Ginzberg Theory Of Career Choice And Development Essay

CHAPTER 1

INTRODUCTION TO THE RESEARCH

1.1 Introduction

Chapter one aims to provide a picture of what this research is all about. This chapter consists of research on the background of Malaysian construction industry, overall employment in construction industry as well as issues on women’s employment in the industry. This chapter also encompasses the problem statement which is used to formulate the research’s aim and objectives. Summary of each chapter is included to show the structure of the research.

1.2 Background of Study

Economy in the world is growing very steady. It is proved by the changes and evolution in the world economy profile in the short period of time compared to the previous years (Bradbury & Katz, 2009). Muhammad Mahmud

According to John (2014), Ginzberg and his cohorts identified three phases or stages in the period of career choice and development. The three stages according to this theory are the Fantasy Stage, the Tentative stage and the Realistic stage.

a) The Fantasy Stage

The Fantasy Stage is a phase that is characterized by wishful thinking and arbitrary choices. It occurs as early as from birth to eleven years. This is the stage where the choice is made randomly based on the arbitrary nature of the child’s choices. There will be lack of reality orientation because of the fact that children does not consider the reality, their own potentials and abilities. The children’s choices are usually influence by their surrounding environment especially the parents and what the child see around him. There will be no serious vocational consideration (John,

The roles of the individual in both family and working life somehow may create conflict which is called work-life conflict (WLC). Work-life conflict is discussed to be due to the difficulties facing them in balancing family and work as argued by Sumner (2008). It is also can be defined as “a form of interface of work and family demands, in which the role pressures from the works and family domains are mutually incompatible in some respect” (Saira Ashfaq, Zahid Mahmood and Mehboob Ahmad, 2013, p. 688).

These days, most of the employees are experiencing work-family conflict due to nature of the work and the workforce. Then, the work-life conflict experienced by the women in the job industries forced them to leave their jobs for the sake of family (Maniero and Sullivan, 2006). This is also has been agreed by Muhammad Ghayyur and Waseef Jamal (2012) in their research and they also have constructed a theoretical framework that shows both work-family conflict and family-work conflict are the major causes that lead to create the career-exit intention among married working women, as shown in Figure 4