‘monumental research, theoretical, and practical contributions have irrevocably altered the
manner in which career assistance is delivered around the world’. It seems unquestionable,
therefore, that Holland’s ideas have had, and continue to have, a major impact.
4. Implications for practice
Undoubtedly, trait and factor approaches to careers guidance in the UK have been enor-
mously influential, since they were first developed up to the present day. How can we ac-
count for this?
● The dominant influence of differential approaches on the practice of careers
guidance in the UK can be explained, partly, by their practical appeal. They
provide careers practitioners with a clear rationale and framework for practice.
Their role is clearly defined as `expert’, with the specialist knowledge about the
labour market as well as with the methods to assess individual suitability and
capability for the labour market.
● Additionally, and importantly, the underlying philosophy of differential approaches
have suited policy makers since they lend themselves to the servicing of labour
market requirements. People perform best in the jobs for which they are best
suited. Consequently, it has been embraced enthusiastically by policy makers
and barely questioned by the majority of practitioners.5. Critiques
The significant, continuing influence of differential approaches on the practice of careers
guidance is acknowledged by Savickas (1997) who claims that: ‘Parson’s paradigm for
guiding occupational choice remains to this day the most widely used approach to career
counselling’ (p.150). Krumboltz (1994) concurs, suggesting that most current practice is
‘still governed by the three-part theory outlined by Frank Parsons (1909)’ (p.14). However,
he is critical of Holland’s influence, attributing current problems with career counselling to
the continuing influence of this approach. These problems include the low prestige of the
profession, the lack of fit of careers counselling within a particular academic tradition and
the absence of any significant input in educational reform (Krumboltz, 1994, p.14).
Increasing, however, the theory is attracting criticism:
● Mitchell and Krumboltz (1996) criticise its usefulness in current labour market
conditions. Matching assumes a degree of stability in the labour market. The
volatility of many occupational environments, together with the increased
pressure on individuals to change and adapt to their circumstances makes:‘Trying to place an evolving person into the changing work environment .... is like trying to