WEEK 9 - MODERN: CAREER DEVELOPMENT TRANSITION MODEL - SCHLOSSBERG

Week 9 - March 15^th

Transitional Theories

Crites (1969) identified three broad overlapping eras to describe the evolution of career and development theory building which are:  Observational, Empirical, and Theoretical.

Theoretical Era can be subdivided into two categories labeled modern and postmodern.  Modern theories began in the 1950s with postmodern emerging in the late 1980s and early 1990s.

Name of Theory:  Career Development Transition Theory

Dates:  Modern Theory--appeared in the 1950s - sometime in the 1980s

Theorist:  Nancy K. Schlossberg

Main Concept/Ideas:

The transition model provides a systematic framework for counselors, psychologists, social workers, and others as they listen to the many stories—each one unique—of colleagues, friends, and clients.  The transitions differ, the individuals differ, but the structure for understanding individuals in transition is stable.

The transition model has 3 major parts:  Approaching Transitions (including the transitions identification and process; Identifying Coping Resources, and Strategies (used to take charge of the transition). 

The transition model has 3 major parts:  Approaching Transitions (including the transitions identification and process; Identifying Coping Resources, and Strategies (used to take charge of the transition). 

Approaching Transitions – identify three types

·         Anticipated - that will happen for most individuals over their lifespan; expected events

·         Unanticipated – career/life events not expected or not planned

·         Nonevent – events that were anticipated and planned but did not happen

What is anticipated by one individual may not be by another, and the context of the events shape transitions is an important consideration as well as the impact.  Transitions comes in bunches while an individual is experiencing one transition, another one occurs.

·         The Transition Process

·         Phases

·         At first pervasive, total preoccupation with transitions and complete disruption of life

·         Disbelief, sense of betrayal, confusion, anger, and resolution (hopefully—after a period of time)

·         Assess

·         Start with client’s perceptions

·         How preoccupied are people with transitions

·         Measures of life satisfaction

Factors that Influence Transitions – identify coping resources.  Four major factors (the situation, the self, support, and strategies).

·         The Situation—variables characterizing the situation that counselors need to understand

·         Trigger (what triggered the transition?), timing does the transition relate to the social clock?), the source (where does control lie?), role change (does the transition involve role change?), duration (permanent or temporary?), previous experience with transitions, concurrent stress

·         The Self

·         Identify personal situations and psychological resources.  Personal and demographic variables need to be considered include socioeconomic status, culture/race/ethnicity, gender role, age and stage of life, and state of health, with psychological resources encompass variables related to ego development, personality, outlook, and commitment and values.  (See page 35 for a list of questions to access clients’ selves).

·         Support – focus on client’s environment

·         Consider the social support clients have (intimate relationships, family, friendship networks, and institutions, functions of support available to them (affect, affirmation, aid, and feedback), and their options (actual, perceived, used, and created).  (See page 36 for a list of questions used to access support).

·         Strategies

·         Coping responses can include trying to control the situation, its meaning, and the stress associated with the transition.  Strategies (info seeking, direct action, inhibition of action).  (See page 36 for a list of questions to help understand one’s balance).

Implications of Schlossberg’s Adult Career Development Transition Model for the Practice of Career Counseling.

1.      Because more individuals are changing occupations at later stages of their career development, counselors should be open to clients who want to change and understand and empathize with the frustration, pain, and joy involved in the transition process.

2.      Because clients are going through transitions are often experiencing anxiety and emotional problems, it is essential to provide a safe environment—focus on listening and responding skills, and attending and focusing skills.

3.      Because clients involved in transitions often have difficulty reframing and refocusing their situations, provide new perspectives to them through intervention, theme identification, and the presentation of internal and external information.

4.      Because clients usually need assistance moving on, help them develop problem-solving, decision-making, and coping skills.

5.      Because social support is the key to successfully coping with transitions, provide clients with skills that aid in developing social support system and networks.

Gysbers, N., Heppner, M., & Johnston, J.  (2014).  Career Counseling Holism, Diversity, and Strengths.  Alexandria, Virginia:  American Counseling Association.

Types of Transition

Schlossberg

·         Anticipated - that will happen for most individuals over their lifespan; expected events

·         Unanticipated – career/life events not expected

·         Chronic Hassles – continuous and pervasive nature

·         Non-events – transitions that never happen; anticipated events that did not happen

Hopson and Adams’

·         Voluntary

·         Involuntary

·         Approaching Transitions

·         Identify the type of transition

·         Impact on the individual

·         Transitions can come in bunches

·         The Transition Process

·         Phases

·         Total preoccupation with transitions disruption of life

·         Disbelief, sense of betrayal, confusion, anger, and resolution (hopefully)

·         Assess

·         Start with client’s perceptions

·         How preoccupied are people with transitions

·         Measures of life satisfaction

Factors that Influence Transitions

·         The Situation

·         Trigger, timing, the source, role change, duration, previous experience with transitions, concurrent stress

·         The Self

·         Identify personal situations and psychological resources (SES).  Culture/race/ethnicity, gender role, age and stage of life, state of health, ego development, personality, outlook, and commitment and values

·         Support

·         Intimate relationships, family, friendship network, and institutions.  Functions of support (affect, affirmation, aid, and feedback) options (actual, perceived, used, and created)

·         Strategies

·         Functions (controlling situation, its meaning and associated stress) and strategies (info seeking, direct action, inhibition of action)

Links to Articles or Videos: 

https://elearn.etsu.edu/d2l/le/content/6249282/viewContent/39140548/View

https://prezi.com/dj2rbfct2z00/schlossbergs-transition-theory/