SOCIOECONOMIC THEORIES OF CAREER DEVELOPMENT

SOCIOECONOMIC THEORIES OF CAREER DEVELOPMENT

Focus on economic forces that influence the career development of the entire labor forces such as the global economy, or the impact of supply and demand of workers on wages and tenure. Emphasizes structural variables such as socioeconomic status, barriers to career development such as discrimination and occupational segregation, and labor market considerations that influences career.

SOCIOECONOMIC THEORIES OF CAREER DEVELOPMENT

Also known as the "chance" or "accident" theory. Suggests that many people follow the path of least resistance in their career development by simply falling into whatever work opportunities happen to come their way.

SOCIOECONOMIC THEORIES OF CAREER DEVELOPMENT

Status Attainment Theory (Hotchkiss and Borow)

Dual Labor Market Theory (Hotchkiss and Borow)

SOCIOECONOMIC THEORIES OF CAREER DEVELOPMENT

STATUS ATTAINMENT THEORY

STATUS ATTAINMENT THEORY OF CAREER DEVELOPMENT

Publication of The American Occupational Structure marks the advent of this theory. It posits that socioeconomic status of ones family influences education, which in turn affects the occupations entered. Its basic assumption is that, family status and cognitive variables combine through social psychological process to influence educational attainment, which in turn impacts occupational attainment and earnings.

SOCIOECONOMIC THEORIES OF CAREER DEVELOPMENT

DUAL LABOR MARKET THEORY

DUAL LABOR MARKET THEORY OF CAREER DEVELOPMENT

Posits that there are two types of businesses in our labor market: core firms and peripheral firms.

Core Firms have internal labor markets that

have rather well-developed career paths that offer opportunities for upward mobility. They have dominant roles in the market in which they compete and make use of technology and other tools to enhance their position in the markets.

DUAL LABOR MARKET THEORY OF CAREER DEVELOPMENT

Posits that there are two types of businesses in our labor market: core firms and peripheral firms.

Peripheral

makes no long-term commitment to their employees. Employees are paid by the job and furloughed when no longer needed. Workers in these firms have little chance of upward mobility.

Firms