In Duffy’s article a number of holistic theoretical models were presented that help explain the connections that exist between spirituality, religiosity, and career development. Although each of these models have yet to be empirically tested, they are helpful in providing frameworks which could develop ways to incorporate religiousness and spirituality into career counseling practice (Duffy, 2006). For this blog post, I am going to discuss my thoughts on each model.
The first model cited is the Witmer and Sweeney’s Holistic Model of Wellness. One aspect of this model that resonated with me was the fact that these researchers believe that each of the five basic tasks they presented (spirituality, self-regulation, work, friendship, and love) build off of and guide each other. I also really enjoyed the definition of spirituality used in this model (“life enhancing beliefs about human dignity, human rights, and reverence for life.”)(p. 56). However, I do not agree with the centerpiece of this model. Witmer and Sweeney believe that out of the five tasks, spirituality is the most influential when it comes to the development of values, which have rippling effects on behavior (Duffy, 2006). I would argue that the “centerpiece” would be different for each person, and that adopting the view that spirituality is central for everyone could be problematic.
The second model is Miller-Tiedeman’s Lifecareer Model. In my opinion, this model could only be applied to some clients because it seems very relaxed in nature. For me personally, I enjoy more structure and control rather than a “go with the flow” attitude and a model like this would not be helpful for me. However, I do enjoy that these researchers state that religion and spirituality are not a predominant guiding factor in their model; they believe these concepts should be applied if they represent important aspects of that person’s life (Duffy, 2006).
Third, Brewer’s Vocational Souljourn Model is presented. What I subscribe most to in this model is the spectrum of “doing.” At one end, job is described as something that is temporary and financially driven. At the other end, vocation is defined as fulfilling and an expression of one’s true regardless of the pay (Duffy, 2006). Even in my short career history, I have had positions I could definitely fit into these descriptions. I also like the equilibrium/disequilibrium component of this model in which the energy of a person is divided unequally if a person’s meaning, being, and doing are not balanced in order to repair this fracture. However, I do not necessarily believe in the notion that vocation is something people are called to do by a Creator (Duffy, 2006).
Fourth, and the model I adhere to most, is Bloch’s Model of Spirituality and Career Counseling. This model cites that the connection between spirituality/religiousness and career development is complex. Each component has both direct and indirect influences on the other components, and there is a certain amount of energy that is to be shared amongst the components that is ever-changing (Duffy, 2006). I also really enjoyed that this model states that the benefits of incorporating this model could be done at any point in one’s career, not just students entering the working world (Duffy, 2006). Considering the fact that ¾ people would consider changing careers if given the opportunity (Brown, 2012), being able to apply these concepts to potentially 75% of the population is extremely helpful as we consider our role as potential career counselors.
The first model cited is the Witmer and Sweeney’s Holistic Model of Wellness. One aspect of this model that resonated with me was the fact that these researchers believe that each of the five basic tasks they presented (spirituality, self-regulation, work, friendship, and love) build off of and guide each other. I also really enjoyed the definition of spirituality used in this model (“life enhancing beliefs about human dignity, human rights, and reverence for life.”)(p. 56). However, I do not agree with the centerpiece of this model. Witmer and Sweeney believe that out of the five tasks, spirituality is the most influential when it comes to the development of values, which have rippling effects on behavior (Duffy, 2006). I would argue that the “centerpiece” would be different for each person, and that adopting the view that spirituality is central for everyone could be problematic.
The second model is Miller-Tiedeman’s Lifecareer Model. In my opinion, this model could only be applied to some clients because it seems very relaxed in nature. For me personally, I enjoy more structure and control rather than a “go with the flow” attitude and a model like this would not be helpful for me. However, I do enjoy that these researchers state that religion and spirituality are not a predominant guiding factor in their model; they believe these concepts should be applied if they represent important aspects of that person’s life (Duffy, 2006).
Third, Brewer’s Vocational Souljourn Model is presented. What I subscribe most to in this model is the spectrum of “doing.” At one end, job is described as something that is temporary and financially driven. At the other end, vocation is defined as fulfilling and an expression of one’s true regardless of the pay (Duffy, 2006). Even in my short career history, I have had positions I could definitely fit into these descriptions. I also like the equilibrium/disequilibrium component of this model in which the energy of a person is divided unequally if a person’s meaning, being, and doing are not balanced in order to repair this fracture. However, I do not necessarily believe in the notion that vocation is something people are called to do by a Creator (Duffy, 2006).
Fourth, and the model I adhere to most, is Bloch’s Model of Spirituality and Career Counseling. This model cites that the connection between spirituality/religiousness and career development is complex. Each component has both direct and indirect influences on the other components, and there is a certain amount of energy that is to be shared amongst the components that is ever-changing (Duffy, 2006). I also really enjoyed that this model states that the benefits of incorporating this model could be done at any point in one’s career, not just students entering the working world (Duffy, 2006). Considering the fact that ¾ people would consider changing careers if given the opportunity (Brown, 2012), being able to apply these concepts to potentially 75% of the population is extremely helpful as we consider our role as potential career counselors.
References:
Brown, D. (2012). Career
information, career counseling, and career development. Upper
Saddle River:
Pearson Education Inc.
Duffy, R. D. (2006).
Spirituality, Religion, and Career Development: Current Status and
Future Directions. The
Career Development Quarterly, 55(1), 52-63.
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