Career Counseling

Displaced homemaker

a parent who begins or returns to work after taking time off to care for a child; can be the result of a divorce or a separation where the parent has new financial need to support themselves

Re-careering

a term coined for "baby boomers" making a late life career change before retiring

Portfolio career

having multiple part-time/freelance jobs as opposed to one full-time job. this requires organization, flexibility, and risk tolerance

underemployment

working at a job below one's educational or experience level

telecommuting

working from home (or another remote location) all or part of the time. this can improve efficiency and reduce costs for the employer

Positive Uncertainty is a paradoxical approach to decision-making. What are its two main beliefs? a. the future is uncertain, and one must be positive it's uncertain b. the future is uncertain, and must be accepted c. the future is uncertain, and anxiety is a natural result d. the future is unpredictable, and can be changed

A

Which of the following are included in Holland's personality types? a. realistic, investigative, and social b. creative, social, and enterprising c. conventional, realistic, and helping d. entrepreneurial, social, and artistic

A

in Donald Super's theory, there are three substages in stage 1 of development, from ages 4-14. these include what? a. fantasy, interest, and capacity b. exploration, fantasy, and intent c. exploration, interest, and maintenance d. trial, interest, and stabilization

A

the national defense education act (NDEA) of 1958 was launched in response to what event? a. the launch of sputnik by the USSR b. the end of WWII c. high unemployment of war veterans d. concerns for acts of terror

A

which of the following does outsourcing refer to? a. companies replacing US workers with overseas workers b. companies relocating outside the US c. companies buying out smaller companies d. working from home or a remote location

A

Ego Identity (Tiedeman and O'Hara's decision making model)

A combination of the person's individuality and the need to integrate into society on a higher level

Mentor

A higher level individual (in a company or industry) offering career guidance and support. This is often a mutually beneficial relationship, providing personal growth for both parties

Internship

A long-term work experience. Can be paid or unpaid while providing experience with a specific job function, employer, or industry. Internships are most often completed by college students as part of a degree program

Retirement counseling

Providing services to adults who are close to retirement to ensue they are financially and socially prepared

Undecided vs Indecisive

-Although similar, these terms have different meanings, particularly when applied to career decision-making: -Undecided: being undecided can be a normal part of the career development process. Individuals may need additional education or information to make a career choice -Indecisive: Being indecisive is a more global concern. This is where an individual can't make decisions, even when presented with available information and adequate resources

Developmental Approach to Career Counseling

-1950s Eli Ginzberg created a career development model that illustrated this process as lifelong and evolving. -Model was holistic in nature and allowed for the individual's career planning to be influenced by many factors, including their self-concept and life-roles.

Circumscription

-A four stage process of eliminating career options: orientation to size and power, orientation to sex roles, orientation to social valuation, and orientation to unique internal self

Occupational Outlook Handbook (OOH)

-A guide on labor economics and statistics that's designed for consumer use -Its a comprehensive source of information on occupations, which includes duties, education and training requirements, salaries, growth rates, and job outlook -The OOH is produced by the Bureau of labor statistics (a unit of the US dept of labor) and can be found at bls.gov.ooh. -The handbook also includes information on highest-paying and fastest growing careers, occupations to have the newest job openings, additional resources for teachers, a glossary of career terms, and career articles

The Guide for Occupational Exploration (GOE)

-A printed resource based on the 16 US dept of education clusters that connect learning to careers -The new manual contains over 900 job descriptions from O*NET -Outlines skills needed, related courses, education required, earnings, and growth, and is helpful for career-path planning

Career exploration

-A process if exploring career options through various self-assessment tools

Frank Parsons

-A professor, lawyer, and educational reformer, Parsons is known as "the father of the vocational guidance movement" -Because of his work and vocational modeling theories, the Vocational Bureau at Civic Service House was established in Boston, MA after his death in 1908 -This entity later became affiliated with the Division of Education and the Grad school of Business at Harvard, where its function was to assist students with their transition from school to work -Parson's theories were largely based on observations -Psychometric testing quantified some of those theories -Later used more scientific methods greatly helped to legitimize vocational counseling

The Hidden Job Market

-A term used for jobs that aren't advertised -Employers attempt to fill these openings through referrals, so networking is considered the most effective way to get the job -Although difficult to quantify, it is believed that 60 percent or more of all job are filled through the hidden job market

Counseling dual-career/dual-earner couples

-Almost half of all American couples, both individuals are employed -From 1996 to 2000 this number increased by 16%, making these dual-career couples (formerly an exception) more of a rule -Dual career couples or families face the additional challenges of balancing work and home and, in many cases, parenting -Specific issues for working couples include: determining whose career is the "primary" or more important one, dividing household responsibilities, time-management, and stress -In some situations, one spouse is living part-time in another location (known as a commuter marriage) or is required to relocate, which means their spouse then follows them (known as a trailing spouse) -Career counseling interventions for dual-career couples includes open communication, clear expectations on both sides, support, and compromise

Computer Assisted Career Guidance Systems (CACGSs)

-Although a variety of career assessments are available online, validated and reliable versions require administration and interpretation by a trained professional -Some online assessments can lack validity and provide only basic information on interests and options -There are vast amounts of career resources available online including articles, tutorials, job search sites, resume writing programs, videos, and podcasts -Some computer-based programs have become obsolete due to rapidly changing technology -The System of Interactive Guidance Information (SIGI) is a computer-assisted career guidance system (CACGS) for university students and adults -Still in use and rated highly by both users and career professionals -DISCOVER, another CACGS, allows students to access information on majors, resources for financing their cost of higher education, and job search tools -The Choices Planner helps students explore career options and is available through Bridges Transitions -The Kiersey Temperament Sorter is available online and defines temperament and behavior based on the Myers-Briggs Type Indications -Focus 2, initially developed in 1967 as an Education and Career Exploration System (ECES), was renamed in 1990 and continues to be used for career and major exploration and decision-making. Career OneStop, a career exploration and job search site sponsored by the Department of Labor, contains a variety of assessment tools

Counseling adults in career transition

-Although many theories focus on the career decision-making process of young adults, career development is a lifelong process -At any stage in life, adults may need career guidance or counseling to assist with transitions -These transitions include career changes, lay-offs, the need for additional education or training, returning to work after time off (for raising children or caring for family members), and retirement -The job process has changed dramatically, and older workers may need assistance navigating technology to search for jobs

Roe's career development theory

-Anne Roe was influenced by Maslow's hierarchy of needs and developed a theory focusing on the relationship between occupational choice and personality -Roe believed psychological needs and parenting styles influenced career choices -Roe's career choice development theory stated that specific parenting styles determined career path -Cold and rejecting parents produced children interested in science and technology, while children of warm and accepting parents became interested in people-oriented jobs -Overprotective parents taught children to emphasize the speed at which their needs were met -Children of avoidant parents become unable to get their own needs met, while children of accepting parents understood how to be self-sufficient in meeting their own needs

Dislocated worker

-Anyone who becomes unemployed as a result form downsizing, layoffs, company relocation, or company closing

Self Efficacy Theory

-Based on Banduras work -Refer to an individual's belief in their ability to succeed in specific situations or to accomplish specific tasks -Also refers to confidence in their abilities, and the motivation to persist at a task or process -Career self-efficacy was studied by Nancy Betz and Gail Hackett in the 1980s and explained how individuals performed tasks such as choosing and adjusting to careers -Low career self-efficacy causes an individual to avoid career decisions, procrastinate, and be lacking in motivation -Those with high self-efficacy are more adept at envisioning their success, taking on challenges, and committing to outcomes

Career education

-Broadly refers to programs designed to help students understand vocational options including college, training schools, and other non-skilled occupations

CIP Pyramid

-CIP theory is represented by a pyramid, with the base being knowledge of the self and occupations -Center portion represents decision-making, which is made up of 5 information processing skills -Communication -Analysis -Synthesis -Valuing -Executing -Top of the pyramid is metacognition and the executive processing domain, which helps the individual evaluate decisions to determine their effectiveness -CIP is considered a practical method of career counseling that allows clients to be self-directed

Competencies expected

-Career counselors should have a broad range of helping, facilitating, coaching, training, and communication skills. These include: -Knowledge of and training with career assessment tools -An understanding of personality and career theories that impact development, motivation, decision-making, and choices -Excellent communication skills, including the ability to interpret meanings across culture -The ability to counsel individuals and groups -Knowledge of and sensitivity to diversity, including cultural, racial, sexual orientation, economic, and family status -Knowledge of the job search market and effective self-marketing (for example, job search correspondence such as resumes and cover letters) -An understanding of social media and its impact on employment -Technical skills -The ability to research career options and teach others to perform research

Career guidance vs career counseling

-Career guidance is the process of helping individuals make educational, training, and occupational decisions -Career counseling is a more individualized and complex approach of working with all of the factors that can impact the career development process -This can include self-assessment, job search, career exploration or change, work/life balance, and transitions

Stage 2: Exploration (15-24)

-Characterized by exploration through classes, work experiences, and hobbies. -During this stage, the young adult begins to make tentative choices and develop skills -Major tasks are to develop a realistic self-concept and to implement a vocational preference through role tryouts and exploration -During this stage, choices begin to narrow and more specific preferences develop Substages: -Tentative (15-17): needs, interests, and abilities are exercised in fantasy, coursework, part-time work, volunteering, and job shadowing; may identify field and level of work and this substage

Stage 5: Decline (65+)

-Characterized by reduced output and the preparation for retirement -Major tasks include deceleration of a career, gradual disengagement from the work world, and eventual retirement Individual is challenged to find other sources of satisfaction -Their capacity to work can decline, making retirement or a shift away from work necessity

Super's Life Roles defined

-Child: spends time and energy on relationship with parents and guardians -Student: focuses on education and training -Leisurite: a term that Super coined for those who spend time and energy on hobbies and interests -Citizen: focuses time and energy on civic, school, church, or political activities, which includes ay community involvement or volunteer work -Worker: spends time and energy on work for pay -Parent: spends time and energy on child rearing, specifically in their younger years -Spouse: role concentrates on relationships with their partner -Housemaker: focuses on responsibility for home maintenance and management of the household

Cognitive Information Processions (CIP) Career Development Theory

-Cognitive Information Processing (CIP) was developed at Florida State University by researchers Peterson, Sampson, Reardon, and Lenz -Based on principles of cognitive therapy -CIP asserts the content and process are the main components of the career devision-making process

Self Directed Search (SDS)

-Created by John Holland -It is a career assessment tool that is available online -Allows the user to answer questions about interests, aspirations, activities, and skills, and to explore careers of interest -The current edition of the SDS is marketed to all segments of the population, including students, military, and veterans, career changers, and retired workers -In addition, there are resources career counselors and Human Resource professionals can use to support clients in taking the assessment -Once completed, users receive their three-letter code, details on each type, and a list of corresponding occupations -In addition, users receive information on paths of study, leisure activities, and guidance on resources and next steps

Internet Resources

-Currently the career planning and job search process is almost entirely online -Most employers post their jobs on their websites or via job boards, and many use Applicant Tracking Systems to receive and manage resumes -Job seekers and career professionals need a level of technical skillet manage this process and compete in the job market -There are a variety of general job search boards, including Indeed.com, USAjobs, Careerbuilder, Monster, and Job.com. -In addition, there are many job sites for veterans, technical careers, healthcare, education, and more -There are also sites with extensive career resources, such as the Riley Guide and Quint Careers -Networking is still a critical part of the job search, and it has moved online via sites like LinkedIn, which has over 400 million members

Self-concept

-Develops because personalities, interests, and traits reveal themselves as children experience the world -As this "self-concept" develops, children are naturally drawn or repulsed by certain experiences or activities, and begin to create a niche for themselves

Super's Archway Model, Life Career Rainbow, and Career Pattern Study

-Donald Super created the Archway model, which was illustrated as the Life Career Rainbow. -This theory recognized the importance of a sense of self that could change over time and influence career choices -The model took into consideration lifestyle factors that included environmental (such as labor market), personal (psychological and biological), and situational (socioeconomic determinants).

Donald Super- Developmental Approach

-Donald Super developed a framework for understanding career development as a constantly evolving process. -Believed in many of Eli Ginzberg's theories and expanded on those ideas -Proposed broad stages of development that coincided with tasks, and substages that defined specific personal growth milestones

Investigative personality type

-Enjoy problem solving, research, and discovery -These personalities like to observe, investigate, and experiment -Have excellent analytical, communication, and calculation skills -Best suited for careers in science, which include medical, health, and research occupations

Realistic personality type

-Enjoy working with their hands: building, fixing, assembling, and operating tools and equipment -These personalities can enjoy working outdoors -Occupations of interest include engineer, mechanic, pilot, electrician, computer technologist, sportsperson, and park ranger

Artistic personality type

-Express themselves through art, music, drama, and creative design -They enjoy performing, singing, dancing, planning, and presenting -Occupations of interest include artist, illustrator, fashion designer, photographer, and musician

Stages of Career Development (Ginzberg, Ginsburg, Axelrad, and Herma)

-Fantasy (up to age 11): children believe they can do anything and "play" at occupations of interest -Tentative (ages 11-17): as adolescents, they begin to identify their interests, skills, abilities, and talents. They start to understand the education and training needed for certain careers -Realistic (age 17-young adulthood): there are three phases of this stage, during which young adults begin to make career decisions. The three substages are: -Exploration: restrict choices based on interests, abilities, skills -Crystallization: make an occupational choice -Specification: pursue training or educational required to meet their goal

National Defense Education Act and Career Counseling

-Final event to solidify career counseling as a profession was the 1957 launch of the Sputnik satellite by the former USSR -In 1958, the US responded by passing the National Defense Education Act (NDEA) to encourage the study of science -Funds from NDEA were used to provide career interest testing, and also to her and train school counselors -As a result, verifying theories and approaches began to emerge

Compromise

-Final stage -Takes into consideration factors outside an individual's control, such as job availability, labor market conditions, and access to education, and resources -Individuals may need to compromise on choices based on what's realistically available to them -During this stage, they choose lower-level work or a different field before compromising their gender self-concept

Constructivist Approach to Career Counseling

-Focuses on the broader context of life planning and is a more philosophical approach to making career decisions -Individuals develop constructs about life, work, and themselves -While considering these constructs, individuals must find work that has meaning and adequately reflects their own reality, which is unique to their interpretations and life experiences

GI Bill and Career Counseling

-Following WWII Franklin Roosevelt's New Deal program helped returning veterans who were faced with injury, physical limitations, and unemployment -In 1944, the Serviceman's Readjustment Act (known as the "G.I. Bill") was launched to provide higher education and employmentt options -Unfortunately, existing workers were also being displaced by returning veterans, which compounded the unemployment issues. -These conditions created a greater need for professional services, including career counseling

Dictionary of Occupational Titles (DOT) and O*Net

-From the 1930's to 1990s, the dictionary of occupational titles (DOT) was the primary reference to define the specifics of occupations -This resource was often used in Worker's Compensation cases since it clearly outlined the physical requirements of thousands of occupations -Eventually replaced by O*NET (Occupational Information Network), which is available online at www.onetonline.org -O*Net provides tools and resources for career exploration, and includes an assessment that gives users Holland Codes and related occupations -The site is continually updated with info that's provided directly by professionals in the field -Specific areas of interest include: a My Next Move for veterans; a Hot Technologies list; and the ability to search by keyword or SOC (standard occupational classification code)

Decision Approach to Career Counseling

-H.B. Gelatt brought formal decision-making theories to career counseling -During 1960s he authored papers outlining the absence of theoretical framework for vocational counseling. -Theory suggested that individuals choose an appropriate program of courses and a counselor facilitates in the decision-making process. -Process should be systematic and predictive, with the student (or decision-maker) assessing all probabilities and alternatives and then weighing the desirability of each possible outcome

H.B. Gelatt

-HB Gellatt and his wife Carol Gellatt developed a career-related philosophy of Positive Uncertainty -Philosophy required a paradoxical approach to decision-making: accepting the uncertainty of the future, and being positive that it's uncertain -Gellatt's proposed 4 principles to decision making: 1. Be focused and flexible about what you want 2. Be aware and wary about what you know 3. Be realistic and optimistic about what you believe 4. Be practical and magical about what you do to decide -Using this process of embracing uncertainty and positivity can provide the opportunity for proactive creativity -Since the future is uncertain, attitudes and beliefs can influence outcomes and help an individual create their desired future

Holland's Theory and Hexagon

-Holland developed a theory in which personality was the basic factor in career choice -Created the Vocational Preference Inventory and Self-Directed Search (SDS) to assess traits and match them with personalities -Believed that individuals want careers with like-minded others of similar personalities -Most individuals fall into at least one of six personality types (depicted by a hexagon), which show the correlation between job and personality types

World of Work Map

-Illustrates the relationship between occupations, which assists counselors and students/job seekers in career exploration -Visual and interactive, displaying similarities and differences between job occupations -Map is similar to a pie chart, and the outer ring represents high level tasks that correlate with Holland's RIASEC codes -Four task for all combinations of people, ideas, things, and data -Map organizes 555 occupations into 26 groups of similar occupations -Individuals can complete an ACT Interest Inventory to suggest map regions and career areas to explore

Theory of Ginzberg, Ginsburg, Axelrad, and Herma

-In 1951, Ginzberg, Ginsburg, Axelrad, and Herma introduced a theory on career development as a lifelong process -Though this was one of the first developmental career theories, it was overshadowed by those of Super and others -Ginzberg, Ginsburg, Axelrad, & Herma believed vocational choice was influenced by reality, the educational process, emotions, and individual values. -It was through three stages and substages that an individual would arrive at a career choice

Circumscription and compromise theory of career development

-In 1981, Linda Gottfredson published a career theory based on the following processes of development: cognitive growth, development of self-concept, circumscription, and compromise -These processes guide how careers are chosen and occur over the first two decades of life

Consideration when providing counseling services: sexual orientation

-In recent years, theres been increased awareness and sensitivity to lesbian, gay, bisexual, and transgender individuals -They can be subject to discrimination and bias -For counselors, its essential to be aware of LGBT issues in career development -Discrimination can occur in the interview process and on the job, and many states and countries don't provide legal protection to LGBT employees -Increasing number of employers value diversity in their workforce, and an April 2013 study shows that 88% of Fortune 500 companies enforce non-discrimination policies -Counselors working with LGBT individuals can utilize several strategies to increase the effectiveness of counseling -Making clients feel safe by demonstrating an understanding of LGBT culture is important, as well as avoiding stereotyping -Counselors should consult with other professionals as needed, use current resources on LGBT society, and refer out when necessary -Lastly, counselors should engage in open discussions about LGBT issues and help each client develop career goals unique to their personal situation

Psychological approach to career counseling

-In the 1960s John Holland developed theories that focused on personality types matching work environments -In his approach, individual personality types had the strongest impact on career decisions. -Main themes were that individuals choose occupations based on their behavior. -Noted that those with similar personalities tended to choose the same types of occupations -Found that an individual's satisfaction with their employment depended on congruence between the job environment and their personality

Considerations when providing counseling services: adults with disabilities

-Individual's with disabilities have additional challenges in the career planning process -Disabilities include physical limitations, learning disabilities, cognitive impairment, mental health issues, as well as veterans in the wounded warrior class -There are many resources available, including the Americans with Disabilities Act, the Job Accommodation Network (JAN), the Department of Labor Disability Employment Policy (ODEP), and many other national and community programs 0Counselors can help clients to understand their legal rights and to learn how to educate employers about options during application and interview process -Many employers can (and are required by law) to offer accommodations to assist with employment opportunity -In addition, most areas have service organizations that assist with career planning and can even offer on the job coaching

Mark Savickas

-Initially worked under Donald Super -Developed his own post-modern views on career development -His belief was that the world had changed considerably well since the initial ideas of Parsons and Super, so carer development processes should change as well -Voiced criticism over assessments such as the Myers-Briggs Type Inventory (MBTI) and the SDS or other Holland Code-based tests, arguing that a letter code can't define an individual -Believed that individuals create their own reality and personal opinion about any career test results

The Career Development Theory of John Crites

-John Crites was influenced by both trait and factor theories. -He synthesized several ideas to form his own model of career development -Crites's main concerns were types of diagnosis, the counseling process, and outcomes -The three diagnosis types were: differential (define the problem), dynamic (attempt to understand the reasons behind the problem), and decisional (how to deal with the problem) -Developed a Career Maturity inventory , which assisted counselors in assessing their level of career maturity -This concept indicated how well an individual could acknowledge and understand info about themselves, their decision-making skills, and the world. -The Career Maturity Inventory is believed to influence an individual's level of career success

Conventional personality type

-Like working with data and numbers -Enjoy accuracy, organization and clear procedures -Conventional types are skilled at tasks that require orientation to detail -Excel at record keeping, handling money, working independently, and organization -Occupations of interest include librarian, office worker, bank clerk, and computer operator

Social personality type

-Like working with people -Enjoy meeting new people, teaching, training, and coaching. -They are skilled at treating others (as in a health setting) as well as providing care and support -Careers of interest can include athletic trainer, nurse, counselor, social worker, and dental hygienist

Enterprising personality type

-Likes to meet people and enjoy working in business -Like talking, leading people, influencing, and encouraging others -These personalities are skilled at organizing, planning, developing, selling, promoting, and persuading. -Careers of interest include lawyer, accountant promoter, entrepreneur, manager, and business owner

Cognitive growth

-Occurs as children begin to understand the distinctions between people and occupations -As adolescents, they develop a cognitive map to further distinguish occupations by gender and prestige

Stage 2 of circumscription: orientation to sex roles

-Orientation to sex roles (ages 6-8): during this stage, broad generalizations are made about gender roles as they relate to career choices -There can be limited understanding of social hierarchies and what jobs are most lucrative; however, children can develop a simple understanding of social status and wealth -Decisions at this stage are mostly related to what's acceptable by gender, and occupations are eliminated if they don't match their defined gender concept

Stage 1 of circumscription: orientation to size and power

-Orientation to size and power (ages 3-5): as very young children, this first stage is about making simple observations and judgments on themselves and young adults -They begin to understand that adults have jobs and power -At this age, children stop referencing fantasy careers (such as being animals or super heroes) and begin to see the differences between the roles of children and adults

Outsourcing

-Outsourcing is a practice where companies transfer work to outside suppliers to reduce cost -This can involve manufacturing services and digital outsourcing, which can include call centers and technology services -One reason for outsourcing technology is that the wages of non-US based technical professionals are far less -Outsourcing manufacturing can save on costs, including labor, utilities, and materials -Offshoring is the term for companies that move operations to another country -Outsourcing can also apply to the process of giving control of a public company to a private one -Outsourcing is complex and has both advantages and disadvantages for the US, global economy, and workers

Holland's six personality types

-Realistic -Investigative -Artistic -Social -Enterprising -Conventional

Super's Life Career Rainbow

-Represented by colored bands. -Brought together the roles played in life ("the life space/life roles") with the five developmental stages or structures of life (the "life span") -Super believed that a person's self concept developed as a result of the influence of the life roles played over a life span.

Roe's 8 occupational classifications/fields

-Service, business, organization, technology, outdoor, science, general culture, and arts/entertainment -These 8 groups were separated into 6 rows, which represented 6 different levels of complexity and responsibility for each occupation -Roe stressed that the observable personality determined the career choice -These are also known as "fields and levels"

Women in the workforce

-Since 1970, the number of women in the US workforce has increased steadily by from 38% to 47% of all workers, though the rate of growth has slowed in recent years -Women are earning secondary degrees at a faster rate than men, yet a wage difference between the genders still persists -Women currently represent over 72 million workers, while there are 81 million working men -On average women earn approximately 80% of the wages of men -Leading occupations for women haven't changed considerably since the 1970s, with the majority of females working in secretarial/administrative roles and in education -the greatest growth for opportunities for female workers has been in the medical/healthcare sector, with occupations such as dentist, physician, veterinarian, and surgeon -Managing families and children is another challenge women face -the US is one of the few industrialized nations that doesn't offer paid maternity leave -In 2011, however, 16% of companies surveyed offered paid maternity leave, and 25% offered paid family leave -Overall, 70% of mothers who work; 60% of women with children under aged 33 and 55 percent of women with children under the age of one participate in the labor force

Environmental factors

-Specific events and circumstances that influenced career preferences, skill development, and abilities -These were often out of an individual's control -Such factors could include: access to education, resources, and socioeconomic conditions

Super's Career Pattern Study

-Study was longitudinal in nature and followed individuals over approx 15 years -Study's findings indicate that if individuals were successful in high school, they would also likely be successful in young adulthood

The National Career Development Association (NCDA)

-The National Vocational Guidance Association was formed in Grand Rapids Michigan in 1913 -In 1985 the organization became the National Career Development Association (NCDA), which still exists today -NCDA has thousands of members and is considered the first- and longest running-career development association

Family and medical leave act (FMLA)

-The US law passed in 1993 to provide support to working parents -Initial law covered time off of work for pregnancy, infant care, adoption, or medical care for an individual or their spouse, parent, or child. -Additional time of up to 26 total weeks can be allowed if spouse, parent, or child is active military duty and requires care for an illness or injury unrelated to their service -This law was updated in 2015 to include gay marriage -It also protects individuals by allowing up to 12 weeks per year of unpaid leave with a continuation of health coverage and the ability to return to the same or an equal job -FMLA applies to all public and private businesses, but a private employer must have a minimum of fifty employees to be required to offer FMLA

Career Counseling Process

-The career counseling process typically begins with an intake review to understand the individual's goals for counseling -Career assessments can be provided and then interpreted by the counselor -Sessions can be conducted to review and discuss the outcomes of these assessments -Counselor works with the client to establish goals and outline a timeline that's suitable for both of them -Sessions continue until the client reaches or updates their goals -Career counseling is typically solution-focused and time-limited

1994 school-to-work opportunities act

-The federal act was designed to support education at the state level -All 50 states received funding to help students succeed by engaging more with academics and learning to apply their education to the workforce -Program ended in 2001

Areas of assessment

-The process of career exploration includes helping an individual discover their career values, interests, skills, and personality -Assessment tools can also explore motivation, aptitude, and work preferences -Validated assessments and their focus include: -Strong interest inventory (SII) (Interests): provides Holland Codes and occupational matches -Self-Directed Search (SDS): shorter version of SII -O*NET Interest Profiler (Interests): available online -Career Assessment Inventory (Interests): for college and non-college bound individuals -Myers Brigg Type Indicator (Personality): provides a four-letter personality code and career areas of fit -Work Preference Inventory (Work styles/interests): measures motivation towards work -Minnesota Importance Questionnaire (Values): measures work needs and values -Super's Work Values Inventory (Values): measures work-related values -Kuder Career Interests Assessment (Interests, skills, and values): includes Skills Confidence and Work Values -Armed Services Vocational Aptitude Battery (ASVAB): predicts academic and occupational success in the military

Adjustment (Tiedeman and O'Hara)

-The second step, Adjustment, had three phases that described adjusting to their choice of career -During the Induction phase, the new career choice was implemented -Next, the individual adjusted to new situations and people during the Reformation stage. -Finally, Integration occurs as the individuals gained comfort and familiarity with the new environment

Glass ceiling

-The term for invisible cap on wages and the potential for advancement, particularly for women and minorities

History of Career Development

-The vocational guidance movement began in the early 20th century. -Social changes such as urbanization. the move away from agriculture, and end of WWI made it necessary for individuals to take an active role in finding work -Changes in education, growth of social work, and psychometric testing, created the basis for vocational and career counseling -Two important figures: Jesse B Davis and Frank Parsons

Krumboltz's Learning Theory of Career Counseling

-Theorists Mitchell, Gelatt, and Krumboltz developed a career theory that demonstrated learning occurs through both observation and experiences -This theory suggested that a career choice was based primarily on life events and four specific factors: Inherited qualities, environmental factors, learning experiences, and task approach skills -Krumboltz believed that the learning experiences that individuals gain over their life span are the primary influences on their career choice -Using this model, counselors can help clients understand the impact of external factors on their career path, recognize and manage anxiety associated with not meeting their career goals, and choose alternative career paths. -Krumboltz later developed a theory called Planned Happenstance, which suggested there were many factors in life outside an individual's control -These factors could have both positive and negative impacts, and could help develop essential coping skills -This model taught counselors how to respond positively to clients and helped clients build skills such as curiosity, persistence, flexibility, optimism, and risk-taking -By developing these skills, clients could react more positively to life events and create opportunities from negative situations

Trait Factor Theory/Actuarial

-Theory most associated with the work of Frank Parsons -Several theorists at the University of Minnesota (John Daley, Edmund G. Williamson, and Donald Paterson) developed theories and assignments on psychometrics, which were combined later with Parson's vocational guidance principles -Originally referred to as "talent matching" or known as "personality x environment fit", Parsons named it the Trait and Factory Theory of Occupational Choice -Approach focused on matching an individual's personal traits to occupations -Parson's four essential characteristics

Compensatory vs Spillover Strategies of Leisure

-There are two competing theories on the meaning of "time outside of work" -Spillover theory suggests carryover and similar patterning between work and non-work activities -The compensatory theory suggests the opposite, arguing that individuals are more interested in leisure that's unlike their work, and uses the negative association with work to fulfill their non-work needs -Research has indicated slightly more evidence of spillover than compensatory

Constructivism

-This approach suggest that reality is "constructed" by each individual (from inside out) through cognitions and thought processes -In this theory, a person is constantly changing, and there are no developmental stages -The focus of development is on the process, not the outcome

Stage 3: Establishment (25-44)

-This is characterized by entry-level skill building and stabilization through work experience -The task is to find a niche in a field and advance within it Substages: -Trial and stabilization (25-30): process of starting professional work; if found to be unsatisfactory, can make additional job changes -Advancement (30-40): efforts are directed at securing a position, acquiring seniority, developing skills, and demonstrating superior performance

Stage 4: Maintenance (45-64)

-This stage is characterized by a continual adjustment process to improve their position -Major task is to preserve gains that are already made and develop non-work interests -Established work patterns are maintained

Social Cognitive Theory of Development

-This theory was developed in 1994 by Lent, Brown, and Hackett and was based on Bandura's Social Cognitive Theory. -It explained the ways that academic and career choices develop and how choices are put into action -The theory was based on three principles: self-efficacy, outcome expectations, and goals -Self-efficacy relates to an individual's beliefs about the abilities they've gained from personal performance, learning and social interactions. -Outcome expectations are the beliefs in the consequences of behaviors and the effort an individual puts into specific activities -Personal success is defined by social efficacy (beliefs) and outcome expectations (effort and results). -Finally, goals help to reinforce specific behaviors that lead to successful academic or career outcomes.

Tiedeman and O'Hara's Decision-Making Model

-Tiedeman and O'Hara created a developmental model career theory based on Erik Erikson's eight stages of psychosocial devleopment -Believed that the essential components to career choice were self-awareness and the learned ability to make decisions -Assumption was that the world was not deterministic, and each person was responsible for their own behavior and choices -Three concepts that defined their theory were: -Differentiation -Integration -Ego Identity

Anticipation (Tiedeman and O'Hara)

-Tiedeman and O'Hara hypothesized that there were two steps to making a career choice: anticipation and adjustment -During the anticipation phase, a person engaged in Exploration to try new activities and fantasize about careers. -This was followed by the Crystallization phase, when the person evaluated choices and began to clarify which vocations to pursue -Next, the individual made a Choice, and then finally engaged in Specification to reassess their decision.

Career Development Theory Categories

-Trait Factor/Actuarial -Developmental Approach -Decision Approach -Psychological Approach -Constructivist Approach -Donald Super - Developmental Approach

Sociological Model of Career Development

-Unlike psychological theories that focus on the impact of personal characteristics, the sociological model considers the environmental and situational determinants of the individual -Sociological models study the impact of social systems, socioeconomic status, and the availability of training, resources, and jobs -The theory also factors in cultural and ethnic influences, as well as the occupation of parents and peers -Taking into consideration an individual's situation, choices can be determined by interests as well as by job market limitations and the lack of access to opportunity

Jesse B. Davis

-Was an educator who developed early vocational guidance programs in public schools -Through these programs, he and other public school teachers used academic assignments to help students recognize and evaluate their career interests

Workforce Innovation and Opportunity Act

-Was enacted in 2014 and signed into law in 2016 -Was designed to streamline training programs, and updated the 1998 version -Several agencies (including the dept of labor)in coordination with the US department of education and the US dept of health and human services, provide resources and support to ensure implementation -The new program is designed to help job seekers access employment, education, training, and support services -The goal is to increase services to the most economically challenged, including veterans, at-risk youth, and individuals with disabilities

Process (CIP)

-What an individual must do to make a decision

Content (CIP)

-What an individual must know to make a decision (ex. self-assessment, knowledge of careers and options, etc.)

Life-Space and Life-Roles

-Within the Life Career Rainbow, life roles were included in what Donald Super called the life-space -Super believed that the role of "worker" was just one of many that an individual played in their lifetime -Could play several roles at any given time -Throughout life, an individual's focus and attention could shift from one role to another, and work roles could develop throughout their life span -This theory was important because it focused on fitting work into their lives, as opposed to fitting individuals into jobs.

"Life is Career" Theory

-Work of Tiedeman and O'Hara was the basis for Miller-Tiedeman's and Tiedeman's later theories -These theories were more holistic, and placed the client, not the career practitioner, in charge of creating their own career theory -This "life is career" theory embraced the process, leaving the development of content up to the individual

generational differences

-currently there are several distinct generational groups in the workforce -The Baby Boomer generation consists of approx 78 million individuals born between 1946 and 1964 -Though many boomers are at or nearing retirement age, they can be at the peak of earning potential and want to delay retirement for financial reasons -The average age of retirement is now 66, which is up from past years. -Gen Y (aka millennials) represent 72 million indvs born between the late 1970s and the late 1990s. -As job seekers and workers, this group has distinctly different views on the meaning and requirements of work -Overall, they desire increased flexibility, transparency with leadership, and work that has clear value -In addition, millennials are highly socially conscious and tech savvy. -This generation will ultimately transform all aspects of employment as they age and move up the corporate ladder -In the meantime, companies should work to create cohesiveness and cooperation across generations with distinct differences

Stage 3 of circumscription: orientation to social valuation

-orientation to social valuation (ages 9-13): during this stage, children develop a more in-depth understanding of how specific occupations have a higher or lower status, and therefore, earn more or less money accordingly -They can see the relationship between types of jobs, money earned, and social rankings -Children may start to make decisions based on the level of effort required for some careers (ex. being a doctor requires a high skill-level) along with the status level that they desire -They then begin to develop more realistic expectations based on these factors

Stage 4 of circumscription: orientation to unique, internal self

-orientation to unique, internal self (ages 14+): in the final stage, teens and young adults look internally more to determine which jobs fit their needs and personality -Prior to this stage, much of the learning and decision-making were external and status-based -This stage is far more complex as individuals now look at gender role, self-concept, status, and attainability of careers

Parson's four essential components

1. Individual traits: values, interests, skills, and personality characteristics. -These characteristics can be combined in unique ways for each person, and could be recognized and classified. 2. There were factors (aspect and details) that made up each occupation. 3. By knowing an individuals unique set of traits (distinguishing qualities) and the requirements for any occupation, it was possible to identify a fit between a person and a career 4. Job satisfaction was at its highest when there is a strong correlation between the person (trait) and the occupation (factor). -Theory based on straight forward decision-making and the process of matching traits and factors

Externship

A short-term (several weeks) work experience that allows an individual to experience specific work environment or job function

Integration (Tiedeman and O'Hara's decision making model)

Adjusting the person's individuality to fit in with society

Freelance

An option for more flexible work, but without any benefits -Individuals can freelance for one or more organizations to make additional money

Assessments developed by John Holland include which of the following? a. The Minnesota Occupational Rating Scale b,. The Strong Interest Inventory, Self-Directed Search, and Vocational Preference inventory c. The World of Work map d. The Myers Briggs Type Indicator

B

In adults, the Maintenance Stage is defined by what actions? a. finding one's career niche and advancing b. preserving gains and developing non-work interests c. preparing for retirement d. narrowing career choices

B

Who is considered "the father of the vocational guidance movement"? a. Jesse B. Davis b. Frank Parsons c. Donald Super d. John Holland

B

The dictionary of occupational titles (DOT) was replaced by what resource? a. the self directed search (SDS) b. the occupational outlook handbook c. O*Net d. World of work map

C

when working with members of the LGBT community, it's important for a counselor to do what? a. be an active member of the LGBT community b. assist the client in locating gender-neutral jobs c. consult with other professionals and refer out when necessary d. reach out to employers to provide education about discriminatory hiring practices

C

A counselor would most likely fall under which of Holland's personality types? a. realistic b. helping c. conventional d. social

D

Computer Assisted Career Guidance (CACGSs) include what? a. SIGI and DISCOVER b. The Kiersey Temperament Sorter and Myers-Bring Type Inventory c. FOCUS2 and Choices d. Answers A and C

D

Krumboltz's theory of Planned Happenstance suggests which of the following? a. many factors in life are outside of our control b. its essential to develop coping skills c. Opportunity can be created from a negative situation d. all of the above

D

Limitations to early career theories included which of the following? a. a lack of studies including women and minorities b. non-comprehensive theories c. a focus on white, educated males d. all of the above

D

Super's Life Career Rainbow included what aspect(s) of development? a. life roles b. life space c. self concept d. choices a and b

D

The 1944 "GI Bill" offered what services to soldiers returning from WWII? a. Free vocational assessments b. support in joining the armed forces c. teacher training d. higher education and training options to veterans

D

The baby boomer generation represents which age group a. adults 45 to 60 b. adults 20 to 40 c. adults 65 to 80 d. adults 52 to 70

D

The hidden job market represents what percentage of open jobs? a. 20 percent b. 40 percent c. 50 percent d. 60 percent

D

Tiedeman and O'Hara's developmental model encompassed what three concepts? a. id, ego, and superego b. id, integration, and superego c. differentiation, ego, and ego identity d. differentiation, integration, ego identity

D

what are the main components of the Cognitive Information Processing (CIP)career development theory? a. communication and analysis b. synthesis and valuing c. valuing and executing d. content and process

D

Limitations of Career Theories

Despite the volumes and varying perspectives of career theories, there are limitations to their scope and efficacy across all groups -Most theories address specific aspects of career development, but are not comprehensive -Many career research studies conducted in the 1950's and 1960s used a very limited sample set of middle class, white male college (or college-ready) students -Women, minorities, and cultural variations were not considered -For example, Holland's work has been extensively researched and revised to reduce gender bias -There also continues to be a debate over the validity of Holland's RIASEC types across nationalities and age groups -Newer theories factor in a more holistic approach and have a broader cultural understanding that considers the client's unique situation and needs

Differentiation (Tiedeman and O'Hara's decision making model)

Expression of each person's unique individuality

Inherited qualities

Genetic endowments and special abilities that could influence opportunity

Learning experiences

Instrumental learning (reinforced by consequences) and associative learning (pairing a previously neutral situation with one that's positive or negative) about career options, and how certain choices could be rejected or reinforced by others

Task approach skills

Sets of skills the individuals has developed, such as problem solving work habits, mindsets, emotional response, and cognitive response.

Stage 1: Growth Ages 0-15

Stage 1: Growth, Ages 0-15 -This is characterized by the development during childhood of self-concept, attitudes, needs, and a general understanding of the work world -During this stage, the major developmental task is to develop a self-concept and then move from play to a work orientation Substages -Fantasy (ages 4-10): needs dominant career fantasies with little to no orientation -Interest (ages 11-12): identifies likes/dislikes as a basis for career choices -Capacity: more reality is incorporated; can relate their own skills to specific job requirements

Vocational Development Stages and Substages

Stage 1: Growth, Ages 0-15 Substages: -Fantasy (Ages 4-10) -Interest (Ages 11-12) -Capacity (Ages 13-14) -Stage 2: Exploration, Ages 15-24 Substages: Tentative (15-17) Stage 3: Establishment, Ages 25-44 Substages: -Trail and Stabilization (25-30) -Advancement (35 to 40) Stage 4: Maintenance (45-64) Stage 5: Decline, Age 65 and older

Job satisfaction

Term for defining an individuals satisfaction with work, which includes the work, company, colleagues, compensation, value of work, and environment

Contextualism

This approach focuses on individuals interacting within social and environmental contexts -This theory uses narratives to assist clients by helping them extract personal meaning from situations

Personal branding

Used in conjunction with social media, this is a way for job seekers to describe and market themselves, demonstrating their unique value to employers

Outplacement counseling

career services for those who are laid off due to downsizing or company relocation

social networking

making connections to others through social media

work/life balance

prioritizing time spent on a career with time spent on lifestyle and leisure activities