ally, all contributors to this volume have been asked to address
issues involved in the career choice and development of women
and minorities. As I noted earlier, a good theory is comprehensive
in that it is applicable to all types of people. No extant theory meets
this criterion.
Readers may wish to return to earlier editions of this book
(Brown et al., 1984, 1990, 1996) to review the theories that have
been deleted from earlier editions. These are
Ann Roe’s theory (1984; Roe & Lunneborg, 1990)
Psychodynamic theory (Bordin, 1984, 1990)
Ginzberg’s presentation of the developmental theory
developed by Ginzberg, Ginsburg, Axelrad, & Herma
(1984)
Krumboltz’s learning approach to career decision making
(Mitchell & Krumboltz, 1984, 1990, 1996)
The individualistic perspective of David Tiedeman and
Anna Miller-Tiedeman (1984, 1990)
Super’s theory (1984, 1990)
An interpretation of sociological and economic theory
(Hotchkiss & Borow, 1984, 1990, 1996)Each of these theories has merit, but for the most part none
meets the criteria for inclusion into this volume. The exception is
Super’s life-span, life-space approach to career development. His
theory is still influential, and Savickas includes a summary of it in
his chapter later in this volume. However, the theory is unique to
Super (1990), and, in my view, his own writing is the best source of
information about the theory.
As was true in the second and third editions, each author,
except for Johnson and Mortimer in this edition and Hotchkiss and
Borow in the third edition, has been asked to describe how he or
she would proceed to provide career counseling to a client whom
INTRODUCTION TO THEORIES OF CAREER DEVELOPMENT AND CHOICE 17