Career Development Part 1 Book

work interface

The connection between family and work

594. In terms of the labor market

The number of employees that employers want to hire goes down as salary goes up. The number of employees willing to work for an employer goes up as the salary increases

the Self-Directed Search

abbreviated SDS, is a self-administered, self-scored interest inventory based on John Holland's theoretical notions.

(557) In the Gelatt Model the predictive system deals with

alternatives and the probability of outcomes.

the contrast effect

contrast refers to a heightened sense of awareness regarding the difference between the successive juxtapositions of two stimuli. The word juxtaposition simply means to put side by side. Hence, in career placement settings the term has been used to suggest that an interviewer's impression of an interviewee is often affected by previous interviewees. Thus, a typical applicant would look more impressive if she is interviewed after a string of applicants who are ill qualified for the job. Unfortunately, the converse is also true. An average applicant whose interview comes after several highly qualified (or overqualified) applicants will not be judged as favorably by the person who is doing the interviewing

displaced homemaker

is a woman with children who was a homemaker but is currently in need of work to support her family.

(562) In the Dictionary of Occupational Titles each job was given a ________ digit code.

nine. Note: The first three digits designated the occupational category and divisions, whereas the middle three described tasks in relation to data, people, and things respectively. The final digits helped alphabetize the titles.

blue collar

skilled manual labor

Kuder Navigator

targets secondary students

Richard N. Bolles's What Color Is Your Parachute?

the bestselling job hunting book of all time

David Wechsler

well-known for creating the Wechsler intelligence scales.

597. The in-basket technique would be best

when you are on a hiring committee and assessing candidates for a managerial position.

The SOC is the Standard Occupational Classification Manual

which codes job clusters (e.g., teachers, librarians, and counselors) via similar worker function. Thus, it is very useful for a counselor who wants to find additional occupations that a worker might already be trained for or could consider with additional training. Federal agencies use SOC to collect, classify, and report data. You can scope it out at www.bls.gov/soc/

Nancy Schlossberg

who has focused heavily on adult career development. She suggested five noteworthy factors: behavior in the adult years is primarily determined by social rather than biological factors; behavior can either be a function of one's life stage or one's age at other times; sex differences are actually more powerful than age or stage differences; adults continually experience transitions which require adaptation and self-assessment; identity, intimacy, and generativity are recurring themes in adulthood

575. Lifestyle includes

work, leisure & style of living. Note: Lifestyle is a broad term which describes the overall balance of work, leisure, family, and social activities. Some exams will use the term avocational in place of the term leisure.

(545) Developmental career theorists view career choice as an ongoing or so-called longitudinal process rather than a single decision made at one point in time. The pioneer theorists in this area— who were the first to forsake the matching models—were

Ginzberg, Ginsburg, Axelrad, and Herma. Note: in early 1951 Ginzberg and his associates began to emphasize developmental factors related to occupational choice. Based on a small research sample they concluded that occupational choice takes place over a 6-10-year period; the choice is irreversible; and always has the quality of compromise.

(544) Holland relied on a personality theory of career choice. Robert Hoppock's theory, based on the work of ________ is also considered a personality approach.

Henry Murray. Note: Henry Murray created the "needs-press" theory and the TAT (along with Christina Morgan) projective test. The occupation is used to meet a person's current need

John Holland introduced the SDS Self-Directed Search (SDS)

In 1970 to help those who did not have access (or could not afford) professional career counseling. The test takes about 20 minutes and is suitable for ages 15 and older. The measure provides a three-letter code (such as EIR or ISC) to describe the individual's career personality type. Holland warned that the test is not suitable for grossly disturbed, uneducated, or illiterate persons, although an easy form (known as Form "E") is available for those with limited reading skills or those who lack a high school education. Form "E" is shorter than the regular SDS and uses no words beyond the fourth-grade level. The SDS is specifically not recommended for those who have a great deal of difficulty making decisions.

behavioristic strategy known as the "job club"

has been suggested by Nathan Azrin who created the approach in the 1970s to help returning Vietnam vets and went on to write the book Job Club Counselor's Manual: A Behaviorial Approach to Vocational Counseling. The job club operates like a behaviorist group in which members share job leads and discuss or role-play specific behaviors (e.g., interviewing skills) necessary for job acquisition. The club helps members learn from each other. The original model also utilized a classroom model for dispensing information. You may recall from grad school that Azrin was one of the leading pioneers who created the specific guidelines for running a behavior modification token economy (i.e., giving plastic tokens which could be turned in for actual reinforcers such as food).

589. Most research would suggest that a woman who has the same intelligence, skills, and potential as a man will often

have lower career aspirations than a man. Note: Louise Fitzgerald and John Crites discovered that even when girls manifest higher career maturity than boys, their aspirations are lower.

578. At a case staffing, one career counselor says to another, "The client's disability suggests she can only physically handle sedentary work." This technically implies

he client will not need to lift over 10 pounds

SIGI 3 - The System of Interactive Guidance and Information known as SIGI.

is a self-assessment software and web-based program that helps college students and adults pick a major and a career based on their own values, interests, and education. SIGI allows users to compare job choices and fine tune decisions.

Robert Rosenthal

is famous for his research regarding the "experimenter effect,"

Kuder Galaxy Program

is for elementary students

591. Midlife career change

is not that unusual. This generally takes place between ages 35 and 45 and additional training is often needed. Precipitating factors for the change include divorce, having a baby, caring for a disabled child, empty nest syndrome, and perhaps most important, job dissatisfaction.

566. Gender issues impact career counseling such as career segregation. Men are overrepresented in ________ positions while women often have ________ .

labor and executive positions; pink-collar jobs. Note:

Sedentary

maximum lifting is 10 pounds

Medium work

maximum lifting is 50 pounds

Heavy work

maximum lifting is up to 100 pounds

Light work

maximum lifting is up to 20 pounds

(542) In regard to an individual's behavioral style or so-called modal orientation, Holland believed that

most people are not pure personality types and thus can best be described by a distribution of types such as Realistic, Social, Investigative (RSI). Note: Although each individual has a primary direction or type, the person can be described best using a "profile" over three areas also known as a three digit code. Graphically, the six types generally are placed on a hexagon such that adjacent or consistent types are next to each other on the geometric figure. Thus RIA (Realistic, Investigative, Artistic) would be "consistent" while RAE (Realtistic, Artistic, Enterprising) would be "inconsistent"

567. A counselor with a master's degree who is working for minimum wage at a fast-food restaurant due to a lack of jobs in the field is a victim of

underemployment. Note: Underemployment occurs when a worker is engaged in a position which is below his or her skill level. This phenomenon can occur when an abundance of educated people floods a labor market which does not have enough jobs that require a high level of training. Hence, as more people go to college the rate of underemployment is expected to increase.

(563) The DOT was first published by the U.S. Department of Labor in 1938. The first three digits in a DOT code referred to

an occupational group. Note: The first digit in the DOT designated one of nine occupational categories: 0/1 professional, technical, and managerial careers; 2 clerical and sales careers; 3 service careers; 4 agricultural, fishery, forestry, and related Careers; 5 processing careers; 6 machine trade careers; 7 bench work careers; 8 structural work careers; and 9 miscellaneous. Thus, in the code for counselor (045.107- 010) the first digit (0) is from the professional, technical, and managerial occupations category. The second digit (4) refers to occupations in life sciences; while the third digit defines the occupational group. In this case, 045 is "occupations in psychology." The final three digits alphabetize titles designated by the first six-digit code groups.

( 561) At its zenith the DOT listed

approximately 20,000 job titles. Note: This is the largest, most comprehensive source and it was used more than any other printed resource in the field. As with the OOH you can thank the U.S. Department of Labor, which began publishing the DOT (Dictionary of Occupational Titles) in 1938. The Occupational Information Network O*NET (www. online.onecenter.org) became a virtual replacement for the DOT in 1991. The new O*NET lists far fewer occupations than the old DOT. Many highly specialized jobs that only a small number of individuals worked as were dropped. Since O*NET is an online program it will have the advantage of being easier and quicker to update. There are current books using DOT in the title; however, at this point in time these works do not appear to be published by the U.S. Department of Labor.

(558) Linda Gottfredson's developmental theory of career focuses on

circumscription and compromise theory Note: According to Gottfredson people do restrict choices (circumscription) and when people do compromise in regard to picking a job (and indeed she feels they do) they will often sacrifice the field of work before they sacrifice sex-typed behavior or prestige.

571. The System of Interactive Guidance and Information (SIGI) and Choices are

computer-assisted career guidance systems (CACG).

(541)Holland did indeed believe in career stereotypes. In other words the person psychologically defines himself or herself via a given job. Thus, a bookkeeper or a clerical worker would primarily fit into the ________ category.

conventional. Note: The "conventional" type values conformity, structure, rules, and feels comfortable in a subordinate role. Statisticians, bank clerks, and controllers fit this stereotype. By the way, "conventional" and "conformity" both begin with a "c." (Holland created a personality approach to career counseling).

(549) Super's life-span theory emphasizes ________ life stages.

five. Note: The stages are: first, Growth (birth to age 14); second, Exploration (ages 15-24); third, Establishment (ages 24-44); fourth, Maintenance (ages 44-64); and fifth, Decline (age 65+). Suggested memory device: GEE MD. (Note, so far as the two "Es" are concerned, common sense would dictate that exploration would come before establishment.) Developmental theories like Donald Super's emphasize longitudinal careerrelated behavior

Choices is a software program

for high school students that provides information to help them make informed decisions about career and transition planning. A middle school edition, Choices Explorer, is also available.

(559) The most effective method adults use to find jobs in the United States is

securing information via ads in the newspaper.

596. A career counselor who is helping a client design a resume

should emphasize the importance of a cover letter. The resume should always be accompanied by a cover letter. Many personnel workers will not read a resume which is received without a cover letter. The letter should be brief (i.e., generally about three short paragraphs) and ideally the paper and type should match the resume and be of excellent quality. Counselors routinely recommend the bestselling job hunting book of all time What Color Is Your Parachute? by Richard Bolles, to clients who are seeking employment or a change in employment.

The accident theory

simply suggests that chance factors influence one's career. For example, a student liked his history teacher so he decided to become a history teacher himself.

572. A client who likes her flower-arranging job begins doing flower arranging in her spare time on weekends and after work. This phenomenon is best described as

spillover.

(555) A counselor who favors a behavioristic mode of career counseling would most likely

suggest a site visit to a work setting.

The compensatory effect

suggests that a worker compensates or makes up for things he or she can't do on the job. Thus, a librarian who must be quiet from 8.00 to 5.00 may go out after work and get wild, crazy, and most importantly loud.

(564)You are working as a counselor for a major university. A student wants detailed statistics about the average wages in her state. The best resource would be

the Bureau of Labor Statistics website.

573. A male client who hates his job is trying desperately to be the perfect father, husband, and family man. This phenomenon is best described as

the compensatory effect.

580. The SDS - Self-Directed Search (available online or in print) score will reveal

the individual's three highest scores based on Holland's personality types. Note: The SDS provides the user with a three-letter code that indicates the three personality types the examinee most resembles. A Spanish version is available. An occupational finder describes numerous occupations in order to ascertain which occupations best match the personality type. A special occupational finder is available to investigate careers and occupations for the military and veterans.

(550) Super's life-span theory includes

the life-career rainbow. Note: The person can play a number of potential roles as he or she advances through the five stages (GEE MD); they are parent, homemaker, worker, citizen, leisurite, student, or child. Super called the graphic display of the roles unfolding over the life span, the "career rainbow." The roles are played out in the "theaters" of the home, community, school, and work. So far as Super is concerned, career can include student, employee, pensioner, retirement, civic duties, avocations, and even family roles.

(543) Holland believed that

a given occupation will tend to attract persons with similar personalities. Note: Like Roe, Holland felt that early childhood development influences adult personality characteristics.

590. A displaced homemaker might have grown children or

Be widowed and seeking employment, be divorced and seeking employment.

The SIC the Standard Industrial Classification Manual,

Classified businesses in regard to the type of activity they are engaged in (i.e., the type of service or product).

586. According to the concept of sex-wage or gender-wage discrimination

Women make less than men for doing the same job.

577. The Self-Directed Search (SDS) is

- Based on the work of Holland and yields scores on his six types. - self-administered. - self-scored and self-interpreted.

569. In a lifetime the average person has

10 to 15 jobs.

Job analysis.

A procedure where tasks, duties, skills, required education, safety issues, and other data are examined. A job analysis leads to a job description or what can be known as job specifications.

568. According to the OOH, the highest-paying profession would be

A psychiatrist.

aptitude test

An aptitude test does not imply that you are adept at the skill (say math, music, or principles taught in law school) at the present moment. The aptitude test merely speculates about whether or not you could capture these skills with proper training and experience. Aptitude tests attempt to measure potential

574. The National Vocational Guidance Association was founded in 1913. It was fused with other organizations in 1952 to become the

APGA American Personnel and Guidance Association.

(553) John Krumboltz postulated a social learning approach to career choice. This model is based mainly on the work of

Albert Bandura. Note: Anita Mitchell, G. Brian Jones, and John Krumboltz utilized the work of Albert Bandura to explain career choice. Bandura emphasized the role of modeling in the acquisition of new behaviors. The theory states that people learn not only from the consequences of their own behavior but also from observing the consequences of others. Learning which takes place by watching others is sometimes called "vicarious learning." Krumboltz felt that interests are the result of "learning," such that changes in interests can be "learned." Thus, actual exposure to a wide range of work settings (i.e., site visits) is highly desirable. Occupational indecisiveness is seen as an indication of an information deficit rather than a lack of career maturity

570. Self-efficacy theory is based on the work of

Albert Bandura. Note: Bandura proposed that one's belief or expectation of being successful in an occupation causes the individual to gravitate toward that particular occupation. Bandura felt that "chance factors," such as accidentally being exposed to certain situations, influence career development.

585. A client says she has always stayed home and raised her children. Now the children are grown and she is seeking employment. She is best described

As a displaced homemaker.

( 548) The most popular developmental career theorist is Donald Super. Super emphasizes

The self-concept. Note: Super and self-concept both begin with an "s." How convenient! The assumption here is that the individual chooses a career which allows the self-concept to be expressed.

588. A counselor advises a female to steer clear of police work as he feels this is a male occupation. This suggests

Counselor bias based on gender bias.

(552) The decision-making theory, which refers to periods of anticipation and implementation/adjustment, was proposed by

David Tiedeman and Robert O'Hara. Note: Tiedman and O'Hara suggested that the decision process is best explained by breaking it down into a two-part process. In the anticipation stage the individual imagines himself or herself in a given career. In the implementation phase (also sometimes called accommodation or induction) the person engages in reality testing regarding his or her expectations concerning the occupation. All decision-making theories contend that the individual has the power to choose from the various career options.

The Gelatt Decision Model created by Harry B. Gelatt

Decision-making theory asserts that although occupational choice is an ongoing process, there are times when a key decision must be made. In the Gelatt Model the predictive system is concerned with the probable alternatives, actions, and possibilities. The person's value system is concerned with one's relative preferences regarding the outcomes, while the decision system provides rules and criteria for evaluating the outcome.

584. Occupational aptitude tests such as the Differential Aptitude Test (DAT), the Armed Services Vocational Aptitude Test Battery (ASVAB), and the O*NET Ability Profiler grew out of the

trait-and-factor movement related to career counseling

583. Some exams will split hairs and distinguish a dual-earner household from a dual-career household or family. All the statements below are false except:

Dual-career families earn more than dual-earner families. Note: the dual-career family has a job where advancement is possible versus the dual-earner family which is characterized by job positions where moving up the line is not possible or at best minimal. Statistically, dual-wage earning couples are now the norm.

(547) Initially, Ginzberg and his associates viewed career choice as irreversible and the result of compromises between wishes and realistic possibilities. This theory identified three stages of career development:

Fantasy (birth to age 11), tentative (ages 11-17), and realistic (age 17 to early twenties).

Ginzberg, Ginsburg, Axelrad, and Herma. career theory - The theory postulated three stages

Fantasy—until age 11, based strongly on impulses. Tentative—ages 11-17, where interests and abilities are examined. Realistic—age 17 to early twenties, where a choice is made by weighing abilities and needs and making a compromise. Exploration was said to lead to crystallization. By 1972, Ginzberg modified his position by stating that the process of choice is open-ended and lifelong. This, of course, refuted the notion of irreversibility. He also replaced "compromise" with the concept of "optimization," meaning that individuals try to make the best of what they have to offer and what is available in the job market.

pink collar

Jobs dominated by women such as waitressing, secretary, child-care worker, K- middle school teacher, or beautician

(551) Research into the phenomenon of career maturity reflects the work of

John Crites. Note: Career maturity might be referred to as "vocational maturity"

581. As you walk into a professional seminar on career counseling you note that the instructor is drawing a hexagon on the blackboard. The instructor is most likely discussing

John Holland.

582. The Kuder Career Planning System (KCPS) would be appropriate for

K-12, postsecondary, and even adults. Note: KCPS offers career planning and online education for virtually any age bracket.

Very heavy work

Maximum lifts exceed 100 pounds

Peabody Picture Vocabulary Test (PPVT)

a measure of hearing or receptive vocabulary and a screening test of verbal ability that can be used for kids under 3 years to those over 90 and it takes 15 minutes or less. The PPVT requires no reading skills.

579. The notion of the hidden job market would suggest that

Most jobs are not advertised. Note: A high percentage of jobs (over 76%!) are not advertised and that is why networking is so important. Experts also praise networking as an effective tool for finding gay-friendly employers.

587. According to the concept of occupational sex segregation

Most women hold low-paying jobs with low status. Note: The concept of "occupational sex segregation" suggests that female occupations generally pay less and lack the status of male occupations.

(565) A counselor who is interested in trends in the job market should consult the

OOH. Note:

(560) When career counselors speak of the OOH they are referring to the

Occupational Outlook Handbook. Note: The OOH was originally published by the U.S. Department of Labor in 1949 to aid World War II veterans. The original edition sold for just $1.75 and sold 40,000 copies. The Occupational Outlook Handbook is revised every two years and highlights the salient factors of the job, necessary training, earnings, and even advancement opportunities. It also discusses job prospects for the future. Since 1994, information in the OOH can also be accessed online and the web page gets about seven million monthly hits! Check it out at www.bls.gov./ooh/ by the Bureau of Labor Statistics (BLS) of the U.S. Department of Labor. Today, the OOH is the top career-information source in the country.

The human capital theory

Purports that individuals secure training and education to get the best possible income. This theory, however, doesn't seem valid when applied to folks of lower economic status

central tendency bias.

Raters who do the opposite (i.e., rate almost everybody in the average range) are said to display.

Job evaluation

Rates the value of the job within the organization to decide what it should pay.

595. The career anchor theory was espoused by

Schein.

Two popular career behavioral techniques (though they are not necessarily just related to the work of Krumboltz) include

The RJP (realistic job preview) and guided imagery. To conduct a RJP the student, usually in college, would contact a worker in the field and then interview the worker. Guided imagery, effective for adults and adolescents, can be implemented by having the client imagine a day in the future working in the job or even receiving an award for outstanding performance in the position.

The Strong Interest Inventory (SCII)

The interest inventory first appeared on the scene in 1927 when E. K. Strong, Jr., developed the Strong Vocational Interest Blank (SVIB) for men. The test indicated how an examinee's likes and dislikes were similar to the likes and dislikes of workers in various occupations. Later, in 1933, women's occupations were examined in the same manner using the SVIB for women. Strong died in 1963, and in 1974 the inventory was expanded by David P. Campbell. The test, which consists of 291 items and takes 30-45 minutes, is based on John Holland's typology (discussed earlier), and is untimed (in other words choice "d" is incorrect). The examinee responds to questions using a forced choice format of "strongly like" "like," "indifferent," or "dislike" or "strongly dislike" to each item. (Each occupational scale for the inventory was created by examining 200-300 happily employed men and women in an occupation.) It takes most adults about 30 minutes to finish the inventory. The inventory is suited to high school, college, and adult populations and must be computer scored. Keep in mind that the SII measures interests, not abilities.

(546) Ginzberg and his colleagues now believe in a development model of career choice which asserts that

The process of choosing a career does not end at age 20 or adulthood. Career choice decisions are really made throughout the life span. Career choice is reversible.

(576) The Strong Interest Inventory (SCII) is based on John Holland's theory. The test assumes that a person who is interested in a given subject will experience

satisfaction in a job with workers who have similar interests.

(554) The model Krumboltz suggested is

a behavioristic model of career development. Note: may categorize Krumboltz's theory as a decision making theory or even a cognitive one. Krumboltz believed that decision making—in terms of career options as well as noncareer options—is a skill which can be learned. Krumboltz acknowledged the role of genetics and the environment but focused on what can be changed via learning

592. The term reentry woman would best describe

a 29-year-old female who was babysitting in her home but is currently working at a fast-food restaurant. The term reentry women refer to women who go from working within the home to working outside the home. Counselors need to be aware of the fact that reentry women typically experience an extremely high degree of career indecision

leniency/strictness bias

occurs when a rater tends to give employees very high/lenient or very low/strict ratings while avoiding the middle or so-called average range.

The recency effect

occurs when a rater's judgment of an employee reflects primarily his or her most recent performance. This is, of course, undesirable inasmuch as the employee's performance over the entire rating period should be duly noted. The term was borrowed from memory experiments in psychology demonstrating that numbers toward the end of a list are more likely to be recalled than those in the middle

593. A counselor doing multicultural career counseling should be aware

of his or her own ethnocentric biases

Spillover

on the other hand, is like a glass of water spilling over onto the table. Here, the individual's work spills over, if you will, into his or her time off the job. When spillover takes place the person can talk about work with other family or household members and engages in activities similar to work during periods of leisure. The aforementioned florist or an engineer who is building a satellite in his or her basement would be a victim of spillover.

status attainment theory

posits that the child will eventually secure a job commensurate with his or her family status. This notion will not hold water with a child who has exceptionally low or high career aspirations (e.g., a lower-class child who insists she will become a physician).

(556) A fairly recent model to explain career development is the decision approach. The Gelatt Decision Model created by Harry B. Gelatt refers to information as "the fuel of the decision." The Gelatt Model asserts that information can be organized into three systems:

predictive, value, and decision.

white collar

professional and administrative

Tiedman and Ohara

proposed a decision-making developmental theory based on Erikson's psychosocial stages. Every decision is characterized by anticipation and implementation

dislocated worker

refers to an individual who loses his or her job because a company downsizes or relocates. It can also refer to a person who has an obsolete set of job skills.

Kuder Journey

rounds out the choices by providing information to the postsecondary and adult population