WORK ADJUSTMENT THEORY

Review of Work Adjustment Theory in career counseling

Review of Work Adjustment Theory in career counseling

Introduction

Career counseling is ongoing face-to-face interaction performed by individuals who have specialized training in the field to assist people in obtaining a clear understanding of themselves (for example, interests, skills, values, personality traits) and an equally clear picture of the world of work so as to make choices that lead to satisfying work lives (Holland, 1997). The most important thing while choosing a career is the level of interest (Blustein, 1995).

A comprehensive structural and self-motivated framework has to be used in order to explain as to how different individuals successfully maintain as well as improve their job satisfaction and satisfactoriness (Super, 1976). The people who have interest in writing or may be, they wants to be a doctor, engineering would not be something for them (Dawis, 1984). When pursuing an occupation in career, there are a couple of crucial factors that need to be taken into consideration. Success is not about money or fame but the profession and the education must bring a level of satisfaction with in a person, which can be utilized by the right counseling (Blustein, 1995; Dawis, 1984).

Career counselors help clients within the context of a psychological relationship with issues such as making career choices and adjustments, dealing with career transitions, overcoming career barriers, and optimizing clients' work lives across the life span (Super, 1976). Work adjustment is a term that is used to describe a desired state of correspondence or fit between an individual's capabilities and wants and the commensurate requirements and rewards or opportunities provided within career counseling (Dawis, 1984).

Work adjustment has been used widely within the rehabilitation and vocational literature. The Theory of Work Adjustment originated from research undertaken for the Rehabilitation Services Administration but has gained status as a leading general fit theory in vocational and industrial/organizational psychology (Blustein, 1995). In a more general context, work adjustment becomes relevant whenever change occurs within the individual or in the career counseling. Technological change, globalization, mergers, takeovers, and other external events have increased the requirement for ongoing work adjustment and adaptive performance (Holland, 1997; Dawis, 1984).

Discussion

The Theory of Work Adjustment

The theory of work adjustment, stemming from the Work Adjustment Project at the University of Minnesota, first appeared during the mid-1960s and has subsequently been revised and extended a number of times (Dawis, 1984). Work adjustment is considered to be an ongoing process by which different individuals seek to gain as well as maintain a proper balance between their respective needs and the available resources that can supply those needs (Holland, 1997). The theory describes the dynamic interaction between persons and their work environments that influence work adjustment and occupational choice (Super, 1976).

The Work Adjustment Process

An active mode of adjustment relates to the activities undertaken to change the job (for example, negotiating to eliminate aspects of the work that are too difficult or not enjoyable) or to activities the employer initiates to change the individual (for example, training courses to provide ...