Matching Theories (Trait/factor)
Based on differential psychology, these approaches assume that guidance is essentially
about a process of rational decision making in which clients are assessed by the ‘expert
pracitioner’ and then matched to the ‘best fit’ opportunity. It follows that the provision of
information about the client and the world of work will result in behaviour change (e.g.
improved decision making skills).1. Introduction
Parsons (1908) is regarded as the founder of the vocational guidance movement. He devel-
oped the talent matching’ approach which was subsequently developed into the trait and factor theory of occupational choice within the evolving discipline of differential psychology. Parsons’ core concept was that ofmatching’. He suggested that occupational choice oc-
curs when people have achieved:
● first, an accurate understanding of their individual traits (e.g. personal abilities,
aptitudes, interests, etc.);
● second, a knowledge of jobs and the labour market;
● and third, made a rational and objective judgement about the relationship
between these two groups of facts.A key assumption is that it is possible to measure both individual talents and the attributes
required in particular jobs, which can then be matched to achieve a good fit’. It is when individuals are in jobs best suited to their abilities, they perform best and productivity is highest. Two theorists within this broad academic tradition, Rodgers and Holland, have been par- ticularly influential so far as guidance practice in the UK is concerned. Like Parsons, both Rodgers and Holland assumed that matching is at the centre of the process. Vocational choice is viewed essentially as rational and largely devoid of emotions. These choices were also regarded to beone-off’ events.
2. Seven Point Plan
In 1952, Alec Rodger published his `Seven Point Plan’. Originally devised for use in selec-
tion interviews, the plan was enthusiastically embraced by guidance trainers and practition-
ers as a useful model to inform practice. It consists of seven attributes: physical charac-
teristics, attainments, general intelligence, specialised aptitudes, interests, disposition and