Script
1st SLIDE – INTRODUCTION
Donald Super’s Life Span Theory is one of the most influential career development theories,
emphasizing that career choice and progression are lifelong processes influenced by self-concept and
various life roles. For Super, hindi lang isang beses tayong pipili ng career at tapos na ang lahat. Instead,
our career journey is a continuous process na dumadaan sa iba't ibang stages—growth, exploration,
establishment, maintenance, at disengagement. His Life Span Theory is one of the most influential
models in career development, emphasizing na ang ating self-concept at life roles ay may malaking
epekto sa ating career choices at progression.
Ibig sabihin, habang nagmamature tayo at nagkakaroon ng iba't ibang experiences, nagbabago rin ang
ating career path. This theory is very important in career counseling and vocational guidance dahil
nagbibigay ito ng structured framework para maintindihan kung paano nag-eevolve ang isang tao sa
kanyang career over time.
Isa pang mahalagang insight mula kay Super ay ang idea na hindi lang isang beses tayo gagawa ng
career decision sa buhay natin. Hindi ito katulad ng “pick one and stick with it forever” na mindset.
Instead, career development is a dynamic and evolving process, influenced by personal experiences,
social roles, and external factors. Kaya bilang mga counselors, educators, at professionals, mahalaga na
maintindihan natin ang theory na ito para mas matulungan natin ang iba sa kanilang career journey.
2nd and 3rd SLIDE - BACKGROUND OF DONALD SUPER
Donald E. Super was born on July 10, 1910, in Honolulu, Hawaii, and later became a leading figure in
vocational psychology. He earned his Doctorate of Science from Oxford University and initially worked
as an employment counselor for the YMCA in the 1930s and 1940s. His career flourished as he became
the founder and director of the Cleveland Guidance Services and the director of Clark University’s
Student Personnel Bureau. Later, he served as a professor at Columbia Teacher’s College and was
elected as the president of the American Psychological Association’s Division of Counseling Psychology.
Super was widely recognized for his contributions to career development, receiving the American
Psychological Association’s Award for Distinguished Scientific Contributions. He passed away on June
21, 1994, leaving a lasting legacy in career counseling.
SLIDE 4 KEY CONCEPTS
1. Self-Concept – One of Donald Super’s greatest contributions to career development has been his
emphasis on the importance of the development of self-concept. Self-concept is a picture of who
we are and what we are like. It is a blend of how we see ourselves and how we would like to be
seen. According to Super, our self-concept changes over time because as we grow older, we
acquire different experiences, and these experiences shape who we are and who we want to
become in the future.
Self-concept plays a huge role in career development. Bakit? Kasi apektado nito ang career
choices natin at kung gaano tayo kasatisfied sa trabaho natin. Natural lang na mas naa-attract
tayo sa careers na aligned sa kung paano natin nakikita ang sarili natin. Naturally, we are more
drawn to careers that align with how we see ourselves. For example, someone who sees
themselves as creative might pursue a career in the arts or design, while a person who identifies
as analytical might be more inclined toward engineering, finance, or science-related fields.
But here’s something important to remember—self-concept is dynamic, not static. It
continuously evolves as we learn more about ourselves and our environment. That’s why it’s
normal for career aspirations to change. For instance, a student who dreams of becoming a
lawyer might realize, after internships and coursework, that they’re actually more passionate
about psychology. Because of this, they might shift career paths. This shows how self-concept
influences career choices—as we grow and gain new experiences, our perspective on careers also
shifts.
2. Life Span – This refers to the different career stages we go through in life: Growth, Exploration,
Establishment, Maintenance, and Disengagement. Sa bawat stage na 'to, may iba't ibang
developmental tasks tayong kailangang harapin para umusad sa ating career. As we move
forward, our career choices and goals evolve based on our experiences and priorities.
3. Life Space – Our careers do not exist in isolation. We play different roles in life—student,
worker, parent, citizen—and these roles influence our career paths. Hindi lang trabaho ang
nagde-define sa atin. Mahalaga ang pagbalanse ng mga roles na 'to para magkaroon ng maayos
na career at personal na buhay. We need to consider how our careers fit into our overall life and
responsibilities.
SLIDE 5 Five Career Life Stages and Developmental Tasks
STAGE 1: Growth (Age 0-14)
At this stage, bata pa lang tayo pero nagsisimula nang mabuo ang self-concept natin—kung paano natin
nakikita ang sarili natin at anong klaseng tao gusto nating maging. This is the stage when we develop
attitudes, needs, and basic understanding of work.
Substages & Examples:
1. Fantasy (Edad 4-10):
o This is the “gusto kong maging astronaut or superhero” phase. Kids imagine different
careers based on what they see—sa TV, sa mga kwento ng magulang, o sa mga laruan
nila.
Example: A child who loves pretending to be a teacher might not yet understand the
responsibilities of teaching but is already forming an idea of guiding and helping others.
2. Interests (Edad 11-12):
o Children begin developing real interests that may influence their career choices.
o Halimbawa, kung mahilig siyang mag-drawing, maaaring iniisip niyang maging artist o
architect. Kung mahilig siyang maglaro ng computer games, maaaring interesado siya sa
game development o IT. Kung mahilig kang magsulat sa diary mo at gumawa ng kwento,
maaaring nagkakaroon ka ng interes sa journalism o creative writing.
3. Capacity (Edad 13-14):
o Dito na nila nare-realize kung saan sila magaling at kung ano ang kaya nilang gawin. This
is where adolescents begin to recognize their strengths and weaknesses.
o Example: A student who loves music but realizes they struggle with performing might
consider a career as a music producer rather than a performer.
Key Takeaways:
✔ Dreaming big is natural and encouraged! At this stage, kids develop ideas about what they want to
be, even if they aren’t realistic yet.
✔ Interests and strengths start to emerge. Hobbies, school subjects, and playtime activities shape early
career inclinations.
✔ Building confidence and social skills is just as important as academics. Future success depends on
developing good work habits and communication skills.
✔ It’s okay for interests to change. A child who once wanted to be a doctor might later prefer to be an
artist—and that’s normal!
Stage 2: Exploration (Ages 15-24)
This is the trial-and-error stage, where individuals try different roles through school, hobbies, part-time
jobs, and internships to see what suits them best. Many people change their career preferences several
times during this period.
Substages & Examples:
1. Tentative (Ages 15-17) – High school students begin exploring different subjects and career
options.
o Example: A student interested in law might join the debate team but later realize they
prefer journalism because they enjoy writing more than arguing cases.
o Another example is noong Grade 10 gusto mong maging Psychologist, pero noong Senior
High ka na at nag-expose sa Business subjects, biglang naisip mong gusto mong maging
Entrepreneur.
2. Crystallizing a Vocational Preference (Ages 18-21) – Dito nagiging mas malinaw na ang choices
natin. Kadalasan, college students or vocational learners na tayo sa phase na ito.
o Halimbawa, isang estudyante na kumuha ng Nursing pero narealize niyang hindi siya
hiyang sa medical field—nag-shift siya sa Psychology dahil mas gusto niyang magtrabaho
sa mental health field.
o Internship experience also plays a big role dito—halimbawa, may isang psychology major
student na nag-intern sa isang company at nagustuhan niya ang work. The student may
discover that he enjoys helping people find jobs rather than working in clinical settings.
So in this case, mas magiging firm ang decision industrial sa line ng HR yung career path
na gusto niya.
3. Specifying a Vocational Preference & Trial with Little Commitment (Ages 22-24) – Fresh
graduates enter the workforce, but they may still be exploring their long-term career direction.
Di ba, after college, usually may first job tayo, pero hindi ibig sabihin ito na ang magiging forever
career natin.
o Based on my experience, I had my first job as a Technical Assistant on Research. Nung
una okay naman ako sa work ko, but then I realize na mas gusto ko yung work wherein I
can engage with people, do field works, help students, do public speaking and have
social interactions. That is why after more than 2 years, I decided to quit and focus first
sa paglelevel up ng skills and prepare for searching a job related to guidance field.
Key Takeaways:
✔ Trying different things helps in finding the right career path. Senior high school and college are the
best times to explore interests through subjects, extracurriculars, internships, and part-time jobs.
✔ Experience is key. Internships, apprenticeships, and volunteer work give a taste of the real working
world.
✔ There’s no pressure to have everything figured out right away. Many people change their career
paths during this stage, and that’s okay!
✔ Skills matter more than titles. Learning how to problem-solve, communicate well, and work in a team
are skills that apply to any profession.
✔ Career decisions don’t have to be final. It’s normal to shift courses or jobs before settling into a long-
term role.
Stage 3: Establishment (Ages 25-44)
At this stage, individuals work toward stability and career growth. They refine their skills, gain expertise,
and start making long-term career commitments. Kumbaga dito nahanap na natin ang industry na
gusto natin at sinisimulan nang i-build ang pangalan natin dito. Some stick with one field, while others
make adjustments along the way.
1. Trial with Commitment (Edad 25-30) – People start settling into a stable job but still make
career adjustments.
o Halimbawa: Isang guro na nagturo muna sa private school para sa experience, pero lumipat sa
public school dahil sa mas magandang benefits.
o Halimbawa: Isang nurse na nagsimula sa general ward, pero nagdesisyong mag-specialize sa
pediatric nursing matapos makita na mas gusto niyang alagaan ang mga bata.
o Creative Industry: A graphic designer freelances for different brands but later joins a design
agency to gain steady income and work on larger projects.
o Example: A software developer tries working in a startup but later joins a larger company for job
security.
2. Advancement (Edad 31-44) – Career growth happens through promotions, specialization, or
leadership roles.
o Halimbawa: Isang call center agent ang nagtrabaho nang ilang taon at nag-training para maging
team leader.
o Halimbawa: Isang architect na nagsimula sa isang construction firm ay nag-ipon at nagkaroon
ng sariling architectural firm.
o Example: A teacher pursues a master's degree to become a principal or academic consultant.
o Business Field: An entrepreneur who started with a small online business expands and opens a
physical store, eventually managing multiple branches.
o Government Work: A police officer gets promoted to a higher-ranking position after years of
service and training.
Key Takeaways in the Establishment Stage:
✔ This is the time to build expertise and work toward career goals.
✔ Career shifts are still possible, but they require more planning.
✔ Lifelong learning is important to stay competitive and grow in your field.
Stage 4: Maintenance (Ages 45-64)
Now, let’s talk about the Maintenance Stage—ito ‘yung time kung saan nagfo-focus na tayo sa
pagpapanatili at pag-aangat pa ng career natin habang nag-a-adjust sa mga pagbabago sa industriya.
Hindi na tayo masyadong naghahanap ng bagong trabaho, pero importante pa rin ang continuous
learning para hindi tayo mapag-iwanan. This is also the stage wherein people refine their expertise,
mentor younger colleagues, or start considering future transitions.
Substages:
🔹 Holding (Mid-40s to 50s) – Dito, pinapalakas natin ang position natin sa trabaho habang
minamanage ang responsibilities.
✔ Example: Isang teacher na nagiging department head, isang doktor na nagme-mentor ng mas batang
professionals, o isang manager na nagsisimulang mag-train ng future leaders sa company.
🔹 Updating (50s to early 60s) – Dito, kailangan nating sumabay sa pagbabago ng trends para
manatiling relevant.
✔ Example: Isang teacher sa 50s niya na natututo gumamit ng bagong teaching technologies, o isang
businessman na nag-aaral ng digital marketing para mapanatili ang success ng business niya.
🔹 Innovating (Late 50s to early 60s) – Hindi porket malapit na ang retirement, hihinto na tayo sa
growth. Marami ang nag-iintroduce ng fresh ideas o lumilipat sa bagong role na mas relaxed pero
impactful.
✔ Example: Isang abogado na lumilipat sa consultancy work, o isang engineer na nagde-develop ng
mas efficient workflow bago siya mag-retire.
✅ Key Takeaways:
✔ Hindi ibig sabihin na nasa maintenance stage ka, titigil ka na sa pag-aaral at pag-innovate. Kailangan
pa rin nating makisabay sa panahon.
✔ Mahalaga ang mentorship. Madalas, tayo na ‘yung nagiging gabay sa mas batang professionals sa
field natin.
✔ Dapat magsimula nang magplano para sa retirement. Hindi ibig sabihin biglaan, pero pwedeng
dahan-dahan tayong mag-transition sa mas relaxed na role.
📌 Stage 5: Disengagement (Ages 65 and above)
Ito na ‘yung last stage ng career development, kung saan nagiging gradual na ang pagre-reduce ng
workload hanggang sa tuluyang retirement. Hindi naman ibig sabihin nito na titigil na tayo sa pagiging
productive—marami pa ring retired professionals ang nagvo-volunteer, nagme-mentor, o nag-eenjoy sa
hobbies nila.
Substages:
🔹 Deceleration (Mid-60s to 70s) – Hindi agad-agad tumitigil sa trabaho, pero nagiging mas mabagal at
mas konti na ang responsibilities.
✔ Example: Isang professor na nagiging part-time na lang, isang business owner na ipinamamana na
ang negosyo pero nag-aact pa rin as advisor, o isang consultant na project-based na lang ang ginagawa.
🔹 Retirement (70s and beyond) – Ito na talaga ‘yung time na fully retired na at nagfo-focus sa family,
hobbies, at enjoying life.
✔ Example: Isang dating doctor na nagvo-volunteer sa medical missions, isang retired architect na
nagpa-painting at gardening, o isang government employee na nagte-travel kasama ang pamilya.
✅ Key Takeaways:
✔ Mas mainam ang gradual retirement kaysa biglaan. Para hindi mabigla at malungkot, mas okay kung
may phased transition muna bago tuluyang tumigil sa trabaho.
✔ Quality of life is more important than work. Dito na natin napapahalagahan ang health,
relationships, at personal happiness.
✔ Pwede pa ring maging productive kahit retired na. Pwedeng mag-mentor, mag-volunteer, o
ipagpatuloy ang passion projects.
SLIDE 8 and 9 – 9 LIFE ROLES
Super believed that our career choices don’t happen in isolation—hindi lang ‘to tungkol sa trabaho
mismo, kundi kung paano ito nagfi-fit sa iba’t ibang roles na ginagampanan natin sa buhay. Throughout
our lifetime, we take on different roles, and these roles shape how we develop our careers.
The 9 Life Roles in Super’s Career Development Theory
1. Child (Anak) – Lahat tayo nagsimula bilang anak. This role involves responsibilities like obeying
parents, following family traditions, and sometimes even fulfilling their expectations when it
comes to our career choices. This role starts at birth and continues until both parents have died.
At first, the child needs help, but as the child gets older, they will ultimately take care of the
parents.
2. Student (Mag-aaral) – This role begins in childhood and can extend into adulthood. It involves
learning, acquiring skills, and developing knowledge necessary for career growth. It significantly
shapes a person’s career path through education and training.
3. Leisurite (Nagpapahinga/Naglilibang) – Ito yung role na minsan nakakalimutan natin pero
importante! Engaging in leisure activities, hobbies, or sports helps us recharge. This word Super
conceived for humans who are able to recreate and relax. This holidaymaker has a hedonistic
lifestyle and the role is mainly occupied by young people and pensioners. Leisureite is a term
created by Super indicating time for recreation as essential in leading healthy lives and being
self-actualized.
4. Citizen (Mamamayan) – This is about being an active member of society. Maaari kang lumahok
sa mga community programs, mag-volunteer, o kaya naman maging bahagi ng isang advocacy.
5. Worker (Manggagawa/Trabahador) – Eto ang core ng career development. As workers, we
contribute to society through our jobs. Some people prioritize career growth, while others
choose stability over ambition. Halimbawa, may iba na nagtatrabaho para lang sa financial
security, habang ang iba naman ay nagkakaroon ng fulfillment sa career na aligned sa passion
nila.
6. Parent (Magulang) – This role involves nurturing, raising, and guiding children. It requires
balancing family and work responsibilities.
7. Spouse/Partner (Asawa/Kasintahan) – When we commit to a partner, career decisions can be
influenced by the relationship. Halimbawa, may isang engineer na piniling lumipat sa ibang
probinsya dahil nandun ang asawa niya, kahit mas mataas ang sweldo niya sa dati niyang
trabaho sa Manila.
8. Homemaker (Tagapamahala ng Tahanan) – Not everyone works in the traditional sense; some
dedicate their time to managing the home. Hindi ibig sabihin na hindi ka nagtatrabaho kung
homemaker ka—this role requires skills in budgeting, time management, at caregiving.
Halimbawa, may mga nanay na nag-full-time sa bahay pero eventually naging online sellers para
makatulong sa gastusin.
9. Pensioner (Retirado) – This is the stage where we transition out of work and into a new phase
of life. Some retirees stay active by doing part-time jobs, consulting, or mentoring younger
professionals. May iba naman na nagfo-focus sa hobbies nila, gaya ng gardening or traveling.
The Essence of These Life Roles
So, bakit importante ang 9 Life Roles ni Super? The main point is that our careers don’t exist in
isolation—hindi lang siya isang straight path. Our career choices interact with our personal life,
relationships, and responsibilities.
For example, you may start as a student, then later juggle multiple roles like being a worker, a spouse,
and eventually a parent. These roles overlap, kaya importanteng maintindihan natin kung paano natin
ima-manage ang transitions.
Understanding these roles helps us make better career decisions. Hindi lang ito tungkol sa “Ano ang
trabaho ko?” kundi “Paano nag-a-align ang career ko sa iba pang aspeto ng buhay ko?” Career
satisfaction doesn’t just come from success at work—it also comes from balancing our different life
roles effectively.
SLIDE 10 – FOUR THEATERS OF LIFE ROLES
Super’s Four Theaters of Life Roles explain where and how we perform our different life roles. These
"theaters" represent the major environments where our roles unfold. Since we juggle multiple roles at
once, these theaters help us see how career development is not just about work—it’s about balancing
different aspects of life.
The Four Theaters of Life Roles
1. Home (Tahanan) 🏡
o This is where we play roles like Child, Parent, Spouse/Partner, and Homemaker.
o Dito nagaganap ang mga personal interactions natin with family members.
o For example, a working parent may struggle to balance the demands of their job while
also making time for their children at home.
2. School (Paaralan) 🎓
o This is where the Student role is developed.
o Education prepares us for future careers, shaping our knowledge, skills, and attitudes.
o Halimbawa, isang college student na kumukuha ng part-time job ay nagna-navigate sa
parehong “school” at “work” theaters nang sabay.
3. Workplace (Trabaho/Opisina) 💼
o This is where we take on the Worker role and, in some cases, also act as a Citizen if we
contribute to workplace initiatives.
o Career development happens here, and people need to balance work with their other
roles.
o Example: A teacher might spend long hours at school but still have to find time for their
family at home.
4. Community (Komunidad) 🌍
o This is where we engage as Citizens and Leisurites—participating in social causes,
religious activities, volunteering, or simply enjoying recreational activities.
o Dito natin nararamdaman ang ating impact sa mas malawak na lipunan.
o Example: A government employee may spend weekdays working in an office (workplace)
but dedicate weekends to volunteering for a charity (community).
Why Are These Theaters Important?
These theaters overlap, meaning we often perform multiple roles at once.
Maintaining balance is crucial para hindi tayo ma-burnout or ma-overwhelm.
Career decisions should align not just with work but also with our roles in the home, school, and
community.
For example, kung ikaw ay isang college student (school) na may part-time job (workplace), may
pamilya na umaasa sa’yo (home), at aktibong volunteer sa isang organization (community), dapat mong
i-manage ang time mo well para hindi mabigatan sa responsibilities.
Super’s theory reminds us that career development is not just about choosing a job—it’s about
managing the different aspects of life that influence our career journey.
SLIDE 11 - LIFE RAINBOW (SUMMARY)
"Super’s Life-Span, Life-Space Theory focuses on how we develop our careers over time and how
different life roles shape our journey. Hindi lang kasi tayo basta worker. Throughout our lives, we
take on multiple roles—anak, estudyante, empleyado, magulang, at iba pa. These roles shift
depending on our age and circumstances."
1. Growth Stage (Birth – Mid-Teens)
"Dito nagsisimula ang lahat. As children, we depend on our parents, and we start forming values and
interests. Then, as students, we begin to explore learning and skills development. Kasama rin dito ang
pagiging leisurite, meaning we engage in hobbies and play, which help us develop creativity. We also
become citizen’s of our community as we grow old."
Main Roles: Child, Student, Leisurite, Citizen
2. Exploration Stage (Mid-Teens – Mid-20s)
"Sa stage na ‘to, we start figuring out what we want in life. This is the time for career exploration—
trying out different jobs, internships, and even shifting courses for some. Pero hindi lang ito tungkol sa
trabaho, kasi marami sa atin, at this stage, may iba nang responsibilities outside work and studies.
Others may enter relationships, live with a partner or even get married. Yung iba nagkakaroon na ng
mga anak or family of their own. Pwede ring may homemakers. I think aside having their own families,
dito na rin aligned yung mga breadwinners. Perhaps dito na rin yung role ng pagiging anak natin sa
ating mga magulang since this age sila na siguro yung mga nasa old age. We take care of them.
Minsan di ba we support them financially or we have our own responsibilities at home as their children.
And these roles also persist till the end of our career."
Main Roles: Child, Student, Worker, Leisurite, Citizen, Parent, Spouse, Homemaker
3. Establishment Stage (Mid-20s – Mid-40s)
"Sa Establishment Stage (Mid-20s – Mid-40s), dito na talaga nagsisimula ‘yung stability sa buhay.
Karamihan sa atin, full-time na sa trabaho, either nagpo-progress sa career, naghahanap ng mas
magandang oportunidad, o minsan, nagshi-shift ng path (worker). Kasabay nito, marami rin ang nasa
seryosong relasyon o kasal na (spouse/partner), at ‘yung iba, may anak na rin kaya malaking parte ng
buhay ang pagiging magulang (parent). Siyempre, may mga kailangang asikasuhin sa bahay—budget,
chores, at iba pang gawain (homemaker). Hindi lang tayo naka-focus sa personal life, marami rin ang
nagiging mas involved sa community, sumasali sa volunteer work, o nagkakaroon ng leadership roles
(citizen). May ilan din na nag-aaral pa rin—either para ma-promote o magpalit ng career (student).
Pero hindi pwedeng puro trabaho, kaya ‘yung iba, naglalaan ng oras para mag-relax, mag-travel, o
mag-enjoy sa hobbies (leisurite). May mga nagre-retire na rin nang maaga, either dahil sa ipon, health,
o personal na desisyon (pensioner). Kaya sa stage na ‘to, mahalaga na marunong tayong mag-balanse
ng iba't ibang roles, para hindi tayo ma-burnout at mas magkaroon ng meaningful na buhay.
Main Roles: Kaya if you observed halos lahat involved na dito yung 8 roles.
4. Maintenance Stage (Mid-40s – Mid-60s)
"Sa stage na ‘to, stable na tayo sa career—hindi na masyadong naghahabol ng promotions, pero mas
nagfo-focus na sa mastery at mentoring. Madalas, tayo na ‘yung nag-ga-guide sa mas batang
employees o nagiging role model sa workplace (worker). Sa family, patuloy pa rin ang pagiging
magulang, lalo na kung may teenagers o college students (parent), at syempre, kasama pa rin dito ang
pagiging asawa o partner (spouse/partner). May mga nag-e-enjoy na sa hobbies at relaxation
(leisurite), habang ‘yung iba naman, mas nagiging active sa community service o leadership roles
(citizen). Para sa ilan, ito rin ‘yung time na nagre-ready na for retirement (pensioner), kaya mas
nagiging conscious sa health at financial security. Sa stage na ‘to, nag-iiba na ang priorities—hindi na
lang puro trabaho, pero nandiyan pa rin ang responsibilities na kailangan i-balanse."
Main Roles: Worker, Spouse/Partner, Parent, Homemaker, Citizen, Leisurite
5. Disengagement Stage (Mid-60s – Beyond)
"Dito na pumapasok ang retirement stage—unti-unti nang nawawala ang worker role at nagta-
transition tayo sa pagiging pensioner. Para sa iba, tuluyan nang nagre-retire at ine-enjoy na lang ang
buhay, pero may ilan pa ring nagta-trabaho kahit part-time o bilang consultants. Mas nagiging focus
na ang leisure—mas maraming oras para sa hobbies, travel, at quality time kasama ang pamilya
(leisurite). Hindi rin nawawala ang pagiging citizen, lalo na ‘yung mga mahilig sa community service at
volunteer work. Pero para sa iba, simple lang—gusto lang nila ng tahimik at relaxed na buhay kasama
ang mahal nila sa buhay. Sa stage na ‘to, mahalaga ang sense of purpose at emotional well-being para
manatiling fulfilled kahit wala na tayo sa workforce."
Main Roles: Pensioner, Leisurite, Citizen, Homemaker, Spouse/Partner
SLIDE 12
Implications
One of the biggest takeaways from Super’s theory is that career development isn’t just about work—it’s
also about life roles.
1. Career Counseling & Guidance – As counselors, we need to consider a person’s self-concept
when guiding them in their career choices. Hindi lang ito tungkol sa kung anong trabaho ang
available, but more on what fits their personality, skills, and values.
2. Education and Career Development Programs – Importante rin na ma-integrate ang career
education sa schools para sa mas maagang career exploration. Hindi ‘yung after graduation na
lang nila iisipin kung anong gagawin sa buhay.
3. Workforce Planning and Career Transitions – This theory reminds us that career shifts are
normal. Some people might change careers in their 30s, 40s, or even 50s, and that’s okay.
Super’s model helps us understand how people transition at different points in life.
4. Encourages Career Planning – Since career development is lifelong, dapat patuloy natin itong
pinag-iisipan. Hindi lang basta "trabaho na lang kung ano ang meron," but more of "how does
this job align with my goals and identity?"
5. Addresses Life Role Conflicts – Super also highlights that we don’t just have one role. We can be
a worker, a parent, a student, or even a retiree—all at the same time. Kaya importante na ma-
manage natin ‘yung balance sa iba’t ibang life roles natin.
SLIDE 13
Strengths
Now, bakit ba valuable ang theory na ito?
1. Emphasizes Lifelong Career Development – Hindi one-time decision ang career. It’s a process
that continues throughout life.
2. Acknowledges Individual Differences – Iba-iba tayo ng pacing sa career. Some people succeed
early, others take more time to figure things out, and that’s normal.
3. Recognizes the Role of Life Roles – Career decisions are affected by other aspects of life. Hindi
pwedeng ihiwalay ang trabaho sa personal na buhay.
4. Career Adaptability and Non-Linear Growth – This theory accepts that career paths are not
always straight. May mga detours, shifts, at changes—at okay lang ‘yon.
Weaknesses
Pero syempre, hindi perfect ang theory ni Super.
1. Too Western-Centric – His theory is based on Western career norms, kaya hindi lahat ng aspeto
nito applicable sa atin dito sa Pilipinas.
2. Stages May Not Apply to Everyone – Hindi lahat ng tao dadaan sa exact same career stages in a
structured way. Some may skip stages or experience them in a different order.
3. Limited Consideration of External Factors – While Super focuses on self-concept, hindi niya
masyadong na-highlight ang role ng economic factors, social expectations, at discrimination,
which can heavily influence career choices.
4. Difficult to Measure Self-Concept in Career Development – Ang self-concept ay subjective at
nagbabago over time. Mahirap itong sukatin in a concrete way, kaya challenging siyang gamitin
as a strict career assessment tool.