Assignment - 2

Career

Management Program: EMBA

Submitted by Mahmud Hasan Ghani ID No: 09535046 Batch : 52 Major : HRM

Submitted To
Dr.Md.Solaiman Professor University of Science and Technology

Khulsi, Chittagong 1st June,2011

Question : Discuss the traits theory for career development
The Trait-Factor theory of career development goes as far back as the early 1900s and is associated mostly strongly with vocational theorists Frank Parsons and E.G. Williamson. Some of the basic assumptions that underlie this theory are: Every person has a unique pattern of traits made up of their interests, values, abilities and personality characteristics, these traits can be objectively identified and profiled to represent an individuals potential

Every occupation is made up of factors required for the successful performance of that occupation. These factors can be objectively identified and represented as an occupational profile

It is possible to identify a fit or match between individual traits and job factors using a straight forward problemsolving/decision making process.

The closer the match between personal traits and job factors the greater the likelihood for successful job performance and satisfaction.

Personal traits may be viewed in a context of how well they fit into the environmental system within which the person operates. Environmental systems maybe viewed in a broad ecological context that includes geographical, local, cultural heritage, family background and influence, socioeconomic class, work/school setting, community setting, and economic climate. In a broader context, occupational or vocational counseling may be replaced with any of the developmental tasks of living such as going to school, raising a family, or planning for retirement.

Traits may define as enduring physics. Because of the assumption psychology believed that instruments could be developed individual if appears that when analytical techniques were used in the study of such traits or intellect

Traits are learn, they are obviously subject to change. This has raised, question about stability and endurance of traits. Prediction of success is not only concise of traits. The focus of thinking has shifted to improve contract, which inference can be drawn about the test taken. The counselor is interested to do some jobs, how well the inventory predicts job choice and subsequent satisfaction. The counselor is at least equal interest, how they same more help the clients his or her own values, preference for work activities, decision making styles and way of being perceived by others. The conclusion of trait theory is as follows its individual has a unique set of trait that can be measured reliably and validly. Occupation requires that workers process certain verification for services all though wide range of career can still successful in a given job. The choice of occupation is rather state forward process and matching is possible. The closure the match between personal characteristics, the greater livelihood of success or productivity. Trait career counselor have always view career choice as relative, state forward cognitive process. Williamson recognizes emotional instability as a probable cause of uncertainty in occupational choice. In this situation, Willamson advices to help the individual for his clarifying own thinking. Williamson has little offer beyond of this working with such career instruction in problem solving strength. Generally, traits measure have been positively related to job success and job satisfaction. Trait thinking has produced a rich literature, but a number of another have incorrectly concluded that, this ideas are no longer viable. Criters has commented on declination of trait oriental ideas, Weriench attributes this decline to rigidity inherit in the idea of matching individuals in occupation. No theory or approach developed has satisfactory replaced trait oriented thinking.