Challenging Occupational Choice
Theory – enabling students to take
control of their destiny
Mark Stow
Head of Careers & Employability
Rachal Lilley
Student Employment Co-ordinator
What is Occupational Choice
Theory?
• Origins in 1908
• Theories developed to inform the Careers
Guidance profession and practice.
• Academic studies of motivation, and a reasoned
approach to ‘why we do what we do’.
• Differentiated Psychology/ Sociology.
• Internal/ External.
www.uolcareers.co.uk
Psychological (1)
Trait Factor:
• Main Theorists: Parsons (1908), Rogers (1952),
Holland (1966)
• What is it?: a matching theory; personality as
‘best fit’ for work environment; ‘pegs and holes’
• Critique: Jobs as static, jobs as stereotypes,
employee’s as stereotypes, individuals as one
dimensional.
www.uolcareers.co.uk
Psychological (2)
Self Concept - Developmental theories:
• Main Theorists: Ginzberg (1951); Super (1957)
• What is it?: ‘Life Stages’; chronological age vs
vocational maturity
• Critique: lack of recognition of external
influencers (economic and social), individuals
development as rigid structure.
www.uolcareers.co.uk
Sociological (1)
Opportunity Structure:
• Main theorists: Roberts (1968) – home,
environment, school, peer group
• What is it?: Social structure/ Social positioning,
people are ‘chosen by work’ and ‘take what is
available’…; centred on ‘Exposure’.
• Critique: No personal choice; social mobility?,
individuals as ‘servicing (their) labour market’.
www.uolcareers.co.uk
Sociological (2)
Community Interaction/ Social Learning:
• Main theorists: Bandura (1986); Krumboltz (1994)
• What is it?: Relevance placed on direct and
personal encounters with the ‘community’;
Instrumental/ Associative interactions; Feedback,
Modelling and influence
• Critique: lack of flexibility; individuals still defined
by immediate surroundings; does recognise
networking…
www.uolcareers.co.uk
Flawed concepts
• All have influenced professional practice (and still do!)
• No single theory is comprehensive – people make
decisions based on both internal and external factors.
• Labour Markets are not static
• Individuals are not predictable
• People cannot be categorised
www.uolcareers.co.uk
Dawn of a new era:
Planned Happenstance:
• Main Theorists: Mitchell, Levin, Krumboltz (1999)
• What is it?: Recognising the impact of chance
happenings – ‘happenstance’; Recognises that
individuals can ‘create’ chance occurrences
• Critique: More in line with what we need our
students to embrace – creating their own future.
www.uolcareers.co.uk
How to tackle the GLM
• The modern graduate jobs market: BC to AD…
- B.C - E=Q
- A.D - E=Q+WE+SxC
Dr Paul Redmond, The Graduate Jobs Formula, 2010
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Career Planning Timeline – Students
as Producers…
• Timeline
www.uolcareers.co.uk
Lincoln Award – embracing the
Student as producer ethos
www.uolcareers.co.uk
Student Led…….
Complete at your own pace
From Year 1 through to Graduation
Fit around your studies, as and when you have the time
Recognise experiences and employability related activities
that you are already engaging in
Enhance your employability through skills development
Gain a recognised award for your achievements
Participate in activities and meet new people outside of
your peer group
www.uolcareers.co.uk
Produce your own Lincoln Award
 The Lincoln Award is individual to each and every
student
You can mix and match criteria, extra-curricular
activities, workshops and optional units
Ensuring that it is the best fit for you and the skills
you want to enhance and consolidate
Enhance your employability by using the Lincoln
Award to start your Career Planning Timeline
www.uolcareers.co.uk
Explore & Evidence
Proactively get involved, developing your employability
skills :
CV Workshops
Careers Fairs
Employer Presentations
Work Experience/Volunteering
Sign Language Courses
Self Awareness: What are your
First Aid Courses
Skills, Strengths & Weaknesses:
Pathway Appointment – Rate
yourself against the top 10 skills and
competencies looked for in
graduate employees.
www.uolcareers.co.uk
Networking: gain
contacts through
work experience,
placements,
volunteering,
academic & alumni
events.
Work Experience: Gain valuable
transferable skills and
competencies through part time
work, work experience,
volunteering & placements. Which
will all be recognised by the award.
www.uolcareers.co.uk
Enhance Interview Skills:
Get 1-2-1 interview coaching
as part of the integral
Careers Coaching
appointments through the
Lincoln Award
Standing Out…….Moving Forward
Making an application for a job and/or
postgraduate study: Have examples from a
wide variety of situations ( work
experience, volunteering, networking,
studies, group projects, workshops…) To
evidence your skills and competencies
against essential criteria.
Attend Interviews and
assessment centres: The
opportunity to attend a mock
interview with real employers
(Siemens, Lincolnshire Co-op,
Enterprise, Emphasis on skills,
Cummins Engineering) and
receive written feedback
www.uolcareers.co.uk
www.uolcareers.co.uk