Career Development

E.G. Williamson

*refined the trait-factor approach to involve 6 steps: 1. analysis 2. synthesis 3. diagnosis 4. prognosis 5. counseling 6. follow-up

Career-Related Definitions

1. Job: one person in one position doing a set of tasks 2. occupation: a definable work activity found in many locations (counseling, welding) 3. career (narrow): a series of jobs and occupations one does 4. career (middle): the education, training, work experience, and related professional activities associated with one's occupation 5. career (broad, Super): all of the work and other life roles one engages in 6. lifestyle: the person's orientation and preference in regard to career, family, leisure, place of residence, work climate, and overall style of life

John Krumboltz

1. Learning Theory of Career Counseling (LTCC) 2. used Bandura's social learning theory to identify the principal concepts for this theory of career development and career counseling 3. reinforcement theory, cognitive information processing, and classical behaviorism are important concepts 4. career development and career decision making involve 4 factors: genetic endowments and special abilities; environmental conditions and events; instrumental and associative learning experiences; task approach skills (problem-solving skills)

Personality Tests

1. Myers-Briggs Type Indicator

Aptitude Tests

1. O*Net Ability Profiler (formerly General Aptitude Test Battery, GATB) 2. Armed Services Vocational Aptitude Battery (ASVAB) 3. Differential Aptitude Tests (DAT) 4. Each of these measures several aptitudes and many are the same on each instrument such as verbal reasoning, mathematical reasoning, spatial perception

Values

1. O*Net Work Importance Profiler 2. Super's Work Value Inventory 3. Minnesota Importance Questionnaire

O*Net

1. Occupational Information Network 2. a free comprehensive database of worker attributes and job characteristics 3. Three major components are: Find Occupations, Skills Search, and Crosswalk 4. replaces the "Dictionary of Occupational Titles"

Roe's Six Levels

1. Professional and managerial (highest level) 2. Professional and managerial (regular) 3. semi-professional and managerial 4. skilled 5. semi-skilled 6. unskilled

Holland's 6 Personality Types: RIASEC

1. Realistic: aggressive; prefers explicit tasks requiring physical manipulation; has poor interpersonal skills (mechanic, technician) 2. Investigative: intellectual; prefers systematic, creative investigation activities; has poor persuasive and social skills (chemist, computer programmer) 3. Artistic: imaginative; prefers self-expression via physical, verbal or other materials; dislikes systematic and ordered activities (artist, editor)

Computer-Assisted Career Guidance Systems: SIGI 3 and DISCOVER

1. SIGI 3: System of Interactive Guidance and Information 2. DISCOVER 3. these two systems have extensive assessment components measuring interests, values, skills 4. do college major matching, provide guidance activities and occupational information

Roe's Eight Fields

1. Service 2. Business contact 3. Managerial 4. General cultural 5. arts and entertainment 6. technology 7. outdoor 8. science *the last three contained the non-person oriented occupations

Interest Tests

1. Strong Interest Inventory (SII) 2. Self Directed Search (SDS) 3. Kuder Career Search Planning System 4. O*Net Interest Profiler 5. COPSystem 3C (measures interests, abilities, values) 6. Campbell Interest and Skill Survey

Undecided & Indecisiveness

1. Undecided: implies the individual needs more information and then can or will make a decision; a state of being 2. Indecisiveness: an ongoing trait of the individual which implies that even with more information, they have problems making a decision 3. different counseling approaches are indicated based on whether the individual is undecided vs indecisive 4. with an indecisive client, personal counseling may be necessary before career counseling is helpful

Career Development

1. a lifelong process in which we develop values, skills, interests, and knowledge of the world of work 2. in this process, we also make decisions and implement these decisions throughout education and work

World-of-Work Map

1. a method of organizing families of occupations and was developed by ACT 2. Incorporates the Holland codes by creating a circle of occupations organized by the primary tests of working with: people, data, things, ideas 3. ACT identified 26 career areas, and using their career exploration materials, over 500 specific occupations can be identified as well as hundreds of college majors

John Holland

1. a typology 2. although much of Holland's theory is actuarial or structural in approach, he goes to considerable lengths to explain how types develop 3. furthermore, types provide the energy and motivation to do certain things, learn certain skills, associate with particular people, and avoid other skills as well as people 4. to Holland, career choice is an expression of personality 5. we choose a career based on the stereotypes we hold about different jobs or careers 6. developed 6 modal personal orientations (personality types) which developed based on genetic factors, environment, and parental influences

Gottfredson's 4 Stages: Orientation to Internal Unique Self

1. ages 14+ 2. in occupational selection as a teen or adult, internal factors such as aspirations, values, and interests are critical

Gottfredson's 4 Stages: Orientation to Size and Power

1. ages 3-5 2. children have neither size nor power 3. they are concrete thinkers and begin to understand what it means to be an adult 4. even as young as age 3 they can name occupations they would like to do

Gottfredson's 4 Stages: Orientation to Sex Roles

1. ages 6-8 2. children learn that adults have different roles, and occupations are sex-typed 3. even today, most occupations are performed primarily by one sex or the other

Gottfredson's 4 Stages: Orientation to Social Valuation

1. ages 9-13 2. there is greater awareness of values held by peers, family and community 3. occupations vary greatly in social value--desirability

Robert Hoppock

1. also a needs-based career theorist 2. identified a number of hypotheses which addressed the role of needs in choosing, changing and being satisfied with career

Dictionary of Occupational Titles (DOT)

1. although the O*Net has replaced the DOT, it's still available 2. about 12,000 different jobs are defined 3. over 20,000 different titles of jobs in this US Department of Labor document 4. contains occupational descriptions including duties, tasks, and tools used

Dissociated Worker

1. anyone who becomes unemployed because of obsolete or no longer needed skills, downsizing, rightsizing, company relocation, shutdown, or high unemployment

Hidden Job Market

1. approximately 80% of jobs are not advertised or generally known 2. these jobs are most apt to be identified through networking 3. most employers now list position vacancies on their websites 4. failure to examine these employer websites will decrease valuable job-hunting information

Career Counseling Process: Problem Identification

1. as a result of sharing, the counselor and client should develop a better understanding of the issues or problems confronting the client 2. without this information, career counseling will lack direction and focus

Career Counseling Process: Establish a Relationship

1. as with all counseling, career counseling is build upon a relationship between a career counselor and a client 2. in addition to helpful personality characteristics of the counselor, certain conditions experienced by the client in career counseling will facilitate sharing of issues with the career counselor

Career Counseling Process: Assessment

1. assessment is a continuous process and occurs from the moment the career counselor meets the client 2. assessment might include the use of standardized and non standardized instruments 3. some level of assessment continues until termination

Career Guidance

1. assists people in understanding and acting upon self-knowledge and knowledge of opportunities in work, education, and leisure 2. to develop decision-making skills

Nancy Betz & Gail Hackett

1. believed that these concepts about self-efficacy explain gender differences in career choice 2. society empowers males, through expectations, to pursue a wider range of occupations than females and this may help explain why more men pursue math and science majors and careers

Outplacement Counseling

1. career counseling provided to workers of an organization who are to be terminated 2. might include assessment, career counseling, job seeking skills development, and job placement assistance

Career Counseling & Individual Differences

1. counselors must be sensitive to the unique characteristics presented by each client 2. career counselors must be committed to self-reflection and aware of the personal, social and occupational oppression that many ppl have experienced

Family and Medical Leave Act (FMLA)

1. covers employers with 50 or more workers 2. federal law provides up to a total of 12 weeks of unpaid leave during any 12 month period 3. may be taken by a new parent or to care for an immediate family member who is ill

Tiedeman & Miller-Tiedeman

1. decision-making model 2. Tiedeman (w/ O'hara) believed that career development occurred as part of cognitive development as one resolved ego-relevant crises 3. for them, career development paralleled the eight psychosocial stages identified by Erikson 4. Tiedeman saw life decisions and career decisions as integrally related 5. career decision making is a continuous process consisting of two phases: anticipation or preoccupation and implementation or adjustment

Super's Archway Model

1. developed as a graphic representation of the many determinants that comprise one's self-concept 2. one pillar of the archway represents the factors and variables within the individual that influence career development such as needs, aptitudes, interests, and achievements 3. the other pillar includes external factors such as family, community, and labor market 4. at the top of the arch between the two pillars is the Self of the individual

Linda Gottfredson

1. developmental 2. this newer (1980s) career development theory is called "Circumscription and Compromise" and focuses on the vocational development processes experienced by children 3. vocational self-concept is central and influences occupational selection 4. individuals circumscribe (narrow down occupations) and compromise (opt out of unavailable or inappropriate occupations) as they develop

Ginzberg, Ginsburg, Axelrad, & Herma

1. developmentalists first presented their theory in 1951 and believed occupational choice progressed through three periods 2. based their early theoretical formulation on a small group of middle-class males who supposedly had freedom of choice in occupation 3. decision-making was important and was influenced by adolescent adjustment patterns 4. later, Ginzberg agreed that occupational decision-making is a lifelong process 5. stimulated future research 6. Super, for example, found many concepts in this theory useful in the formulation of his own a few years later

Career Counseling

1. emphasis is on career development of an individual with special attention to values and attitudes 2. in a dynamic environment with a focus on self-understanding, career information, and career planning and decision making

Issues With Economy

1. even with official national unemployment rate between 5-6%, millions of additional workers are unemployed because they have become "discouraged" and are no longer seeking employment 2. one consequence of the uncertain employment situation is the increase in worker stress 3. the demand for employee assistance services by workers has increased many fold over the past few years

Krumboltz 4 Factors: Environmental Conditions & Events

1. events and circumstances influence skill development, activities, and career preferences 2. natural resources, economic conditions, and legislation may be involved

Holland's 6 Personality Types

1. every person has all 6 types in varying amounts 2. occupational environments may be categorized into the same six types because environments are defined by the people in that environment 3. one value of Holland's theory is that there are many methods for determining an individual's type 4. developed the Vocational Preference Inventory and Self-Directed Search 5. Strong Interest Inventory and Career Assessment Inventory have adopted Holland's typology 6. focused questions in an interview can usually determine the individual's Holland type as well 7. Most occupations in the US have been assigned a Holland type and can be found in the Dictionary of Holland Occupational Codes

Super's Career Pattern Study

1. examined the vocational behavior of 9th graders all the way into their 30s 2. those adolescents who were career mature and achieving in high school tended to be more career mature and successful as young adults

Unemployment

1. experienced differentially depending on cultural/ethnic group 2. from lowest to highest unemployment, the current order is as follows: white male, white female, Hispanic male, Hispanic female, black female, black male

Family Issues That Influence The Workplace

1. families are forming later and fewer children are the norm 2. single heads-of-household are common and in part reflective of the high divorce rate 3. "traditional" family of father working and mother staying home to care for children is no longer the norm 4. acceptance of cohabitation before/instead of marriage has delayed or precluded marriage

Ginzberg, Ginsburg, Axelrad, & Herma: 3 Periods of Occupational Choice

1. fantasy (birth to 11): play becomes work oriented 2. tentative (11-17): four stages in this period are interest, capacity, value, and transition 3. realistic (17+): three stages in this period are: exploration, crystallization, and specification

Workforce Innovation and Opportunity Act

1. federal law passed in 2014 2. consolidates programs for employment and training, adult education as well as programs under the 1973 Rehabilitation Act 3. Replaces the Workforce Investment Act of 1998

Issues For Long-Term Unemployment

1. following a recession, the number of long-term unemployment rises 2. many short-term unemployed become long-term 3. with increasing length of unemployment, discouragement occurs and less effort may be put into a job search 4. there is evidence that employers may discriminate against the long-term unemployed 5. one study found that employers preferred shorter-term unemployed with less skill than longer-term unemployed who had more skill

Gays, Lesbians, Bisexuals, & Transgendered

1. for LGBT persons, a major conflict is whether to come out and the potential repercussions on the job 2. discrimination by some employers (especially jobs like caretakers and teachers) is still very strong 3. many employers do not recognize same-sex partners for benefit purposes

Encore Careers

1. for a number of reasons, many retired individuals by choice or necessity are returning to work 2. typically they do not go back to their pre-retirement employer and thus do a "work encore" in some other kind of employment

Computer-Assisted Career Guidance Systems: CHOICES and CIS

1. have limited assessment components, but have very good information files covering occupations and colleges 2. some also have military occupations, financial aid, apprenticeship files, etc 3. Many states have their own Career Information system (CIS) which includes assessment, occupational search activities, occupational information and educational info 4. other software is available for resume writing, interviewing skills, and job matching

Potential Conflicts for Dual-Career/Dual-Earner Couples

1. home and children chores are not equitable (asymmetry of roles) 2. whose job takes precedence if a career move is offered 3. time for leisure 4. the woman may make more money than the man 5. Identity Tension Line: the comfort area each sex has based on sex role socialization; going beyond (doing opposite sex chores) may create tension 6. current research indicates that when the woman becomes the second earner, she typically maintains the majority of her original household and children chores in addition to her new job

Adults In Career Transition

1. identify issues; values and needs may be changing 2. skills may be obsolete; retraining considered 3. physical capacities may be changing 4. family structure; empty nest issues 5. leisure, lifestyle, pre-retirement issues 6. may lack information resources and job-seeking skills

Contextualism

1. implies that career development is a constant interplay of forces within the individual, within the environment, and the interaction between the two 2. one cannot separate (remove) individuals from their environments (context) and the individuals' perceptions and information organizing processes create their reality

Decision Models

1. in applying a decision-making model to career development, several factors which might affect decision-making are: a. risk taking style b. investment (by chooser, such as time/money/deferred gratification) c. personal values d. self-efficacy

Family/Gender Issues

1. in career counseling, family and gender issues must be addressed 2. family of origin issues are sometimes expressed in occupational choice and workplace behavior 3. an occupational family tree or venogram may be used in career counseling 4. career couples counseling may be appropriate at times

Gottfredson: Zone of Acceptable Alternatives

1. individuals develop a cognitive map of occupations based on sex-type, social value (prestige), and field of work (interest area) 2. A zone of acceptable alternatives is identified and occupations within this range are consistent with the individual's self-concept

Manifested vs Expressed Interests

1. knowing a person's interest can help predict future occupational selection and satisfaction with an occupation 2. Expressed Interests: those spoken or reported 3. Manifested Interests: determined by examining what a person is studying (college major), previous jobs held, and what activities the person likes 4. Tested Interests: measured via inventories or tests

Krumboltz's Learning Theory of Career Counseling

1. learning experiences over the lifetime influence career choice 2. an individual's generalizations and beliefs may be problematic and may need to be challenged by the career counselor 3. new beliefs and courses of action may need to be learned and substituted 4. unplanned and chance events will influence an individual's career development, and such occurrences should be expected and taken advantage of 5. Krumboltz refers to these events as "planned happenstance"

Compensatory vs Spillover Theory of Leisure

1. leisure includes periods of time in which a person engages in activities or pursuits chosen freely 2. do you compensate (in terms of using skills, abilities, interests) for what you cannot do on the job--so you do very different things off the job? 3. does what you do on the job "spillover" into your leisure--so you do the same kinda of activities, using the same skills

Career Theory Limitations

1. many career theories had origins in 50s and 60s w/ data from small samples usually comprised of young, white, middle-class males 2. many samples were college-educated 3. non-whites and women were often excluded 4. over the years, issues such as workplace trends, women in labor market, an increasing multicultural population, single family homes, and dual-earner families argue for modifications in career theories 5. most good theories are still evolving

Social Cognitive Theory & Self-Efficacy

1. many concepts are based on Bandura's social learning theory 2. a cornerstone of that theory is self-efficacy which postulates that an individual's expectations will influence whether a behavior will be initiated, how much effort will be expended, and how persistent the individual will be in the face of barriers 3. in short, self-efficacy theory is an individual's belief that he or she can perform some task or be successful in some endeavor 4. In the career domain, these beliefs will influence choice, performance, and persistence

Dual-Career or Dual-Earner Couples

1. many individuals work but do not have careers in the traditional sense 2. however, they have 'jobs' and are wage earners

Krumboltz's Career Beliefs Inventory

1. may be used to identify clients' mental barriers preventing them from taking action

People With Disabilities

1. most disabilities aren't perceptible 2. functional limitations and the person's adjustment to them need to be determined 3. self-concept and social/interpersonal skills should be assessed 4. independent living/coping skills may be an issue 5. counselor advocacy role with potential employers may be necessary 6. state vocational rehab services offer specialized assessment and placement 7. know "Americans with Disabilities Act"

Personal vs. Career Counseling

1. most professionals believe that career counseling is personal counseling 2. clients are holistic with problems and concerns that are multifaceted and overlap in several domains of life including home, work, family

Occupational Outlook Handbook (OOH)

1. national document published by the US Department of Labor 2. its current (published every 2 years) and contains job trend data, employment projections for the next 10 years, jobs of the future, occupational information, salary data, etc. 3. it's the document most used by career counselors as determined by a national survey

Ann Roe

1. needs approach 2. believed that genetic factors, environmental experiences, and parent-child relations influenced the needs structure each child developed 3. parental influences and early childhood experiences were viewed as major determiners 4. later, occupational selection would be a function of those needs 5. Roe believed that careers were chosen to meet needs through either person oriented or non-person oriented occupations 6. this part of the theory was not well supported by research 7. Roe developed a field-by-level classification of occupations

Gender Issues That Influence The Workplace

1. number of women in the labor market is nearing 75% of all working-age women; many of these women work part-time 2. women make up about 47% of the workforce; more men than women lost their jobs in the recent recession 3. women earn between 70% and 80% of what men earn with greater wage equality among younger workers; but more women work part-time 4. women are earning more undergrad and masters degrees than men and nearly as many as men in law and medicine 5. women still assume primary responsibility for children and taking care of sick/elderly parents 6. "glass ceiling:" set of restraints, typically imposed by men, which impact women's ability to move up the career ladder within an organization

Career Education

1. originally career education was a strategy of infusing career development concepts into existing kindergarten through high school curricula 2. Ken Hoyt, a long-term leader in the field, was closely associated with this concept 3. Career education promotes career awareness and development concepts with school children via classroom activities, guest speakers, field trips, internships and part-time employment for older students

Cultural Diversity

1. perceptions of power, work, time, and counseling will vary across cultures 2. be aware and sensitive to collectivistic vs individualistic cultures 3. counselors use procedures/techniques consistent with cultural values 4. level of acculturation signifies the extent to which someone has learned and adopted beliefs and world-view of another culture 5. minority groups have less vocational information 6. be aware of socio-political environment and history

Retirement Counseling

1. ppl who retire may transition to a number of new and different roles 2. assists ppl in their transitions including the examination of their circumstances, options, fears and possibilities which will prevail following employment 3. may include addressing family, home, leisure, employment, social, medical, financial, and legal concerns

Krumboltz 4 Factors: Task Approach Skills

1. problem-solving skills 2. work habits 3. mental sets 4. emotional and cognitive responses

Mark Savickas (Life-Design Paradigm)

1. proponent of a postmodern career counseling approach based on career construction theory 2. career counselor isn't viewed as the expert with infallible scores from inventories but rather as an active agent in assisting career clients to make sense of their life and work in order to be successful and satisfied 3. recently Savickas presented the concept of life design as a paradigm for career intervention 4. in this paradigm, individuals construct careers through identifying and presenting small stories in response to a few questions 5. these stories are deconstructed with the help of the counselor and then reconstructed

H.B. Gelatt: 5-Step Decision-Making Process

1. recognize a need to make a decision 2. collect data and look at courses of action 3. besides looking at courses of action, examine potential outcomes and their probability 4. attend to your value system 5. evaluate and make a decision (choose), and the decision can be investigatory or permanent

Situational Models of Career Development

1. situationally, the environment and its opportunities influence the work an individual does 2. local labor market conditions, educational/training and employment opportunities, as well as the mix of employers will impact what is available and often determines an individual's career development

Trait-Factor Theory Meaning

1. study the individual (trait) 2. survey occupations (factors) 3. match the person with an occupation (using true reasoning)

Career Counseling Process: Implementation & Follow-Up

1. the career decision made in the previous step is implemented 2. this will be highly idiosyncratic depending upon the individual, their circumstances, and the educational, employment, or other opportunities found in the environment 3. Follow-up with the client should occur as agreed upon

Outsourcing

1. the cost of labor is cheaper in other countries (especially developing countries) so many US companies ind it economically rewarding to shift some or all of their operations out of the US 2. this includes goods-producing companies as well as those that provide information and technical services

Portfolio Careers

1. the fact that many workers are engaged in more than one line of work at the same time 2. these jobs may or may not require similar skills

Occupational Changes

1. the fastest growing occupational clusters during the next ten years will be healthcare/personal assistance, and professional and related occupations 2. occupations with most job openings will be: registered nurses, personal care aides, and retail salespersons 3. slowest growing occupation clusters: lumber workers, locomotive firers, and postal service clerks 4. within government, federal employment will decrease during the next 10 years but state and local government will increase

Constructivism/Contextualism

1. the goal for the career counselor is to encourage the client to make meaning of his or her situation 2. because context is so important, unraveling (dissecting) events into very small pieces may be counterproductive and reduce the possibility for constructing personal meaning 3. the focus of attention is actions which are cognitively and socially based 4. these actions are viewed from three perspectives: the behavior which occurs, the internal state (affect), and their social meaning

Holland's Hexagon

1. the types must be arrayed around the hexagon in the order indicated 2. Consistency: adjacent pairs of types are more psychologically alike than non-adjacent pairs of types 3. Differentiation: an individual's profile of six types has significant highs and lows (differentiated) or the profile of six types tends to be flat (undifferentiated) 4. Congruence: the individual's type and the environment type are the same 5. Vocational Identity: high identity individuals are those who have a clear and stable picture of their interests and goals 6. very popular, many others have incorporated theory into their own work

Actuarial Career Theories

1. theorists from this perspective focused on some 'structure' of the individual such as needs, traits, interests, etc., and designed a theory of how career development occurs from that basis 2. examples: trait-factor and needs-based theories

Developmental Career Theories

1. theorists from this perspective viewed career development as occurring over time, usually through stages 2. this process of career development could include various 'structures' such as self-concept and need

Sociological Models of Career Development

1. there are sociological reasons why people choose the work they do 2. ppl choose what they know about/what they're exposed to 3. ethnic group membership and cultural factors influence individuals toward and away from certain careers 4. other factors which may influence career choice: risk behavior, work identity, and career mobility

Relationship of Education to Income

1. there is a strong positive relationship between levels of education and income including lifetime earnings 2. there is a strong negative relationship between level of education and unemployment

National Career Development Association & National Employment Counseling Association

1. these are divisions within the American Counseling Association which relate to career development and employment issues

Constructivism

1. this approach suggests that individuals construct their own reality or truth through their own way of organizing information 2. this becomes a very subjective phenomenon and focuses on how individuals extract meaning from their present situation

Krumboltz 4 Factors: Genetic Endowments & Special Abilities

1. this includes inherited qualities which may set limits on career opportunities

Krumboltz 4 Factors: Instrumental & Associative Learning Experiences

1. this is learning through reactions to consequences, results of actions, and through reactions to others 2. reinforcement and non-reinforcement of behaviors and skills are important 3. associative learning experiences come from associations learned through observations and written materials 4. they influence an individual's perceptions

Career Counseling Process: Provide Information

1. this step relies on the career counselor as expert to provide pertinent information 2. focus is on informing the client of possibilities, opportunities, and resources helpful in addressing their specific career problem 3. often, much of this information can be gathered by the client with appropriate direction, rather than given to the client directly

Displaced Homemaker

1. traditionally a woman who is a former homemaker whose children may be in school or gone 2. she is looking for employment and may be divorced or widowed 3. issues for her may include lack of information about the labor market, poor job-seeking skills, no support system, and shaky self-concept

Computer (Internet) Resources

1. use of internet in career development is critical 2. clients should be encouraged to use all technology including social media sites rather than be overcautious and not use them 3. social media can be used to present the client's qualifications, interests, goals, and activities which enhance their employability 4. tech media can be used to explore job openings, research prospective employers, provide info to potential employers, do job interviews and network with those who might be helpful about career possibilities

Testing/Assessment in Career Counseling

1. when using tests and inventories, counselor must be sensitive to the instrument's appropriateness for that client's cultural and linguistic context 2. is that test or inventory functionally equivalent within that client's culture as for the culture for which the instrument was originally designed

Career Counseling Process: Decision Making

1. with the help of the counselor, the client has identified the problem, participated in assessment process, and has gathered and been given information 2. decision making is next

Linda Gottfredson

1. young children (ages 6-8 or younger) tend to choose occupations which fit their gender 2. preadolescents tend to choose occupations which have social values consistent with their perceived social class 3. they may also rule out occupations which are inappropriate because of a mismatch in ability, intelligence level or cultural factors 4. in the teenage years and later, self-awareness of personal characteristics helps determine which occupation is selected

Holland's 6 Personality Types: RIASEC

4. Social: prefers activities that inform, develop, or enlighten others; dislikes activities involving tools or machines (teacher, counselor) 5. Enterprising: extroverted; prefers leadership and persuasive roles; dislikes abstract, cautious activities (manager, sales personnel) 6. Conventional: practical; prefers ordered, structured activities; dislikes ambiguous and unsystematized tasks (file clerk, cost accountant)

Social Cognitive Theory & Self-Efficacy

5. personal agency reflects an individual's ability and power to achieve objectives 6. self-efficacy can be strengthened through learning experiences such as: a. personal performance accomplishments b. vicarious learning c. social persuasion d. physiological states and reactions 7. the career counselor can structure these learning approaches to increase a client's self-efficacy

Computer (Internet) Resources

5. starting in high school and continuing into college, individuals should be concerned and develop an online brand 6. this is the online image or reputation which will be of interest to employers 7. academic experiences, volunteer activities, awards, ideas, and travel can all help develop a personal brand

Tiedeman & Miller-Tiedeman

6. later emphasized the importance of the individual in the decision making process 7. the personal reality (I-power) of the individual was at the center of this potential for self-improvement and subsequent self-development 8. through a continuous process of differentiating one's ego development, processing developmental tasks, and resolving psychosocial crises, career development takes place

Mark Savickas (Life-Design Paradigm)

6. using these small stories, the counselor coconstructs with the client a life portrait or identity narrative and assists the individual to construct this career story into a new episode 7. focuses on: contextual possibilities, nonlinear progress, dynamic processes, multiple perspectives, and personal patterns which represent the world of work today 8. takes into account the changing nature of the workplace including the need for workers to be flexible, continuously employable, and have the ability to be temporary, contingent, casual, freelance, and self-employed

Dictionary of Occupational Titles (DOT) Codes

each occupation has a 9-digit code number 1. first 3 digits: general category, division, and group of occupations 2. middle 3 digits: represent data-people-things--the lower the number (0 is lowest) the greater the involvement of that job with data, people, or things

Tiedeman: Anticipation or Preoccupation

the following phases: 1. exploration 2. crystallization 3. choice 4. clarification

Tiedeman: Implementation or Adjustment

the following phases: 1. induction 2. reformation 3. integration

Theories of Career Development

1. 5 theories: Donald Super, John Holland, Linda Gottfredson, John Krumboltz, and Mark Savickas 2. other theories have historical value and newer ones are introduced regularly 3. some human growth and development theories (Erikson and Levinson) have implications for career development

O*Net Assessment Tools

1. Ability Profiler 2. Interest Profiler 3. O*Net Computerized Interest Profiler 4. Work Importance Profiler 5. Work Importance Locator

Later Super

1. By the 70s, Super viewed career development as more holistic, that is, involving more of the individual than just the job or career 2. he presented the concept of a life-career rainbow which included the life span with its major stages and life space with consists of the roles we play 3. 9 major roles we play in life: child, student, citizen, spouse, homemaker, parent, worker, leisure, and pensioner 4. roles are played out in 4 theaters which are: home, community, school, and workplace

Goals of Career Education

1. Career Awareness (elementary level) 2. Career Exploration (middle or junior high) 3. Career Orientation (high school) 4. Career Preparation (high school)

Reardon, Lenz, Sampson, & Peterson (2008)

1. Cognitive Information Processing & Career Development (CIP) 2. a procedure for soling career problems was developed based on a series of assumptions which emphasize cognitions, information, and problem solving 3. The sequential procedure is known as CASVE

Cognitive Information Processing: CASVE

1. Communication: identifying the career-related needs of the client 2.. Analysis: identifying the problem components and placing them in a conceptual framework 3. Synthesis: formulating courses of action or alternatives 4. Valuing: judging each action as to its potential for success or failure and impact on others; this is a prioritizing process 5. Execution: developing plans and implementation strategies

John Crites: Comprehensive Model of Career Counseling

1. Counselor makes 3 diagnoses of the career problem: a. differential: what are the problems? b. dynamic: why have the problems occurred? c. decisional: how are the problems being dealt with? 2. after diagnoses, Crises advocated client-centered and developmental counseling to begin with followed by psychodynamic techniques, finally followed by trait-factor and behavioral approaches 3. Vocational Maturity: a continuous developmental process moving through a series of stages and tasks 4. Developed "Career Maturity Inventory"

Super's Vocational Development Tasks

1. Crystallization (14-18): formulating a general vocational goal through awareness 2. Specification (18-21): moving from tentative to a specific vocational choice 3. Implementation (21-24): completing training and entering employment 4. Stabilization (24-35): confirming a preferred choice by performing the job 5. Consolidation (35+): becoming established in a career; advancing; achieving status *the ages of Super's stages and tasks no longer apply because some people have gaps in their employment (careers) and recycle; this model was initially focused primarily on white, middle-class, college-educated males; Super recognized that we can repeat or recycle through these developmental tasks

Frank Parsons: Trait-Factor Theory

1. Developed Trait-Factor Theory 2. also called an actuarial or matching approach 3. Frank Parsons is also known as the "Father of Guidance" 4. Wrote "Choosing a Vocation" in 1909 5. this approach stimulated the development of assessment techniques (tests and inventories) and occupational information gathering

Donald Super

1. Developmental approach to careers 2. Super preferred a broad self-description and labeled himself a differential-developmental-social-phenomenological psychologist 3. Evolving over time, his theory has been characterized as life-span, life-space

H.B. Gelatt

1. Focuses on the decision-making process and outlines a fairly traditional 5 step process 2. His later model of career decision making is called "Positive Uncertainty" and is viewed as a whole-brained approach where rational and intuitive components must be considered in decision making

Super's Vocational Development Stages

1. Growth (birth to 14/15): development of capacity, interests and self-concept 2. Exploratory (15-24): tentative choices made 3. Establishment (25-44): trial (in work situations) and stabilize 4. Maintenance (45-64): continual adjustment process 5. Decline (65+): preretirement, work output issues and retirement he later changed decline to disengagement

Early Super

1. His early conception of career development (50s and 60s) included vocational development stages and vocational development tasks 2. According to him, self-concept was implemented in choice of career 3. He identified the concept of career maturity and later renamed it career adaptability to make it less age-related

Achievement Tests

1. Iowa Tests of Basic Skills (ITBS) 2. Scholastic Assessment Test (SAT) 3. American College Test (ACT) 4. Graduate Record Examination (GRE)