ecm test 1
decided individual
has made a well thought out decision
undecided individual
has narrowed their choices down, but there is no clear decision
moonlighting
holding multiple jobs
individuals are attracted to a particular role demand of an occupation environment which meets their personal values and provides internal satisfaction
holland codes
work salience
how much work matters to the indiviual
executive processing domain
how we use the information we already have to make a decision, decides which information to use and which to ignore.
self awareness
hypersensitiy toward psychologial and emotial responses to yourself and actions
reichs global enterprise
idea of an american economy is becoming meaningless as money, tech, factories move across borders. the people are the constant of the economy
geographic
ideas do not flow easily across nations and cultures
external
ideas do not flow easily among consumers, suppliers and planners
horizontal
ideas do not move across functional areas of an organization
careerquakes
impossible to sustain jobs because of imports
decision making
includes all steps in CASVE cycle, additional steps added
We used to do what our families did. What changed this?
industrial revolution and mass immigration
assessed interests
inferences that people make about you
corporate culture
invisible powerful force that gently nudges you into compliance on how the organization does things - sometimes not gentle
nature of career problems
involves a gap (exists vs wants)
Process - john krumboltz
learning about ones self, affected by positive and negative experiences, focuses on personal beliefs and expectations on yourself
expressed interests
list of interests
druckers post capitalist society
the world is in a period of transformation. world civilization. future careers will occur in the global village and will require a knowledge worker
occupation
these exist in organizaitons; seperate from what an individual brings
metacognition skills
thinking about thinking: the inner voice helps one solve problems, strategize, and self evaluate performance.
rifkins end of work
third industrial revolution - people are being replaced by machines leads to downsizing and org restructuring. increasing numbers of people will experience unemployment and underdeployment
friendmans flat world
three periods of globalization, offshoring and outsourcing
career development
total constellation of economic, sociological, psychological, educational, physcial, and chance factors that contribute to ones career
career effects men
traditional career, breadwinner pressure, androgyny
John Holland
typological theory about personality types and matching groups
Pymetrics
uses brain games to measure things like attention to detail and risk tolerance — factors that she says can help determine a good job fit
CASVE cycle step 4
valuing. prioritizing alternatives, judge the cost and benefits of each option. a first choice is now confirmed
indecisive individual
very challenging for them to make a decision, sometimes anxious, porr life management skills, make decicisons on a whim
process theories
view career problems and decision as a lifelong develpmentqal process of events and choices that become more comple as one grows older
Structured theorist
view career problems and decisions as a point in timeevent matching to an environment (parsons, rowe, holland)
interests
what do you like to do in your spare time
values/needs
what do you neeed to remain passionate and enjoy life
skills and knowledge
what youre good at
CASVE cycle step 3
synthesis. generating likely alternatives. Brainstorm all possible outcomes. narrow options down.
rokeachs values
terminal and instumental values
career
the extended working out of a purposeful life pattern through work undertaken by a person - unique to each person
A fit is where there is congruence between
the norms and values of the organization and those of the person
informational interview
the person seeking the new career is "interviewing" the person currently in the role or field of study.
strategic thinking
the process of developing a vision of where the business wants to go and then developing and managing strategies on how to get there
the cities with the worst social mobility often have the most
affordable housing
2009 women make up
60% of the workforce, 16% of top executives
realistic and enterprising make up nearly
75% of males in the workforce
CASVE cycle step 2
Analysis. claryifing and improving self knowledge and occupation knowledge related to our gap. thinking about alternatives
riaseC
Conventional. sustainers. like keeping records, organizing information. avoids ambigous inf, and unstuructered impractical situations. likes routines, working with data. likes finance, accounting, economics.
rIasec
Investigate. analyzer. likes to explore, develop knowledge of the world. prefers working with data and ideas. likes chemistry, bio, sociology. seen as cautious, critical and rational.
Behavior is determined by interaction between personality and the characteristics of an environment
John Holland
people search for an environment where they can express their skills, abilities, values, and attitudes
John Holland
designed to make carl jungs theory of psychological types useful in everyday life
Myers Briggs personality type
Riasec
Realistic. doers. like to manipulate objcects, tools, machines, aniamls. require motor coordination/skill. may avoid social situations. interetsed in science and mechanics. seen as hard headed, practical. like to major in enginerering and tech
riaSec
Social. discussers. likes information, training and interacting with people. avoids tools and technological devices. likes education, nursing and social work.
the higher than average labor force growth for blacks reflects
a higher birth rate among blacks
work
activity that produces something of value for oneself or others
super and kratz
analyze how values are involved in career choices, self esstem and well being are better when working in an organization that matches your values
riAsec
artisitc. creaters. like innovation, creating art forms and products. dislikes defined highly structured routines. like independence and imaginative. likes drama, english, music, art.
fastest growth in the labor force
asians and hispanics due to immigration
cognitive info processing
based on how we think/feel about problems, based on what we know, quality of our career depends on how well we learn to make decicisons and solve problems
pure brokering
brokers partner with contractors to develop and produce products
problem solving
career problem, gap between current state and disered state, only CASV
culture
charateristic of a social group
process - Donald super
choices based on ones self concept, individuals seek to implement self concept through occupation. personality and occupation = career
overs, taylor, adkins
classified 725 different leisure acitivites, created a acitivites finder using holland codes
CASVE cycle step 1
communication. becoming aware of the gap. knowing i need to make a choice.
CASVE cycle step 6
communication. review external demands and internal states. has the gap been closed?
negative self talk
creates noise inside our thought, people respond better to priase than negative criticism
commitment to carry out the plan
decision making
Frank Parsons
each choice = seperate and independent careful use of reason and logic - not concerned with long term pictures good self assessment is essential
RIASEC hexagon
each enivornment is dominated by a particular personaility type continaing physical characteristics that support, encourage, and reflect that particular RIASEC
Boundary less model
emphasis on team work. members belong to one or more teams
compulsivity
endlessly processing, parlysis by analysis
riasEc
enterprising. persuaders. like manipulating to get an advantage, risk takers. avoids scientific and observational activities. likes business admin, marketing, law.
CASVE cycle step 5
execution. taking action to narrow the gap. converting thoughts into actions. formulating a plan and executing a plan.
contingent work force
fill in for permanent employees, short term and limited
decided individual posers
forced to make a decision under stress, did not think clearly about their decision
career effects women
glass ceiling, harrassment, different preferences than men
spin in partnerhsip
good ideas are found in small businesses and these organizations are brought into to larger orgs to mutually benifit
instrumental values
hard working. ways of acting and behaving
vertical
new ideas move slowly upward to decision makers and info flows from the top down
job sharing
one job, two people.
decision making includes your
personal feelings, adds to behavior modification
self talk
postive and negative. think of yourself as competent and capable
camaraderie
promotes a group loyalty that results in a shared commitment to and discipline toward the work. can boost an employee's spirit and provide needed assistance
terminal values
prosperous life. end states of existence. worth personally/socially striving for
career planning today
rapid change, telecommuniting, workers viewed as a commodity
power distance
relationship between the boss and subordinates. low in US
leisure
relatively self determined acitivites. experiences that are available due to discretionary income and time, social norms
suggest we move to 30 hour work weeks to increase number of available jobs
rifkins end of work
Pearsons 3 step guidence
self assessment, study of options, careful reasoning
process - david and anna tiedman
ship as a metaphor for your career choices, no horizon to guide the process, compass, charts, currents. introduced model career deciding
impulsivity
spur of the moment decision making not much thought why
licensing
strategic brokers contract with independent businesses to sell brand name merch
spinoff partnership
strategic brokers seek out new ideas that evolve into small often temporary businesses to meet specific needs
largest labor force in the future
white non hispanics
telecommuting
working from home
Work of Work Map
working with data, ideas, people and things. 26 career areas spread across 12 regions.