The Minnesota Theory of work adjustment (MTWA) defines the conceptualization of the individual and a job or the organization. MTWA focuses on adjusting to work environments although it can help people in making vocational choices. The theory’s focus is the adjustment if individuals to their work such their personality traits relating to their satisfaction within their work environment. The theory has two models, which includes the predictive that focuses on whether the people have satisfaction with their work environment. The process model focus is on how the individual and their environment can be maintained. In many cases, the work environment may not provide the necessary rewards that are available at the workplace. There are always job requirements in any working environment and some individuals may lack skills and abilities required by the employers. If an individual’s needs are met by the environment or place of work, then they are in correspondence and if not they are correspondence. MTWA’s emphasis is on the measurement of the abilities and values that tends to match the characteristics of the individual with the work environment. Rene Dawis and Lloyd Lofquist who relates the individual and the job or the organization developed the theory. The therapist role in the TWA is to assist individuals in their earliest stages of career exploration and career development to assist them in the identification of their desirable occupation that will bring satisfaction. The therapist can also use TWA to provide counseling to persons faced with job dissatisfaction, especially with their environment. TWA will assist in offering suggestions based on the client’s abilities and the job requirements. The therapist on the individuals that are planning retirement and requiring advice on what to do will also use TWA. The clients’ role in TWA is the personal assessment to evaluate the job satisfaction. The client can also use the theory to explore the past experiences at the place of work and whether the job meets the client’s goals. Another clients’ role is to identify and explore their abilities and skills with relation to the occupation requirements and predict their best work environment.

Holland’s Theory of Vocational Choice and Adjustment

The theory argues that the environment and individuals resemble the six models to predict the type f careers they choose, their likely performance in their work, and satisfaction and their ease of making career decisions. He six basic personality traits is investigative, realistic, artistic, enterprising, social, and conventional (RIASEC). The six defines unique characteristics such as the preferred activities, self-beliefs, values, and abilities. The theory was advanced by John Holland in 1959 with a goal of having a framework that will be used by counselors and clients in career choices. Therapists use the theory by applying the instruments developed by Holland to provide career guidance to their clients. The counselors also use the theory to advise those individuals needing help in developing third careers, and promote their career satisfaction. The clients use the theory to understand and make valid decisions concerning careers and job satisfaction. By analyzing the RIASEC, individuals will know their position and concentrate to achieve their career goals.

The Lifespan, Life-space Theory of careers

The theory focuses on such concepts as the content, process, and the outcomes of individuals’ career choices and development in their lifetime. The theory is applied in areas such as differential psychology, developmental psychology, and self-concept theory. The theory was developed by Donald E. Super, which he initially called career development theory, then development self-concept theory, and finally the life span, life-space theory. Therapists use the theory to offer guidance to career intervention in preparing individuals to enter and adjust to their work. The counselors use the C-DAC model to assess various careers and help their clients to make good choices to avoid regrets in future. The clients use the four comprehensive career assessment battery (C_DAC) to explore their roles in life, stages of development and tasks, attitudes, knowledge, and values and interests.

Social Cognition Career Theory

The theory focuses on occupational paths and the interactions between them and argues that individuals’ work possibilities and developmental trajectories depend on various variables such as personal attributes. Such variables are interests, values, and abilities, which help in understanding educational and occupational behavior. The theory incorporates values such as self-efficacy, outcome expectations, activity selection, and practice. The theory was developed by Lent Brown and Hackett to address issues of gender, culture, and genetic relations to job satisfaction. Therapists use the theory to offer guidance to the clients by considering factors such as race, culture, socioeconomic status, age, and gender. The therapist can also help their clients in forestalling career-related difficulties and assist others in remedying existing career challenges. The clients can use the theory to understand themselves relating to matters of self-efficacy, especially in women and young girls.

Career Construction Theory and Practice

The theory focuses on the interpretive and interpersonal processes by people can construct themselves and realize their vocational behavior to assist in understanding their careers. The theory addresses issues concerning building of careers by accessing their personal and social constructionism. The process of self-making and career construction varies from childhood, through adolescence and adulthood. Reality does not just exist independently, but individuals construct reality through social processes and interpersonal relationships. The theory was proposed by Mark L. Savickas to help in career counseling. The therapist uses the theory to provide counseling in career and prepare agents for adaption to transition. The counselor’s advice their clients concerning their vocations work and regulation of their emotions for a more satisfying life. The clients can apply the theory to understand their vocation before making any career choices and select a more satisfying job. The clients will understand and realize their desirable jobs and careers.

References

Brown, D. (2007). Career information, career counseling, and career development (9th ed.). New York: Pearson

Grand Canyon University. (2014). PCN-525: Career Development and Counseling. Retrieved March 19, 2014 from Grand Canyon University Module 4 Lecture Readings: https://lc.gcu.edu/learningPlatform/user/users.html

Zunker, V. G. (2012). Career Counseling: A Holistic Approach (8th ed.). Belmont, CA: Cengage, Brooks/Cole.