Career Counseling Theory statement used to review the case and the accompanying selection rationale

Career development is a continuous, ongoing process throughout one's life. It is shaped by the experiences that one acquires through the interactions one encounters. These developmental experiences focus on gaining and processing information regarding the self and occupational or even educational processes (Hansen, 1976). The process allows people to understand themselves in the course of relating to the world around them and figure out their role. It constitutes the process of constructing work identity. One's work inevitable turns out to be the person's identity. The school system has a duty to inculcate in our youth such a role and responsibility for their future welfare. Career events are just as significant as the process of human growth and development. This forms a pertinent part of the socialization process.

The Holland theory of vocational types and the development of self-concept by Super explain the decisions, career choices, and the behavior of the subject. Holland's Theory of Vocational Types focuses mainly on styles of behavior or types of personality as the main influence in the development of career choice. It is defined as a structurally interactive approach. Therefore, it is relevant to the subject under study in this paper. It bears the themes mentioned below.

The choice of occupation is an expression of the type of personality one has adopted; it is not random

People in similar occupational groups manifest similar personalities

People in the same occupational group will tend to respond to situations in similar ways

The stability in an occupation, achievement and job satisfaction emanates from the correspondence between an individual and the work environment.

The self-development of Super was chosen because vocational development engenders the development of self-concept. Synchronized growth pairs the development of self-concept and the choice of career and behavior. People generally choose careers that allow them to express their self-concept. The level of satisfaction with work is closely linked to the level to which such people are able to express themselves. The career maturity of the subject manifested as a similarity between vocational behavior and what they expected at that stage of development. The ability to handle developmental tasks at a particular stage signifies career maturity. The process involves both the affective and cognitive domains.

Summary of the Individual's Occupational History

The subject under study has been the CEO at Delta Airlines Inc. since 1 September 2007. He also served as CEO Ingenix, Inc. in the period spanning 2005 to 1 January 2007. Prior to that, he also served as the CEO of Northwest Airlines, LLC- formerly Northwest Airlines Corporation from the 1 April 2001 to October 2004. He was an executive early in 1990. Later on, he served in the capacity of Executive Vice president of technical Operations and Airport affairs from 1997 to 1998. He also served as the senior Vice President of Labor relations, State Affairs and Law in Northwest Airlines Corp. He was the Vice President and the Deputy General Counsel in the period spanning from 1990 to 1994. Super served as the senior vice president of labor relations State affairs and Law of Northwest airlines Corp from 1994 to 1996. He joined Northwest Airlines in 1990 in November as its vice president and Deputy General Counsel. He served as the executive Vice president technical operations, Airport affairs and Flight operations. He worked with Northwest Airlines from 1990 to 2004 in different executive capacities. There, he held the position of the vice president of staff and the Deputy General Counsel of Continental Airlines. He started working with Continental in 1987. He also served as the chairman of the Air Transport of America. He holds a Bachelor of Science from The University of Houston and a Juris Doctor degree from the South Texas College of Law.

The individual's career history as seen from the perspective of the chosen theory

Holland Theory of Vocational Types

Holland claims in his theory of vocational types that people possess three dominant traits that manifest in specific proportion in everyone. The idea is to utilize the dominant type to seek a career in that specific field. For instance, people with a yearning to socialize would gain from pursuing careers in education health or social care fields. He came up with an instrument called the 'self-directed search tool'. It is meant to help individuals identify their code. His theory of vocational choice matches via his RIASEC codes and corroborates the scores that show career inventories after him. John Holland points out that people should be classified corresponding to work suitable...

After being classified, the duo should be taken through a matching process. The theory is focused on classifying people according to their interests and preferences. Using correspondence of the two the congruence measurements are noted. According to Holland, people act on their dominant interests and choose their careers based on the same. Holland bases his theory on a six-point hexagon shape that focuses on six categories of persons and careers that correspond to either one or in combination of Realistic, Artistic, Investigative, Social, Enterprising and Conventional. The subject will be examined by applying the following Holland categories
Enterprising: E

The client will be categorized as such if his dominant personality echoes the description given. In order to understand this well, we have to examine the information from the interview session. Even if one is a science major at the university, it is evident that their interest is possibly in the business world. Some traits of an enterprising personality entail taking leadership positions, being enthusiastic about meeting people, talking to and influencing other people, encouraging others to pursue their dreams and engaging in business pursuits. The critical skills one should look out for include being persuasive, being skilled in speech, being direct, tending to dominate and leadership.

Owing to the fact that the subject has a dominant enterprising personality, he has been working on dominant environments throughout his life. Lots of people possess energetic personality type. For instance, in a business setting, you should expect to have more people bearing the enterprising personality trait as their dominant trait. Other traits like investigative personality will be rare in such environments. It is noted that lots more people have an energetic personality type called dominate. Enterprising individuals tend to create an enterprising environment. For instance, they hold energetic, sociable and ambitious people in high regard. They like people with an inclination towards politics and leadership and sell ideas or things. It is notable that the dominate personality type is basically responsible for determining the choice of career, change and development.

Conventional: C

This happens to be the individual's second most dominant personality trait. The contribution by the subject to his vocational field qualifies him for this type of personality type. The trait manifests in such tendencies as having advanced skills in organization and order. They are drawn to such details as facts and figures, dates and time. They prefer working with numbers, machines, or records in systematic manner. Unstructured activities and Ambiguity are not entertained. Such personalities show the behavior and career decisions individuals make. such individuals value the success of the business and will see themselves as orderly and are determined to follow the predetermined plan. Thus, when the work place is enterprising or convectional, the personality will flourish. The type of personality the subject has developed or worked and led in places where standard personality type is dominant in the environment. More people possess this kind of personality than there are other kinds of traits. For instance, in an office of a real estate company or a bank, there will be more people with the artistic type. On the other hand, convectional people will always strive to create a conventional environment. There are people who value order and will stop at nothing other than following a given set of plan. They are good at following a defined plan. They do well when told to work with written numbers in an orderly and systematic way. The behavior and the success of those who work under them will depend on their first and second personality.

Figure 1- Holland's Hexagon

The level of differences from set guidelines is normally small and refers to the amount of spread between the person's first and second code letters. It clearly shows the persons type. Though the subjective nature may not be very clear, it can be matched to C and E.

The subject has some small incongruence because there is always a close relationship between type one and the work environment for both the second and the first personality type. They also go about looking for ways they can use to increase the congruence.

Consistency refers to how close it is on the hexagon of both the second and the first choice. If the consistency is high, the more integrated ones' characteristics (traits, values and interest) are and the greater his vocational maturity and achievement and persistence will be. All this are facts in our case.

Super's Developmental Self-Concept by Super

Vocational development refers to implementing one's self-concept. As the self-concept becomes realistic, and…