OBJECTIVES
At the end of this module, the student
will be able to:
explain that understanding of the
concepts of career and life goals
can help in planning your career;
OBJECTIVES
identify the personal factors
influencing career choices; and
take a self-assessment tool to know
your personality traits and other
personal factors in relation to your
goals.
10 MYTHS
ABOUT CAREER
PLANNING
MYTH 1:
Arts/humanities majors usually are
unemployable after college.
FACT:
Skills matter in every stream.
MYTH 2:
Selecting what's 'hot‘
at the moment is safe.
FACT:
What's hot today may not
necessarily be 10/20 years later.
MYTH 3:
Career assessments/counselors
will not be of any use for me.
FACT:
You must know what your
aptitude is before choosing a
career.
MYTH 4:
If X is happy in a particular field,
I will be happy, too.
FACT:
You are not X.
MYTH 5:
If I wait long enough, luck will eventually
bring me to the right career.
FACT:
Procrastination is no substitute
for laziness.
MYTH 6:
Making a lot of money
will make me happy.
FACT:
The ingredients of fulfilling career
also includes passion and
commitment to growth.
MYTH 7:
Once I choose a career,
I’ll be stuck in it forever.
FACT:
You are never too old
to switch careers.
MYTH 8:
If I change careers,
my skills will be wasted.
FACT:
Being multi-skilled allows you to
learn and adapt accordingly.
MYTH 9:
I will decide after the results are out.
FACT:
Impulsive decisions lack planning
and direction.
MYTH 10:
I love this hobby, but I don’t think
I can make money out of it.
FACT:
If you love what you do, you
will not feel like you are working.
CAREER CONCEPTS
CAREER
It is the combination and sequence
of roles played by a person during
the course of a lifetime.
(SUPER, 1980)
SIGNIFICANCE OF CAREER
Your career basically dictates a lot of things in
your life – it can determine the kind of
lifestyle that you will be leading, the quality
of relationships that you have with people
around you like your family and friends, the
kind of balance you will be able to keep with
your life and your responsibilities.
JOB
It refers to a position an individual
holds doing specific duties.
*For example, a lawyer’s job is working as an
associate in X Law Firm.
OCCUPATION
It is defined as the similar work for which
people have similar responsibilities and for
which they develop a common set of skills
and knowledge.
*For example, people who are in the mental health
occupation would include psychologists, clinical
psychologists, counselors, and psychiatrists.
INFLUENCE FACTORS IN
YOUR CAREER
INFLUENCE FACTORS
1. Skills and Abilities
2. Interest and Personality Type
3. Life roles
4. Previous Experiences
5. Culture
6. Gender
7. Social and Economic Conditions
8. Childhood Fantasies
DONALD SUPER’S CAREER
DEVELOPMENT THEORY
SUPER’S CAREER DEVELOPMENT THEORY
DONALD SUPER
influenced the idea that
developing a sense of
self and realize that you
change over time is
important when
planning your career.
SUPER’S CAREER DEVELOPMENT THEORY
One of D. Super's greatest contributions to
career development has been his emphasis
on the importance of the development
of self-concept. According to him, self-
concept changes over time, and develops
as a result of experience. As such, career
development is lifelong.
SUPER’S FIVE LIFE AND CAREER
DEVELOPMENT STAGES
STAGE AGE CHARACTERISTICS
Growth Birth-14
Development of self-concept, (good)
attitudes, needs and general world of work
“Trying out” through classes, work hobbies.
Exploration 15-24
Tentative choice and skill development
Entry level skill building and stabilization
Establishment 25-44
through work experience
Continual adjustment process to improve
Maintenance 45-64
position
Decline 65+ Reduced output, prepare for retirement
DEVELOPMENTAL TASKS AT THESE
DIFFERENT STAGES
EARLY MIDDLE LATE
ADOLESCENCE
LIFE STAGE ADULTHOOD ADULTHOOD ADULTHOOD
14-25
25-45 45-65 65+
Giving less time Reducing sports Focusing on Reducing
Decline
to hobbies participation essentials working hours
Verifying current Making Holding one’s
Keeping what one
Maintenance occupational occupational own against
enjoys
choice position secure competition
Getting started in Settling down in a Developing new Doing things one
Establishment
a chosen field suitable position skills has wanted to do
Learning more
Finding desired Identifying new Finding a good
Exploration about
opportunity tasks to work on retirement place
opportunities
Developing a Developing and
Learning to relate Accepting one’s
Growth realistic self valuing non-
with others own limitations
concept occupational roles
SKILL ASSESSMENT:
TRANSFERRABLE SKILLS
Transferrable Skills generally are not
associated with a particular job or task.
Transferable skills are usually broader and
related to leadership, communication,
critical thinking, analysis, and organization.
These are skills that can be transferred and
utilized in a variety of different kinds of jobs
and career paths.
ACTIVITY 14
SKILLS ASSESSMENT
WORKSHEET
ACTIVITY 15
THE BIG FIVE
PERSONALITY TEST
THE BIG FIVE
PERSONALITY TRAITS
EXTROVERSION (E)
The personality trait of seeking
fulfillment from sources outside the
self or in community. High scorers
tend to be very social while low
scorers prefer to work on their
projects alone.
AGREEABLENESS (A)
Individuals adjust their behavior to
suit others. High scorers are
typically polite and like people. Low
scorers tend to ‘tell it like it is’.
CONSCIENTIOUSNESS (C)
It is the personality trait of being
honest and hardworking. High
scorers tend to follow rules and
prefer clean homes. Low scorers
may be messy and cheat others.
NEUROTICISM (N)
It is the personality trait of
being emotional.
OPENNESS TO EXPERIENCE (O)
It is the personality trait of seeking
new experience and intellectual
pursuits. High scores may day
dream a lot. Low scorers may be
very down to earth.
