Occupation is a continuous process of all behaviors and activities related to occupation and related attitudes, values and aspirations. In one's life, it is also a process of career, position change and career goal realization in one's life. The following is my career development theory, welcome to share.

Career development theory articles 1 career planning quotations:

Whether you are born smart or not, be content; Don't neglect your talent. With the development of talent, you will succeed. Sidney Smith

In career planning and career counseling, career development theory is a major breakthrough after the "trait-factor" theory. This theory makes career counseling develop from caring about current career adaptation to caring about the whole career planning. Since then, career counseling has moved from employment guidance to career planning consulting. Its representative, Schuber, has become another milestone master in the history of career planning consultation since Parsons.

1. A summary of Schuber's career development theory.

Schuber, Ginsburg, Greenhouse, Mercy, gary dessler, etc. They all make a special study on the process of career development, divide people's career into different stages of development, assume that each stage has its own unique problems and tasks, and put forward methods and countermeasures to solve these problems and complete these tasks. However, Schuber is a master of this theory; He is a master of American career counseling theory. His career development theory integrates the long-term research results of difference psychology, developmental psychology, personality psychology and career sociology, and systematically puts forward the viewpoint of career development.

Second, the main points of Schuber's career development theory

Schuber's core view on career is self-concept. Self-concept is our subjective perception of "who I am" and "what I look like", including: body, sociality, gender, feelings, preferences, reason, occupation, values and philosophy of life. He believes that the process of career choice is the process of self-concept practice. People have a driving force to constantly integrate themselves into their work and practice themselves in their work. His views are summarized as 14:

1. There are differences between people in personal characteristics such as ability, personality, needs, values, interests and self-concept.

2. Individuals with unique characteristics are suitable for certain occupational categories.

3. Each occupation corresponds to a set of corresponding personal characteristics; There is a certain degree of freedom of choice between occupation and individual.

4. Personal characteristics (professional preference, ability, life), working environment and self-concept will change with time. Self-concept will gradually stabilize and mature after the late adolescence, and continue to have an impact on career choice and adaptation.

Personal career can be summarized as a series of life stages, including growth, exploration, establishment, maintenance and decline. The transition between stages is often influenced by various unstable factors of the environment or individuals. However, the uncertain transformation will bring about a new process of growth, re-exploration and re-establishment.

6. The factors that affect the type of occupation (including all levels of employment, order, frequency and duration of job hunting) are: personal socio-economic status, psychological ability, education, skills, characteristics (demand, value, interest and self-concept), career maturity and opportunities.

7. At each stage, whether an individual can successfully adapt to the environment and personal needs mainly depends on his readiness, that is, the maturity of his career. Career maturity is an overall state composed of individual physiological, psychological and social characteristics.

8. Career maturity is a hypothetical concept, just like the concept of intelligence, it is difficult to define its operational definition. But what is certain is that career maturity is not a single-dimensional trait.

9. It can guide personal career development: on the one hand, it can promote the maturity of personal abilities and interests, on the other hand, it can guide personal practice and form self-concept.

10. The essence of career development is the development and formation of self-concept. Self-concept is the product of the interaction of personal heredity, physical condition, observing and playing different roles, evaluating roles, playing and learning from others.

1 1. Personal understanding or compromise of self-concept and reality is a learning process of role-playing and feedback. These learning places include games, career counseling, classrooms, workplaces and formal work.

12. Personal satisfaction with work and life depends on how to find a suitable outlet for one's abilities, needs, values, interests, personality traits and self-concept.

13. The degree of personal satisfaction gained from work is directly proportional to the degree of self-realization of personal experience.

14. Work and occupation, for most people, provide individual conditions; For some people, this is just the edge of life, or even insignificant, while other roles, such as leisure activities and home care, are the core. Social traditions, such as stereotyped images of gender roles, pattern learning, racial prejudice, environmental opportunity structure and individual differences, determine individuals' preferences for roles such as workers, students, leisure people, housekeepers and citizens.

Third, the stage model of Schuber's career development theory

The stage model of Schuber's career development theory is based on the analysis of various professional behaviors by developmental psychology and sociology after more than 20 years of experimental research, and analyzes the process of career development by age stage. He divided his career into five main stages, each with its own unique development tasks.

(A) the growth stage

1. Age range: 0- 14 years old, belonging to the cognitive stage. Children develop their self-concept through the influence and recognition of key figures in their families and schools. In the early stage, demand and fantasy are the main things. With the increase of participation in society and understanding of reality, interest and ability become more important.

2. Main tasks: develop self-concept, that is, know what kind of person you are, establish a correct attitude towards the work world, and understand the meaning of work.

3. Stage segmentation:

① Fantasy period (4- 10 years old). You need to dominate everything and play your favorite professional role in fantasy.

② Interest period (1 1- 12 years old). Preference has become the main determinant of personal career expectations and activities.

③ Ability period (13- 14 years old). The importance of ability gradually increased, and I began to consider my own ability and job requirements.

(2) Exploration stage

1. Age range: 15-24 years old, which belongs to the basic stage of learning. Self-examination, role orientation and career exploration are carried out through school study, leisure activities and short-term work.

2. Main tasks: gradually concretize, concretize and realize the occupational preference; Form a self-concept consistent with the facts and learn to create career opportunities.

Career Development Theory 2[ Paper Keywords] Professional Development of Kindergarten Teachers' Career Management

Abstract: The essence of career management is the management of human resources, which refers to the sum of a series of activities such as career planning and career development promotion of individuals and organizations. This paper discusses the professional development of "three generations of preschool teachers" from the perspective of career management, and puts forward that the professional development of preschool teachers should start from their subjectivity and sociality, including individual self-development and social support for individual professional development.

Since the beginning of teacher professionalization movement in 1980s, the level of preschool teachers' professionalization in China has made some progress, and the research on preschool teachers' professionalization has been deepened. Judging from the existing research results, this kind of research tends to pay attention to the connotation, stages and promotion methods of preschool teachers' professional development. M Generally speaking, this kind of research is still in the stage of summing up experience and clarifying concepts, which is limited to the micro-study of teachers' knowledge and skills, pre-service education and on-the-job growth, and has not broken through the horizons of pedagogy, psychology and other disciplines. In order to further study the specialization of preschool teachers, it is necessary to examine and inspect it from a multidisciplinary perspective. This paper intends to discuss the professional development of preschool teachers from the perspective of career management.

First, a brief introduction to career management theory

Career refers to the whole process of an individual's career, including the external changes of work, occupation and position and the internal changes of work attitude and experience. Career management belongs to the category of human resources, which refers to the sum of a series of activities such as career planning and career development promotion of individuals and organizations. It includes organizational career management initiated by organizations and self-career management initiated by individuals. F2 1 The essence of career management is the development and utilization of people's ability, personality, emotion, value and humanity, which helps to improve the investment income of individual human capital, reduce the cost of career path conversion, and is also conducive to the development of the collective or organization.

(A) the theory of career management

1. On the stages of career development. EliGinzberg, the pioneer of the famous American career development theory, first discussed the development and change process of people's career consciousness or career pursuit. He believes that as far as the development of professional psychology is concerned, the development of personal career from childhood to adolescence can be divided into three stages: fantasy stage, attempt stage and reality stage. [3] Edgar. Schein, a famous American career management scientist, divides career into nine stages: growth-fantasy-exploration stage, entry into the working world, basic training, early formal membership, mid-career, mid-career dangerous stage, late career, recession and retirement.

2. Professionalism. _

JohnHolland, a professor of vector psychology at Hopkins University in the United States, put forward a career orientation theory with wide social influence in 197 1. He believes that career orientation is an important factor to decide what kind of career a person chooses, including personal values, motives and needs. Six basic career orientations correspond to six career types, namely, practice, research, art, society, pioneer and convention. Workers of a certain personality type should be combined with their own occupations of the same type in order to fully mobilize their work enthusiasm and give play to their intelligence.

3. The theory of "career anchor" and "boundary".

"Career Anchor" was first put forward by Professor Shien of MIT in his book "Effective Career Management". It refers to the vital things or values that a person will never give up when making a career choice. It is a dynamic result produced by individuals in the process of continuous exploration. T} "career anchor" and "anchor" have the same meaning, both of which are metaphors of the goals that people should lock in when choosing and developing their own careers. "Work-family boundary", the theory points out that people wander on the boundary between work and family every day, and work and family form different purposes and cultural fields, which influence each other. Although many aspects of work and family are difficult to adjust, individuals can still create an ideal balance.

4. Active constructivism.

John Krumboltz, a professor of educational psychology at Stanford University, put forward the "positive construction theory" of career planning from the perspective of self-efficacy. T8} The core concept of active construction is self-efficacy, which means that individuals believe that they can successfully complete their career decisions and actively plan and manage their career. Career development is a process of knowing yourself and making various possible choices. Past studies and experiences have influenced our career decisions in many ways. Personal beliefs and expectations are an important part of career development. Therefore, the development of career is a process of active construction, and individuals can actively look for "role models" and "mentors" in life.

(2) Typical occupational phenomena

In the above career management theory, several typical career phenomena are mentioned. Because individuals have different needs and tasks at different stages of career development, their task competence and satisfaction are directly related to career orientation and career anchor, which may lead to "career plateau" and "glass ceiling effect" in career promotion and bureaucratic management; At the same time, in the process of individual's choice and locking of value, pursuit of life goals and understanding and feeling of the meaning of life, there may be phenomena such as "job burnout", "job toughness" and "rainbow of life development".

1. institution

This means that there is little possibility of further promotion of personal career development, both personal negative factors and organizational pyramid structure. The higher the level, the fewer jobs can be provided.

2.GlassCeilingEffect)o

This metaphor is an invisible and artificial difficulty or obstacle that prevents some qualified people (especially women) from rising to a certain position in the organization. Individuals can not be promoted to the top of the organization, not because of lack of ability or experience, nor because they don't want to work, but because of some obstacles set by the organization.

3. burnout O.

This refers to the physical and mental fatigue and exhaustion of individuals under heavy work pressure, including emotional exhaustion, apathy and autism, powerlessness or low personal accomplishment. Emotional exhaustion means that individuals are in a state of extreme fatigue and lose their enthusiasm for work; Indifferent and autistic personality refers to the individual's indifferent attitude towards the work object and environment, and his behavior is weird; A sense of powerlessness or a low sense of personal accomplishment refers to an individual's negative evaluation of himself. Job burnout is very destructive to work, which leads to the deterioration of work status.

4.CareerResilience)o

This refers to the ability of individuals to adjust and adapt themselves to various work pressures and adversity in their daily work, and to recover and rebound from adversity. Toughness is originally a physical concept, which refers to the rebound force of an object when it is squeezed by external force. It means that people have the instinct of active adaptation and self-adjustment, rather than passively accepting external forces.

5. Life career

This means that, on the whole, one's work or occupation has gradually expanded to include non-work or non-professional activities, and the development of one's career is closely linked with the development of one's life, that is, the development of one's career is essentially the development of one's whole life and life course. The above career management theory enlightens us that individual career is not only a process of acquiring all kinds of knowledge, training professional skills and realizing professional mission, but more importantly, the shaping of individual personality characteristics and the unremitting pursuit of lofty life significance in this journey are also a meaningful process of embodying life value.

Second, from the perspective of career management, the current professional development of preschool teachers.

The theory of career management provides a new perspective for studying the professional development of preschool teachers. From the theory of career management, we can see that kindergarten teachers, as a profession, also have their own internal structure and stipulation of career management. The occupation of preschool teachers is related to a series of teaching and educating activities such as enriching teaching experience and realizing educational ideals in kindergarten teaching. The professional history of preschool teachers is the history of professional development, and the history of professional development is a life history and a life development history. (A) The professional development of preschool teachers is mainly self-development.

The professional development of preschool teachers is firstly the self-development of the subject, and the key is the introspection, autonomy and action of the subject, as well as the initiative of "self-renewal", which is the construction process of the internal environment of preschool teachers' professional development. Teachers, as human beings, are unique, have their own unique life history and psychological existence, have special subjectivity different from animals, and can realize "I am myself" and "I look forward to life and experience". (9 1}}o's desire to transcend natural life and explore the value of one's own life is the necessary internal motivation in career pursuit, the embodiment of preschool teachers' emotional attitude and values, and the basic connotation of preschool teachers' professional development.

1. Kindergarten teachers should take the initiative to protect the "organism" of their professional development.

"Organism" represents a whole composed of different components, which are interrelated and mutually restricted, and the existence, growth and function of an organism are completed as a whole. The professional development of preschool teachers is like an "organism", a whole and systematic development process, and a whole, organic, relevant, harmonious and balanced healthy development process among its constituent elements. However, at present, preschool teachers are under great pressure and appear job burnout, which seriously damages their physical and mental health and adversely affects their work, study and life. Therefore, preschool teachers should actively protect the "organism" of professional development.

2. Preschool teachers should take the initiative to shape their professional development "character".

Just as people have different personalities, different career orientations are occupational character. D.E.Super's rainbow theory of life/career points out that personality changes with age in career. Everyone plays one or more roles at different times, and the intensity of each role changes with time. The combination and intensity of various roles is the foundation of one's career. Yob preschool teachers also play many roles in their professional development-citizens, teachers, spouses/partners, parents and so on. Each character has its own personality. This personality is closely related to teachers' personal "career anchor". With the growth of age, the accumulation of knowledge and rich experience, the values of teachers' profession will gradually change. Therefore, the process of preschool teachers' professional development should be a process of constantly shaping their personality.

3. Preschool teachers should actively enjoy their own professional development "journey".

Career is like a trip, it is a collection of criss-crossing roads, it is multi-directional and multi-dimensional. There are many nodes and development directions in the process of career development, including plateau, glass ceiling and other spatial dimensions. Therefore, there are joys and sorrows. Just like tourists on the journey, no matter how hard or tired they are, they always have a kind of happiness to overcome difficulties, a kind of joy to enjoy the scenery along the way, and a kind of "other mountains are dwarfed under the sky." A sense of accomplishment that transcends nature and achieves goals! Preschool teachers should regard their professional development and career as a life journey full of novel experiences, and they can see beautiful scenery as long as they work hard!

4. Kindergarten teachers should actively plan their own professional development process.

Career planning refers to the planning and preparation of personal career development path, and the reasonable arrangement of time, order and direction of each stage and step. Good career planning is a milestone to success. When they consciously realize and reach these milestones, they can get a sense of job satisfaction and accomplishment and increase their professional happiness. Preschool teachers should take self-planning, self-reflection, independent lifelong learning or professional development as the most effective path to personal career success, which is also the basic material premise to improve self-efficacy and professional happiness.

5. Preschool teachers should actively improve their professional development resilience.

Occupational resilience is the result of a personalized process, and developing occupational resilience is a personalized journey. It is related to the ability of individuals to make plans and take steps to implement them, to the advantages and abilities of individuals to look at themselves positively and trust themselves, to the ability of individuals to communicate and solve problems, and to the ability of individuals to control their emotions and impulses. Yz} Therefore, preschool teachers should improve their professional resilience and enhance their resilience and frustration tolerance in the process of professional development.

To achieve the above, the most fundamental thing is to have a sense of professional identity, professional happiness and professional success. Professional identity is a teacher's overall view of the significance of being a kindergarten teacher, including self-image, professional preparation, work motivation, teaching practice, future prospects and so on. [13J] Professional identity is a kind of self-affirmation, which is the premise and foundation of developing preschool teachers' professional resilience. Kindergarten teachers' professional happiness is an important part of their professional life, and it is also an important indicator to measure their quality of work and life. Pad therefore enjoys a rich and happy professional life and becomes a person with rich soul and spirit, which is the driving force for the success of preschool teachers.

(2) The professional development of preschool teachers also needs social support.

In addition to independent development, the professional development of preschool teachers also needs the support of external forces. Kindergarten teachers should give consideration to family and social responsibilities while developing professionally. They should not neglect their lives for work and become "one-dimensional people". Similarly, the professional development of preschool teachers can not be separated from the understanding and support of families, groups and society. The professional development of preschool teachers needs not only the internal environment of independent development, but also the external environment to support their professional development.

1. The family should support the professional development of preschool teachers.

Family and work are the two fulcrums of life. The harmonious balance between work and family plays an important role in personal human resource management, career management and personal free development. The "boundary theory" holds that the scope of "work" and "family" is different, whether it is physical, secular or psychological. Ps} This shows that the boundary and range must be closely matched to achieve balance. This means that, on the one hand, preschool teachers should balance the relationship between work and family, so as to maintain a good relationship between husband and wife and share the heavy responsibility of raising children; On the other hand, family members should also actively support the work of preschool teachers, adopt a reasonable division of labor, and take turns to put their energy into work and family. Many studies show that the primary factor of occupational resilience is the care and support inside and outside the family. This relationship builds love and trust, provides an example, gives encouragement and comfort, and thus helps to strengthen a person's resilience.

2. Teachers should nourish the professional development of preschool teachers.

Teachers' Community is a voluntary organization based on common goals and interests, aiming at promoting teachers' professional growth through cooperative dialogue and sharing activities. In the same body, kindergarten teachers create the same norms, values and beliefs through mutual cooperation and communication, and participate in organizational decision-making. At the same time, teachers are not only familiar colleagues, but also friendly partners in the same body. They trust each other, respect each other, treat each other as equals, cooperate closely and pursue the same goal, thus giving teachers a sense of belonging. Therefore, we should create conditions for preschool teachers to participate in * * * isomorphism and lead the professional development of preschool teachers with * * * isomorphism.

3. Kindergartens should guide the professional development of preschool teachers.

In order to effectively attract, train and use preschool teachers, avoid the "glass ceiling effect" in their career, and enhance their sense of self-efficacy and professional happiness, kindergartens should guide their professional development by improving their career management system, establishing their training system and career-oriented performance management system. In short, the professionalization of preschool teachers is not only a deepening process, but also a state, a respect and experience for their own lives. Kindergarten teachers' career is the most important stage in their whole life. To achieve a happy and successful career, in addition to teachers' unremitting pursuit of their own career development and commitment to good career management, kindergartens and training departments should also provide sufficient external conditions according to the needs of kindergarten teachers' development to achieve a win-win situation for organizations and individuals.

;