SSA6630.

01


The Case of Kendra


by


Lena M. Friend


November 10, 2013

Holland Theory
The trait-and-factor theory of John L. Holland focuses on aspects of a persons career
choice and development at a given point in time. According to Holland, there are two key factors
involved in career planning; the unique characteristics of both the individual and of the work
environment. The distinct characteristics of both can be measured and then represented by two or
more of six types, in what are called Hollands codes. Hollands six types are identified as
R=realistic, I=investigative, A=artistic, S=social, E=enterprising, and C=conventional. The codes
are defined as a combination of types, or traits. An individuals traits are related to his or her
interest, abilities, needs, values, and personality. Work tasks, skills required, demands, and
rewards are measures used to identify a jobs Holland code. The more ones code matches a job
code, the more satisfied and productive a worker is in performing that work. Due to Kendras
dissatisfaction with her job it would seem that the codes between her and her job were
mismatched.
According to the Self-Directed Search (SDS) inventory by Holland, Kendras current job
as loan officer has a Hollands code of ESC, which means the characteristics of that job are
enterprising, social, and conventional. Because Kendra enjoys contact with people, values human
rights, likes science, and enjoys coordinating fundraising and awareness campaigns, she would
probably have a Hollands code of SAI which means her individual characteristics are social,
artistic, and investigative. As a result of the social trait match between her and the job at the
bank, Kendra enjoys the contact with people that loan officer job provides, but finds the
conventional (financial detail) portion boring and unsatisfying. Her dissatisfaction with the
repetition of the loan officer job drains her energy because of her artistic trait. This creativity
trait would cause her to prefer less rigidity in her work. Therefore, her relationship with her loan
officer job is considered incongruent.
According to Holland, individuals that have consistent codes may have more internal
stability. Kendras code would appear to be consistent because the first two letters of her code,
SA are next to each other on the Holland Types hexagon. Kendra expresses her interest in human
services careers in the healthcare field, such as nursing, nutrition, exercising, and healthy living.
She would likely find congruence with jobs that have any combination of social, artistic, and
investigative traits; SAI, SIA, or ISA. Some jobs that fall into this category are nurse,
psychologist, dance therapist, speech pathologist, and dental hygienist.
Supers Theory
The developmental theory of Donald E. Super places emphasis on the importance of an
individuals self-concept in the process of career choice and development. Our self-concept is
defined as a blend of how we see ourselves, how we would like to be seen, and how we think
others view us (Harris-Bowlsbey, et al, pg 4-14). Furthermore, Super propones that people seek
out employment based on a vocational self-concept. As a result, an individual with a weak self-
concept is likely to make a poor or less-than-satisfying work choice, to find their work boring, or
to adversely affect others with a negative view of his or her capabilities.
Super defined five life-stages which relate to career development, they are:
Stage 1: Growth (age 0-15) Kendra was born to upper middle class parents who were
supportive and able to provide her with an environment that promoted good physical health and
growth. It is likely that the formation of her self-concept was being heavily influence by the
success of her parents and their strong opinions. Her interest in science most likely began to
manifest itself during this stage.
Stage 2: Exploration (age15-25) Kendra likely explored sciences in high school, yet
didnt really follow that lead for career exploration due to the influence of her parents and their
strong opinions to pursue a career in business. Super would say that the parental reinforcement
Kendra received during this stage may have caused her self-concept toward a career in science to
be ill-defined.
Stage 3: Establishment (age 25-45) Kendra was not happy working as a loan officer, yet
she continued to work there in spite of it. Most likely she did not excel in her work or get
promoted to higher levels of responsibility, as she found that type of work draining. Fortunate for
Kendra, she was given an opportunity during the middle of this stage to make a change when her
job was eliminated at age 38. At this transition point, she had not yet accomplished the five
developmental tasks needed to be vocationally mature according to Super. In fact, Kendra found
herself back at the first task of crystallization where she was re-considering all her vocational
options. Kendra knew she wanted something different. As part of the crystallization process
Kendra will need to consider her own interests, abilities, values, and self-concept in making a
vocational choice. Following her interest in science and her volunteer work as an advocate for
disenfranchised groups, along with her abilities to think strategically, make long-term plans, and
act decisively, and further complimented by her value for human service, Kendra has narrowed
her focus to work in a human services role where she could make a difference. She is considering
jobs in the healthcare field, such as nursing, nutrition, exercise, and healthful living. Kendras
next task will be to commit to one occupation. This task is called specification. She should feel
confident in her choice and begin pursuit in whatever training or additional credentialing that
will be needed to perform the new job. After specification, Kendra will begin the process of
implementation where the training begins.
Stage 4: Maintenance (age 45-65) Stabilization will come later for Kendra as she settles
into her new line of work, where she will contribute to the field because her interests, abilities,
values and self-concept are all working in a collaborative manner allowing her to be satisfied and
productive.
Stage 5: Disengagement (age 65-?) Kendra will continue on to consolidation as she
commits further to her work and advances in her field until retirement.
Due to the changing world of work and the views of people and corporations, the lifetime
career as described in Supers original theory is much less of a reality now. According to Super,
it is now more typical that people, such as a person in Kendras situation, may find themselves
having gone through the growth, exploration, and early establishment stages and then after a
short time return to the exploration stage and make a different career choice. He posits that many
may never reach the maintenance stage. He also acknowledges that individuals can enter these
stages at different ages as more women enter the workforce, people retrain or advance in their
education later in life, and as corporations continue to adjust their resources to keep up with
changing times.