Trait-and-Factor Theory (Parsons, 1909; Williamson, 1939)

Also known as matching or actuarial approaches

Concept of the individual

• Possess pattern of traits
• These traits can be objectively identified
• Traits can be “profiled” to represent individual’s potential

Concept of work

• Occupations are composed of factors required in successful job performance
• Factors can be profiled according to “amounts” of individual traits required

Concept of career choice

• Profiles can be overlaid
• Probable “fit” between individual and job can be identified

Underlying assumptions

• Miller
  • Vocational development is cognitive process; decisions reached by reasoning
  • Occupational choice is single event; choice is greatly stressed over development
  • There is a single “right” occupation for everyone; there is no recognition that a worker might fit well into a number of occupations
  • Single person works in each job; one person - one job relationship
  • Everyone has an occupational choice
• Klein and Wiener
  • Each individual has a unique set of traits that can be measured reliably and validly
  • Occupations require that workers possess certain traits for success
  • Choice of occupation is straightforward process and matching is possible
  • The closer the match between personal characteristics and job requirements, the greater the likelihood for success (productivity and satisfaction)

Process

• Parsons
  • Clear understanding of yourself, aptitudes, abilities, interests, resources, limitations, and other qualities
  • Knowledge of requirements and conditions of success, advantages and disadvantages, compensation, opportunities, and prospects in different lines of work
  • True reasoning on the relations of these two groups of facts
• Williamson
  • Analysis - Gather client information
  • Synthesis - Organize data to gain understanding of client
  • Diagnosis - Counselor’s statement of client problem
  • Prognosis - Predict future development of problem
  • Counseling
  • Follow-up