Career Counseling and Career Development Mid Term, Career Development & Counseling Theories, Career Counseling Mid-term, Career Counseling Terms & Theories, Career Development & Counseling (Mid-Term), Career Counseling Mid-Term

Type theory helps us understand

(1) where you focus your attention and energy, (2) how you acquire or gather information, (3) how you make decisions or judgments, (4) how you relate to the outer world

Bolles' Flower Exercise

A self-inventory; you learn to describe yourself in at least 6 different ways and can approach multiple job markets.

This approach has been the most durable of all career counseling theories

Trait & Factor Theory

Define Identity

provides estimate of clarity and stability of a person's identity or his/her goals and talents

Career adaptability

readiness and resources necessary to cope with developmental tasks, career transitions, and work traumas (e.g., being fire

Career maturity

readiness to master the developmental tasks of each career stage effectively.

Compromise

process by which individuals relinquish their most attractive career alternatives for less compatible but more accessible ones.

Define Compromise

process of modifying career choices due to limiting factors

C-DAC: Career Development Assessment and Counseling Four Step Process

1.Preview: Counselor reviews relevant academic or career data, establishes client's presenting concern, and sets intervention plan. 2. Depth View: assess career stage and maturity/adaptability. 3. Data Assessment: Measure vocational interests, abilities, and values (vocational identity). 4. Counseling: interpret and synthesize data to develop complete picture of the individual, use picture to develop intervention plan.

Parson's 3-step Trait & Factor Theory

1.Studying the individual 2.Surveying the occupations 3.Using true reasoning to match the individual with an occupation

What is career development?

A dynamic process that encompasses career or work related behavior throughout the lifespan - beginning in childhood, continuing into adulthood, and culminating entrance into or adjustment to retirement

Conventional "The Organizers"

Preference for Working with: data and things. Organizing office procedures. Efficiency, organization,Management of systems and data, Mathematical skills, perfectionism.

Artistic "The Creators"

Preference for Working with: ideas and people. Creativity, Imagination, Verbal-linguistic skills, Musical ability, Artistic ability. Like to work independently.

Artistic "The Creators"

Preference for Working with: ideas and people. Creativity, Unstructured, flexible environments that allow self-expression.

Model of Work Satisfaction

look at diagram.

Judging (Typology)

(1) Attitude: decisive, playful, self-regimented, purposeful, (2) work environment: focus on completing tasks, making decisions quickly

Balance between life roles enhances...

Psychosocial and career functioning

6 types most people can be categorized, per Holland

Realistic, Investigative, Artistic, Social, Enterprising, Conventional (RIASEC)

List 6 Personality Types of the Vocational Personalities and Work Environments (Holland)

Realistic: opinionated, strong Investigative: intellectual, rational, analytical Artistic: creative, abstract Social: patient, empathetic Enterprising: assertive, ambitious Conventional: precise, organized, practical

Salience inventory

extent to which individuals participate in, commit to, and expect to realize values in student, worker, citizen, homemaker, and leisurite roles.

SCCT is actually a series of overlapping but distinct models. What are the models?

1) Model of Interest Development 2) Model of Career-Related Choice Behavior* (ppl generally talk about this one) 3) Model of Task Performance 4) Model of Work Satisfaction

Outcome Expectations are influence by

1) Outcomes received in past endeavors 2) Observations of family/friends 3) Media 4) Self-efficacy!

Investigative "The Thinkers"

Preference for Working with: things and ideas. Scientific, analytical ability

Biological influences

•Biochemical imbalances, brain structure and functions, central nervous system, inherited genetic, etc.

Biosocial Model

•Biological influences •Psychological influences •Social/Cultural influences

Intuition (Typology)

(1) focus on the possibilities (sixth sense), (2) patterns & expectations, (3) work environment: prefer adding new skills, looks at the big picture, patient with complexity

Five Steps series to Trait & Factor Approach

(1)Analysis: examining the problem and obtaining available records and testing on the client, (2)Synthesis: summarizing and organizing the information to understand the problem, (3)Diagnosis: interpreting the problem, (4)Counseling: aiding the individual in finding solutions, (5)follow-up: assuring proper support after counseling had ended.

Norms (assessment instrument)

An individual's score compared to a normative sample

Bandura's general social cognitive theory

Assumes that a person's agency, or self-direction, guides behavior. The impact of agency on behavior may be affected (e.g., strengthened, weakened) by environmental factors.

List Trait-Factor Theories

Duane Brown Parson's Trait and Factory Theory Theory of Vocational Personalities and Work Environment (Holland) Minnesota Theory of Work Adjustment (MTWA)(Dawis)

Social Space

Zone of acceptable alternatives in each person's cognitive map of occupations or each person's view of where he or she fits or would want to fit in society.

Trait

a characteristic of an individual that can be measured through assessment.

Factor

a characteristic required for successful job performance.

Identity with respect to E=

degree to which a work setting has clear, integrated goals, tasks, and rewards; the degree to which a work setting has a limited number of related positions that are stable over time.

Define Congruence

match between person and person's environment

Each Holland's Theory personality type encompasses-

Preferred leisure and vocational activities(interests), Competencies, Problem solving style, Beliefs about the self, Life goals, Values, But in practice, interests are emphasized over other aspects

work

Purposeful activity to earn money

Realistic "The Doers"

Preference for Working with: things.

More differentiation =

easier career decision making

Needs

the specific dimensions composing values.

Self-efficacy

"People's judgments of their capabilities to organize and execute courses of action required to attain designated types of performances"

Enterprising Type

Self-confident, optimistic, sociable, ambitious, popular

Congruence

The degree of similarity between the RIASEC types of the person and the environment

PEC

The person in the work environment must achieve some degree of correspondence (congruence).

Key Characteristics of Person-Environment Correspondence Counseling (PEC)

•Work personality and work environment should be amenable •Individual needs are most important in determining an individual's fit into the work environments. •Individual needs and the reinforcers system that characterizes the work setting are important aspects of stability and tenure. •Job placement is best accomplished through a match of worker traits with the requirements of a work environment. •Lofquist and Dawis stress the significance between the relationship of job satisfaction and work adjustment.

What is work?

"The domain of life in which people provide services or create goods, typically (though not always) on a paid basis" (Brown & Lent, 2013, p. 8).

Perception (Typology)

(1) Attitude: curious, spontaneous, flexible, adaptable, tolerant, (2) work environment: focus on starting tasks, postpones decisions.

Sensing (Typology)

(1) Focus on five senses (experience), (2) Details, practicality, reality, (3) work environment: prefer learned skills, pay attention to details, make few factual errors

Feeling (Typology)

(1) Focus: human values and needs, people and harmony, (2) work environment: friendly and personal, (3) contributions: loyal support, care and concern for others

Thinking (typology)

(1) Focus: logic of a situation, truths and principles, (2) work environment: brief and businesslike, (3) contributions: intellectual criticism, solutions to problems

Goals of Career Counseling

(1) Selection of an occupation, (2) Adjustment to an Occupation

Counselor Skills (helping skills)

(1) attending skills, (2) listening, (3) paraphrasing, (4) questions (open-ended & closed), (5) statements and reflections, (6) continuation responses, (7) giving information-not opinion, (8) reinforcement, (9) family background exploration/genogram, (10) assessment interpretation, (11) provide occupational information

What are the person variables of the TWA?

Abilities & Skills

Personality Styles

How people interact with their work environments

Artistic Type

Imaginative, open, emotional, disorderly, expressive

Introversion (Typology)

(1) direct energy inward towards ideas and concepts, (2) orientation-fore thinkers, (3) work environment: quiet & concentrated, prefer to be alone, interests have depth

Extraversion (Typology)

(1) direct energy outward toward people and things, (2) orientation - after thinkers, (3) work environment: action-oriented, prefer to be around others, many interests

Scoring the Self Directed Search

•Results are put on a counting sheet. •Scores are counted per classification. •3 highest scores are places in summary code boxes. •1,309 occupations are matched to Holland Codes. •Occupational Finder is used to identify occupations with similar codes. •Test provides information about what a person's summary code means.

What are the major concepts of Gottfredson's theory?

•Self-concept •Images of occupation •Cognitive maps of occupations •Social space •Circumscription •Compromise

Definition of Work

(Super) The systematic persuit of an objective valued by oneself and desired by others; directed and consecutive, it requires effort. It may be compensated or uncompensated. The objective may be intrinsic enjoyment of work itself, the structure given to life by the work role, the economic support which work makes possible, or the type of leisure which it facilitates.

External factors for career exploration

(a) job market, (b) economy, (c) job requirements, (d) educational requirements, (e) salary range

Internal Factors for career exploration

(a) personality preferences (MBTI), (b) interests, (c) values, (d) skills/abilities

Relation of typology to career exploration

(a) summary designed to help explore career options, (b) exploration instead of selection, (c) consider type in past & future activities, (d) strengths & challenges associated with type, (e) relationship between personality type & possible careers

Four Components Necessary for change in most career counseling situations

(a) unconditional positive regard, (b) genuineness, (c) congruence, (d) empathy

SCCT - Concepts

* Based on Bandura's social learning theory * Builds on the assumption that cognitive factors plays important role in career development and decision-making. * Self - Efficacy = judging your talents & abilities * Outcome - Expectations = reinforcement & belief in result * Choice, Goals, Outcomes * Environmental Factors = (Lent, Brown, Hacket)

Basic Assumptions of HOLLAND'S Trait and Factor Theory

* Because of one's psychological characteristics, each worker is best fitted for a specific type of work * Workers in different occupations have different psychological characteristics. *Occupational choice is a single, point in time event *Career development is mostly a cognitive process relying on rational decision making *Occupational adjustment depends on the degree of agreement between worker characteristic(Holland)s and work demands

Influential Factors

* Genetic endowment & special abilities = sex, race, physical appearance, itelligence, abilities and talents * Enviorenmental conditions and events = cultural , social, political and economic forces beyond our control * Instrumental & associative learning experiences (Krumboltz)

Linking Work with Worth

* Means by which a person is tested and identified * Shapes the thoughts and of a worker * Determines lifestyle * Determines self-image and image others have of an individual (Terrence Bell)

SCCT - Triadic Reciprocal Model

* The relationship among goals, self - efficacy, & outcome expectations * Occurs with in the framework of (1) personal attributes, (2) external environmental factors and (3) overt behavior (Lent, Brown, Hacket)

Five Stages of Racial Identity Development

*Conformity. *Dissonance. *Resistance and immersion. *Introspection. *Synergy

Four Structural Career Theories

*Trait and Factor Theory. *Work Adjustment Theory. *Hollins Theory of Types. *Myers-Briggs Type Theory

Four Trait and Type Theories

*Trait and Factor Theory. *Work Adjustment Theory. *Hollins Theory of Types. *Myers-Briggs Type Theory

Narrative approach to career counseling: the career story interview.

1) Role models (self-concept) 2) Favorite magazine or television show (preferred work environment) 3) Favorite stories (how they might enact the self in a work environment) 4) Mottos (strategies for moving forward to the next step) 5) Early recollections (metaphors for "central preoccupation" or life theme)

Bandura's Three cognitive "person" variables that express agency and guide behavior:

1) Self-efficacy 2) Outcome expectations 3) Personal goals

What activities does career development entail?

1. Acquiring knowledge, formally (e.g., in a class) or informally (e.g., learning by watching parents), about the world of work. 2. Learning about one's interests, values, personality, skills, and as they relate to work. 3. Choosing careers that fit one's personal characteristics. 4. Gaining volunteer, internship, or unpaid work experience that may help one attain a desired career in the future. 5. Gaining and maintaining employment, pursuing promotions. 6. Transitioning from one career to another voluntarily or due to circumstance. 7. Planning for and adjusting to retirement.

Career Counseling Misconceptions

1. Career counseling is always brief 2. Career counseling is just formal testing 3. Computers are just as effective as counselors 4. Career counseling is unimportant

Who does career counseling?

1. Career counselors typically (but not always) have degrees in counseling from an accredited counseling program. 2. Vocational psychologists - typically psychologists from APA-accredited counseling psychology programs. 3. But also, school counselors, mental health counselors, college counselors, or social workers.

Why are career and personal counseling difficult to disentangle?

1. Clients can be both depressed (personal) and have difficulty choosing a major (career). 2. Career issues are related to other life domains: pressure to pursue a career that is a poor fit by family of origin, relationship stress in dual-career couples. 3. Career issues have emotional consequences, emotional concerns may cause career distress. 4. Personal counseling vacillates between relational or emotional concerns and career issues.

Four developmental processes are key to understanding career choice

1. Cognitive growth 2. Self creation 3. Circumscription 4. Compromise

What are types of interventions based on the Task Performance and Work Satisfaction Models?

1. Expand choices 2. build supports to cope with barriers 3. effective goal setting 4. facilitate performance

Describe the 7 Steps of Career Counseling (CIP)

1. Initial Interview 2. Preliminary Assessment 3. Mutually define problem and analyze causes 4. Formulate goals 5. Develop individual learning plan 6. Implement individual learning plan 7. Goal attainment evaluation

Applying CIP Approach

1. Prymid model can be used as a framework for careers 2. CASVE cycle used to teach decision making skills 3. Executive processing domain provides a framwork for exploring & challenging

Five Critical Ingredients of career counseling

1. Workbook or written exercises (e.g., reflect on self, set goals, make plans). 2. Individualized interpretations and feedback 3.Providing psychoeducation regarding world of work. 4. Modeling (e.g., self-disclosure of own career development, exposure to mentors or "guest speakers") 5. Increase career supports, overcome barriers (e.g., guidance seeking support from parents for career decisions)

What are the three periods of career counseling history in the U.S?

1. vocational guidance( late 19th century to 1940's) 2. career education (1950's-1990's) 3. life design (1990's to now)

Williamson's 6-step Trait & Factor Theory

1.Analysis 2.Synthesis 3.Diagnosis 4.Prognosis 5.Counseling 6.AFollow-up

Multicultural Career Counseling Model Ethnic Women

1.Establish rapport & cultural appropriate relationships 2.Identify career issues 3.Assess impact of cultural variables 4.Set counseling goals 5.Cultural appropriate interventions 6.Make decision 7.Implement & follow up

Sequence for intake interviews

1.Identifying information 2.Presenting problem 3.Current status information 4.Health & medical information 5.Social/cultural issues 6.Career choice & career development constraints 7.Clarifying problems 8.Identifying client goals

Developmental Model

1.Intake interview 2.Career development assessment & counseling 3.Data integration & narrative interpretation 4.Establish counseling goals 5.Counseling procedures & process

Trait and Factor and Person-Environment-Fit

1.Intake interview 2.Identify developmental variables 3.Assessment 4.Identify & solve problems 5.Generate PEF analysis 6.Confirm, explore, & decide 7.Follow up

Learning Theory of Career Counseling

1.Interview 2.Assessment 3.Generate activities 4.Collect information 5.Share information & estimate consequences 6.Re-evaluate, decide, or recycle 7.Hob search strategies

Super's Exploration Career Stage

14 to 24 years of age. Crystalizing: clarifying one's vocational self-concept (e.g., learning one's skills, interests, goals). Specifying: narrowing choices based on one's understanding of the vocational self-concept. Implementing: planning for and obtaining a position.

When was the National Vocational Guidance Association (NVGA) established?

1913

What influence did the Military have on vocational guidance?

1917: Army Alpha and Army Beta used to assess recruits' intelligence and abilities. Collect occupational outlook info for returning vets.

Anticipated Event

1st transition that happens in the lifespan of most people; Ex: graduation, marriage, retirement

Super posited that a typical life is structured by how many roles?

2-3

Super's Establishment Career Stage

25 to 44 years of age. Stabilizing: settling into one's position by working competently and acclimating to work climate. Consolidating: sustaining work productivity, interpersonal effectiveness, and overall adjustment. Advancing: pursue higher-level positions.

CASVE cycle

2nd dimention of CIP approach & represents a generic model of informational processing * Communications = self & envioronment * Analysis = examine where we fit * Synthesis = Crystilization of options * Valuing = how important are our options * Execution = the plan (CIP- Peterson, Sampson, Reardon, Lentz)

Unanticipated Event

2nd transition- unexpected events, such as death, being fired, transferred, company shuts down

Cognitive Information Processing (CIP)

3 dimensions - Pyramid of information processing, CASVE cycle of decision making skills, executive processing domain

Chronic Hassles

3rd transition- situations such as long commute to work, unreasonable supervisor, daily grind,

Super's Maintenance Career Stage

45 to 65 years of age. Focus on building upon the vocational self-concept developed, implemented, and explored in prior stages. May involve sustaining work proficiency, updating knowledge or skills, or innovating new ways of performing well.

Nonevents

4th transition- events that someone wishes to happen, but never does; promotion, leave and enter workforce easily (women)

Super's Disengagement Career Stage

65 years of age or older. Shift of attention from worker role to other life roles (spaces). Decelerating: reduce workloads and productivity. Retirement planning: organize finances and structure daily activities. Retirement living: decide where to live, what to do, and how to develop relationships outside of the workplace.

Trait

A characteristic of an individual that can be measured through testing

Gottfredson's Theory of Circumscription and Compromise

A developmental theory: career choice is a process rather than an event. Posits that career choice implements the social self. Seeks to explain why career aspirations and attainments vary by gender, social class, and race/ethnicity. Explicitly acknowledges and explores influence of contextual factors in career development. As in the P-E theories views career choice as a matching process.

Super's Life-Span, Life-Space Theory

A differential-developmental-social-phenomenological career theory.

Computer - Assisted Career Guidance System

A group of activities, delivered by computer, designed to assist with one or more steps of the career planning process

Integrative Life Planning (ILP) Hansen

A worldview for addressing career development rather than a theory that can be translated into individual counseling. Relates to emphasis on integrating the mind, body and spirit. Acknowledges the multiple aspects of life are interrelated.

Core Work Values

Achievement, comfort/working conditions, status/recognition, altruism/relationships, safety/support, autonomy/independence

In Savickas' Career Construction Theory an individual moves from...

Actor: behaving in reaction to environment Agent: pursue goals of their own choosing Authors: integrating actions into a coherent identity supported by a life story

Flexibility

Adjustment variable extent to which an individual can tolerate P-E discorrespondence before they are motivated to adjust

Circumscription, Stage 4: Orientation to Internal, Unique Self

Ages 14 and older. Career development becomes more of a conscious concern. Cognitive growth allows for abstract understanding of characteristics of the self and careers. Also increasingly consider influence of nonvocational roles (e.g., parent, partner) and goals. Idealistic aspiration - most favored career choice. Realistic aspiration - less desirable, but still acceptable careers, that individuals believe they can actually get.

Circumscription Stage 1: Orientation to Size and Power

Ages 3 - 5, Classify people in simplest ways - i.e., as big and powerful vs. little and week., Achieve object constancy - i.e., understand they cannot change shape by changing outward appearance, Understand that they cannot be objects, animals, or fantasy characters when they grow up., Learn that careers are roles enacted by adults. Career achievement: recognize there is an adult world, working is a part of that world, and they will eventually become adults who work.

Circumscription, Stage 2: Orientation to Sex Roles

Ages 6 to 8. Able to think concretely make crude, dichomotous distinctions in careers based on visible attributes of people - particularly gender. Children believe certain roles or behaviors - including careers -- are more appropriate for a particular gender. View "gender-consistent" or "gender appropriate" behavior as tantamount. First classification of career options is thus based on children's beliefs about the gender-appropriateness of the career. Classification of various behaviors as gender appropriate or inappropriate shapes children's engagement in those behaviors. E.g., Boys play with blocks, I am girl, thus I do not play with blocks. May reflect both biological (prenatal hormonal exposure's influence on brains) and environmental (parental encouragement to play with gender-typical toys) factors.

Circumscription, Stage 3: Orientation to Social Valuation

Ages 9 to 13. By 9, able to think more abstractly (e.g., can interpret symbols of social status). By 13, rank careers by prestige (perceived social status, influence, and power) in the same way as adults. Understand that educational attainments influence ability to climb career hierarchy. Cease considering careers that are unacceptably low in prestige for their family/community or are too difficult for them to attain. Tolerable-level boundary - lowest acceptable level of prestige. Tolerable-effort boundary - highest acceptable level of effort (and prestige). Tolerable sex-type boundary - careers acceptable for one's gender. Social space - zone of acceptable career options.

Super's Self-Concept Theory

All of us have a vocational self-concept: may not be able to articulate it at any given time; career decisions reflect our attempts @ translating our self-understanding into career terms (Biology + Geography)

Strengths of Objective Assessments

Allow clients to make comparisons with others. Are outcome oriented. Do not require as much counselor time as subjective assessments. Provide a useful starting point for consideration of career options.

What is a career genogram?

An activity in which clients present information about the careers and career development of their family visually using a "family tree."

Trait & Factor Theory (Parson)

Assumes a single career goal for everyone and career decisions are based on measured abilities. Identifies a person's traits, knows workplace factors, matches person to ONE right job.

Process Model

Answers how work adjustment occur

Cognitive Growth

As children age, their capacity for learning and reasoning expands. Cognition shifts from intuitive (pre-school), to concrete (elementary), to abstract (adolescence).

Career development theory

Attempts to explain behavior that occurs over many years and is made up of reactions to thousands of situations (for example, school), experiences (for example, hobbies), and people (for example, parents).

John Krumboltz - Learning Theory of Career Counseling (LTCC)

Based on life events that influence career selection; helps strengthen one's career development (Goal - "facilitate the learning")

Myer's Briggs Type Theory (MBTI)

Based on the work of Carl Jung, researched normal differences between healthy people, differences in behavior result from inborn tendencies to use your mind in different ways, and develop patterns of behavior

Person-Environment-Correspondence Theory (PEC)

Basic assumption - People seek to achieve and maintain a positive relationship with their work environments.

Basic Assumptions of Trait and Factor Theory

Because of one's psychological characteristics, each worker's best fitted for specific type of work. Workers in different occupations have different psychological characteristics. Occupational choice is a single, point in time event. CD is a cognitive process relying on rational decision-making. Occupational adjustment depends on the degree of agreement between worker characteristics and work demands.

Self-efficacy (SCCT)

Beliefs about our abilities to succeed; primary sources - personal performance and accomplishments, vicarious learning, social persuasion, physiological and affective states

Outcome Expectations

Beliefs about the consequences or outcomes of performing certain actions. If I do this, what will happen?

Two Basic Needs Assumption of the Minnesota Theory of Work Adjustment

Biological and psychological

Super's Growth Career Stage

Birth to age 13. Characterized by forming initial vocational self-concept (subjective view of one's skills, interests, values, abilities). Opportunities and experiences at home, play, and school though to arouse initial curiosities, fantasies, interests, and capacities → view of possible (vocational) self. Developmental tasks (concern for the future, Control over decision making, conviction to achieve, competence in work habits and attitudes.)

Similarities between counseling and I/O Psychology

Both focus on work satisfaction, performance, stress, work-life balance, and workplace equity

Person-Environment fit model

Broad application of theory to career development by studying the interaction between individuals and their environment

Social Cognitive Career Theory (SCCT) - Lent, Brown, & Hackett

Builds on assumption that cognitive factors play an important role in career development & decision making

Super's Life Span, Life Space, and Theory of Career

Career choice is a process, not just one discrete event

John Holland's Theory

Career choice is an expression of personality into the world of work followed by identification w/ occupational stereotypes

Krumboltz

Career decisions based on Social Learning Theory. Four factors impact career choice: genetic factors and special abilities; environment and special events; learning experience; and task approach problem-solving skills.

Super

Career development is the way individuals implement their self-concepts; it is a lifelong process.

Holland's Theory:

Congruence (i.e., fit) between the P and the E produces the best career outcomes. One of the most popular, widely researched, and implemented theories in vocational psychology.

Conventional Type

Careful, orderly, thrifty, obedient, efficient

Career Success Depend on what factors (MTWA)?

Celerity Pace Endurance Rhythm Correspondence

List the 7 Ways to connect spirit and work as it pertains to the Chaos Theory (Bloch)

Change: open to change in self and world Balance: finding balance among all activities of life Energy: feeling as if you have enough energy to do the things you want to do Community: working within a team or group Calling: believing that one is called to the work being done Harmony: one's talents, interests, and values harmonize with one's work environment Unity: believing that one's work has a purpose

Super's Life Roles/Life Rainbow

Child Student Worker Spouse Parent Homemaker Citizen Leisure Annuitant

What are the 9 major roles that Super proposed?

Child, Student, Leisurite, Citizen, Worker, Spouse, Homemaker, Parent, & Annuitant

What are the two types of Personal Goals?

Choice Goal: what type of activity/career one wants to pursue. Performance Goal: level or quality of performance one plans to achieve within a task or domain.

SCCT

Closely linked to Krumboltz's theory; derived from Bandura's social cognitive theory = self-efficacy, outcome expectations, personal goals

Realistic Type

Conforming, persistent, practical, honest, shy

CTI scores

Commitment anxiety, external conflict, decision-making confusion, & global assessment of DCT

Define the Decision Making Process (CASVE) for Career Information Processing (CIP) Model

Communication Analysis Synthesis Valuing Execution

CASVE cycle (CIP)

Communication - identify the problem, the gap; Analysis - thinking about alternative; Synthesis - generating likely alternatives; Valuing - prioritizing alternatives; Execution - taking action to narrow the gap

Savickas Life Design Stages

Construction Deconstruction Reconstruction Co-construction Action

Who was the Minnesota Theory of work adjustment created by?

Dawis and Lofquist (1984), two researchers from the University of Minnesota.

Congruence

Degree of fit between an individual's personality type and current or prospective work environment

Consistency

Degree of relatedness within types; the closer together 2 types are on the Hexagon, the more consistent they are (RIASEC)

Identity with respect to P=

Degree to which individuals have clear understanding of interests, goals, talents, etc.

What was Frank Parsons' approach to vocational guidance?

Develop clear understanding of self, Gain knowledge about requirements and conditions for success in different lines of work, Use "true reasoning" to determine the relation of these two groups of facts.

Why was the Minnesota Theory of work adjustment created?

Developed to guide analysis of a large amount of data gathered from research on helping vocational rehabilitation clients adjust to work after developing a disability.

E.G. Williamson (1900-1979)

Developed what is considered to be the first comprehensive theory of counseling (as distinguished from Freud's theory of psychoanalysis). Minnesota point of view approach (William's approach initially grew out of Parson's trait & factor theory)

There is not much research support for Gottfredson's Theory of Circumscription and Compromise because

Difficulty of assessing internal, psychological processes in children. Difficulty of conducting longitudinal studies to test at which specific ages processes occur. Retrospective studies have many methodological flaws.

Environmental/Contextual Influences of SCCT

Distal (Background contextual affordances. Gender or cultural role socialization, career role models, skill development opportunities) shapes learning experiences. Proximal( Dotted line that moderates goals/actions above in diagram. Emotional and social supports and barriers such as discrimination). May directly shape choice goals and behaviors. May strengthen or weaken the transformation of interests into goals and goals into actions.

Trait & Factor Theory limitations (Parsons)

Doesn't account for how interests, values, aptitudes, achievements and personalities grow and change.

Who influenced the Career Education Period and what did they emphasize?

Donald Super-Understanding career stages, Learning about developmental tasks, Practicing attitudes, beliefs, and behaviors to master tasks

Who was the Assessment of interest first developed by in the 1920's?

E. K. Strong

What is the code for a funeral direction?

ESC

Circumscription

Elimination of career options that conflict with the developing self-concept.

Linda S.Gottfredson

Emphasized Circumscription (the process of narrowing an acceptable alternatives) and Compromise (realization that the client will not be able to implement their most preferred choice)

Adjustment variables can also describe...

Environments

Self-Observation Generalizations (Krumboltz)

Evaluating one's own actual performance in relation to learned standards.

List the 5 Step Approach to Contextualist Theory of Career (Young, Valach, and Collin)

Evoking Stories Identifying Themes Interpreting the Problem Editing or Changing the Theme(s) Extending to Future

Frank Parsons

Father of Career Counseling - Model states one must have a clear understanding of yourself, a knowledge of work, & true reasoning on the relation of these two.

Frank Parsons

Father of career counseling, Social worker who focused on resettling migrant, displaced workers and and helping them find employment.

Skills

the underlying dimensions which compose an ability. E.g., Math ability is composed of arithmetic computation and reasoning skills.

Gottfredson's Theory

Focuses primarily on the career development process as it relates to the types of compromises people make

4 factors influence career decision making ( LTCC)

Genetic endowments and special abilities, environmental events/conditions, instrumental and associative learning experiences, task approach skills.

Informal Methods Assessment

Grades, SAT, ACT, GRE scores. Asking about past schooling and work experiences. Where did the client excel?

What influence did schools/education have on vocational guidance?

Greater need for elementary and secondary school education due to Child labor laws, Post-WWI population boom, Greater need for literacy in industrialized society

5 Stages of Super's Life-Span, Life-Space Theory

Growth Exploratory Establishment Maintenance Decline

Stages of Development (Super)

Growth, exploration, establishment, maintenance, disengagement. (GEEMD)

Strengths of Subjective Assessments

Help clients understand themselves at a deep level. Help clients consider the relevance of their life experiences to their career development. Help clients attach a sense of purpose to their activities. Are inexpensive to use. Actively engage clients in the counseling process. Results are clearly connected to the client responses.

Types of Services or interventions designed to prevent or ameliorate career or work related problems.

Help making and implementing career-related decisions, Help adjusting to work and managing one's career, Help negotiating career transitions and work-life balance.

Self Directive Search

Holland's assessment tool which are used to translate individuals self estimates of interest into Holland types. (Holland)

Developmental Theories characteristics

In life we progress through clear stages; each stage has a critical developmental task associated with it.

Cognitive Maps of Occupations

How adolescents and adults distinguish occupations into major dimensions, specifically, masculinity/femininity, occupational prestige level, and field of work.

Circumscription is a social process because...

Humans are inherently social animals, Humans are sensitive to where we fit in society, Career choice is a highly public expression of our self-concept.

What is the code for a Clinical psychologist?

ISA

What can a career counselor do with RIASEC information about a client?

Identify ways to fulfill inconsistent interests in creative ways and Identify ways to enhance congruence.

External conflict (CTI)

Inability to balance self-perceptions with input from significant others; difficulty in assuming responsibility for decision making.

Commitment anxiety (CTI)

Inability to commit to specific career choice; decision making anxiety.

Decision-making confusion (CTI)

Inability to initiate decision making d/t disabling emotions, lack of understanding about decision making.

Investigative Type

Independent, cautious, critical, introverted, pessimistic

Self-Creation

Individuals are unique because they vary due to complex interactions of nature (i.e., genes) and nurture (i.e., environment). Interests, values, and specific skills are relatively more influenced by the environment. Genes also influence our environment. Children's predispositions elicit particular reactions from the environment.Children vary in the extent to which they are susceptible or resistant to environmental factors.

Compromise: The Good Enough, Or Not Too Bad

Individuals seek out "good enough" career matches that meet their criteria and are easier to identify, not the most ideal career. First compromise interests, then prestige, then sex-type.

Roe's premise:

Individuals' needs structures are greatly influenced by early childhood frustrations and satisfactions.

What was the context of vocational guidance?

Industrial revolution à loss of agrarian, family-centric, permanent jobs, internal migration to urban centers

Self-concept theory

Influenced Super's Life Span/Space Theory. The self-concept is complex and composed of several roles (e.g., parent, child, worker). Career choice reflects and creates one's self-concept

Differential psychology

Influenced Super's Life Span/Space Theory. What traits (e.g., values, skills, interests, personality) predict success in what careers?

Developmental psychology

Influenced Super's Life Span/Space Theory. how do people cultivate a career across their lifetime?

Career Thoughts Inventory

Instrument to assess levels & types of dysfunctional career thoughts (DCTs) a person may have; CTI Total Score = a single global indicator of dysfunctional thinking

Personal Goals

Intentions to engage in a particular activity or to produce a particular outcome.

Key constructs of SCCT

Interests, attitudes, & values, gender & race/ethnicity

Self-Directed Search (SDS)

Is based on the work of Holland and yields scores on his six types, it is self administered and self scored

Principles of Frank Parsons

It is better to choose a vocation than merely hunt a job. No one should choose a vocation without careful self analysis. You should survey many vocations, not just drop into a convenient or accidental position. Consider expert advice. Putting thoughts down on paper is of supreme importance

Trait & Factor Theory (Parsons)

Key assumption - People have unique patterns of ability or traits that can be measured objectively & correlated with requirements of various jobs.

PEC Theory

Job placement is done best by matching work and work requirements. Each person seeks to achieve and maintain correspondence w/ his or her environment.

List Learning Theories

Krumboltz's Theory of Happenstance and Decision Making A Career Information-Processing Model of Career Choice Social Cognitive Career Theory (SCCT)(Lent, Brown, and Hacket)

What classified the Career Education Period?

Less focus on which career to choose and more emphasis on how to make career decisions.

Ann Roe (A Needs Approach)

Main focus - the impact of early relations in the family and career direction.

Major constructs of Super's Theory

Life-career rainbow (life roles), Archway Model (Self-concept)

Linda Gottfredson

Lists 3 important non-psychological determinants in career behavior - intelligence, SES, gender

Industrial/Organizational Psychology

More organizationally focused (e.g., how to improve productivity). More likely to work in consultative roles.

Vocational psychology/Career Counseling

More person-focused (e.g., how to facilitate an individual's work decisions). More likely to receive training in individual interventions.

Donald Super

Most prominent developmental theory today. Occupational choice is an unfolding process, not a point in time event.

Why do people work?

Need Fulfillment (Maslow's hierarchy of needs), Express public identity (what you share at a cocktail party) , Reveal or construct one's personal identity (express who we really are), Connect to one's group (family tradition of becoming a doctor etc.), Meet societal expectations and avoid rejection or derogation, Distract you, structure your time, boost mental health, and promote prosocial (rather than antisocial) behavior ("an idle mind is the devil's workshop".

Define Satisfactoriness (MTWA)

Needs/expectations of the environment of the worker (environment). How the employee meets the needs to fulfill job requirements (ex. promptness, professionalism, assertiveness, honesty, competent)

Abilities Assessments

Objective intelligence tests such as the WAIS, WISC, etc

World-view generalizations (Krumboltz)

Observations about the environment used to predict what will occur in the future & other environment.

Trait and Factor Theory (Frank Parsons)

Occupational decision making occurs when: (a) an accurate understanding of self-aptitude, interests, personal ability, (b) knowledge of jobs and labor market, (c) rational & objective judgement about how an individual's traits relate to the labor market.

Images of Occupation

Occupational stereotypes that include personalities of people in different occupations, work that is done, and appropriateness of that work for different types of people.

Social "The Helpers"

Preference for Working with: people. Teaching, explaining, guiding. Social and interpersonal skills, empathy.

Self-Concept

One's view of self that has many elements such as appearance, abilities, personality, gender, values and place in society.

Career development involves:

One's whole life, not just one's occupation

Self- Efficacy is influenced by

Past personal performance accomplishments, Vicarious learning, Social persuasion, Physiological and affective states(experiencing anxiety, heart racing before exam→ feedback loop, lowers self-efficacy).

Social Type

Patient, helpful, kind, cooperative, responsible

Compromise: Truncated Search, Limited Knowledge

People generally minimize search costs by Seeking information only on careers that interest them the most. Only when they need to make a decision And mostly from readily available sources, e.g., friends and family.

According to Holland's Theory, how does one develop interests?

People have natural preferences for some activities→ develop competencies in those activities→ preferences reinforced and become interests

Nonperson oriented jobs (Roe)

People need to meet needs for safety, security; had cold or rejecting parents (Technology, outdoor, science)

John Holland

People search for environments that will let them use their skills & abilities, express their attitudes & values, & take o agreeable problems & roles. A person's behavior is determined by an interaction between his or her personality and the characteristics of their environment.

Person-oriented jobs (Roe)

People w/ strong need for affection; had warm, accepting parents (Teachers, journalism, arts & entertainment)

CTI screening

People with percentiles > 84 will need help (Score lower on vocational identity, certainty, & knowledge about occupations & training)

What are the Core concepts of the TWA?

Person variables, Values, Core work values, Environmental variables

What are the core concepts of Holland's Theory?

Personality types are shaped by "a variety of cultural and personal forces including peers, biological heredity, parents, social class, culture, and the physical environment",By late adolescence, people can be characterized by how closely they resemble each of six basic personality types.

What influence did the great depression and FDR's new deal have on vocational guidance?

Policies enacted to promote training and employment for millions of unemployed citizens.

Vocational identity (Holland)

Possession of a clear and stable picture of one's goals, interests, and talent

Prediction Model

Predicting Whether Work Adjustment Occurs

Enterprising "The Persuaders"

Preference for Working with: data and people. Selling, purchasing, leading, Managing people and projects, Verbal skills related to speaking, persuading, selling.

Task Approach Skills (Krumboltz)

Problem solving, work habits, mental sets, emotional responses, cognitive responses

What classified the Life Design Period?

Protean" Careers, Workers must now be able to constantly "rebrand" themselves, Americans with Disability Act, Increased use of technology in career counseling services, Increased attention to international career development and diversity within the U.S.

What is the code for a firefighter?

RSE

Career maturity

Readiness to deal with tasks of a particular stage of career development.

Occupations

Refer to similar jobs found in many organizations.

Factor

Refers to a characteristic that is required for successful job performance. Also a statistical approach to differentiate important characteristics of a group of people.

Jobs

Refers to positions requiring similar skills within one organization

career

Refers to roles individuals play over a lifetime

What are the key constructs of the Self-Efficacy Theory?

Self-Efficacy Outcome Expectations Interests Distal Barriers and Supports Proximal Barriers and Supports Contextual Affordances

Trait & Factor

Refers to the assessment of characteristics of the person and the job

Social cognitive career theory(Lent, Brown, & Hackett)

Relatively more concerned with environmental, contextual influences on career development. Most recently developed theory.

Environmental Variables

Requirements, rewards/reinforcer patterns e.g pay, prestige, independence, organizational support

What is the code for Educational, Guidance, School, and Vocational Counselors?

S

What is the code for a Counseling psychologist/mental health counselor?

SIA

What enhanced legitimacy of vocational guidance in the eyes of the public and gov't.

Scientific assessment

Frederick W. Taylor (1856-1915) industrial psychology

Scientific job analysis (one best way), selection of personnel (train workers), management cooperation (cooperate with workers), functional supervising (managers plan, organize, decide all activities and workers work...designed to maximize productivity)

2 goals of career counseling

Selecting of an occupation, adjusting to an occupation; the client, rather than the counselor, makes the final choice.

Myers-Briggs Type Theory

Selection of trait from each of 4 pairs 1) Energy (how to prefer to receiving energy) a) Extroversion = From outside world or (b) Introversion = From within, self-talk 2) Information a) Sensing =Through 5 senses, factual or (b) Intuition = 6th sense, gut-feeling, creativity 3) Decisions (how you prefer to make decisions) a) Thinking = Logic, objectivity or (b) Feeling = Use own values (not emotional!) 4) Lifestyle (how you like to live) a) Judging = Structured, plan, doesn't like change or (b) Perceiving = Spontaneous, adapt to change

4 primary ways factors influence career decisions (LTCC)

Self observations, worldviews, task approach skills, actions

What is career counseling?

Services or interventions designed to prevent or ameliorate career or work related problems.

Define Second-Order Question (SFBCC)

Shazer's definition: focuses client on what would happen if the career problem that was identified at the outset is not addressed; can be used when the client is "stuck"

Life-Space - "Theaters" (Super)

Simultaneous combination of life roles we play constitutes the lifestyle; total structure is the current pattern.

Self Report Skills Assessment

Skills Confidence Inventory, Inventory of Work Relevant Abilities

List Post Modern Theories

Solution-Focused Brief Career Counseling (Shazar) Chaos Theory (Bloch) A Contextualist Theory of Career (Young, Valach, and Collin) Savickas Career Construction Theory

Model of Interest Development

Sources of self efficacy and outcome expectations-> self efficacy & outcome expectations-> interest->intentions/goals for activity involvement-> activity selection and practice-> performance attainments. Self efficacy can also influence outcome expectations. Performance attainments can influence sources of self-efficacy.

The Parsonian Approach

Step one: develop a clear understanding of yourself. Step two: develop knowledge of the job. Step three: use true reasoning to relate these two groups of facts.

Types of assessments

Strong Interest Inventory, Self Directed Search, O*NET Interest Profiler: FREE

Model of Career-Related Choice

Study diagram.

Four Developmental Career Theories

Supers Life Span Theory. Krumboltz Social Learning Theory. Decision-Making Theories. Cognitive Theories

Meaning of Work

Survival, opportunity to share with others, means of spiritual purification, way to serve God, opportunity for self sufficiency and self discipline, challenge to find a fitting long term career, means to self-fulfillment.

Reliability (assessment instrument)

Test or inventory is dependable and consistent

Validity (assessment instruments)

Test or inventory measures what it is supposed to measure

Differentiation (Holland)

The degree of difference between a person's resemblance to one type and to other types; the shape of a profile of interests

Differentiation

The degree to which a person or environment is clearly defined with respect to the RIASEC types

When did psychological assessment become popular?

The early 20th century

Compromise

The process where individuals will settle for a "good" choice but not the best possible one.

Compromise: Bigger Investment, Better Accessibility

The more actively a person seeks out information or opportunities (e.g., training) or use relevant resources (e.g., social support, networking), the more access to careers they will have.

The more adjacent types are to each other not he Holland Hexagon...

The more similar they are to each other.

Is there more research support for the predictive model or the process model?

The predictive model

Circumscription

The process by which an individual narrow his or her territory when making a decision about social space or acceptable alternatives.

Acculturation

The process of adopting the cultural traits or social patterns of another group. Language familiarity and usage, cultural heritage, ethnicity, ethnic pride and identity, interethnic interactions, and interethnic distance influence acculturation. Persons may be marginal (not accepting either culture fully) or bicultural (accepting both fully)

Circumscription (Gottfredson)

The process of eliminating unacceptable occupational alternatives based primarily on gender and social class

Compromise (Gottfredson)

The process of modifying career choices due to limiting factors, such as availability of jobs

Compromise

The process of modifying career choices due to limiting factors, such as availability of jobs (Gottfredson)

Super's Life Roles

The roles people perform in the various contexts that structure a person's life.

John Holland's personality typology theory

The six personality types are realistic, investigative, artistic, social, enterprising, and conventional he is also known for his assessment tools: Self Directed Search and the Vocational Preference Inventory

Career

The totality of work and leisure one does in a lifetime

Which role does Super suggest is central?

The worker role

Life-Span Life-Space Theory

Theorist = Donald Super Orientation = Developmental Key Constructs = Life Span, Career stages, Career development tasks, Life space, Self concept, Career maturity, Career adaptability

Integrative Life Planning (ILP)

Theorist = Hansen Orientation = Contextual Career Choice/ adjustment Key Constructs = Social Justice, Social Change, Connectedness, Diversity, Spirituality, Integrative life planning inventory

Vocational Personalities and Work Enviornment (Holland)

Theorist = John Holland Orientation = Trait-factor Career Choice Key Consepts = Congruence, Consistency, Differentiation, Vocational Identity

Learning Theory of Career Counseling

Theorist = John Krumboltz Orientation = Social Learning Career Choice development Key Constructs = Learning experience, Self observation, Worldview generalizations, Task approach skills actions, Planned happenstances

Circumscription, Compromise and Self Creation

Theorist = Linda Gottfredson Orientation = Developmental Key Constructs = Circumscription and Compromise

Social Cognitive Career Therapy

Theorist = R. Lent, S. Brown, G. Hacket Orientation = Social Cognitive Career Choice, Developmental Key Concepts = Self efficacy, Outcome expectations, Personal goals, Triadic reciprocal model (Lent, Brown, Hacket)

Cognitive Information Processing Approach

Theorists = G. Peterson, J. Sampson, R. Reardon, J. Lentz Orientation = Cognitive Career Choice Key Constructs = Pyramid of information processing, CASIVE cycle, Executive processing domain, Career thoughts inventory

List Developmental Theories

Theory of Circumscription and Compromise (Gottfredson) Super Life Span, Life Space Theory (Super) Ginzberg et Theory

Why was intellectual assessment first established?

To identify student ability and to shape educational strategies.

CTI teaches:

To replace negative career thoughts with more positive career thoughts; Identify, challenge, alter, act

Circumscription & Compromise (Gottfredson)

Tolerable-effort boundary, tolerable-level boundary, tolerable sex-type boundary, zone of acceptable alternatives

Career development

Total constellation of physiological, sociological, educational, physical, economic, and chance factors that combine to shape the career of any given individual over the lifespan

Compromise is influence by what three principles?

Truncated search, Limited Knowledge, Bigger Investment, Better Accessibility, The Good Enough or Not Too Bad

Holland Code

Used to identify occupations, jobs, majors, & leisure activities

Minnesota Importance Questionnaire

Value assessment. 210 item measure based on the values identified in the TWA. Excellent reliability and validity, but quite long and requires publisher scoring.

Work Importance Profiler

Value assessment. computerized version of the MIQ developed by the U.S. Department of Labor, with similar psychometric properties. Provides report that ranks values and lists occupations with parallel reinforcer patterns, sorted by level of education requirements. Free to take at O*NET:

Work Importance Locator

Value assessment. self-scoring measure developed by U.S. Department of Labor that uses a card sorting task to determine relative importance of MIQ needs. Easier to self-administer but psychometric properties are less impressive.

What was the context of the career education period?

WWII, Cold War and competition with Soviet Union, Creation of 2,000 community mental health centers in 1950s and 1960s, providing more clinical services (including career counseling)., Rise of Counseling Profession, Donald Super was a president of both ACA and NCDA.

Donald Super

Well-known for emphasizing the role of self-concept in career and vocational choice and his Life Rainbow

Developmental Theories

You need to know how your personality and interests develop & change over time.

Career

a sequence or collection of jobs held over the course of one's life (e.g., My career has consisted of several sales jobs). OR involvement in a specific "job family" (I had a previous career in business).

Job

a specific work position held over a defined period of time.

Discorrespondence requires...

adjustment

Define Outcome Expectations

anticipated consequences whether positive or negative

Active Adjustment

attempts to change environment to reduce discorrespondence (e.g., ask for a raise, ask for different tasks to accomplish).

Reactive Adjustment

attempts to change self to reduce discorrepondence (e.g., re-evaluate values, acquire new skills).

5 moral principles

autonomy, justice, beneficence, nonmaleficence, fidelity

"Protean" Careers

because of global economic competition and advances in technology, companies increasingly minimize their permanent workforce and maximize their temporary, part-time, and contract workers.

Define Brown's Values

beliefs experienced by individual as standards regarding how she/he should function

How can one increase differentiation?

by gaining more career-related experiences

Savickas' Career Construction Theory

careers are "boundaryless" and "protean" due to rapidly changing socioeconomic conditions. Thus, careers must be subjectively constructed by the individual. Views "career as a story that individuals tell about their working life, not progress down a path or up a ladder."

Define Differentiation

degree of definition of individual's interests; clear distinction between an individual's likes and dislikes

Differentiation

degree of difference between a person's resemblance to one type and to other types; the shape of profile of interest High Differentiation = More focused on what they would like to do Low Differentiation = Similar scores on all tests - not sure of career (Holland)

Congruence

degree of fit between an individuals personality type and current or prospective work enviorenment

Define Role-Salience

the relative importance one places on a particular role in one's life leads to life structure

Role salience

the relative importance placed on life roles across the lifespan

Clearer identity=

easier career decision making.

More consistency=

easier career decision making.

Traditional Grand Career Narrative

employees work for one company their entire career. Hard work pays off with career stability or advancement.

Define Personal Construct

extended definition of self-concept includes internalized personal view of self but also of individual's view of situation

Perserverance

extent of time an individual will tolerate discorrespondence after attempting adjustment behavior.

Frank Parsons

father of guidance counseling, creator of trait and factor theory created 3 steps to career development; Worked with adolescents on career development, WWII-research testing and placement programs

What is the goal of a career genogram?

for clients and counselors to see identify patterns, themes, or discrepancies in the career development of people in their families.

Vocation

from Latin vocare, "to call." The work someone is meant to do. Historically has had religious connotation

ACT World-of-Work Map

graphically shows how occupations relate to each other based on work tasks. A career area's location is based on its primary work tasks—working with:Data, Ideas, People, and Things (works with Holland's Theory)

Greater congruence leads to...

greater academic and work satisfaction, better work performance, and longer tenure in position

When a person has Strong interest in only S activities they have..

high differentiation

When an environment is composed of employees with varied interests and roles it has...

high differentiation.

Pace

how intensely one responds to environmental demands

Occupation

how one spends their time and energy (i.e., what occupies you?). Could be paid work, could be volunteering.

Endurance

how persistently one responds to environmental demands

Celerity

how quickly one initiates interactions with the environment

Define Career Maturity

individual's readiness to cope with development tasks that are presented by society's expectations

Career Maturity (Super)

is a constellation of physical, psychological, and social characteristics. (Super)

When the person's values correspond to the environment's reinforcer pattern this leads to...

job satisfaction

When the environment's requirements correspond to the person's abilities this leads to...

job satisfactoriness

Job satisfaction influences...

job satisfactoriness and vice versa

The self

long-term consistencies in behavior, cognition, and affect.

The self-concept

perceptions of, attitudes toward, and aspirations for the self

When a person has equal interest in all RIASEC activities they have...

low differentiation

When an environment is composed of employees with common interests and roles it has..

low differentiation

For minorities higher workplace discrimination and less supportive environments are related to...

lower perceived fit->lower job satisfaction-> higher intentions to quit

Career Development Inventory

measures readiness to make academic or career choices (career maturity/adaptability).

Abilities

mental or physical capacities to complete specific tasks

Self-creation Intervention Strategy

optimize experience by exposing children to a variety of opportunities and encouraging them to take active role in seeking these opportunities.

Cognitive growth Intervention Strategy

optimize learning by reducing complexity of career educational tasks for younger children and considering individual differences in cognitive ability.

Circumscription Intervention Strategy

optimize self-insight and understanding of career fit/compatibility through simple exercises or formal assessment.

Compromise Intervention Strategy

optimize self-investment by helping clients more accurately assess accessibility of career options and promoting agency in seeking information, opportunities, and supports.

Rhythm

pattern of the pace (e.g., steady, cyclical, erratic)

Vocational identity (Holland)

possession of a clear and stable picture of one's goals, interests, and talents.(Holland)

Define Circumscription

process of eliminating unacceptable occupational alternatives based primarily on gender and social class

Men score higher on what RIASEC type??

realistic type

Define Consistency

reflection of internal coherence of an individual's interest in terms of hexagonal arrangement

Women score higher on what RIASEC type?

social type, somewhat on artistic type

Values

stable sources of motivation that guide behavior and that can be ordered in terms of relative importance.

Job satisfaction and job satisfactoriness affect...

tenure

Life space

the "latitudinal" or contextual dimension of career. Composed of roles a person enacts.

Life Span

the "longitudinal" or chronological dimension of career. Composed of stages through which a person cycles.

Objective Skills Assessment

the Armed Services Vocational Aptitude Test, O*NET Ability Profiler

Trait and Factor

the assessment of characteristics of the person and the job. First career development theories to be described.

Define Self-Efficacy (SCCT)

the belief in one's ability

career choice

the decisions individuals make at any point in their career about which work and leisure activities to pursue

Consistency

the degree of relatedness between types (Holland)

Personality styles can also describe...

the environment

Work role salience

the importance of work, relative to other roles, in a person's life.

Circumscription

the process of eliminating unacceptable occupational alternativs based primarily on gender and social class (Gottfredson)

Niche Seeking

the selection, shaping, and interpretation of the environment. Influenced both by genes and sociocultural factors.

Define Exceptions (SFBCC)

times when a client was able to solve similar problems

Cognitive Information Processing Model (CIP)

uses a pryamid to describe the domains of cognition involved in career choice = Self knowledge, Occupational Knowledge, & Decision making * 4th domain is metacognitions & include: Self talk, Self awareness, & Monitoring & control of cognitions (CIP- Peterson, Sampson, Reardon, Lentz)

Assessment of interests, skills, and values provide more information about a person's...

vocational identity

Define Goal-Relevant Behavior (SCCT)

willingness to adapt

Define Satisfaction (MTWA Theory)

worker's expectations and needs (person). How the work meets the needs and expectations of the employee (ex. wages, benefits, vacation time, environment, leadership, co-workers)

Holland Types (RIASEC)

• Realistic = clients want answers • Investigative = Expert oriented • Artistic = clients value exploration • Social = seek counseling and enjoy it • Enterprising = Highly confident • Conventional = not interested or introspection (Holland)

Crystallization Task

•14-18 •A cognitive process period of formulating a general vocational goal through awareness of resources, contingencies, interests, values, and planning for the preferred occupations. •Forming work attitudes and behaviors. •Learning about the world of work.

Exploration Phase

•15-25 •People begin to more clearly understand various occupations and start to envision themselves in different careers. •They are aware of factors like prestige, levels of income, and how their interests and values will fit within a given profession. •Example: This stage is where you get your feet wet to make sure the water is not too hot. If you are not ready to dive in because you do not have enough information, so you try on various options to see which one seems to fit the best.

Specification Task

•18-21 •A period of moving from tentative vocational preferences toward a specific vocational preference. •Identifying career dreams. •Trying to narrow a list of career possibilities. •Determining your self-concept as it relates to the career decision-making process. •Deciding which career options to research.

Establishment Phase

•20s-40s •Typically, a suitable field is selected, and efforts are made to secure a long-term place in the chosen career. •Entry skill building and stabilization through work experience. •Young adulthood tends to be a time for stabilizing, consolidating, building momentum and moving up, obtaining certifications, credentials, and advanced degrees may be the norm.

Implementation Task

•21-24 •A period of competing for vocational preferences and entering employment. •Gaining work experiences related to your career choice. •Trying to determine the value of your choices. •Continuing to increase self-understanding. •Beginning to stabilize within a career.

Stabilization Task

•24-35 •A period of confirming a preferred career by actual work experience and use of talents to demonstrate career choice as an appropriate one. •Determining whether your current career situation is providing adequate satisfaction and fulfillment. •Searching for way to increase job mobility. •Learning about other career options.

Consolidation Task

•35+ •A period of establishment in a career by advancement status and seniority. •Considering a new job or career change. •Preparing for retirement.

Maintenance Phase

•40s-60: •This stage is usually characterized by 1.) holding on (stagnating or plateauing), 2.) keeping up (updating or enriching). •Continuity, stress, safety and stability tend to be the standard. •Sometimes people feel risk adverse with various career options which may lead to frustration or depression. •For men, state of health or career accomplishment may predominate. •For women, sometimes perceive this period as an opportunity to pursue new personal or professional goals now that their nurturing role has peaked.

Growth Phase

•Birth-14 •During this time children begin developing a self-concept based on many factors like actual and perceived physical and mental abilities, roles within the family, and relationships with peers. •They begin to develop attitudes and beliefs about the world of work, although these are usually based on limited information. •Rediscovering some of these early attitudes can be valuable for clients and uncover hidden information about how they relate to others and the world.

Happenstance Theory—Krumboltz

•Clients learn to approach the future with a positive attitude and the curiosity and optimism that produce positive results. •Counselors help client respond to conditions and events in a positive manner. •Critical skill areas—curiosity, persistence, flexibility, optimism, risk taking. •Integral part of the counseling interview. •Happenstance related questions can reveal how a client has learned to deal with situations in the past. •Counselor can use this information to help the client transform experiences into opportunities for learning and exploration.

Psychological influences

•Cognitions, coping ability, emotions, personality, self-efficacy, self-esteem, self-concept, values, etc.

Super's Vocational Developmental Task

•Crystallization (14-18) •Specifications (18-21) •Implementation (21-24) •Stabilization (24-35) •Consolidation (35+)

Decline Phase

•Decline (occurs prior to retirement) •Focus on work which begins to diminish, and focus is over concerns about other areas of life. •Does not really fit within the realities of the 21st century or current understandings about careers, however, people who do not retire tend to have better health, live longer, and report higher levels of happiness. •The threat of social security running dry makes retirement less of an option for many. The goal has to be to find a career from which you do not want to retire because you love it so much.

Trait and Factor Theory

•Developed by Parsons (1909) who maintained that vocational guidance is accomplished first by studying the individual, second by surveying occupations, and finally by matching the individual with the occupation. •Evolved from early studies of individuals differences and closely with the psychometric movement. •Greatly influenced the study of job descriptions and job requirements. •The importance of individual values in the career decision-making process has also been highlighted by the trait and factor theory. •Parson and Williamson developed a step by step design to help clients make wise career decisions.

Cognitive Information Processing Perspective (CIP)

•Development theory, CIP theory is applied to career development in terms of how individuals make a career decision and use information in career problem solving and decision making. •This theory is based on 10 assumptions shown on page 40. •Counselor principal function in CIP theory is to identify a client's needs and develop interventions to help clients acquire the knowledge and skills address those needs. •Difference between CIP theory and other theories is the role of cognition as a mediating force that leads individuals to greater power and control in determining their own destinies.

Social/Cultural influences

•Environment, ethnicity, family and friends, gender, life events, marital status, race, social and religious organizations, socioeconomic status, etc.

Environmental structure

•Environmental structure is identified as the characteristics abilities and values of individuals who inhabit the work environment. •Basic assumption—clients who have abilities and values similar to individuals already on the job will make it less difficult to adjust to the work environment.

Krumboltz stress that each individual's unique learning experiences over the life span develop the primary influences that lead to career choices. The influences include:

•Generalization of self from experiences and performance related to learned standards. •Sets of developed skills used in coping with the environment. •Career-entry behavior such as applying for a job or selecting an educational/training institution.

What are the 4 career development factors?

•Genetic endowments and special abilities. •Environmental conditions and events. •Learning experiences. •Task approach skills.

Five life and career development stages

•Growth (birth-14) •Exploration (15-25) •Establishment (20s-40s) •Maintenance (40s-60s) •Decline (occurs prior to retirement)

Theory of Work Adjustment

•Job satisfaction should be evaluated according to several factors. •Job satisfaction is an important career counseling concern but does not alone measure work adjustment. •Job satisfaction is an important predictor of job tenure. •Individual needs and values are significant components of job satisfaction. •Individuals differ significantly in specific reinforcers of career satisfaction. •Career counselor should consider the reinforcers available in work environments and compare then with the individual needs of the client.

Trait-Oriented Theories

•Matches individual traits with requirements of occupations. •This approach emerged the study of work adjustment and job satisfaction variables. •A key finding was potential sets of reinforcers in the work environment.

Donald Super's Career Development

•One of Super's greatest contribution to career development has been his emphasis on the importance of the development of self-concept. •According to Super, self-concept changes over time, and develops as a result of experience. As such, career development is lifelong. •Super argues that occupational preferences and competencies, along with an individual's life situations, all change with time and experience. •Super developed the concept of vocational maturity, which may or may not correspond to chronological age: people cycle through each of these stages when they go through career transitions. •Life roles: child, student, leisure, citizen worker, homemaker, or parent. •Supers theory is the most developmental in nature because: it defines all life stages and how career development occurs in each, defines life roles and how they interact in an individual's life, and defines most of the influences that affects career choice and development.

6 Self Directed Search Classifications

•Realistic—Work with things more than people. •Investigative—Likes to explore things or events. •Artistic—Work with creative ideas and self-expression. •Social—Likes to help, teach, and counsel people. •Enterprising—Likes to persuade or direct others. •Conventional—Likes to follow orderly

Person-Environment Correspondence Counseling (PEC)

•Referred to the theory or work adjustment—differences between personality structure and personality style and between personality style and adjustment style. Embracing how individuals interact in their everyday lives as well as how they interact in a work environment. •Theory emphasized that work is more than step by step task-oriented procedure. •Work includes human interaction and sources of satisfaction, dissatisfaction, rewards, stress, and many other psychological variables. •Basic assumption is that individual seek to achieve and maintain a positive relationship with their work environments. •To survive, the individual and the work environment must achieve some degree of congruence.

Donald Super's Developmental Theory

•Self-concept is a critical role in developmental theories. •Individuals make changes during developmental stages and adapt to changing life roles. •Career choice through self-awareness that is determined by social class, level of interest, and experience.

Career Development Flow Chart

•Start •Initial interview •Preliminary assessment •Define problem gap •Formulate goals •Develop ILP •Execute ILP •Summative review and generalization •Problems resolved? (No? Go back to defining the problem) •If its resolved exit

Key Characteristics of Trait & Factor Theory

•The key characteristics of this theory is the assumptions that individuals have unique patterns of ability and traits that can be measured objectively and correlated with the requirements of various types of jobs.

Developmental Theory of Occupational Aspirations

•The main theme of Gottfredson's theory. •Incorporated a biosocial approach, theory describes how people become attracted to certain occupations. •People want jobs that are compatible with their self-image.

Krumboltz's Learning Theory of Career Counseling

•Theory attempts to simplify the process of career selections and is based primarily on life events that are influential in determining career selection.

Assumptions of Trait & Factor Approach

•There is a single career goal for everyone. •Career decisions are based primarily on measured abilities. •These assumptions severely restrict the range of factors that can be considered in career development process. •The standardized assessment and occupational analysis procedure stressed in trait and factor approaches are useful in career counseling but are considered too narrow in scope to be considered a major theory of career development.

Self-Directed Search (SDS)—Holland's Typology

•Uses Dr. John Holland's Theory of Career Counseling •Most widely used interest inventory in the world. Most recognized as a most prolific leader in career counseling. •198 item assessment booklets. •Client is asked to list 3 occupation he/she has daydreamed about or discussed with others. •Client ranks activities, competencies, occupations, and self-estimates. •Provides a 3-letter code which is a representation of the client's 3 highest scoring areas per job type. •Explores relationship between job personalities, key characteristics, college majors, hobbies, abilities, and careers.

Minnesota Theory of Work Adjustment

•When the individual's needs and abilities correspond with the work environments reinforcers and demands. •The outcome of the interaction between an individual and work environment.

Social Cognitive Career Theory (SCCT) subscribes to:

•Within this bidirectional model, there are three variables: • Personal and physical attributes • External environmental factors • Overt behavior •All three interact to the point of affect one another as casual influences of an individual's development. •Using the logic, SCCT conceptualizes the interacting influences among individuals, their behavior and their environments to describe how individuals influence situations that ultimately affect their own thoughts and behavior. •Personal determinants of career development have been conceptualized as: self-efficacy, outcome expectations, and personal goals.

Work Adjustment

•Work adjustment is ideal when individual and environment have matching work needs and work skills •Changes in either can lead to worker dissatisfaction.