Career Counseling

Jesse B. Davis

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.

Janice & Mann's Conflict Model

Stress significantly contributes to the quality of the decision made: High levels of stress can lead to deflective career decision

Cognitive growth

Takes place as children begin to understand distinctions between people and occupations. Distinguish occupations by gender and prestige

Anne Roe (psychodynamic)

Theory based on Maslow's hierarchy of needs. Person inherits tendency that produces general style to satisfy needs. Conceptualized personality by focusing on parent/child interactions, categorizing them into 3 categories 1. emotional concentration on child. 2. avoidance of child 3. Acceptance of child

Value System

accurately rating preferences

Expectancies

beliefs one's choices can be realized

HB Gelatt: decision making model

believed decision making is continuous process that occurs in immediate intermediate and future stages; value systems form significant part of process. Developed paradigm with 3 central factors: 1. Prediction System 2. Value System 3. Decision System

HB Gelatt and wife Carol Gelatt

developed career related philosophy of positive uncertainty

Social (helpers) personality type

helps and teaches others

Hypervigilance

impulsive decision brings immediate relief inability to consider all alternatives

Enterprising personality type

involves manipulating or persuading

Prediction system

involving choices, possibilities, and outcomes

Realistic personality type (do-ers)

machinery, tools, or animals, work with hands

Decision system

method of making choices

Unconflicted change

person accepts career options that are suggested or provided without questioning

Unconflicted adherence

person ignores potential risk of associated with particular decision

Vigilance

person weighs costs and benefits of each alternative before making decision

Trait factor theory

personality traits with job requirements, people can have a predominant type and subtypes

Conventional (organizers) personality type

practical, orderly, clean, and structured activities, and would prefer rules

Defensive avoidance

procrastination or rationalizing putting decision making responsibilities onto others

6 levels of Anne Roe's theory

1 and 2. Semiprofessional and small business 3. Skilled 4. Semiskilled 5. Unskilled 6. Lower the level, fewer the decisions

Trait and Factor : 3 steps

1. Assessment of client's personal data so the client gains better understanding of self. 2. Learn the occupational requirements and conditions for success in a job. 3. Decision making includes use of self-knowledge and work world requirements

Edgar H. Schein's 8 Career Anchor Theory

1. Autonomy/independence 2. security/stability 3. technical/functional 4. general managerial competence 5. entrepreneurial creativity 6. service/dedication to cause 7. Pure challenge 8. Life style These are based on self-concept abilities and what the person is good at

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 decide

CIP Pyramid of Information Processing

1. Communication 2. Analysis 3. Synthesis 4. Value 5. Executing

super's 5 developmental tasks

1. Crystallization (14-18) person formulates general vocational goal and begins planning for his or her preferred occupation 2. Specification (18-21) person moves from tentative vocational preference towards specific vocational preference 3. Implementation (21-24) person completes training in area of vocational preferences and begins employment 4. Stabilization (24-35) person confirms choice of preferred career by actual work experience and uses talents to demonstrate choice is appropriate 5. Consolidation (35+) person becomes established in career through advancement status and seniority

Super's self-concept 5 stages of career development

1. Growth (birth-15) fantasy interest capacity 2. Exploration (15-24) transition trial commitment 3. Establishment (25-44) trial commitment and stabilization advancement 4. Maintenance (45-64) 5. Decline/disengagement (65+) declaration slow down volunteer or leisure activities

Myers Brigs four dimensions

1. Introversion vs. extroversion: how person relates to world 2. Sensing vs. Intuitions: how people perceive events in world 3. Thinking vs. feelings: how person makes decision based on information gathered 4. Judging vs. perceiving: what dimensions does person use when relating to outer world yields 16 possible psychological types detonated by 4 letters IIFP Introverted intuition feeling perceiving

8 Fields of Anne Roe's theory

1. Service 2. Business contact 3. Organization 4. Technology 5. Outdoor 6. Science 7. General Culture 8. Arts and entertainment

Circumscription

4 stages of eliminating career options 1. Orientation to size and power (3-5) adults have jobs and power, children stop referencing fantasy careers and begin to see differences between roles of children and adults 2. Orientation to sex roles (6-8) broad generalizations made about gender roles as they relate to career choice. Develop simple understanding of social status and wealth. Occupations are eliminated if they don't match gender concepts 3. Orientation to social valuation (9-13) more in depth understanding of how careers have higher or lower status and earning of money. Children may start to make decisions based on level of effort required for some careers 4. Orientation to unique internal self (14+) Teens and young adults look internally more to determine which jobs fit their needs and personality

John Holland Hexagon RIASEC

6 Personality types and work environments that help individual make appropriate career choices

Integration

Adjusting person's individuality to fit in with society

Implementaion

Adjusting to choice. 1. Induction 2. Reformation 3. Integration

Schlossberg's Adult Career Developmental Transition Model

Adult career lifespan, an expected transition has predictable consequences like marriage, first job, retirement. An unexpected transition has unpredictable consequences like premature death, illness, and fired or laid off

Self-Efficacy Theory

Based on bandura's work, self efficacy theories refer to individuals believe in ability to succeed in specific situations or to accomplish specific tasks or processes. Studied by Nancy Betz and Gail Hackett and explained how individuals performed tasks such as choosing and adjusting to careers

Roe's Information Systems

COPS-Career occupational preference system: Used for HS College and Adults VH- Vocational Interest Inventory: Elementary school children

Ginsberg Model

Career choice is influenced by: 1. Individual values 2. emotional factors 3. amount of education 4. Impact of reality through environmental factors

AA Brill

Career theorist who drew upon psychoanalytical doctrines. Emphasized sublimation as ego defense mechanism.

ego identity

Combination of person's individuality and need to integrate into society on higher level

Anticipation

Describes the process of making career choice. 1. Exploration 2. Crystallization 3. Choice 4. Specification

Cognitive Information Processing (CIP)

Developed by Peterson, Sampson, Reardon, and Lenz. Based on principles of cognitive therapy. Asserts that content and process are main components of career decision making process. The content: information person must know to make decision. Process: what in individual must do to make decision

Circumscription and compromise theory of career development/Linda Gottfredson

Developed career theory based on processes of development. Cognitive growth development of self-concept circumscription compromise These processes guide how careers are chosen and occur over first 2 decades of life

Donald Super

Developmental psych (Super: Self-concept, both start with s). 5 vocational developmental tasks. As in other developmental systems, lower tasks must be resolved before higher tasks can be accomplished

Self-concept

Develops because personalities interests and traits reveal themselves as children experience world. Children naturally drawn by certain experiences and activities and begin to create niche for themselves

Differentiation

Expression of each person's unique individuality

Artistic personality type

Expressive, nonconforming

compromise

Factors outside of individuals control such as: job availability, labor market conditions, access to education and resources. May need to compromise based on what is realistically available to them

Edwin Bordin

Felt career choices could be used to solve unconscious conflicts. Difficulties related to job choices are indicative of neurotic symptoms

Zunker

Found that models goals and training for career development of children are lacking

Myers Briggs type theory

Katherine Briggs and daughter Isabella Myers developed theory based on Carl Jung. 4 dimensions that shape what individuals pay attention to and how they make decisions about what they see

John Crites

Main concern: Type of diagnosis, counseling process, and outcomes

Investigative personality type (thinkers)

Methodical, analytical, curious, problem solving

E.G. Williamson

Minnesota Point of View Self understanding, realistic planning, and decision making skills counselor asses the person's traits and interests Evaluates through diagnosis where the person is when they begin treatment Give a prognosis as to whether the person could succeed at their choice

Positive uncertainty

Paradoxical approach to decision making: accepting uncertainty of future and being positive that it's uncertain

Mark Savickas and HB Gellatt

Postmodern view on career development. Belief was that the world has changed considerable since initial ideas of prank parsons and donald super. Argued codes from career development assessments can't define individual. Believed individuals create their own reality and personal opinion of any career test results

Tideman, Tideman, and O'hara

Self awareness and learned ability to make decisions. 3 concepts in theory: differentiation, integration, ego identity

Socioeconomic systems theory: Herr & Cramer

Social context you develop in is crucial factor in career choices. Things like race, gender, ethnicity, religion, parents, occupations, family, stability, family size, and community influence career choice. People base choices based on what they perceive available.

John Krumholtz (behavioral)

Social learning theory. 4 determinants: 1. Genetic endowment: inherited special abilities 2. Environmental conditions and events: events that are outside person's control 3. Instrumental and associative learning: reward/punishment for behaviors 4. Task approach skills: How person approaches and deals with task...later created planned happenstance

Frank Parsons

Trait and Factor (Actuarial) career counseling approach. Concepts of matching aptitude and interest profiles with the requirements of jobs. Career choice is single event and there is only 1 correct type of person for each job.

Vroom's expectancy Model

Valence of an occupation is the combined amount of satisfaction the person anticipated from the outcomes associated with the occupation is an attraction towards the alternative