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Developmental Theories
Some of the developmental theories of career growth:
Super's Theory
Donald Super and other theorists of career development recognize the changes that people go through as they mature. Super formalized stages and developmental tasks over the life span:
| Stage |
Age |
Characteristics |
| Growth |
Birth to 14 or 15 |
Development of self-concept, capacity, attitudes, interests, needs, general understanding of the world of work |
| Exploratory |
15-24 |
"Trying out" through classes, work experience, hobbies. Tentative choice and related skill development |
| Establishment |
25-44 |
Entry-level skill building and stabilization through work experience |
| Maintenance |
45-64 |
Continual adjustment process to improve position |
| Decline |
65+ |
Reduced output, prepare for retirement |
People change with time and experience, and progress through the following vocational development stages:
| Vocational |
Ages |
General Characteristics/Developmental Tasks |
| Crystallization |
14-18 |
Developing and planning a tentative vocational goal |
| Specification |
18-21 |
Firming the vocational goal |
| Implementation |
21-24 |
Training for and obtaining employment |
| Stabilization |
24-35 |
Working and confirming career choice |
| Consolidation |
35+ |
Advancement in career |
Although Super originally presented the stages and tasks in a sequential manner, he later added that we cycle and recycle throughout our life span as we adapt to changes in ourselves as well as to the trends in the work place.
The six factors in vocational maturity are:
- Awareness of the need to plan ahead
- Decision-making skills
- Knowledge and use of information resources
- General career information
- General world of work information
- Detailed information about occupations of preference
Super also looked at the different roles we play during our lifetimes and the relative importance we give to those roles at different times in our lives.
Krumboltz's Social Learning Theory
Much growth takes place as a result of learning and imitating the behavior of others. John D. Krumboltz developed a theory of career decision-making and development based on our social learning, or environmental conditions and events, genetic influences, and learning experiences. People choose their careers based on what they have learned, Krumboltz theorized. Certain behaviors are modeled, rewarded and reinforced.
Decision-Making Theories
Some decision-making theories hypothesize that there are critical points in our lives when choices are made that greatly influence our career development. These decision-making points are such events as educational choices, entry-level job positions, or changing jobs.
Other decision-making theories are concerned with ongoing choices across the life span. The decisions that we make are influenced by our awareness of the choices that are available to us and our knowledge of how to evaluate them.
Others theories address our complex environment. H.B. Gelatt says, "We make our decisions based upon what is actual and what is actual is never static."
Cognitive Theories
Cognitive theories of career development are built around how individuals process, integrate, and react to information. The ways in which individuals process information are determined by their cognitive structures. These structures influence how individuals see themselves, others, and the environment. Cognitive theories suggest ways to help clients build or refine a hierarchy of thinking and decision-making skills that influence career development. | 
