Lesson 1: Trait-and-Factor Theory – Frank Parsons

Tenets:
1. The development of one’s vocation is a cognitive process and
decisions which can be reached by the use of reason.
2. The individual choice of occupation is a single event.
3. Each individual has his own choice of occupation.
4. Every individual has a “right” choice of occupation.
5. Thus, a one-person-one job relationship is established.
Lesson 1: 6. Each individual possess a stable and relatively
unchanging traits such as skills, intelligence and interests.

Trait-and- 7. The patterns of traits can be identified and profiled

objectively to know the potential of the individual.

Factor 8. Occupations include factors needed for a successful

performance of one’s job which can be identified and
profiled in one’s traits.
Theory – 9. Job satisfaction and good performance is a result of

Frank a good matching between one’s traits and job

requirements.

Parsons 10. The use of reason is needed for proper decision by

identifying the traits and factors of the individual to fit
him in the job.
Lesson 1: Trait-and-Factor Theory – Frank Parsons

11. Career counselors must consider the following:

a. Self-awareness, attitudes, interests, skills, talents, abilities,
resources, limitations and their causes.
b. Knowledge of the requirements needed for success, advantages and
disadvantages, compensation, opportunities and prospects in different
kinds of job.
c. The true reason of the relations between self capabilities and the
requirements of job.
Lesson 2: Personality Types and Work Environment
John Holland
Lesson 2: Personality Types and Work Environment
John Holland

You want to say, "Yes!" to the question, "Do you like what you do each
day?" Your career well-being depends on it.
Lesson 2: 1.In our culture, most people are one of six
personality types: 
Personality 2.Realistic, Investigative, Artistic, Social, 
Enterprising, and Conventional. Some refer to these
Types and as Holland Codes or RIASEC.
3.People of the same personality type working
Work together create a work environment that fits their
type. For example, when Artistic persons are
Environment together on a job, they create a work environment
that rewards creative thinking and behavior -- an
John Holland Artistic environment.
Lesson 2: Personality Types and Work Environment
John Holland

1. People search for environments where they can use their skills and abilities and express their
values and attitudes.
2. For example, Investigative types search for Investigative environments; Artistic types look for
Artistic environments, and so forth.
3. People who choose to work in an environment similar to their personality type are more likely to
be successful and satisfied.

For example, Artistic people are more likely to be successful and satisfied if they choose a job that
has an Artistic environment, like choosing to be a dance teacher in a dancing school -- an
environment "dominated" by Artistic type people where creative abilities and expression are
highly valued.
Lesson 2: Personality Types and Work Environment
John Holland

6. How you act and feel at work depends to a large extent on your
workplace (or school) environment.
If you are working with people who have a personality type like yours,
you will be able to do many of the things they can do, and you will feel
most comfortable with them.
Holland’s Career Theory
John Holland’s Hexagonal Theory
Holland’s Occupational Theory
Lesson 3: Theory of Work Adjustment by Rene Dawis

Tenets:
1. The interaction between a person and his/her work environment would result
to work adjustment.
2. The individual’s performance is required in the work environment.
3. To accomplish the required tasks, the individual must bring his/her skills in the
workplace.
4. Compensation for work, humane working conditions such as safety and
comfort must be given to the individual in order to perform his work.
 Lesson 3: Theory of Work
Adjustment by Rene Dawis

5. When the interaction between the individual and the work environment is
established, the degree of such interaction is called correspondence.
6. When the individual involves himself in the process of attaining and sustaining
correspondence then, work adjustment is occurring. This is shown in the satisfaction of
the individual with the work environment as well as the satisfaction of the work
environment with the worker.
7. The result of the satisfaction of both the individual and the work environment is
called tenure and this is the proof of the occurrence of work adjustment.
Lesson 3: Theory of Work Adjustment by Rene Dawis

There are four (4) typical response styles of the individual worker (P)
and the work environment (E):
a. Celerity – quickness of response
b. Pace – intensity of response
c. Rhythm – pattern of response
d. Endurance – persistence of response
Lesson 3: Theory of Work Adjustment by Rene Dawis
8. The greater the satisfaction of the worker and the
satisfactoriness of the work environment is the result of
the better style of correspondence.

9. The interests and personality of the individual can affect

his/her satisfaction, satisfactoriness and tenure.

10. Satisfaction and satisfactoriness can be influenced also

by the individual adjustment style which includes his/her
flexibility, activeness, reactiveness and perseverance.
Lesson 3: Theory of Work Adjustment by Rene Dawis

11. The adjustment in work is a cycle.

a. The individual dissatisfaction is caused dis-correspondence between his/her
needs, values and the reinforcers found in the work environment.
b. The individual makes adjustment behavior either by:
· Acting (activeness) on the work environment to lessen discorrespondence by
trying to change the reinforcers in the work environment and the skills requirements
in the work environment, or both.
· Acting (reactiveness) on self to reduce discorrespondence by changing one’s
own needs and skills or both.
Lesson 3: Theory of Work Adjustment by Rene Dawis

12. The period of time through which the individual makes

adjustment before he/she quits demonstrates his/her perseverance.
13. The termination of the adjustment cycle is evident either when
the individual gets satisfaction or dissatisfaction and he/she quits
from the work environment.
14. The flexibility, activeness, reactiveness and perseverance of the
individual are transformed into traits when his/her adjustment style
is more established. These personality traits or behavioral tendencies
are very important in counseling once they appear or are known.
 Tenets:
 The values of the individual influences greatly
human action and functioning.
Lesson 4:
Values-Based  The individual acquires his/her values from the
environment interacting with his traits.
Holistic
 The social interactions and opportunities are
Approach To influenced by one’s cultural background, gender,
Career and socioeconomic status.
Development –  Thus, priorities placed on values by individual
Duane Brown coming from different cultural background,
gender and socioeconomic status vary and this
influenced the individual choice of career and
role in life.
It is not one’s interests but rather
one’s values that play a great role in
the process of career-decision-
making because values present Lesson 4:
direction and goals. Values also play
a big role in setting goals. Values-Based
Values can be classified into two
Holistic
categories: Approach To
a. Life Values Career
Development –
b. Work Values
Duane Brown
 Work values can be subdivided into two:
 Expressed work values which are influenced by
other people’s values and not the individual
values.
Lesson 4:
 Implied work values which represents the
Values-Based individual self-knowledge and can be brought
Holistic out through dialogue which involves self-
reflection.
Approach To
 The individual choices of career are often based
Career on expressed work values which results to
Development – unhappiness and discontentment because they
do not represent the individual authentic values.
Duane Brown
 Implied work values persists even if priorities of
the individual changes between work and life.
 True values when fully expressed by the individual will
lead to contentment, satisfaction and happiness.
Values include three components that will help facilitate
Lesson 4: the prioritization of values for decision-making:
Values-Based a) Cognitive – refers to knowledge of one’s ultimate goal
Holistic which include both the end and the means.

Approach To b) Affective – refers to both the positive and the negative

emotions which automatically crop up when the
Career individual interacts with his/her environment and
engages in self-reflection.
Development –
c) Behavior – refers to an action directed to one’s goal
Duane Brown which is the consequence of values activated by needs
and opportunities to satisfy one’s values.
Lesson 4: Values-Based Holistic Approach To
Career Development – Duane Brown
 Each individual has developed a number of values that are
prioritized based on the values system.
 Values that become meaningful to the individual are crystallized.
 Values prioritization occurs when an individual is able to rank his
values according to their importance in guiding his behavior or when
he/she acts in accordance to their respective importance or priority.
 The individual can proceed to career decision-making once he is
able to crystallized and prioritize his values.
Lesson 4: Values-Based Holistic Approach To Career
Development – Duane Brown

When the individual holds two conflicting values as having the

same importance, there will be intrapersonal conflicts that will
happen.
The importance of crystallized and prioritized values in the
determination of one’s life role choices is effective only when:
a. One of the options available will satisfy the values of the
individual,
b. Values-based information regarding options are available to
the individual
c. The difficulty in the implementation of the options is the
same.
Lesson 4: Values-Based Holistic Approach To
Career Development – Duane Brown
• There is congruence when there is a value system that would match
between the worker and the career.
• Fulfilling one’s life roles that satisfy one’s values would result to life
satisfaction.
• Knowing one’s role in life is tantamount to satisfying one’s essential
values.
• When the job demands contradicts with the values of the individual
then, intra role conflicts will occur.
• When the job demands prevent the individual Lesson 4:
in satisfying his values in other life roles or
when other life roles obstruct the satisfaction Values-Based
of work values then inter-role conflicts occur.
Holistic
• In case no options available will satisfy one’s
values, then the option that contradicts least Approach To
will be chosen.
Career
• Although values are the dominant determinants
in career decision-making, self-aptitude, skills Development
and interests have also an impact in career
decision-making. – Duane
Brown
 • A combination of factor-related cognitive,
Lesson 4: affective and physical abilities and aptitude
Values-Based influences much the success in any life role.
• Career decision-making must consider all factors
Holistic like initial career selection, career change,
dismissal, retirement, adjustments within the role
Approach To of one’s career and other life roles because these
will affect on roles in the family, leisure and
Career education.

Development • Career counselor must help a client with an

established life role other than his work in
– Duane assessing the impact of career decision-making on
established life role.
Brown
 Lesson 4:
Values-Based
THANK YOU!
Holistic
Approach To
Career
Development –
Duane Brown