This article asserts that social, cultural, geographic and hereditary contexts influence career choices. Individual characteristics can also play a role, as can core beliefs. Specific factors that most immediately affect career choice may include: availability of information, expectations, barriers, interest, economic need, and motivation to succeed. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Due to the high number of safari camps and hotels in the region, many people choose to work in the camps that surround their villages. This may not be a personal choice, but it can be influenced by the many reasons listed above. Studies show that in recent decades there has been a decline in access to traditional organizational careers where individuals progressed systematically through a largely vertical career path over a prolonged period of employment, Rodrigus and Guest 2010 Instead, individuals are more likely to be required to engage in less stable “new arrangements” in employment (Adamson, Doherty, & Viney, 1998). In less secure career development conditions, career success now depends more on the employability and marketability of the individual, to enable individuals to initiate and manage a career change as they wish and to protect themselves against professional risks. The role of organizations has therefore evolved. from interventionist career management to facilitating continuing professional development and enabling individuals to manage their careers effectively and wisely. In the field of professional psychology, several major theories have emerged to explain the process by which individuals make career choices. According to some of these theories, person-environment fit is most critical, in which an individual's unique interests, values, and skills are ideally taken into account. corresponding to a certain work context (Dawis and Lofquist, 1984; Holland, 1997). Other theories view individuals as being in a constant state of development, in which the optimal career is the one that best facilitates the implementation of a person's current self-concept (Savickas, 2002; Super, 1990). Theories that focus on social learning and cognition have also been advanced. According to these theories, an individual's learning experiences about work and their perceived ability to perform particular tasks that are necessary for success in a certain career are critical to decision making (Krumboltz, 1996; Lent, Brown, and Hackett, 1994). Although these theories differ in substantial ways, all focus primarily on the influence of an individual's internal goals, needs, and search for satisfaction in career decision making. This common point implicitly implies that individuals who make career decisions have the will to do so and seek above all their own satisfaction. However, recent work in the social sciences has demonstrated that these assumptions may be unfounded, as decisions are often made with limited options. or in a collectivist context (e.g. Blustein, McWhirter, & Perry, 2005; Jackson, Colquitt, Wesson, & Zapata-Phelan, 2006; Oyserman, Coon, & Kemmelmeier, 2002). Background information about the study An environment plays an important role in this that a child will become in the future, thatis related to the type of career he chooses to do or even ends up doing, not because he chose it but because he was influenced by something in the environment in which he lives . Over the years, there have been challenges to traditional theories of career choice. One of the challenges has been to consider the contexts in which individuals live and how they can influence career choices. The aim of this model is to create a framework to explain the influences on career choices across the lifespan, particularly in areas of Ngami territory where we find many camps due to its tourist nature. The term “career choices,” as used in this model, refers not only to the initial occupational choice, but also to all choices made previously and subsequently that influence the occupation or job. This study was influenced by my childhood, even though I was born and raised in Maun. I have many cousins ​​who lived in the remote areas of Maun where access is only possible in certain seasons, due to the many rivers and swamps. The environment made me think about how lucky I was, looking at the many opportunities I thought were available, only to realize I was wrong when I was mature enough to distinguish between facts and fantasies. The region has few schools and in the past we only had one high school for the entire region, which for me is somewhat demotivating. There are many small villages which are recognized by coordinates even though these small villages have their own name. , these villages are surrounded by many safari camps and lodges that are not owned by the natives, as they are only hired to do the work. Community members are only hired to be cooks, drivers and guides, which are lower paying jobs and an employee has to spend 3 full months on the job and only 21 days off. There are also many community or village trusts (this word would be used in this study to refer to a group of villagers who are democratically elected to form a council that will help manage all the resources found in their village e.g. income, land and this board would be given a certain amount of time to be on the board of directors and after a certain time a new board of directors would be elected) which influence or force the management of these camps to hire people from these villages in which they have businesses, this can also lead to children, especially teenagers, who would have such information to leave school, drop out or even lose interest in academics because they would know that they do not need to access paid education. One of the small villages around Maun, called Sankuyu, is one example of many other villages studied. would understand, and the village has a trust that uses its income to provide jobs for Sankuyo village residents and to fund community projects. According to the Namib webpage; Currently the Trust employs 39 permanent staff as cleaners, drivers, community escort guides, camp staff and various office positions. There are also community projects which include the construction of a community hall with DSTV, water supply to all households, construction of houses for the destitute, sponsorship of the football club, funeral grants and scholarships. In 2010, the Trust sponsored 21 students for various courses such as tourism and hospitality, business management, housekeeping, chef training and driving school training. Indeed,.. ”