Career Development

Americans with Disabilities Act (ADA) of 1990

provides protection against employment discrimination

Cochran's Narrative Career Counseling

Views career decision making from perspective of individual's life as a story. Problems arise when - the instrument (people/skills/etc) and goals do not match - the actions and goals do not match - the agent (storyteller) and goals do not match

Most experts in the field of career counseling would classify Roe, Brill, and Holland as _______ theorists.

personality aka structural

Occupation

primary activity that engages one's time, including similar jobs found in many organizations; occupations exist regardless of whether or not individuals are employed in them

Relational approaches

propose that relationships play an important role in the career development and decision making process of children and adolescents ex: Roe's personality development & occupational classification

John Holland

proposed the personality approach (RIASEC) used in the Strong Interest Inventory (SII) and Armed Services Vocational Aptitude Battery (ASVAB) developed the Self-Directed Search, a self-administered, self-scored career inventory

Social Cognitive Career Theory (SCCT)

proposes career choice is a result of the application of Bandura's social cognitive theory, especially the concept of self-efficacy personal factors (genetic predisposition, sex, ethnicity), contextual factors (culture, family, role expectations, socialization), and proximal factors (current circumstances directly related to career choice) can influence self-efficacy and vocational options

Brown's values-based theory

individuals should develop a crystallized and prioritized set of values based on which they can make career choices. Those who have failed to develop strongly crystallized values or experiencing role conflicts may lack occupational satisfaction and benefit from career counseling holistic approach which acknowledges environmental/cultural factors influencing values

Career Occupation Preference System Interest Inventory (COPS)

interest inventory of COP System Scales: - 14 COP system career clusters: professional science, skilled science, professional technology, skilled technology, consumer economics, outdoor, professional business, skilled business, clerical, communication, professional arts, skilled arts, professional service, skilled service

Carl D. Perkins Vocational and Technical Education Act of 1984

provides access to vocational assessment, counseling, and placement services for the economically disadvantaged, those with disabilities, individuals entering nontraditional occupations, adults in need of vocational training, single parents, those with limited English proficiency, and incarcerated individuals

Role conflict

the tension caused by competing demands between two or more roles pertaining to different statuses

Fair Labor Standards Act (FLSA) of 1938

established national minimum wage, provided minimum standards for overtime entitlement, prohibited the employment of minors

Occupational Safety and Health Act of 1970

established the Occupational Safety and Health Administration (OSHA) to prevent work-related injuries, illnesses, and death by issuing and enforcing workplace safety and health standards

Transition-to-Work Inventory, 3rd ed.

interest inventory which matches respondent's interests to occupational options by assessing leisure activities; particularly useful for those with limited work experience, seeking a new career, or engaged in retirement planning Scales: - assess an individual's patterns of nonwork interest in 16 career interest groups: Arts, Entertainment, & Media; Science, Math, & Engineering; Plants & Animals; Law, Law Enforcement, & Public Safety; Mechanics, Installer, & Repairers; etc.

Henry Murray

stated that the need to achieve varied in strength in different people and influenced their tendency to approach success and evaluate their own performances; devised the TAT (Thematic Appreciation Test) with Christina D. Morgan

Differential Psychology

study of individual differences

Robert Hoppock

to make an accurate career decision you must know your personal needs (based on Henry Murray's needs test) and then find an occupation that meets a high percentage of needs

Life space (Super)

- refers to the various social roles and individual adopts at different points in his life span (e.g., child, student, leisurite, citizen, worker, partner, homemaker, parent, pensioner) - recognizes that at different points in life, each role has different salience (importance) to individual - Life Career Rainbow can be used to help counselee recognize the impact of current and future roles on career planning

dual-earner households vs. dual-career households

Dual-career family has a job where advancement is possible, whereas in dual-earner families, advancement is minimal or impossible due to job position

Guide for Occupational Exploration (GOE)

a compilation of data concerning occupations, skills and abilities, work environments, salaries, etc., divided into areas of interest. currently published by JIST, though originally published by US Dept. of Labor

Career transition theories

describe how individuals cope with career transitions and crises ex: Schlossberg's transition theory, Hopson & Adam's model of adult transition

Career adaptability (Super)

describes adult career decision making readiness in the face of constantly changing work conditions

Dislocated worker

a person unemployed because of job elimination, downsizing, company relocation, or company closing.

In a lifetime, the average persons how many jobs?

10-15 jobs

On average, a worker with a bachelor's degree earns over $_______ a year more than a worker with a high school diploma

$10,000

Theory of Work Adjustment

A career development theory developed by Dawis and Lofquist that describes the relationship between individuals an their work environments proposes that relationship is reciprocal, so both individual and work environments must continue to meet each other's needs

Standard Industrial Classification (SIC) Manual

A system for classifying industries by a four-digit code based on service or product; used by government agencies to classify industry areas. replaced by the National Industry Classification System (NAICS)

Occupational Outlook Handbook (OOH)

A publication of the United States Department of Labor's Bureau of Labor Statistics that includes information about the nature of work, working conditions, training and education, earnings, and job outlook for hundreds of different occupations.

Central tendency bias

A type of response set in which the respondent is reluctant to give extreme ratings and instead rates in the direction of the mean of the total group.

Compensatory effect

A worker compensates for things he or she cannot get at work ex: a librarian who must be quiet all day may do something wild and loud after work; client who hates their job trying to be a perfect parent

Self-efficacy theory is based on the work of _______.

Albert Bandura

Workforce

All the people working or available to work, as in a nation, company, industry, or on a project

In-basket technique

An assessment center exercise designed to simulate the types of information that daily come across a manager's or employee's desk in order to observe the applicant's responses to such information. Frequently used to make hiring decisions

Trait and factor theory

Approach that attempts to match the worker and the work environment. The approach thus makes the assumption that there is one best or single career for the person and that making a good match requires assessing the traits, aptitude, and interests of the individual and the occupation. Devised by Parsons and Williamson.

At its zenith, the DOT listed how many job titles?

Approximately 20,000 O*NET lists far fewer, having dropped many highly specialized jobs that only a small number of people worked in

Nathan Azrin

Behaviorist who created "job club" in the 70s to help veterans gain employment. Leading pioneer in running a behavior modification token economy. Action-oriented group that focuses on helping people secure jobs through gaining skills and networking

Aptitude

Capacity for learning; natural ability Aptitude tests measure an individual's future occupational success or capacity to learn

Schein's eight career anchors theory

Career anchors develop after approximately 5-10 years of work and evolve into self-concept, abilities, skills, and future career choices - autonomy/independence - security/stability - technical/functional competence - general managerial competence - entrepreneurial creativity - service/dedication to a cause - pure challenge - lifestyle

Career Beliefs Inventory (CBI)

Career development inventory developed by Krumboltz to asses an individual's career beliefs and identify faulty beliefs that may interfere with the career decision-making process Scales - 25 scales organized into 5 categories: my current career situation; What seems necessary for my happiness; Factors that influence my decision; Chances I am willing to take; Effort I am willing to initiate

My Vocational Situation (MVS)

Career development inventory which diagnoses difficulties in vocational decision making Scales (lower score indicates problem): - Identity: degree to which an individual has a clear and stable view of their goals, interests, and talents - Need for information: need for educational, training, and employment information - Barriers: problems with funding, finishing education, training, or lack of approval from an important person

Janis & Mann's Conflict Model of Decision Making

Descriptive decision making approach that describes how individuals handle conflicts when making career choices based on assumption that stress contributes to quality of decision made Five Patterns of Coping with the Stress: - Unconflicted adherence: ignores potential risk associated with decision - Unconflicted change: accepts suggested career options without question - Defensive Avoidance: procrastinating or putting decision-making responsibility on others - Hypervigilance: impulsively chooses decision which brings immediate relief - Vigilance: weighs costs/benefits of each option before making a decision Patterns depend on three factors: - awareness of serious risks associated with preferred alternatives (absence -> unconflicted adherence or change) - hope for finding a better alternative (absence -> defensive avoidance) - belief that one has adequate time to search and evaluate alternatives (absence -> hypervigilance)

John Krumboltz

Developed social learning approach to career choice based on work of behaviorist Albert Bandura which posited that individual's learned experiences lead them to develop specific career beliefs which can influence career decision making

Leniency/strictness bias

Giving a worker a very high or a very low rating and avoiding average ratings

Personal Construct Psychology

Humanistic theory of personality based on work of George Kelley: people are constantly testing predictions (constructs) to understand how the world works; anxiety occurs when the predictions are difficult to make vocational construct system helps individuals find purpose at work, evaluate career decisions and tasks, and develop a sense of identity through work 3 vocational assessments commonly used to help individuals specify constructs: vocational rep test, laddering techniques, vocational card sort

National Vocational Guidance Association

In 1913 this association was founded and was the first career-guidance organization. In 1951, joined APGA (now ACA) as founding member

Strong Interest Inventory (SII)

Interest inventory with five interpretive scales: - General occupational themes: Holland code - Basic interest scores: based on 25 broad interest areas - Strong occupational scales: indicate similarity between respondent's interests and people with high job satisfaction working in 211 occupations - Personal style scales: learning, working, leadership, and risk-taking styles - Total response index: identifies test errors or unusual profiles (e.g., depression, apathy)

Today's most popular approach to career choice reflects the work of _________?

John Holland

Social Learning Theory

Krumboltz theory focusing on learning, behavior, and cognitions; teaches clients how to implement career decision-making in their own lives Determinants of career choice: genetic endowment, environmental conditions and events, instrumental (operant conditioning) and associative (observational/classical conditioning) learning experiences, task approach skills Determinants are mediated by self-observation, worldview generalizations, task approach skills, and action aka learning theory of career counseling (LTCC)

Vocational Education Act of 1963

Legislation that expanded career education programs to include career services for elementary schools, technical institutions, and public community colleges

Unemployment rate

Level of unemployment (workforce minus the number of currently employed individuals) divided by the workforce

In the DOT, each job was given a ______ digit code.

Nine: 3 digits to designate the occupational category and divisions 3 digits to describe tasks in relation to data, people, and things respectively 3 digits to help alphabetize titles

National Defense Education Act of 1958

Passed in response to Sputnik sought to expand K-12 counselor education programs by offering reimbursement to programs that offered counselor training institutes and stipends to graduate students

Gelatt's Decision-Making Model

Prescriptive model that holds that all decision have similar qualities and are continuous and cyclical. Individuals must rationally analyze information to accurately predict outcomes of his/her choice. Process is: - recognize that a decision needs to be made - collecting data; surveying options - determining possible outcome and applying prediction and values systems - making a choice: terminal (final) or investigatory (need additional info) information is the "fuel of the decision" and can be organized into three systems: predictive, value, and decision

Section 504 of the Rehabilitation Act of 1973

Prohibits discrimination against an individual with a disability in programs sponsored by federal agencies or receiving federal financial assistance, in federal employment and federal contracting employment.

School-to-Work Act of 1994

Provides all students with equal opportunities to participate in programs that combine academic and occupational education, combine school-based learning with work-based learning, and prepare students for postsecondary education.

John Crites

Researched into the phenomenon of career maturity/vocational maturity; developed the Career Maturity Inventory; developed first taxonomy for classifying career decision-making problems

Some support for Roe's theory comes from what assessments?

Rorschach and the Thematic Apperception Test (TAT)

Career Construction Theory

Savickas' constructivist approach which argues that individuals construct careers by imposing meaning on vocational behavior's Central concepts: - Personality types: socially constructed clusters of attitudes and skills that have no truth or value apart from time, place, culture and continuously evolve - Life themes: based on Adler's lifestyle; stories of personal meaning that relay important factors in an individual's life story - Career adaptability: manages expression of life themes as they in turn guide the expression of vocational personality

Role spillover

The carryover of one role's demands and expectations into another role. Can be positive or negative Ex: worrying about clients at home

Employment rate

The number of currently employed individuals divided by the total number of individuals who are of working age (16)

Career salience

The significance an individual places on the role of career in relationship to other life roles, involving participation (time/energy), commitment (emotional attachment), and value expectation (satisfaction)

TWA

Theory of Work Adjustment by Rene Dawis and Lloyd Lofquist - person environment correspondence (PEC): employee must fit the needs of the work environment and vice versa - higher work satisfaction yields greater productivity - Work adjustment is match between expectations of employee and work environment criticized for not taking into account the fact that the person and environment change over time

One-Stop Delivery System

US Employment Service program that provides a variety of labor exchange services under one roof in easy to find locations

Career maturity (Super)

physical, psychological, and social characteristics which contribute to an individual's readiness to deal with developmental challenges that may occur at any given career stage

80% Four-fifths Rule

Used to determine discrimination selection processes. The hiring rate for minorities is divided by the hiring rate for non-minorities, and the result must be 80% or greater.

Avocation

a leisure activity that one engages in for pleasure rather than money

Planned Happenstance

a component of Social Learning Theory that states that individuals need to take advantage of unpredictable social, educational, and occupational conditions. This way of thinking can lead to open-mindedness, increased career options, and opportunities. Counselors implement this by 1. normalizing planned happenstance in client's past 2. transform curiosity into opportunities 3. teaching clients to produce desirable chance events 4. Teach clients to overcome blocks in action

George A. Merrill

a pioneer and forerunner in career guidance. He developed a curriculum that combined academic instruction with technical and vocational training

Burnout

a state of physical, emotional, and mental exhaustion created by long-term involvement in an emotionally demanding situation and accompanied by lowered performance and motivation results in emotional exhaustion, depersonalization, and reduced personal accomplishment

Informational interviewing

a strategy used to interview a professional to ask for advice, insight, and direction, rather than for a job opportunity aka realistic job preview

Differential validity

a test is valid for one group, but less valid or totally invalid for another

Career adjustment

a worker's ability to adapt or adjust to the work environment theory of work adjustment (TWA) - individuals must adjust their skills to perform the required tasks and achieve job satisfaction John Crites - employees who thrived were able to adjust to their job tasks, develop sufficient workplace relationships , and consider future career goals Donald Super - includes adapting to workplace changes, learning different skills, and acquiring an awareness of sources of workplace stress

Job

positions that requires a specific skill set and are within an organization or company

Hopson & Adam's Model of Adult Transition

added to Schlossberg's theory by proposing that transitions can be voluntary or involuntary and that crises are usually unanticipated and involuntary; proposed 7 stages of adult transition - Immobilization: initial shock, feeling overwhelmed, unable to make plans - Minimization - Self-Doubt - Letting Go: detachment from original crisis and looking to the future - Testing Out: feeling of being able to handle the situation - Searching for Meaning - Internalization: change in values an lifestyle

Trait and type career theories

aka actuarial or matching approach theories stemming from Frank Parsons' work which assess the traits/characteristics of the individual in order to match them to an occupation, also known as person-environment fit theories ex: trait and factor theory, theory of work adjustment, Holland's theory of types, Myers-Briggs type theory

Work Orientation and Values Survey (WOVS)

assess respondent's values and beliefs concerning work Scales: 8 work value categories: earnings & benefits, working conditions, time orientation, task orientation, mission orientation, co-worker relations, supervisor relations, managing other

Work Values Inventory

assess the importance of 15 work values: creativity, management, achievement, surroundings, supervisory relations, way of life, security, associates, esthetics, prestige, independence, variety, economic return, altruism, intellectual stimulation

Vocational Preference Inventory (VPI)

assesses an individual's personality orientation and career interests based on Holland's hexagonal model Scales - 6 Holland personality types - 3 additional scales: self-control, masculinity, status - 2 response set scales Interpretation: yields RIASEC score

Keirsey Temperament Sorter II (KTS-II)

assesses personality type with the intention of facilitating self-understanding and awareness; closely associated with Myers-Briggs types Scales: - 4 temperaments: artisan, guardian, rational, idealist - 8 temperament subcategories: operators, entertainers, administrators, conservators, mentors, advocates, coordinators, engineers Interpretation: - Corporate temperament report: leadership style, workplace preferences - Career temperament report: career options, communication tips, how to navigate job market based on personality type - Classic temperament report: intro to temperament and ways to improve interpersonal skills - Learning styles temperament report: learning style and tips for studying and test taking

Values inventories

assists individuals in identifying and prioritizing their work values - Work Values Inventory - Work Orientation and Values Survey (WOVS) - Career Orientation Placement and Evaluation Survey (COPES)

Career Development Inventory

based on Super's career maturity concept; measures readiness to make educational and vocational choices Scales: - Career Planning - Career Exploration - Decision Making - World of Work Information - Knowledge of Preferred Occupation - Career Development Attitudes - Career Development Knowledge and Skills - Career Orientation Total

Constructive/Narrative Approaches

based on constructivism ex: Personal construct psychology; Cochran's narrative career counseling approach; Career construction theory; Chaos theory of careers

Edmund Williamson

best known for his contribution to the Minnesota point of View, a career guidance theory that was derived from the work of Parsons

Career Transitions Inventory

career development inventory for assessing the phycological barriers that adults may face during a career transition as well as the resources they posses to make a successful transition Scales: - Readiness: motivation to make transition - Confidence: self-efficacy in terms of making a successful career transition - Control: degree to which they feel in control of their decisions - Perceived support: degree of social support individuals feel they receive - Decision independence: making decisions based on own needs vs. other's requests and desires

Career Thoughts Inventory (CTI)

career development inventory which aims to improve the quality of an individuals career decisions by measuring and identifying negative or dysfunctional career thoughts Scales - Decision-making confusion - Commitment anxiety - External conflict: difficulty balancing own views/desires with other's input

Career Maturity Inventory-Revised (CMI-R)

career development inventory which assesses career choice attitudes and competence Scales: - Attitude scale: measures attitude toward decision making, including decisiveness, involvement, orientation to work, independence, compromise - Competence test: comprehension and problem-solving abilities that are vital to vocational decision making

Career Decision Scale

career development inventory which measures degree of vocational indecision and identifies career decision-making difficulties Scales: - Certainty scale - Indecision scale

Lifespan (Super)

career development occurs continuously in 5 stages: growth (childhood), exploration (adolescence), establishment (early adulthood), maintenance (middle adulthood), disengagement (late adulthood)

Career planning services vs. career counseling services

career planning - active provision of information (e.g. resume review, job search assistance, administering career assessments) to assist client with specific need career counseling - establishment of counseling relationship to assist clients with career and personal development concerns

Archway Model

clarifies how biological, psychological, and sociological determinants influence career development via self-concept and reveals diverse life roles over an individual's life span.

Standard Occupational Classification (SOC) Manual

codes job clusters via similar worker function; used by federal agencies to collect, classify, and report data

Lifespan and developmental career theories

concerned with how growth and maturation affect the way individuals handle career issues throughout their lifespan ex: Gottfredson's theory or circumscription, compromise, and self-creation; Super's lifespan, life-space career theory; Schlossberg's transition theory; Hopson & Adam's model of adult transitions

Work interface

connection between family and work

Consistent vs. inconsistent Holland types

consistent - three-letter profile contains adjacent types on hexagon (ex: RIA) inconsistent - three-letter profile contains types that are not adjacent on the hexagon (ex: RAE)

Schlossberg's Transition Theory

describes four types of transitions: Anticipated: happen for most individuals over the lifespan (e.g., getting a job, retirement) Unanticipated: career events which are not expected (e.g., being laid off) Chronic hassles: continuous and pervasive problems (e.g., long commute) Nonevents: transitions that don't happen despite individuals desire for such events to occur (e.g., a job promotion that never happens) individual's willingness/ability to deal with transitions depends on situation, self, support, and strategies

Cognitive Information Processing (CIP) Approach

descriptive and prescriptive elements; strives to help individual make decision and to understand how the way they think influences the decision making process Pyramid of Information Processing - Knowledge Domain: self-knowledge, occupational knowledge; similar to trait and factor theory - Decision-Making Skills Domain: CASVE (communication, analysis, synthesis, valuing, execution) cognitive skills used to make decisions - Executive Processing Domain: metacognitive functions of reflecting on decision-making process, including self-talk about choice (e.g., "I am a good/bad decision maker"), self-awareness of one's process, and temporal monitoring and control functions (planning ahead)

Tiedman & O'Hara's Decision-Making Model

descriptive approach that describes two stages of career decision making: Anticipating a Choice - Exploration: try out new behaviors, fantasize about different careers - Crystallization: evaluate advantages/disadvantages of potential alternatives - Choice - a choice is made; may be confident or unsure about choice - Specification - reassess decision and clarify options Adjusting to the Choice - Induction: implementation of career choice - Reformation: adjust to new situations/people - Integration: become more comfortable/familiar with new environment

Lifespan, life-space career theory

developed by Donald Super; caused paradigm shift in career theory from one-time vocational choice to career development as a lifespan process Key concepts: lifespan, life space, self-concept,

Integrative Life Planning (ILP)

developed by Hansen; holistic approach used to assist individuals in exploring how their work is intertwined with other life roles to form a meaningful career; actively attends to diversity issues from a strengths-based perspective 6 Interrelated Life Tasks: - finding work that needs doing in changing global contexts - attending to physical, mental, and emotional health - connecting family and work - valuing pluralism and inclusivity - exploring matters of spirituality and life purpose - managing personal transitions and organizational change Counselor's role is to help clients gain awareness of these tasks, understand interrelatedness of them, and prioritize them in a manner consistent with client's needs

Career Adaptability

developed by Super, refers to an individual's readiness and available resources for coping with changing work and employment conditions four global dimensions that establish adaptability: - concern for future work life - control over future career - curiosity for exploring career posibilities - confidence to pursue career goals

Motivation and Management Expectancy Theory

developed by victor Vroom; employee performance is impacted by: - valence: providing rewards such as money, promotions, satisfaction - expectancy: what the employee feels capable of doing - instrumentality: managers following through on promised rewards

Joanne Harris-Bowlsbey

developed computerized vocational systems such as CVIS, DISCOVER, and VISIONS also trained career development facilitators internationally and wrote print-based career curriculum for high school and college-aged students

Donald Super

developed the lifespan, life-space career theory, a developmental approach to career counseling. proposed career rainbow developed several career inventories, which he called the Work Values Inventories, the Career Development inventory, and the Adult Career Concerns Inventory

Minnesota point of view

directive career counseling approach with 5 steps: - Assessing the problem, obtaining and reviewing client records and test results - Organizing and synthesizing the client information gathered to fully understand the problem - Interpreting the problem - Providing counseling to assist the client in reaching a solution (including counselor sharing advice/wisdom/POV) - Following up with the client after the solution is reached frequently uses the Minnesota Occupational Rating Scales

A. A. Brill

drew upon psychoanalytic doctrine as a career counselor; emphasized sublimation as an ego defense

Edwin Bordin

emphasized unconscious processes in career choice and development; felt that career choices could be used to solve unconscious conflicts; felt that difficulties related to job choice are indicative of neurotic symptoms

Contrast effect

evaluation of a person's characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics ex: an average interviewee looks better after a string of poor interviewees

Kuder Career Search (KCS)

interest inventory which matches respondents' top vocational interests with occupational clusters; particularly useful for those with limited work experience, seeking a new career, or engaged in retirement planning Scales - Activity preference scale - 6 career clusters: outdoor/mechanical, science/technical, arts/communication, social/personal services, sales/management, business operations

Career decision-making thoeries

focus on the career decision-making process and are less concerned with the careers people actually choose. prescriptive theories - describe ideal approaches to decision-making; Gelatt's decision-making model descriptive theories - explain how individuals actually make vocational choices; ex: Tiedeman & O'Hara decision making model, Janis & Mann's conflict model of decision

Frank Parsons

founded the Boston Vocational Bureau in 1908 developed the Trait and Factor approach to vocational guidance

In terms of genetics, Roe's theory would assert that

genetics help to determine intelligence and education, and hence this influences one's career choice

Personality inventories

identify a person's unique characteristics and styles of relating to others, tasks, and situations - Vocational Preference Inventory (VPI) - Keirsey Temperament Sorter II (KTS-II) - Myers-Briggs Type Indicator (MBTI)

Career development inventories

identify personal factors that may impede an individual's career development process. Help measure faulty career beliefs, anxiety, career maturity, and career barriers - My Vocational Situation (MVS) - Career Thoughts Inventory (CTI) - Career Beliefs Inventory (CBI) - Career Transitions Inventory - Career Development Inventory - Career Maturity Inventory-Revised (CMI-R)

Job Training Partnership Act of 1982 (JTPA)

law passed to address the needs of disadvantaged students, technical education programs, and unemployed workers

Gottfredson's Theory of Circumscription, Compromise, and Self-Creation

lifespan theory that outlines the developmental process of children and adolescents; concerned with how self-concept affects vocational choices/outcomes; emphasizes the role of gender and prestige in career decisions circumscription - limiting one's career aspirations to a set of acceptable choices based on interests and values compromise - giving up highly preferred career alternatives for less compatible but more accessible opportunities self-creation - individuals have the capability to improve their career options and integrate self-concept into decision making process; may be limited by biological or environmental factors

Career

lifetime pursuits of an individual, including work and leisure as opposed to jobs and occupations which center on industry and organizational needs

Career Ability Placement Survey (CAPS)

measures how the respondent's abilities correlate with the entry requirements of each of the COPS 14 occupational clusters Scales: - 8 subtests: mechanical reasoning, spatial relations, verbal reasoning, language use, work, knowledge, perceptual speed and accuracy, manual speed and dexterity, mathematical ability

Career Orientation Placement and Evaluation Survey (COPES)

measures valuies relevant to occupational selection and job satisfaction; 3rd part of COP System Scales - 8 dichotomous poles: investigative v. accepting; orderliness v. flexibility; practical v. carefree; recognition v. privacy; independence v. conformity; aesthetic v. realistic; leadership v. supportive; social v. reserved

Ginsberg Group

multidisciplinary team which created the first developmental approach to occupational choice Ages 11 and under: fantasy Ages 11-17: tentative Ages 17 - early adulthood: realistic

Roe's Personality Development Theory

occupational selection based on individual differences which are biological, sociological, and psychological; rooted in psychoanalytic theory and influenced by Maslow's hierarchy, argues that parental attention (overprotection, overdemanding, rejection, neglect, casual acceptance, loving acceptance) influences occupational decisions by creating unconscious motivators

Self-efficacy

one's sense of competence and effectiveness; may not match actual abilities

Chaos Theory of Careers

posits that people live in a complex and ever changing world. As a result careers are seen as dynamic systems that are not accurately represented by the simplicity of trait and factor approaches. complexity; we live in increasing complex worlds nonlinearity: our career trajectories are non-linear unpredictability: stresses the influence of chance events on career emergence: patterns can still emerge throughout your career

Computer-assisted career guidance (CACG) systems

provide assessments that foster an individual's self-awareness, occupational and educational information, and career planning tools; frequently used with students K-12 aka computer-based career information systems (CBCIS) ex: DISCOVER, SIGI, PLUS, Choices

Family and Medical Leave Act (FMLA) of 1993

requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies; during this time, employees cannot be terminated or forced into a lower position

Individual with Disabilities Education Improvement Act (IDEA) or 2004

requires schools to provide special education and related services and mandates that individuals with disabilities receive transition services to facilitate their move from school to employment or further education

Self-Directed Search (SDS)

self-administered/scored/interpreted interest inventory based on Holland's hexagon model; also measures self-estimates of abilities and competencies

Campbell Interest and Skill Survey (CISS)

self-report interest and skill survey Scales: - 7 orientation scales (influencing, organizing, helping, creating, analyzing, producing, adventuring) similar to Holland's codes - 25 scales of interest and skill within each of the 7 orientation scales - 60 occupational scales

Holland's theory of types

six personality and work environment types that should match for maximum satisfaction Realistic, Investigative, Artistic, Social, Enterprising, Conventional

Robert Rosenthal

studied experimenter bias, a researcher's unintended influence on the behavior of subjects

Recency effect

tendency to remember recent information better than earlier information in career settings, tendency of employer to rate employee primarily on most recent performance

Interest inventories

test that help you identify the activities you enjoy the most; not necessarily correlated to ability or job success - Strong Interest Inventory (SII) - Campbell Interest and Skill Survey (CISS) - COP System: Career Occupational Preference System Interest Inventory (COPS), Career Ability Placement Survey (CAPS), Career Orientation Placement and Evaluation Survey (COPES) - Self-Directed Search (SDS) - Transition-to-Work Inventory, 3rd ed. - Kuder Career Search

Occupational Information Network (O*NET)

the U.S. Department of Labor's Web site that provides comprehensive information about jobs and careers replaced the Dictionary of Occupational Titles organized/classified by the Standard Occupational Classification System

Nonlabor force

those individuals not looking for a job

Roe's occupational classification system

two-dimensional classification system with 8 groups/fields and 6 levels; the first to do so Groups: Service, Business contact, Organization, Technology, Outdoor, Science, General cultural, Arts & entertainment Levels: Professional & Managerial 1, Professional & Managerial 2, Semiprofessional & Small Business, Skilled, Semiskilled, Unskilled the Vocational Interest Inventory (VII) makes use of this classification system

Recycling (Super)

when an individual enters a stage that they have been through before

Role overload

when expectations associated with multiple roles exceed individual's time/energy/ability to perform the role adequately

Reentry women

women who go from working within the home to working outside the home