Week 1 Assignment

Applying Theory to Specific Settings and Populations

Employment is a concern that affects society, communities, families, and individuals. The world of work has changed considerably with each generation: advances in technology, changes in jobs and industries, high unemployment, universal health care, and lower wages, to name a few (Shoffner, 2006). To meet the needs of our clients today, counselors should be knowledgeable in career theories that can be applied to their career choice and development. This paper focuses on two theories: Social Cognitive Career Theory (SCCT), and Theory of Work Adjustment (TWA). This author identifies the strengths and weaknesses to both perspectives, and explains how these theories may be applied to trauma and crisis populations.

Work Setting and Client Population

For the last ten years I worked in the field of education as an elementary school teacher. I recently made a career change that I felt compelled to follow: to counsel victims of violence and trauma survivors. I am currently not working in the field of mental health; however, I wish to pursue any work setting such as a hospital, shelter, or agency that serves victimized populations. I also aspire to get involved with Red Cross or FEMA relief agencies when services are needed for disaster relief. I want to give back to the community, and make it count.

Social Cognitive Career Theory (SCCT) and Theory of Work Adjustment

Social Cognitive Career Theory (SCCT) is a learning and cognitive approach to career development and choice (Shoffner, 2006). The key concepts of self-efficacy beliefs, outcome expectations, and career choice barriers and supports, contribute to career interests, goals, and behavior (Morris, Shoffner, & Newsome, 2009). Chronister & McWhirter (2003) assert that SCCT integrates the role of environmental influences on the “development and pursuit of vocational and educational interests, choices, and performance” (p. 419). In short, people’s interests and aspirations are influenced by their belief that they can do things well.

The Theory of Work Adjustment (TWA), by Dawis, England, and Lofquist, was developed from the trait and factor approach to career counseling. TWA posits that success on the job results from a good “fit” between individuals and their work environments (Shoffner, 2006). The four main components of TWA are satisfaction, person--environment correspondence, reinforcement value, and ability, addressing both individual characteristics and pertinent environmental factors (Shoffner, 2006).

Similarities and Differences

Social Cognitive Career Theory and Theory of Work Adjustment both have a solid and extensive research base with continuous empirical findings to support their theoretical approaches to career development. Both theories may be applied to a variety of populations such as “girls and women, members of racial minority groups, and gay and lesbian individuals” (Shoffner, 2006, p. 58).

Both theories support the influences of person and environment; however SCCT focuses on overcoming perceived barriers and challenges to career development, that impact one’s negative view of self; while TWA focuses on a congruent match between person (trait) and environment (factor) in obtaining job satisfaction (Shoffner, 2006).

Strengths and Weaknesses

A weakness of TWA is the assumption that career decisions are based mainly on measured abilities which restricts a range of factors to be considered in the career development process. In essence, “TWA is considered too narrow in scope” (Zunker, 2011).

Theories Applied to Trauma and Crisis Populations

Career decision making is a critical element of a successful return to work for women trauma survivors (Gittens, 2011). To ease the transition, counselors should assess and explore career options of interest to their clients. A key factor in a successful return to work is the fit between women survivors and their work environments which takes place when “correspondence, mutual responsiveness and satisfaction exist between the individual and the work environment” (Gittens, 2011, p. 44). The closer the match or “fit” between trait and environment, the better likelihood of job success.

Women, who enter into counseling with negative beliefs and thoughts about themselves, are underestimating their potential for happiness, job satisfaction, and financial security. Women encounter challenges and obstacles throughout their career development process that influence their self-efficacy beliefs, and goal setting (Coogan, & Chen, 2007). Barriers such as discrimination, gender-role socialization, employment inequities, and family responsibilities will deter women from pursuing what they aspire to do and be, especially if they have convinced themselves they are not good at or incapable of doing something (Coogan, & Chen, 2007).

References

Coogan, P. A., & Chen, C. P. (2007). Career development and counseling for women: Connecting theories to practice. Counselling Psychology Quarterly, 20(2), 191-204.

Gittens, G. E. (2011). Women trauma survivors' experiences of returning to work: an exploratory

study. Counseling Psychology Dissertations. Retrieved from

http://iris.lib.neu.edu/cgi/viewcontent.cgi?article=1019&context...diss

Morris, C., Shoffner, M. F., & Newsome, D. W. (2009). Career counseling for women preparing

to leave abusive relationships: A social cognitive career theory approach. The Career

Development Quarterly, 58(1), 44-53.

Shoffner, M. F. (2006). Career counseling: Theoretical perspectives. In D. Capuzzi & M. D.

Stauffer (Eds.), Career counseling: Foundations, perspectives, and applications. (pp. 40-

68). Boston: Allyn and Bacon.

Zunker, V. G. (2011). Career counseling: A holistic approach. Belmont: Thompson Learning,

Inc.