Theoretical Voices Directing the Career Development Journey: Holland, Harris‐Bowlsbey, and Krumboltz

Feller, Rich; Honaker, Stevie L.; Zagzebski, Lynn M.

doi:10.1002/j.2161-0045.2001.tb00563.x

Cited by 12 publications

(10 citation statements)

References 6 publications

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“…Holland (1996) criticized the insensitivity to clients' career aspirations: "Some counselors don't appear to listen to a client's goals and proceed instead to confront or administer treatments designed to change a person's aspira tion withou t getting informed consent or understanding" (p. 3). Making a career decision is simple, but implementing a career choice involves much more, as Krumboltz said in an interview by Feller, Honaker, and Zagzebski (2001).…”

Section: Internal Weaknessmentioning

confidence: 94%

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Career Counseling in the Future: Constructing, Collaborating, Advocating

Tang

2003

The Career Development Quart

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Helping individuals adapt to changing environments is a major strength of career development practice. Additional strengths are a solid theoretical framework, effective assessment tools and technology, and a clear professional identity. Areas of weakness include the lack of integration of contextual factors into career intervention strategies, poor communication between practitioners and researchers, insufficient attention to underserved populations, and inadequate training in counselor education programs. Changes in the economy and in social structures require that people possess adaptive skills; therefore, career counselors should expand their efforts to help clients construct their lives, collaborate with other professionals, and advocate for clients.In writing this article, I found that sometimes it is a challenge to clearly distinguish strength from weakness. Depending on one's perspective, strength can also mean weakness. For instance, the career development of members of minority groups has been viewed as understudied in the literature, but more attention has been paid to this area in the last decade CArbona, 2000; Swanson & Parcover, 1998). Weakness, if addressed properly, can become strength, and similarly, strength can become weakness if not handled appropriately. Internal StrengthThe greatest strength ofcareer counseling lies in its origin and evolutiona reaction to the social and economic changes that occurred in the late nineteenth and beginning of the twentieth centuries. The mission of career development practice from its birth to today has never shifted from its focus on helping individuals adjust well to their changing environments. The practice of vocational guidance was launched to address social and psychological needs at the beginning of the twentieth century. As Herr (2001) wrote, vocational or career guidance and counseling and other career development practice have been seen as making access to education and training opportunities; educational reform; economic efficiency; creating human capital; matching persons and occupational opportunities; rehabilitating those on the margins of society by providing support and direction to their career development; and helping persons find dignity, purpose in, and adjustment to work.

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Section: Internal Weaknessmentioning

confidence: 94%

“…Making a career decision is simple, but implementing a career choice involves much more, as Krumboltz said in an interview by Feller, Honaker, and Zagzebski (2001).…”

Section: Internal Weaknessmentioning

confidence: 99%

Career Counseling in the Future: Constructing, Collaborating, Advocating

Tang

2003

The Career Development Quart

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“…Career counselors and vocational psychologists of all types will most definitely want to read through S. D. Brown and Krane's chapter that is in the latest edition ofthe Handbook ofCounseling Psychology(S. D. Brown & Lent). Holland (as interviewed by Feller, Honaker, & Zagzebski, 2001) recently referred to the chapter, which provides a rich summary of career intervention strategies and an agenda for future research in career counseling, as "a creative book chapter ... the best I've read about career interventions [with a] useful plan for new research" (pp. 214-215).…”

Section: Resources For the Professional Development Of Career Counselmentioning

confidence: 99%

Practice and Research in Career Counseling and Development—2000

Luzzo¹,

MacGregor

2001

The Career Development Quart

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The authors summarize the career counseling and development literature that appeared during 2000 in refereed journals, book chapters, and full-length books. The review of literature is divided into 5 major categories: (a) theoretical and conceptual advances, (b) career counseling and development ofidentified populations, (c) assessment in career counseling and development, (d) career counseling programs and interventions, and (e) resources for the professional development of career counselors and vocational psychologists.We have always admired and appreciated the time, energy, and effort that authors of The Career Development Quarterly annual review have expended to provide readers with a comprehensive, yet succinct, summary of literature. After completing the task of writing this year's review, we have developed an increased awareness regarding the various challenges associated with the preparation of an article that attempts to summarize an entire year's worth of published literature in a particular field.

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“…Contemporary writers, for example Brown and Brooks (2002) and Feller (2001), increasingly emphasise the view that career development is a life span issue affecting other life roles. Given this, these writers advocate that career counselling should equip the client with the necessary skills to make career decisions.…”

mentioning

confidence: 99%

The effects of test interpretation styles and the status of tests in career counseling

Frade

Bruin

2007

SA j ind psychol

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Psychological testing of abilities, personality traits and types, and vocational interests has traditionally played an important role in the career counselling literature. Much research effort has focused and continues to focus on demonstrating the validity of measures of these attributes as predictors of occupational choice and vocational adjustment (Walsh & Betz, 1995;Wampold, 2001). Overall, it appears that these measures have some predictive validity (Foxcroft, 2001).While relatively more is known about how to construct psychological measures for career counselling purposes and how to validate these measures, much less is known about how to best interpret the results and how to best give feedback to clients (Zytowski, 1999). For much of the 20 th century, the socalled trait-and-factor approach to career counselling appeared to be the most popular approach (Sharf, 2002). The basis of this approach is that (a) individuals should know themselves in regard to their abilities, personality traits, vocational interests, and vocational values, (b) individuals should know the world of work concerning aspects such as the structure of employment, the availability of employment opportunities in a particular field, and the future prospects in a particular field, and (c) a match between a person's attributes and specific work environments should be made so that the needs of the individual and the needs of the work environment are best met (Holland, 1997).The stereotypical view of this approach to career counselling is that the client consults a career counsellor who administers a battery of psychological tests and on the basis of the test results, makes a recommendation about fields of work or study most appropriate for the client. This approach to career counselling has been caricatured as "two interviews and a cloud of dust" (Brown & Krane, 2000). Although it is not always made explicit, the counsellor is likely to adopt the role of an expert who decides on the tests to be included in the test battery. The counsellor then interprets the tests, gives feedback to clients, and makes recommendations. All this occurs without much input on the part of the client (Campbell, 2000). It should be noted that what occurs in practice may differ substantially from the stereotypical view described above. It is more likely that skilled career counsellors, who work from a trait-and-factor approach, will have involved their clients in some aspects of the career counselling and test interpretation process.Career counselling is an activity that influences a wide range of people, from adolescents to adults. Contemporary writers, for example Brown and Brooks (2002) and Feller (2001), increasingly emphasise the view that career development is a life span issue affecting other life roles. Given this, these writers advocate that career counselling should equip the client with the necessary skills to make career decisions. They contend that individuals can only make sensible career decisions when career counsellors facilitate conditions that ena...

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Theoretical Voices Directing the Career Development Journey: Holland, Harris‐Bowlsbey, and Krumboltz

Cited by 12 publications

References 6 publications

Career Counseling in the Future: Constructing, Collaborating, Advocating

Career Counseling in the Future: Constructing, Collaborating, Advocating

Practice and Research in Career Counseling and Development—2000

The effects of test interpretation styles and the status of tests in career counseling

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