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Trait-Factor Theory in Career Counseling

The Trait-Factor theory of career development proposes that individuals each have a unique set of interests, values, abilities, and personality traits that can be objectively identified and profiled. Occupations also have identifiable factors required for success. This theory asserts that it is possible to match an individual's traits to a job's factors using a problem-solving process, and the better the match, the more likely one will be successful and satisfied in that occupation. Trait-factor theory has been influential in career guidance since the early 1900s and continues to influence career assessment tools and information used today.

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2K views7 pages

Trait-Factor Theory in Career Counseling

The Trait-Factor theory of career development proposes that individuals each have a unique set of interests, values, abilities, and personality traits that can be objectively identified and profiled. Occupations also have identifiable factors required for success. This theory asserts that it is possible to match an individual's traits to a job's factors using a problem-solving process, and the better the match, the more likely one will be successful and satisfied in that occupation. Trait-factor theory has been influential in career guidance since the early 1900s and continues to influence career assessment tools and information used today.

Uploaded by

maiquiz
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

The Trait-Factor theory of career development goes

as far back as the early 1900’s and is associated


mostly strongly with vocational theorists Frank
Parsons and E.G. Williamson. Some of the basic
assumptions that underlie this theory are:
BASIC
ASSUMPTIONS:
 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
individual’s 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.
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 individual’s potential
It is possible to identify a fit or match
between individual traits and job factors using
a straight forward problem-solving/decision
making process.
 The closer the match between

personal traits and job factors the


greater the likelihood for successful
job performance and satisfaction.
Trait-factor theory has been around for a long time and
is still being used by many career practitioners in one
form or another. Many of the aptitude, personality and
interest tests and occupational information materials
that emerged from this approach have evolved and
remain in use today (e.g.,True Colors, General Aptitude
Test Battery, Data-People-Things Interest Test,
occupational profiles and the ever expanding
computer-based career guidance programs).

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