In recent years, the employment difficulty of college graduates has become a prominent social problem, and all parties are actively exploring ways and methods to solve it. In order to further improve the employability of college students, it is urgent to improve the employment guidance service system for college students and vigorously strengthen and innovate employment guidance. What is the career development stage theory I brought?
What is the theory of career development stages? The division of career development stages is an important content of career planning research. Different experts and scholars have different views on the division of specific stages. The task of this stage is to develop self-image, cultivate a correct attitude towards the work world and understand the meaning of work. This stage includes three periods. Here are the details of what is the theory of career development stage.
Career is a long-term development process of a person. At different stages of development, individuals have different career needs and life pursuits. The division of career development stages is an important content of career planning research. Different experts and scholars have different views on the division of specific stages. The most common and widely used theory is Saper's career development stage theory.
Super, a master of career development, combines the theories of difference psychology, developmental psychology, career sociology and personality development, and systematically puts forward the viewpoint of career development through long-term research. From 65438 to 0953, he divided his career development into five stages: growth, exploration, establishment, maintenance and decline according to the results of his "career development model research":
1. growth stage (0 ~ 14 years old)
The growth stage belongs to the cognitive stage. At this stage, children begin to develop their self-concept, learn to express their needs in various ways, and modify their roles by constantly trying the real world. The task of development at this stage is to develop self-image, cultivate a correct attitude towards the work world and understand the meaning of work. This stage includes three periods:
One is the fantasy period (4 ~ 10 years old), in which "need" is the main consideration, and fantasy role-playing is very important;
The second is the interest period (1 1 ~ 12 years old), with "preference" as the main consideration factor, and preference is the main determinant of personal ambition and activities;
Third, the ability period (13 ~ 14 years old): taking "ability" as the main consideration factor, ability gradually plays an important role.
2. Exploration stage (14 ~ 25 years old)
The exploration stage belongs to the stage of learning to lay the foundation. Teenagers at this stage have explored their self-abilities, roles and occupations through school activities, club leisure activities and odd jobs, so they have greater flexibility in career choice. The task of this development stage is to gradually concretize, concretize and realize the occupational preference. This stage also includes three periods:
First, the probation period (15 ~ 17 years old), considering the needs, interests, abilities and opportunities, making a temporary decision and trying in fantasy, discussion, schoolwork and work;
Second, the transition period (18 ~ 2 1 year), entering the job market or professional training, paying more attention to reality, striving to realize self-concept and turning general choices into specific ones;
The third is the probation commitment period (22 ~ 24 years old), during which the occupation is initially determined and the possibility of becoming a long-term professional life is tested. If it is not suitable, it may go through the above periods again to determine the direction.
3. Establishment stage (25 ~ 44 years old)
The establishment stage belongs to the selection and resettlement stage. Because unsuitable people will seek changes or do other explorations after the last stage of trying, they can better determine their position in the whole career at this stage. By the age of 3 1 40, they begin to think about how to keep and fix this position. The task of development at this stage is integration, stability and progress. This stage subdivision can include two periods:
First, the probation period (25 ~ 30 years old), individuals seeking stability, may also be dissatisfied because of some changes in life or work;
Second, the stable period (3 1 ~ 44 years old), individuals are committed to the stability of their work, and most people are in the most creative period, because senior people often perform well.
4. Maintenance stage (45 ~ 65 years old)
The maintenance stage belongs to the promotion and specialization stage. Individuals still want to continue to maintain their jobs, and at the same time they will face the challenges of new personnel. The task of this stage of development is to maintain the existing achievements and status.
5. Decline stage (over 65 years old)
The recession stage belongs to the retirement stage. Due to the gradual decline of physical and psychological functions, individuals have to face the reality from active participation to retirement. This stage often focuses on developing new roles and seeking different ways to replace and meet the needs.
Parkinson's career planning theory
This is a classic theory for career choice and career guidance, which was first put forward by Professor Parkinson of Boston University.
1909 Parkinson's book "Choosing a Career" clearly puts forward three elements or conditions of career choice:
(1) You should clearly understand your attitude, ability, interest, originality, limitations and other characteristics;
(2) To clearly understand the conditions for successful career choice, the knowledge required, the strengths, weaknesses, salary, opportunities and prospects in different professional work.
(3) the balance of the above two conditions. The theoretical connotation of Parkinson's disease is to match subjective and objective conditions with social and professional posts (which is possible for you) on the basis of clearly understanding and understanding personal subjective conditions and social and professional post requirements, and finally choose a career that matches the individual.
Occupation-person matching can be divided into two types:
(1) factor matching, for example, the occupation that needs special skills and professional knowledge matches the job seeker who has mastered this special skill and professional knowledge; Or jobs with dirty, tired and bitter working conditions need hard-working and strong workers to match.
(2) (Characteristics) Matching, such as sensitive, perceptual, unconventional, strong personality, idealism and other personality characteristics, is suitable for artistic creation of aesthetic and self-emotional expression.
Parkinson's theory of career-person matching is a classic principle, which is still correct and effective, and affects the development of career management and career psychology.
Greenhouse studies the main tasks of career development in different age stages of life, and divides career into five stages.
1, career establishment.
Typical age range is 0~ 18 years old. Main tasks: develop professional imagination, evaluate and choose occupations, and receive necessary vocational education.
2. Enter the organization.
18~25 years old is the stage of organization. The main task is to get a job in an ideal organization, and try to choose a suitable and satisfactory career on the basis of obtaining enough information.
3. Early in your career.
The typical age group in this period is 25~40 years old. Learn vocational skills and improve work ability; Understand and learn organizational discipline and norms, gradually adapt to professional work, adapt to and integrate into the organization; Preparing for future career success is the main task of this issue.
4. Mid-career.
40~55 years old is the middle stage of career. Main tasks: need to re-evaluate the early career, strengthen or change their career ideals; Choose a career, work hard and achieve something.
5. Late career. From the age of 55 to the end of his career. It is the main task at this stage to continue to maintain the existing professional achievements, maintain dignity and prepare for retirement.
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