1
Q
Super’s Developmental Self-Concept Theory
A
- Vocational development is the process of developing and implementing a self-concept.
- As the self-concept becomes more realistic and stable, so does vocational choice and behavior.
- People choose occupations that permit them to express their self-concepts.
- Work satisfaction is related to the degree that they’ve been able to implement their self-concepts.
2
Q
Exploration Stage
A
- Mid teens through early 20’s
- major tasks are to develop a realistic self-concept and implement a vocational preference though role tryouts and exploration
- there is a gradual narrowing of choices leading to implementation of a preference.
- Preferences become CHOICES when acted upon.
3
Q
Exploration Sub-Stages
A
- Tentative (15-17)
- Crystallization of Preference (18-21 years old)
- Specifying a Vocational Preference (early 20’s)
4
Q
Tentative Sub-Stage
A
- 15-17 years old
- tentative choices incorporating needs, interests, abilities are tried out in fantasy, coursework, part time work, volunteer, shadowing
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5
Q
Crystallization of Preference Sub-Stage
A
- 18-21 years old
- General preference is converted into specific choice.
- Reality dominates as one enters the job market or training after high school.
- Choosing a college major or field of training.
6
Q
Specifying a Vocational Preference Sub-Stage
A
- early 20’s
- trial/little commitment
- first job is tried out as life’s work but the implemented choice is provisional and person may cycle back through crystallizing and specifying if not appropriate.
7
Q
Establishment Stage
A
- mid 20’s through mid 40’s
- major tasks are to find secure niche in one’s field and advance within it
8
Q
Establishment Sub-Stages
A
- Trial and Stabilization (25-30 years old)
- Advancement (30-40 years old)
9
Q
Trial and Stabilization Sub-Stage
A
- 25-30 years old
- process of settling down, if unsatisfactory may make 1-2 more changes before the right job is found
10
Q
Advancement Sub-Stage
A
- 30-40
- efforts directed at securing one’s position, acquiring seniority, developing skills, demonstrating superior performance, resume building actions.
11
Q
Maintenance Stage
A
- 40’s through early 60’s
- Major task is to preserve one’s gains and develop non-occupational roles for things one always wanted to do
- Little new ground is broken, one continues established work patterns. One faces competition from younger workers
- Could be a plateau.
12
Q
Implications for Super’s
A
- Direct work experiences are vital. Try on roles in real worlds of work.
- Supers developmental view of career development in the context of the self allows for changes over time.
