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Holland's Theory suggests individuals prefer jobs where they can be around others like them. It categorizes people into six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (RIASEC). It's relevant to career planning as it helps individuals understand the work environments that fit their personalities.

Super's Theory emphasizes career development as a lifelong process, consisting of growth, exploration, establishment, maintenance, and disengagement. It incorporates the idea of self-concept in career decision making, making it vital for career planning as it accounts for changing interests and situations over time.

Social Cognitive Career Theory (SCCT) integrates Bandura's general social cognitive theory with career-specific interests. It highlights the role of self-efficacy, outcome expectations, and goal representations in career development. Useful in career planning for understanding how beliefs and expectations shape career paths.

LTCC posits that career decisions are influenced by learning experiences, which include genetic endowments, environmental conditions, instrumental and associative learning, and task approach skills. Career planning benefits from understanding that skills and interests develop over time and are shaped by various experiences.

Schein's Career Anchors theory identifies key factors - skills and abilities, motives and needs, attitudes and values - that stable over time and guide career progression. It helps in career planning by encouraging individuals to understand their true career values and work towards roles that align with their 'anchors'.

This model focuses on the decision-making process in career development, emphasizing anticipation and implementation phases. It suggests career planning should accommodate a person's cognitive and emotional aspects while making career decisions, allowing for adjustment and change throughout one's career.

Gottfredson's theory deals with how individuals eliminate career options based on societal and self-imposed constraints (circumscription) and eventually compromise based on the reality of available opportunities. It serves as a reminder in career planning to challenge possible self-limiting beliefs and be aware of the influence of social expectations.

A refined version of SCCT that adds to Bandura's model, focusing more specifically on career-related behaviors. It emphasizes the importance of self-efficacy, outcome expectations, and personal goals in the development of career interests, choices, and performance. Its relevance in career planning lies in understanding how one's belief system influences their career trajectory.

This theory pertains to motivation and how it influences career decision-making and performance. Expectancy Theory suggests that individuals will behave based on the expected outcome and the value of that outcome to them. Useful in career planning as it encourages setting realistic and valued goals for career success.