CAREER

SATISFACTION
THEORY
- present the different factors that affect one’s
contentment and tenure in an occupation.
1.
Frank Parsons
(Trait-and-Factor Theory)
- An American professor, social reformer and public
intellectual.
- He became a lawyer in 1881 although educated as
an engineer at Cornell University
- Born on November 14, 1854 at Mount Holly, New
Jersey United States
- Developed the idea that an ideal career is based on
matching personal traits like skills, values and
personality with job factors such as pay and work
environment.
The better the fit, the higher an individual’s job
satisfaction and success.
As the father of vocational guidance counseling,
he believed that a successful career match required
systematic help from experienced people.
UNDERSTANDING TRAIT AND FACTOR THEORY

 Trait a characteristics of an individual that

can be measured through assessment.
 Factor a characteristics required for successful
job performance
 Trait and Factor
is the assessment of characteristics of
the person and the job
Knowledge Knowledge
The
of Reasoning of
Occupations Self
CHOOSING
A
CAREER
Step 1:

Gaining Self-Understanding
Interests
Aptitude
Achievement
Values and Personality
Step 2:

Obtaining Knowledge about the

World of Work
Gaining information
Trait and factor requirement for
each occupation
Step 3:

Integrating Information
about One’s Self and
World of World of Work
Matching and assessing job
requirements to one’s
competencies
“ The development of one’s vocation
is a cognitive process and decisions
which can be reached by the use of
reasons.
“ Every individual has a right choice
of occupation.
Thus, one-person-one-job
relationship is established.
TRAIT-AND-FACTOR THEORY
 Each individual possesses a stable and relatively unchanging traits such as
skills, intelligence and interests.
 Parsons states that occupation desicion-making occurs when people have
achieved:
1. an accurate understanding of the individual traits (aptitudes, interests, and
personal abilities)
2. A knowledge of job and labor market
3. Rational and objective judgment about the relationship between their
individual traits and labor market
2. John Holland

Personality Types and

Work Environment Theory
- An American pyschologist and professor emeritus
of sociology at John’s Hopkins University
- The creator of the career development model,
Holland occupational themes known as “Holland
codes”
- Known for his work on Making Vocational
Choices: A Theory of Careers
 Environment and individual changes. If
“ personality changes then this can affect
occupational interest. Individual will
find job satisfying if he/she is able to
choose occupation that fits his/her
personality.
HOLLAND CODES

are a way classifying people according to their

interests so that they can match with appropriate
careers.
John Holland’s Theory is centered on the notion
that most people fit into one of six the personality
types.
Realistic Building

Description of Key Skills Possible

Interest Area Occupations
Likes to work mainly Using and operating tools, - Pilot
with hands: making, equipment & machinery, - Farmer
fixing, assembling or designing, building, - Engineer
building things using repairing & working - Mechanic
and operating manually etc. - Electrician
equipment, tools or - Technician
machines and often
likes to work outdoors
Investigate Thinking

Description of Key Skills Possible

Interest Area Occupations
Likes to discover and Thinking analytically and - Medical & health
research ideas, logically, computing, occupation
observe, investigate communicating by writing - Chemist
and experiment, ask and speaking, designing, - Zoologist
questions and solve diagnosing and - Dentist
problems. experimenting - Doctor
- Laboratory works
Artistic Creative

Description of Key Skills Possible

Interest Area Occupations
Likes to use words, Expressing artistically or - Artist
art, music or drama to physically, speaking, - Illustrator
communicate perform writing, singing, performing - Photographer
or express & designing - Composer
themselves and - Writer
create or design - Fashion designer
things
Social Helping

Description of Key Skills Possible

Interest Area Occupations
Likes to work with Communicating orally or in - Teacher
people to teach, heal, writing, caring & - Nurse
cure, serve & supporting, assisting to the - Counselor
concerned for the needs of others, teaching, - Social worker
well-being and welfare interviewing & coaching - Customer Service
of others other people officer
Enterprising Persuading

Description of Key Skills Possible

Interest Area Occupations
Likes meeting people, Selling, promoting and - Salesperson
leading, talking & persuading, developing - Lawyer
influencing others and ideas, public speaking, - Accountant
working in business managing organizing and - Manager
planning things - Business owner
Conventional Organizing

Description of Key Skills Possible

Interest Area Occupations
Likes working indoors Computing and keyboarding, - Office worker
and at tasks that recording and keeping - Bank clerk
involves organizing and records, paying attention to - Librarian
being accurate, detail, meeting, doing - Receptionist
following procedures, calculations, handling - Computer operation
working with data or money, organizing and
numbers, planning work working independently.
and events
Holland asserts that people of the same personality
type working together in a job create an
environment that fits and reward their type.
People who choose to work in an environment
similar to their personality type are more likely to
be successful and satisfied.
3. René Dawis

Theory of Work Adjustment

- He is an American Psychology professor
- His work focused on the individual difference,
work adjustment and human potential.
Describes how and explains why workers adjust to
their environment. It depicts adjustment as the
interaction of person (P) with environment (E).
Interaction refers to P and E acting on as well as
reacting to each other.
TWA PRINCIPLES

• The workers continue to contribute their professional skills to

the equation while the work environment supply the tasks.
• When the given skills equal the stated tasks, work
equilibrium is achieved.
• In order to complete the given tasks, workers must be
adequately compensated and given a safe work culture.
TENETS:

╺ The environment and the individual must continue to meet

each other’s requirements for the interaction to be
maintained. The degree to which the requirements of both
meet may be called correspondence.
╺ Work adjustment is indicated by the satisfaction of the
individual with the work environment.
TENETS:

╺ The interests and personality of the individual can affect

his/her satisfaction.

╺ The termination of the adjustment cycle is evident either

when the individual gets satisfaction or disatisfaction.
 4 VARIABLES THAT INFLUENCE A
WORKER’S ADJUSTMENT STYLE:

1. Flexibility
2. Activeness
3. Reactiveness
4. Persistence
“ In life, own satisfaction is better
than success because success is a
measure decided by others while
satisfaction is a measure decided by
us.
4. Duane Brown

Value-based Holistic Approach

- A professor of education at the University of
North Carolina- Chapel Hill
- Author and co-author of twenty-four books and
one-hundred research studies, articles and book
chapters.
- Editor of the Journal Counselor Education and
Supervision and has served on editorial boards of
three other journals.
VALUE-BASED CAREER THEORY

- are beliefs or principles relating to your career or place of

work
- they describe what you believe matters regarding your
career
THREE TYPES OF VALUES

1. Cultural Values
- can be subdivided into 5 categories:
 Social relations
 Time
 Relationship to nature
 Activity
 Self-control
THREE TYPES OF VALUES

2. Work Values

- are those values that individuals expect to fulfill as a

result of choosing and entering an occupation
THREE TYPES OF VALUES

3. Life Values

- are those values that individuals expect to have

satisfied as a result of the choices they make in their major life
roles, such as work, leisure, citizen, and relationships to
significant others.
TENETS:

- The value of the individual influences greatly human action and

functioning.
- Individual acquires his/her values from the environment interacting with
his traits.
- The social interaction and opportunities are influenced by one’s cultural
background, gender and socio-economic status.
- It’s not one’s interests but rather one’s values that play a great role in the
process of career-decision-making because values presents direction and
goals.
Values include 3 COMPONENTS that will help facilitate the
prioritization of values for decision-making.

1. Cognitive
2. Affective
3. Behavior
EXAMPLES OF WORK VALUES

1. Accountability 9. Respect
2. Orientation to detail 10. Loyalty
3. Responsibility 11. Professionalism
4. Positivity 12. Achievement
5. Punctuality 13. Leisure
6. Teamwork 14. Motivation for self- improvement
7. Honesty 15. Making a difference
8. Autonomy