Perdev Q2-Week-6-Worksheet-1 EsP-PD11/12PC-IIf12.1 & Perdev Q2-Week-6-Worksheet-2 EsP-PD11/12PC-IIf12.

Name: __________________________ Grade & Section: _______________ Date: ____________

Topic: Persons and Careers

Learning Competencies & Code: Explain that understanding the different factors, career development
concepts and personal life goals influence career planning and decision making. (EsP-PD11/12PC-IIf12.1)
Activity1: My Career
What is your career choice in life?
1. List down your Skills, Abilities, & Talents?
2. What are your interests and Personality Type?
3. What are your life roles in life now?
4. Do you have work experience? What are they?
5. Does your culture affect your choice in choosing a career in life? Why?
6. Do you think that gender can affect your choice in choosing a career in life?
Why?
7. What do you think is your Social and Economic Conditions in life that will affect
your career plan?
8. What are your childhood fantasies? What do you want to be when you grow up?

Answer the following questions:

1. How did you come up with your answer? Were there any difficulties in accomplishing this? If yes,
what are the difficulties?
2. Looking at all these aspects of your life, which do you believe are the most important factors to
consider while deciding on your future professional path? Why would you regard these to be a
significant source of influence?
3. Which are the areas that will really work to your advantage in relation to the career options that you
are considering? How will these impact your choices?
4. What are your realizations after the exercise?

Reading: CAREER CONCEPTS

A career is defined as the combination and sequence of roles played by a person during a lifetime (Super,
1980). Your career basically dictates a lot of things in your life – it can determine the kind of lifestyle that you will be
leading, the quality of relationships that you have with people around you like your family and friends, the kind of
balance you will be able to keep with your life and your responsibilities.
There are two other concepts that we often associate with the concept of career. One is a job. A job is a
position an individual holds doing specific duties. For example, if you would look closely at the job of a lawyer, you
can say that a lawyer’s job is working as an associate in X Law Firm.
Another term is occupation. An occupation is defined as the similar work for which people have similar
responsibilities and for which they develop a common set of skills and knowledge. For example, people who are in the
mental health occupation would include psychologists, clinical psychologists, counselors, and psychiatrists.
A lot of things can influence one’s career choice. A popular career development model, the Trait and Factor
model, believes that skills and abilities need to fit the demands of a particular career field. It is then important that you
take stock of the skills, knowledge, and abilities that you currently possess and those that you still need to develop as
these greatly impact that kind of career that could be a good match for you.
Another factor that could influence your success in a particular career field would be your personality and
interests. John Holland, a popular career counselor proposed a theory that strongly believes that certain careers require
certain personality traits and must also fit our interests.
Our life roles are yet strong factors that influence our career choices. Your role as a child, a sister, a student,
and eventually if you choose it, that of a parent would have an impact in the decisions that you would have to make as
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an adult. Donald Super, another career development theorist believes that since we play an array of roles in our lives,
these roles are likely to change over time thus requirements, needs and other external forces would come into play
when we are trying to figure out or maintain a career.
One’s race and ethnicity could also impact our choices. The culture in which we belong to shape our values
and expectations. In the Philippines, our collectivist orientation makes our family a strong influence in our career
decisions. Often, the choice of course to take in college, the location of our job, how strong willed we will be in
achieving great heights in our career, would most likely be influenced by our family roles, duties, and obligations.
Our social identity, specifically our gender, also possess challenges and opportunities for us when choosing a
career. Although nowadays, the gender divide in terms of careers have slowly narrowed, it is a known fact that men
and women experience career-related stereotypes.
One of the strongest considerations in career decision making has a lot to do with social and economic
conditions. Our choice of career is contingent on our capabilities to sustain the monetary demands of pursuing formal
education to train for it. Also, our financial obligations and roles likewise would determine the kind of occupation we
would be pursuing in order to fulfill these duties. Furthermore, certain life events can also influence our career
choices. The unpredictability of these events may cause us to make certain concessions to meet the demands brought
about by these changes. Likewise, the volatile economic landscape and how it impacts that supply and demand for
people and jobs may also impact how our careers would progress.
Lastly, we are so familiar with the question “What do you want to be when you grow up?”. It is highly
probable that these childhood fantasies may have influenced how you view yourself and your career.

Work with your career counselor!

It’s important to understand that career choice is not made based on any one factor. Our choices are subject to
many influences – individual, cultural, social, and environmental. The combination and interaction of various
influences on your decision-making are unique to you and your situation. There may also be multiple options, several
“good-fits” for you, instead of a single, right choice. Keep in mind that as you change, learning and experiencing new
things, and external factors change, such as the economy, you will continue to revise and fine-tune your career
choices.
There is a lot to consider, but you don’t have to figure it all out on your own. Work with a career services
counselor at your institution’s career center. These professionals will be able to assist you with assessments and
additional resources and discuss how different theories may be applied to your career development process.

REFERENCES

● http://earlhaig.ca/departments/coop/1Documents/gr%2010%20careers/Career%20W
heel%20Assignment/building_careers.pdf
● Melissa Venable; http://www.onlinecollege.org/2011/05/17/what-influences-yourcareer-choice/
● Personal Development Reader First Edition 2016, Published by the Department of Education
Development Team of the Personal Development Reader are : Dr. Barbara Wong-Fernandez, RGC, Estesa Xaris Que-
Legaspi, RGC , Carolyn C. Quiba, RGC , Mae R. Rafanan, RGC Zisa & Velasquez-Garcia, RGC

Name: __________________________ Grade & Section: _______________ Date: ____________

Topic: Persons and Careers
Learning Competencies & Code: Identify career options based on different factors, career development
concepts and personal life goals (EsP-PD11/12PC-IIf12.2)
Reading: SUPER’S CAREER DEVELOPMENT THEORY
Donald Super influenced the idea that developing a sense of self and realizing that you change over
time is important when planning your career.
One of Donald Super's greatest contributions to career development has been his emphasis on the
importance of the development of self-concept. According to Super, self-concept changes over time, and
develops because of experience. As such, career development is lifelong.
Super developed the theories and work of colleague Eli Ginzberg. Ginzberg’s theory enumerated
three stages in a person’s career development: Fantasy (from birth to 11 years old), Tentative (from 11-17
years old), and Realistic (after age 17). Super thought that Ginzberg’s work had weaknesses, which he
wanted to address. Super extended Ginzberg’s life and career development stages from three to five and
included different substages.
Super argues that occupational preferences and competencies, along with an individual’s life
situations, all change with time and experience. Super developed the concept of vocational maturity, which
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may or may not correspond to chronological age: people cycle through each of these stages when they go
through career transitions.

Super’s five life and career development stages

Stage Age Characteristics
Growth birth- Development of self-concept, attitudes, needs and general world of
14 work
Exploration 15-24 "Trying out" through classes, work hobbies. Tentative choice
and skill development

Establishment 25-44 Entry-level skill building and stabilization through work experience
Maintenance 45-64 Continual adjustment process to improve position
Decline 65+ Reduced output, prepare for retirement

Developmental tasks at these different stages

Life stage Adolescence 14-25 Early adulthood 25- Middle adulthood 45- Late adulthood 65+
45 65
Decline Giving less time Reducing sports Focusing on Reducing working
to hobbies participation essentials hours
Maintenance Verifying current Making occupational position Holding one's own Keeping what one
occupational choice secure against competition enjoys

Establishment Getting started in a chosen Settling down in a suitable Developing new Doing things, one has
field position skills wanted to do

Exploration Learning more about Finding desired opportunity Identifying new Finding a good
opportunities tasks to work on retirement place

Growth Developing a realistic Learning to relate to others Accepting one's own Developing and
self- concept limitations valuing non-
occupational roles

Super states that in making a vocational choice, individuals are expressing their self-concept, or
understanding of self, which evolves over time. People seek career satisfaction through work roles in which
they can express themselves and further implement and develop their self- concept.
Source: http://www.careers.govt.nz/practitioners/career-practice/career-theory-models/supers-theory/
Activity 1: THE BIG FIVE PERSONALITY TEST
This is a personality test; it will help you understand why you act the way that you do and how your
personality is structured. In the table below, mark how much you agree with the statement on the scale 1-5,
where 1-disagree, 2=slightly disagree, 3=neutral, 4=slightly agree and 5=agree, in the box to the left of it.
Rating I…. Rating I…. Rating I….
1. Am the life of the party. 17. Sympathize with others’ 34. It Changed my mood a lot.
feelings.
2. Feel little concern for others. 18. Make a mess of things. 35. Am quick to understand things.
3. Am always prepared. 19. Seldom feel blue. 36. Don’t like to draw
attention to myself.
4. Get stressed out easily. 20. Am not interested in abstract ideas. 37. Take time out for others.
5. Have a rich vocabulary. 21. Start a conversation. 38. Shirk my duties.
6. Don’t talk a lot. 22. Am not interested in other 39. Have frequent mood swings.
people’s
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problems.
7. Am interested in people. 23. Get chores done right away. 40. Use difficult words.
8. Leave my belongings around. 24. Am easily disturbed. 41. Don’t mind being the
center of
attention.
9. Am relaxed most of the time. 25. Have excellent ideas. 42. Feel others’ emotions.
10. Have difficult 26. Have little to say. 43. Follow a schedule.
understanding
abstract ideas.
11. Feel comfortable around people. 27. Have a soft heart. 44. Get irritated easily.
12. Insult people. 28. Often forget to put things back in their 45. Spend time reflecting on
proper place. things.
13. Pay attention to details. 29. Get upset easily. 46. Am quiet around strangers.
14. Worry about things. 30. Do not have a good imagination. 47. Make people feel at ease.
15. Have a vivid imagination. 31. Talk to a lot of different people at 48. Exactly in my work.
parties.
16. Keep in the background. 32. Am not really interested in others. 49. Often feel blue.

33. Like order. 50. Am full of ideas.

The scores you calculate should be between zero and forty. Below is a description of
each trait.
 Extroversion (E) is the personality trait of seeking fulfillment from sources outside the
self or in community. High scorers tend to be very social while low scorers prefer to work
on their projects alone.
 Agreeableness (A) reflects how many individuals adjust their behavior to suit others.
High scorers are typically polite and like people. Low scorers tend to ‘tell it like it is’.
 Conscientiousness is the personality trait of being honest and hardworking. High scorers
tend to follow rules and prefer clean homes. Low scorers may be messy and cheat others.
 Neuroticism (N) is the personality trait of being emotional.
 Openness to Experience (O) is the personality trait of seeking new experience and
intellectual pursuits. High scores may day dream a lot. Low scorers may be very down to
earth.

Source: http://personality-testing.info/printable/big-five-personality-test.pdf

Activity No. 2: Dear future Me.

Write yourself a letter in the future, telling yourself what you want to be when you are 40 years old.
Activity 3: SKILLS ASSESSMENT WORKSHEET
Answer the activity at this URL and write your answer on a bond paper.

https://ccv.edu/documents/2013/11/skills-inventory-worksheet.pdf/

REFERENCES

● http://www.careers.govt.nz/practitioners/career-practice/career-theory-models/supers-theory/
● http://ccv.edu/documents/2013/11/skills-inventory-worksheet.pdf
● Personal Development Reader First Edition 2016, Published by the Department of Education
Development Team of the Personal Development Reader are : Dr. Barbara Wong-Fernandez, RGC, Estesa Xaris Que-
Legaspi, RGC , Carolyn C. Quiba, RGC , Mae R. Rafanan, RGC Zisa & Velasquez-Garcia, RGC

Prepared by:

Prepared by:
RHEA O. PADILLA
Perdev Q2-Week-6-Worksheet-1 EsP-PD11/12PC-IIf12.1 & Perdev Q2-Week-6-Worksheet-2 EsP-PD11/12PC-IIf12.2