Chapter Two: Trait-and-Factor and Developmental Theories of Career Choice and Development and their Applications

In the opening section of chapter two of Brown’s (2012) book, Brown discusses a man by the name of Buford Steffire.  According to Brown, Steffire coined the phrase “there is nothing as practical as a good theory” (Brown, 2012, pg. 24).  If I would have read this statement a couple weeks ago, I would have thought that it makes no sense at all.  How can a theory be practical?  Theories are not concrete facts and the book points out that what most counseling student’s want is proven practices to help their individual clients.  I would say that before this class started that I would have agreed with this statement.  It would be a lot easier to just learn proven practices to help our future clients.  However, after thinking about it, the idea of proven practices for every single client seems to be unpractical.  I feel that the information we learned last week in class about theories and chapter two of Brown’s (2012) book tie together very nicely.  After learning about theories in class, it was easier to judge and understand some of the theories that were discussed in the chapter.   

I found Holland’s theory of vocational choice to hold somewhat true in today’s society when I compared it with people I know and their personalities and occupational choices.  Brown states that, “Personality develops as a result of the interaction of inherited characteristics, the activities to which the individual is exposed, and the interests and competencies that grow out of the activities” (Brown, 2012, pg. 30).  Holland discussed six different personality types: realistic, investigative, artistic, social, enterprising, and conventional.  He stated that personalities need to be congruent with occupational choices in order to have job satisfaction occur, “individuals must select vocational environments congruent with their personalities to maximize their job satisfaction and achievements” (Brown, 2012, pg. 31).  After reading this, I started to compare the people in my family with their personalities and their occupations.   I found that almost all of them held true.  For example, my dad is very goal-orientated and likes to solve problems in a logical manner which matches the conventional personality types.  My dad is an accountant, and that occupation fell under the conventional environment, showing that his personality is congruent with the work environment.  It is interesting to think about and see all the connections between personality types and occupational choices.

However, the chapter does discuss some drawbacks to Holland’s theory.  Brown states that, “his theory has been criticized on the basis of its cultural validity and must be applied cautiously if at all with persons whose worldviews vary from that of the dominant culture” (Brown, 2012, pg. 33).  I believe this is where career counselors come into play.  Not every theory is going to work for every client.  Some parts of theories may work for some but not for others.  I feel it’s important that career counselors take the time to get to know their clients so they can assist them to the best of their ability.  Brown noted that “No perfect theory of career choice has yet to emerge and it is unlikely that this will occur” (Brown, 2012, pg. 27).  Career counselors need to be aware of this and be willing to try many different options when helping their clients.

Brown, D. (2012). Career information, career counseling, and career development. (10th ed.). New York: Pearson Education, Inc.