development analysis paper. By assessing my
personal career history, I was adept to reach my ultimate goal of obtaining a Human Resources
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position by increasing my understanding of SCCT and completing the targets for intervention.
Aside from SCCT, there were other career theories that needed to be deliberated. For instance, I
considered applying John Krumboltz’s Social Learning Theory (KSLT), study of how
individuals make career decisions emphasizing the importance of behavior and cognitions in
career making decisions (Sharf, 2013, p. 353). Krumboltz believes that genetics influence career
decisions and that some individuals are born with special abilities in the arts, music, writing,
athletics, and so on (Sharf, 2013, p. p. 355). I could not apply KSLT because I did not inherit any
special abilities from family members that ultimately influenced my career decisions.
Bandura’s theory emphasizes on the functionality of people which is determined by the
interaction of personal, behavior and environmental factors rather than from genetic or
intrapsychic processes. SCCT is the belief in oneself that has been viewed as playing a central
role in career choice-directing interests, values, or abilities (Sharf, p. 370). According to SCCT,
career interests are regulated by self-efficacy and an outcome expectation which means people
will form lasting interests in activities when they experience personal competency and positive
outcomes. This is achieved through a focus of three primary tenets: self-efficacy, outcome
expectations and goals (Lent et. Al., 1994).
Self-efficacy is the beliefs in one’s capability to organize and execute the courses of
action required to manage prospective behaviors (Bandura, 1986). Bandura believes that
individuals with a low sense of self-efficacy may not persist in a difficult task; they may feel
discouraged or overwhelmed by the task (Sharf, 2013 p. 378). After discontinuing my
employment with E Plus, I developed a low sense of self-efficacy to obtain a position in the
human resources field. Aside from coaching in the fall, I was unemployed for sixth months and
as time went on, the lower my level of self-efficacy went.
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Outcome expectations are the beliefs about the consequences of given actions. If I don’t
think I can successfully perform a task, then I am less likely to successfully complete the task.
For example, “If I apply to a position, what will happen?” If I don’t apply to a position, what will
happen?” In contrast, self-efficacy beliefs are concerned with “Can I apply to the positions” and
“Will I get the job?” During the duration of my unemployment, I was eager to find a position
however; I hesitated because I didn’t want to deal with the outcome of possibly being rejected.
Goals are determined to engage in a particular activity or to produce a particular
outcome. Individuals set goals that help them to organize their behavior and guide their actions
over various periods (Sharf, 2013, p. 379). Essentially, to reach my ultimate goal of obtain
(obtaining) a human resources position; I needed to set goals how to get there. For instance, I set
a goal to apply to three jobs a week. In turn, I followed up with the three companies the
following week to confirm they received my application. I applied to three so I didn’t put all my
eggs in one basket and I allowed myself to have other options just in case I was rejected. In
addition, I used my Career Development portfolio to keep organized.
According to Banduras targets for intervention, I needed to complete a number of tasks.
For example, I needed to provide opportunities to build competencies by applying to multiple
positions. I did this applying to at least three jobs a week. I also needed to strengthen my selfefficacy by assessing my accomplishments. This was done by creating a career portfolio for my
Human Resources Development Career Development class. My career portfolio was organized
into eight sections. These eight sections consisted of a (1) mission statement, (2) career history,
(3) accomplishments, an (4) analysis assessment, a (5) job description of my ideal position, (6)
career information that included sources to use to obtain my ideal position, (7) an interview of a
person who was currently in a position that I admired and a (8) detailed action plan to reach my
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goal. In turn, I was able to present my career portfolio during interviews in hopes to increase my
outcome.
In order to meet my ultimate goal of obtaining a Human Resources position, I needed to
strengthen and expand my vocational interests in high aptitude areas. According to Bandura, it
was important to link the education I received through job shadowing or internships (Bandura,
1986). Therefore, I applied and obtained an entry-level position as a human resources intern for a
family owned company. I also needed to address unrealistic outcome expectations. An unrealistic
outcome expectation would be a thought that I’d be able to obtain an upper level position without
experience and education. I had to come to terms with the fact that I would need to go through
steps in order to reach my ultimate goal and accept that it would take time. I also needed to
enhance my facilitators. For example, I met with a career counselor through McDaniel College
about my needs and interests of obtaining an entry-level human resources position. During this
meeting, I presented my resume in which I received valuable feedback for improvement in
addition to a few sources that I could access to increase my chances of obtaining my goal. Lastly,
Bandura suggested I clarify my academic and career goals. My short term academic goal
consisted of completing my Career Decision Making class alongside graduating from the HRD
Master’s program in December, my log-term goal.
Human resources professionals are often asked to assist their employees in career
decision making by giving them the necessary tools and resources to make the decision
themselves. It is important for career counselors and human resource professionals to be aware
of their own outcome expectations and views of educational and career possibilities to prevent
communicating bias information to their clients. I have demonstrated my mastery in career
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development, training and organizational development because I have focused on developmental
theories that I can use with employees as I used it successfully for myself.
References
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Bandura, A. (1986). Social foundations of thought and action: a social cognitive theory.
Englewood Cliffs, NC: Prentice-Hall.
Lent, R.W., Brown, S.D., & Hackett, G. (1994). Toward a unifying social cognitive
Theory of career and academic interest, choice, and performance. Journal of
Vocational Behavior, 45, 79-122.
Sharf, R.S. (2013) Applying Career Development Theory to Counseling (6th ed.).
Pacific Grove, CA: Brooks/Cole Cengage Learning.
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