Psychology

A career development theory provides counselors with insights into what is believed to be true about the career development process. The theory most compatible with professional practice of career counseling is person-centered theory or client-centered theory. In the earlier phases of career counseling, trait and factor theory with Parsons vocational counseling paradigm of matching individual traits with requirements of occupation appears quite promising. However, their shortcomings soon become evident when people having single career goals and matching traits for the same, report dissatisfaction with their jobs after initial euphoric period. Trait theories do not take into account how interests and aptitudes change and grow causing personality changes and cannot be used as the sole foundation of career counseling. Approach to counseling must be widened to include the demands that work environment can make on people with a view to ensure stability and satisfaction in job. The person-centered theory helps achieve the objective. The theory aims at establishing an interactive and egalitarian relationship between the client and the counselor and encourages cultivation of attitudes and behaviors that promote the process of self-actualization. The counselor practicing this theory must first learn to experience and express three core conditions namely, congruence, unconditional positive regard for the client and empathetic understanding of the clients internal frame of reference. These core conditions are difficult to achieve and can interfere with ones effectiveness as a counselor, delaying the stage where the client becomes a self-actualizing individual. However,  imbibing the basics behind these core principles helps to better understand one self and the psychology of others and leads to effective resolution of problems that distract during work, whether his own or those of the clients. As these core values deepen, one can engage in meaningful conversations with even the most rigid clients. The person centered theory, thus,  enables the counselor grow and mature, both personally and professionally, enabling him to transform the clients from defensive, change resistant individuals to self-actualizing people, not only in the context of work but life in general ensuring career growth and development for both the client and the counselor.
   
The theory that is least compatible with professional practice is addiction counseling. The same conflicts with several core issues of the person-centered approach. Firstly, the counseling approach is judgmental in nature unlike the latter. Even though the client is consulted every step of the way, the counselor primarily decides on the best course of action for the client. Conversely, the client is the best judge of solutions to his problems. Secondly, motivation interviewing, commonly employed by addiction counselors, is a directive interviewing technique in conflict with non-directive methods of person centered therapy. Further, the assessment phase of the theory consumes significant time, while equally or more effective results can be achieved by promoting clients self-actualization. This not only cures the addiction but also equips him to more effectively handle other problems that arise in life. Addictive counseling aims to lead the client whereas a better approach involves providing clients with a support system that will allow them to be their own leaders and make valued decisions. Therefore, addiction counseling is not suitable for career counseling and development.