Career Dev & Life Planning Study Guide
CH 5: A raw score indicates - how some characteristic of one individual compares with that of others. - whether a person's scores are in the top quartile. - how many standard deviations a score is from the middle of the distribution. - the total number of responses related to some category.
- the total number of responses related to some category. Raw = total. I just had to memorize that!
CH 3: In the cognitive information-processing pyramid, - decision-making skills and metacognitions form the foundation; knowledge of self and occupations build upon it. - knowledge of self and others form the foundation; decision-making skills and cognitions build upon it. - knowledge of self and occupations form the foundation; decision making skills and metacognitions build upon it. - knowledge of self and occupations form the foundation; job-hunting and interviewing build upon it.
- knowledge of self and occupations form the foundation; decision making skills and metacognitions build upon it. The best things you can have in order to make a good decision for yourself is first knowledge of yourself and what you want, then knowing something about different types of jobs available is also very useful when picking a job. The other two things that will best help you make a good decision are your decision-making skills and your metacognitions or how you think about thinking. Gain knowledge first, then make the best decision.
CH 3: The tasks of the ILP model include all of the following EXCEPT: - finding work that needs doing in changing global contexts. - weaving our lives into a meaningful whole. - connecting family and work. - making the most money with the least effort.
- making the most money with the least effort. This sounds the least emotionally rewarding of the four options.
CH 4: Developmental issues that typically confront persons with disabilities include all of the following EXCEPT: - confronting attitudinal barriers. - overcoming generalizations. - developing skills for independent living. - narrowing social outlets.
- narrowing social outlets.
CH 2: According to Anne Roe's personality theory of career choice, people choose occupational fields based on their _______________, which were influenced by the childhood environments that they experienced. - interests - parents' occupations - need structures - attachment to their parental figure
- need structures In other words, a person's future career is chosen by the way they were treated as a child and they choose a career that meets whatever needs are developed in childhood (control, security, freedom, independence, flexibility, creativity, etc.).
CH 7: All of the following are characteristics of career planning systems EXCEPT that they typically include: - online assessment or entry of scores from offline assessment. - monitoring of the user's progress through the system. - a strong theory base. - no searchable databases.
- no searchable databases. If you couldn't search a database, that would SUCK. Definitely not a characteristic of a career planning system!
CH 5: The Career Maturity Inventory (Crites and Savickas) is an example of an instrument that can be used to measure: - interests. - readiness to make career decisions. - work skills. - values.
- readiness to make career decisions. Are you mature enough to pick a job? That's career maturity!
CH 3: In the executive processing domain of the CASVE model, control and monitoring are essential for deciphering the information needed to - resolve a family problem. - conduct a job search. - resolve a career problem and determine when to move to the next phase. - make an executive decision.
- resolve a career problem and determine when to move to the next phase.
CH 2: The width of a band in Super's career rainbow illustrates its: - salience - intensity - level of satisfaction - congruence
- salience Salience is about what is most important to you. Imagine a rainbow and there are different colored bands for each type of role you have (student, son, hunter, dad, etc.). The length of the color is based on how many years you do that thing. So, if you are a brother from ages 0 to 90 (when your sibling eventually dies), that color on your rainbow is really long and that role is significant to your life. Google this to see an example. It makes sense once you see it.
CH 5: One good reason to suggest that clients take assessment via the Internet rather than in print form is that - score reports are available immediately. - instruments administered in this mode have been thoroughly researched. - instruments are always free of charge. - scores are more reliable.
- score reports are available immediately. Internet = Instant Gratification!
CH 7: One of the primary ethical issues with cybercounseling is: - security of communication. - its cost. - that it can take place 24/7. - lack of eye contact.
- security of communication. All the others are benefits. Lol.
CH 2: The three parts of Super's segmental theory are: lifespan, life space, and ___________________. - lifetime - life concept - life skills - self-concept
- self-concept This one makes me so mad because it doesn't start with LIFE like the other two do. Super developed this in the days before the marketing execs who make everything easy to remember. So, you just have to remember that it's NOT the life option.
CH 2: Albert Bandura's Social Learning theory identifies four factors that influence career decision-making, including all of the following EXCEPT: - genetic endowment and special abilities - environmental conditions and events - instrumental and associative learning experience - self-observation generalizations
- self-observation generalizations This one is so tricky! This is related to Social Learning Theory also, but is not one of the four factors. It is actually an outcome of the four factors!
CH 2: According to Gottfredson, ____________ represents people's conclusions as to their fit in society. - occupational choice - compromise - self-creation - social space
- social space This should be easy to remember because the question has "society" and the answer has "social."
CH 4: Integrating gender into the career development intervention process is important for men because they are often: - socialized to value power, competition, action, strength, logic, and achievement. - subject to oppressive environmental influences in the workplace. - focused strongly on family and relationship needs. - restricted in levels of competitive and physical power.
- socialized to value power, competition, action, strength, logic, and achievement.
CH 4: Emic career interventions would focus on issues: - specific to one culture. - common for all persons with disabilities. - generic to all minority populations. - all of these items.
- specific to one culture. 'etic' refers to research that studies cross-cultural differences. Some people remember this because the T in eTic is next to U in the alphabet and U is much more Universal. 'emic' refers to research that fully studies one culture with no (or only a secondary) cross-cultural focus. Some people remember this because eMIc has MI (or "me") in the middle meaning it's about MY culture only, in other words a more narrow focus.
CH 4: Which of the following best describes "one's beliefs, awareness, values, subjective experience, sense of purpose and mission, and an attempt to reach toward something greater than one's self"? - denomination - religion - spirituality - sexual orientation
- spirituality
CH 3: Three postmodern approaches include all of the following elements EXCEPT: - narrative - contextual - constructivist - subtextual
- subtextual
CH 1: The work of James Cattell, Alfred Binet, and Walter Bingham contributed extensively to the emphasis of ______________ in career counseling? - decision-making - group work - psychoanalysis - testing
- testing These guys were all at the beginning of career counseling, when they were trying to get tons of employees moving into cities into the growing corporate workforce. Standardized testing was the fastest way to process a large group of people.
CH 7: Research about the use of computer-based systems indicates that - there is no need for counselor assistance in addition to computer use. - the use of computer-based systems is actually harmful to clients. - the best gains are made by a client when technology and counselor support are combined. - they are much more effective with males than with females.
- the best gains are made by a client when technology and counselor support are combined. We need people AND computers!
CH 5: All of the following are reasons to administer assessments EXCEPT: - the counselor can learn more about the needs of the client. - the counselor can determine the progress of an individual group. - the client can learn more about themself. - the counselor can prescribe the best course of action for the client.
- the counselor can prescribe the best course of action for the client. You never tell the client what to do!
CH 2: One factor that influences life-role salience is: - genetics - circumscription - educational aspirations - the dominant culture
- the dominant culture The Barbie movie is a good example of this. If we grew up in a culture where mostly men stayed home with young children, women may devalue their role as mothers and instead find salience or alignment with jobs only outside of the home. The culture determines a lot of what we jobs we think we are supposed to do.
CH 5: When planning to administer an assessment instrument to a student/client, it is important to tell the person all of the following EXCEPT: - the purpose of giving the assessment. - the history of the development of the instrument. - what the items in the instrument are like. - who will see the results and for what purpose.
- the history of the development of the instrument. C'mon, this is so boring! Who would want to know about the history of a test?!!!!!
CH 5: If a person has a score at the 88th percentile on an interest inventory Outdoor scale, it means that: - the person got 88% of the items correct. - 10% of those in a norm group scored higher on Outdoor than this person. - the person has low interest in Outdoor activities. - the person's interest in Outdoor activities is higher than 88% of those in a norm group.
- the person's interest in Outdoor activities is higher than 88% of those in a norm group. The higher the percentile number, the more you love it!
CH 7: Research indicates all of the following about use of computer-assisted career guidance systems EXCEPT: - they are most effective when students spend hours, not minutes, in focused exploration. - their use increases student self-efficacy and decision-making skills. - their use is more effective if counselors do not intervene. - students who entered jobs suggested by the system enjoyed greater job satisfaction.
- their use is more effective if counselors do not intervene. An earlier question talked about how collaboration between human career counselors and technology was the best version. If a counselor does not intervene and lets a computer do all the work, that's bad.
CH 6: When choosing a system for organizing occupations, it is better for guidance purposes if: - the system includes all 13,000 occupations. - occupations are divided by industries. - occupations are divided by level of job demand. - there is a way to link what the person knows about self to occupational options.
- there is a way to link what the person knows about self to occupational options. Those other ones are good, but the best is if the person can easily link themselves to the huge list of careers.
CH 5: If a test has known validity: - it has not been subjected to scientific research. - its test/retest reliability is also known. - there is evidence that it measures what its publishers claim that it will measure. - a counselor can be sure that it can be used with diverse populations.
- there is evidence that it measures what its publishers claim that it will measure. This is dumb. Person 1: What's this test measure? Person 2: How appealing you are to other people. Person 1: [Checks DMs] Person 1: No DMs. Person 2: It checks out. You're not that appealing to me either.
CH 3: The chaos theory of careers is based on all of the following assumptions EXCEPT: - career development is nonlinear. - career development is influenced by unplanned events. - there is nothing people can do to influence their careers because there are too many variables. - traditional approaches to career development are not effective.
- there is nothing people can do to influence their careers because there are too many variables.
CH 1: Parson's tripartite model for vocational guidance later became known as the: - trait-and-factor approach - developmental stage model - cognitive-behavioral approach - values-based career decision-making model
- trait-and-factor approach I memorized this as TRI = (1) trait, (2) and, (3) factor. :)
CH 5: A "norm group" is the group of individuals - whose scores on an instrument form the basis for assigning percentile scores to others who take it. - used to test the reading level of the items in the instrument. - made up of individuals from minority populations. - whose names appear in the technical manual.
- whose scores on an instrument form the basis for assigning percentile scores to others who take it. You have to compare everyone to someone. That someone is the "norm."
CH 4: Whether the scales of a test measure the same constructs across cultures is an indicator of ___________ equivalence. - functional - metric - conceptual - linguistic
metric Just remember that everyone except the USA uses metric! That's how you can think about the multicultural measurement for this question.
CH 5: An acceptable test/retest reliability coefficient is: - 0.3 - 0.4 - 0.6 - 0.8
- 0.8 You want to get it as close to 1 (as in a 1-to-1 ratio) as you can.
CH 5: Though assessment may be used in several steps of the career planning process, its greatest usefulness is likely to be at Step ______. - 1 - 2 - 4 - 7
- 2 Assessments can help you learn more about yourself and how you think about work and yourself as a worker. This makes the most sense in Step 2. Step 1: Become Aware of the Need to Make Career Decisions Step 2: Learn About or Reevaluate Vocational Self-concept Step 4: Obtain Information About Identified Alternatives Step 7: Implement a Vocational Choice
CH 5: Which of the following have "right" and "wrong" answers? - Interest assessments - Checklists - Values assessments - Ability tests
- Ability tests Only ability tests are testing what you can DO versus your values and interests.
CH 3: Integrative Life Planning (ILP) is associated with - Savickas - Lent, Brown and Hackett - Peterson and his colleagues - Hansen
- Hansen
CH 2: The theory that has generated more research than any other is that of: - Super - Krumboltz - Holland - Gottfredson
- Holland Holland's theory is about working in environments that suit you and working with people who are like you. Research shows that your Holland code is fairly consistent across your lifestyle so this seems to be a theory that is useful for each person throughout their life. Super is based on your season of life so the type of job that suits you best could change based on everything else that is going on in your life. Krumboltz and Gottfredson are just not as popular of theories and you can probably guess this since you don't hear about them as much in this class.
CH 2: Holland codes consistent with R are: - I and C - S and E - A and C - I and S
- I and C Remember RIASEC (Really Intense Artists Suck Energy Consistently, or whatever works for you! Just say: "Rye-a-seck") What two letters are next to R if RIASEC was in a circle? I (obvs) and C (from the end of the letters, circling back around)
CH 2: The term "planned happenstance" is associated with the theory of: - Holland - Super - Krumboltz - Gottfredson
- Krumboltz 'Planned Happenstance', is a career theory developed by Professor John Krumboltz of Stanford University. It asks you to focus less on having specific plans for your future and more about finding opportunities in unplanned events. Krumboltz theory suggests we actively embrace the up-and-down nature of our careers. Plan to make the most of happenstance.
CH 3: Social cognitive career theory was proposed by - Krumboltz. - Lent, Brown, and Hackett. - Sampson and his colleagues. - Hansen.
- Lent, Brown, and Hackett. The easiest way for me to remember this was "three people is a social group, hence 'social cognitive career theory.'" Sampson and his colleagues can also be thought of in that way, but it's not very sociable to think of your group as "me and the people who work with me."
CH 7: Which of the following describes a social media site dedicated solely for users to put their resume online, connect with other users, list job skills, find jobs, have employers contact users, celebrate work anniversaries, and form groups based on current employer, past employer, or alumni of specific universities? - LinkedIn - Twitter - Facebook/Meta - Instagram
CH 1: The primary organization for professional career counselors is the: - NCDA - National Career Development Association - NVGA - National Vocational Guidance Association - NAGSCT - National Association of Guidance Supervisors and Counselor Trainers - AACSGW - American Association for Career Specialists in Group Work
- NCDA - National Career Development Association I missed this question because NVGA is the old name for this organization. You can probably remember this because NCDA is the least complex and easy to remember series of letters of the four options and an organization is more likely to pick an easy to remember acronym instead of something super-complicated.
CH 6: Guidelines to evaluate the quality of occupational information have been developed by the - National Career Development Association. - US Department of Education. - Wikipedia. - American School Counselor Association.
- National Career Development Association. Hopefully you've heard of NCDA by this point.
CH 1: A systematic process for occupational decision making, labeled "true reasoning," was developed by: - Parsons - Super - Herr - Strong
- Parsons You just basically have to memorize that Parsons and "true reasoning" go together.
CH 6: Of the various types of deciders described by Drinklage, what type is most likely to have the easiest time making a vocational choice? - Paralytic - Fatalistic - Planful - Painful
- Planful Make a plan; work your plan. So easy!
CH 3: Who proposed the Chaos Theory of Careers? - Krumboltz - Pryor and Bright - Peterson and his colleagues - Hansen
- Pryor and Bright I matched Richard Pryor's chaotic stand-up (it wasn't really but probably felt chaotic to people at the time) with Chaos Theory to remember this one.
CH 3: Who created the Career Construction Theory of career development? - Savickas - Lent, Brown and Hackett - Peterson and his colleagues - Hansen
- Savickas
CH 1: Friedman's theory of global "flattening" proposes the following EXCEPT: - That gradually nations become more and more alike - That the process has no "down side" - The phenomenon deprives some in the US of jobs because they have been outsourced - The speed of communication is central to the process
- That the process has no "down side" There are several downsides to global flattening depending on your perspectives. One example is that you are competing with workers all over the world for jobs instead of just the people in your local area.
CH 6: The website O*NET Online is a replacement for what former Department of Labor publication? - The Occupational Outlook Handbook - The Guide to Occupational Exploration - The Dictionary of Occupational Titles - The Classification of Instructional Programs
- The Dictionary of Occupational Titles When's the last time you saw a newly printed dictionary?! Something that's updated often should totally be online only.
CH 5: Any of the following could be used to measure interests EXCEPT: - the Self-Directed Search. - UNIACT. - WorkKeys. - Campbell Interest and Skill Survey.
- WorkKeys. WorkKeys measures an individual's current skills in 11 areas: Reading for Information, Applied Mathematics, Listening, Business Writing, Locating Information, Applied Technology, Teamwork, Fit (interests and values inventories), Performance, Talent, and Workplace Observation.
CH 2: Krumboltz proposes to use indecision in the counseling process as: - a desirable quality that motivates clients to seek alternative jobs elsewhere - a desirable quality that motivates clients to engage in new learning experiences - a negative quality that motivates clients to engage in new learning experiences - a negative quality that motivates clients to stick to their present situation
- a desirable quality that motivates clients to engage in new learning experiences I like Krumboltz's outlook on indecision. He sees it as a positive thing that may open possibilities and encourage clients to learn new things.
CH 2: According to Krumboltz, career concerns are least likely to arise from: - the absence of a goal (career indecision) - expressed feelings of concern about high aspirations (unrealism) - conflict between equally appropriate alternatives (multipotentiality) - a presence of too many goals (indecisiveness)
- a presence of too many goals (indecisiveness) Although you could be overwhelmed by too many great ideas, generally you are least likely to struggle with too many goals.
CH 5: A "band of confidence" is: - the same as a standard deviation. - a range in which an individual's score falls. - expressed as a percentile. - a comparison of one person's score with those of a norm group.
- a range in which an individual's score falls. "I'm confident you'll get a score on this test somewhere between 0% and 100%. That's my Band of Confidence!"
CH 3: The CASVE model depicts: - the steps in the Parsonian theory of career choice. - the degree of self-efficacy a person has. - a rational decision-making process. - a model for integrative life planning.
- a rational decision-making process.
CH 4: The process of adopting the traits or social patterns of another group is known as: - ethnocentrism. - cultural pluralism. - acculturation. - externalization.
- acculturation.
CH 3: Social cognitive career theory focuses closely on - addressing performance attainments and persistence in overcoming obstacles. - career advancement and persistence in overcoming obstacles. - career flexibility and persistence in the job search. - performance-related evaluation and persistence in overcoming external constraints.
- addressing performance attainments and persistence in overcoming obstacles.
CH 4: Research indicates that there is a strong relationship between biculturalism and: - acceptance of counseling. - job satisfaction. - adjustment. - spirituality.
- adjustment.
CH 4: Typical domains for vocational assessments for persons with disabilities include: - psychological. - social. - educational/academic. - all of these items.
- all of these items.
CH 6: Holland's typology is very useful in career guidance programs because - occupations can be organized by the six types. - individuals can find out their personal types by taking an assessment. - majors and programs of study can be organized by the six types. - all of these items.
- all of these items.
CH 7: When selecting a computer-based system, counselors and their administrators should consider the - theoretical base, if any, of the system. - quality and comprehensiveness of the databases. - presence of online inventories. - all of these items.
- all of these items.
CH 7: The advent and popularity of the smartphone has made it possible to: - deliver small packages of just-in-time career guidance help to individuals. - deliver career guidance in places where people have access to the Internet by cell phone but not by computer. - lower or eliminate the cost of receiving career guidance. - all of these items.
- all of these items. Say it with me: When in doubt . . .
CH 6: Students or adults with visual disabilities will need the support of special equipment to obtain career information. Equipment and technology include using - an avatar. - complementary audio files. - screen readers. - all of these items.
- all of these items. Unlike Byrne's quizzes, "all of these items" seems to be right most of the time. "When in doubt, ALL it out."
CH 7: Integrated career planning systems: - combine assessment with searchable databases. - link the results of assessment with suggested occupations. - provide a step-by-step career guidance process. - all of these items.
- all of these items. When in doubt, ALL it out!
CH 7: Which of the following are involved in setting ethical guidelines for cybercounseling? - American Counseling Association. - National Career Development Association. - National Board for Certified Counselors. - all of these organizations listed.
- all of these organizations listed. When in doubt, ALL it out!
CH 5: Assessment is defined as: - a standardized test. - any formal or informal technique used to collect data about a client. - an informal method of acquiring information. - an evaluative measure.
- any formal or informal technique used to collect data about a client. Assessment can be INformal or Formal! Both tell you something about the client, but different types of things.
CH 3: Constructivism is a concept that accepts that people: - are active organizers of their own experiences. - are passively receiving information about their own experiences. - construct meaning through the actions of others. - rarely revise their perceptions based on life experience.
- are active organizers of their own experiences.
CH 6: A counselor has the responsibility to: - make good career choices for students/clients. - assist students/clients to turn data into information that helps with decision- making. - develop standards of quality for occupational information. - read and summarize information for students/clients.
- assist students/clients to turn data into information that helps with decision- making. You're not the boss, you're the client's assistant!
CH 1: By definition, _________________ refers to the lifelong psychological and behavioral processes, as well as contextual influences, that shape a person's career over the lifespan. - career education - the Parsonian approach - career development - career counseling
- career development Think of "development" and how "lifelong" also seems to go along with the idea of passing time.
CH 2: In Super's theory, adolescents' readiness for career decision-making is known as: - career adaptability - career maturity - social learning - decisiveness
- career maturity It's hard for me to think of adolescents as "mature," yet this was the term Super used when talking about adolescents starting to conceptualize themselves in careers. They are mature enough to imagine themselves working in a job.
CH 2: In Gottfredson's model, the process of eliminating unacceptable occupational alternatives based primarily on gender and social class is labeled: - circumscription - compromise - congruence - salience
- circumscription Circumscription means to draw a barrier or exclusion around something, so you're cutting yourself off from certain things by drawing boundaries or lines.
CH 6: A person who habitually makes decisions by doing what others suggest is called a/an ______________ decider. - compliant - intuitive - planful - fatalistic
- compliant A person who does what they're told. You ARE the boss of them.
CH 2: In Holland's model, the degree of relatedness within types, such that similar types are located next to each other and have more in common, is a concept called: - congruence - circumscription - adaptability - consistency
- consistency This one is hard for me to remember. Maybe think about . . . the more time you spend next to someone the more consistent you are in your interactions. It's like familiarity, maybe.
CH 3: The theory that asks clients to talk about their favorite movie or book as one expression of life experience is: - integrative life planning. - chaos theory of careers. - constructivist theory. - social cognitive learning theory.
- constructivist theory.
CH 2: In terms of Holland's theory, congruence describes the degree of fit between an individual's personality type and that of the individual's: - parents - current boss - current or prospective work environment - siblings
- current or prospective work environment How well will that personality fit within the work environment is how much the person will feel like they "fit" that job.
CH 7: Disadvantages to using the Internet to provide career planning assistance include all of the following EXCEPT - access and operation can be slow. - bandwidth and other technical concerns diminish the effectiveness of audio and video. - databases can be updated more frequently. - the Internet is not a secure environment.
- databases can be updated more frequently. This one is tricky because it's listing DISadvantages and using EXCEPT. So you're actually looking for an ADVANTAGE of the internet for this question.
CH 7: Computer-based career planning systems delivered on the Internet generally store all of the following EXCEPT: - resumes. - cover letters. - drivers' licenses. - transcripts.
- drivers' licenses. It's a form of personal ID so they're not going to store a copy of that!
CH 4: According to the textbook, career counselors working with sexual minorities should do all of the following EXCEPT: - encourage them to keep their sexual preferences private. - help them prepare emotionally for potential discrimination. - be sensitive to their pace of sexual identity development. - engage in advocacy for this population.
- encourage them to keep their sexual preferences private. This is the one option that seems like it would do damage to them psychologically.
CH 4: When counselors assume that one value system (their own) is superior and preferable to another it is known as: - acculturation. - cultural pluralism. - ethnocentrism. - superiority.
- ethnocentrism.
CH 4: The stages of racial identity development include all of the following EXCEPT - conformity. - dissonance. - introspection. - externalization.
- externalization. It's an internal process so externalization doesn't make sense in this situation.
CH 3: According to the authors, the emerging theories of career counseling tend to do all of the following EXCEPT: - help individuals manage multiple job changes across their work lives without losing their sense of self and social identity. - be explicitly attuned to diverse populations. - address the complexity of career decision making. - focus on objective scores rather than the client's subjective experience.
- focus on objective scores rather than the client's subjective experience. Modern career theories are moving from the old, formal, trait-and-factor approach to the new, informal, qualitative approach, trying to be more personalized and less rigid. This is something we see in counseling as a whole, so it should be easy to figure this one out. Counselors are moving from "the expert" status to someone who works alongside you on your journey to figure things out.
CH 6: The CASVE model of career decision-making - indicates that there is so much chaos in the world that rational decisions cannot be made. - advocates that emotions should control our decision-making. - acknowledges hope as a catalyzing force in decision-making. - has as its first step the awareness that a choice must be made.
- has as its first step the awareness that a choice must be made. The CASVE Model, involves Communication, Analysis, Synthesis, Valuing, and Execution, a cycle which may be repeated multiple times in a person's career.
CH 5: A student whose score on a scale of an interest inventory is in the 1st stanine: - has very high interest in that area. - needs to take the inventory again. - has very low interest in that area. - would be in the top 25% compared to other students who took the inventory.
- has very low interest in that area. If 88 percentile = "very interested", then you can guess that 1st stanine = "very low interest." Different scales but at least the numbering ideas are consistent.
CH 6: All of the following are true regarding resources for effective career centers EXCEPT that they need to: - have computers, software, and Internet connections. - be located in a central, easy-to-find place. - be organized in some meaningful way. - have a computer lab constantly staffed/supervised by a certified counselor.
- have a computer lab constantly staffed/supervised by a certified counselor. Nobody has staffing for that!
CH 7: According to the textbook, a good strategy for using social networking to find a job includes all of the following EXCEPT: - Google yourself to see links that are associated with your name. - get as many connections and endorsements on LinkedIn as possible. - have a standard cover letter prepared to send to every employer. - make sure postings are consistent in content.
- have a standard cover letter prepared to send to every employer. You want to have a personalized, special cover letter to send to different people, not a standard one.
CH 1: The main goal of the trait-and-factor approach is to: - find a job for a person - identify areas of one's life that have affected the success or failure of a previous job - determine whether to refer an individual to a more skilled professional or an employment agency - identify the degree of fit between the person and the occupation
- identify the degree of fit between the person and the occupation It's not just about finding A job, it's about finding a job that suits the worker and a worker who suits the job.
CH 7: All of the following are strong assets of a computer-based system EXCEPT the capability to - provide instruction. - identify whether the user can profit from its use. - administer and interpret inventories and tests. - keep a record of use.
- identify whether the user can profit from its use. Interpersonal communication can still do this better than AI.
CH 5: When interpreting an inventory, all of the following are important EXCEPT: - checking to see if the client/student agrees with the results. - indicating that the results of the inventory are the best sources of information. - asking about schoolwork and experience that may confirm the results of the inventory. - suggesting what the student/client may do next to continue with planning.
- indicating that the results of the inventory are the best sources of information. The assessment or counselor isn't ever the authority; the client is.
CH 3: The theory that includes a strong element of spirituality is: - integrative life planning. - social cognitive learning theory. - constructivist theory. - chaos theory of careers.
- integrative life planning.
CH 7: The development and use of career planning websites and systems: - is limited to the United States. - includes Europe as well as the United States. - has spread to the Arab world. - is global.
- is global. This is basically another version of "all of the above"
CH 5: A "checklist" - is a formal assessment. - is one type of informal assessment. - has a known reliability.has undergone extensive research. - "1, 2, 3 . . . you can tell me what you need. On the guest list, it's you and me . . . "
- is one type of informal assessment. If there's a pop song written about it, you can bet it's INformal!
CH 5: A primary characteristic of informal assessment is that: - the results are norm-referenced. - the techniques used have high reliability. - it can be interesting and stimulate good discussion. - its results are standardly interpreted by all counselors.
- it can be interesting and stimulate good discussion. The other three are all characteristics of Formal assessments.
CH 6: The Parsonian model of career decision making is much like that proposed by - Krumboltz. - Super. - Holland. - Gottfredson.
- Holland. "Parson went to Holland!"
CH 6: If you have organized occupational descriptions in your career center by Holland types, which interest inventory would be best for you to use? - The Self-Directed Search - UNIACT - COPS - IDEAS
- The Self-Directed Search Ignore the ALL CAPS options and choose the one that you actually understand.
CH 4: A person who feels committed to multiple cultures would be called: - ethnocentric - individualistic - fully formed - bicultural
- bicultural
CH 1: Which of the following are highly significant factors in the context of 21st century career development and career choice? - The Covid Pandemic - Increasing Globalization - Unsurpassed unemployment and underemployment - All of these items
- All of these items This is an easy one. If you think about it, these all pretty much rocked our world lately, though Covid really amped things up!
CH 7: Which of the following statements about career guidance and information websites and systems of the 21st century is true? - Almost all systems and applications are web-based rather than installed on individual computers or networks. - E-portfolios and resumes stored online cannot be updated once they are submitted. - States tend to charge money for integrated websites provided by the Departments of Education, Labor, Economic Development, and/or Commerce. - Social media sites are not yet up to speed to share career information or provide networking.
- Almost all systems and applications are web-based rather than installed on individual computers or networks. The other ones are all super-FALSE statements.
CH 6: Which of the following is NOT a source of occupational information provided by the US Department of Labor? - O*NET - CareerOneStop - America's Job Bank - The Occupational Outlook Handbook
- America's Job Bank Coincidentally, the only option that doesn't have a word with a Capital O in it.
CH 6: Several websites that are particularly useful for career planning and information have been developed by the - Gates Foundation. - Department of Education. - Department of Labor. - Department of Human Services.
- Department of Labor. Who wants more workers? DoL!
CH 1: Which of the following was the first to shift the focus of career development interventions to that of an ongoing process? - Frank Parsons - Carl Rogers - Mark Savickas - Donald Super
- Donald Super Parsons is trait-and-factor (putting people in boxes as quickly as possible, essentially) Carl Rogers, who you learn about in Byrne's class, is all about person-centered theory so he doesn't exactly fit. Savickas is all about the power of telling and uncovering your life story. He could be tied to an ongoing process theory, but he is not the best choice here.
CH 6: Which of the following is NOT a type of service typically provided by career centers? - Online assessment - Resume critiques - Career counseling - Financial aid
- Financial aid Think about what you can do at Alfred's CDC. Which one is not like the others?
CH 5: A forced-choice activity is a/an: - formal assessment instrument. - informal assessment instrument. - type of career fantasy. - way of measuring abilities.
It's INformal because it's up to the client's preference. If it is not an easy assessment to grade, then it's probably INformal.
