Career Development Course: 534

Frank Parsons

-1900s he set up centers to help individuals search for work; was the first to heavily focus on sociocultural issues. -Father of Vocational Counseling -trait-factor approach

Career Counseling Stages Part 2:Middle Stages:Identification and Implementation

-Identifying helping strategies -Implementation of helping strategies

More Labor Laws

-Immigration Laws-IRCA-determines work eligibility status by examining documents. - Immig. Act of 1990 covers agricultural workers and protects them from discrimination -HIPPA-cannot access employee's health records -Civil Rights Act of 1974-People will not be discriminated against based on ethnicity, ect. -ADA (Americans with Disabilities Act) will not be discriminated against and allows for reasonable accommodations -National Labor Relations Act-protects ppl from being fired for discrimination or participating in union activities like collective bargaining -At-will Employment has 3 Exceptions: 1)Common law: sue employer and gain back Compensation/reinstated 2)Statuary Exceptions: laws that narrow the reach of at will doctrine (OSHA, FMLA, AgeDA, Civil Rights Act of 1964 and Americans with Disabilities Act 3)

More career acronyms

-NOICC (National Occupational Information Coordinating Committee) -SOICC (State Occupational Information Coordinating Committee) -NCDA (National Career Development Association) -SII (Strong interest survey) -SIGI (System of Interactive Guidance and Information) -CACGS (Computer assisted career guidance systems)

Learning Theory SCCT (Social Cognitive Career Theory) of Lent, Brown and Hackett

-Recognizes impact of race, sex, disability affect types of learning experiences -Self efficacy, outcome expectations (predictions about what will happen dep. on performance) and personal goals are cognitive processes that affect career dev. -Relationship between self efficacy and performance is bidirectional -Humans act as agents in goals, self eff. and outcome exp. -Contextual factors like distal (distant type of role models, behaviors that are rewarded) and proximal (immediate environment such as barriers or supports) affect the 3 cognitive components -Triadic Reciprocality in SCCT p.67 -Interest Model (ppl are more interested in activities when self efficacy and outcome exp. are high) -Choice Model (ppl have many interests but pick only one based on internal or external motives)and interests feed choice goals and choice goals feed choice actions p.70

Career Counseling Stages Part 3:Conclusion

-Solidifying client progress -Preparing for the future

CTE Programs in the U.S.-p.366

-Students can take CTE Track, general track, dual track or college prep track -1.CTE offered within comprehensive high schools: students can enroll in a vocational educational track or CTE program -2.Specialized vocational/technical high schools: hs where all students are enrolled in a vocational program and take all coursework at these high schools -3.Cooperative education programs: students can take coursework in the morning and work in the afternoon -tech prep programs: students take 2 years of vocational coursework starting in hs and then 2 years in continuing college -multiple pathways: all courses are linked to subject matter of pathway -linked learning: project based, prepares student for postsecondary and career options -HSTW (High Schools that Work)- rigorous academic, career tech or both -PLTW (Project Lead the Way)- pre-engineering hs program or biomedical training

Narrative Career Counseling

-Technique that views career as a personal story with an agent, setting, action (goal), and instrument (abilities, employer) -Learn from the narration of the client's story. -Description of the problem (beginning) -Description of the obstacles and instruments that can be used to reach client's goals (middle) -Collaboratively working to develop solutions (end) -Meanings are created through collaboration

O*NET

-The Occupational Information Network (O*Net) is a comprehensive, interactive database developed by the US Department of Labor to identify that describes important information about occupations, worker characteristics, work skills and training requirements. The on-line system is available at http://online.onetcenter.org. -3 assessment instruments 1)Onet Ability Profiler 2)Interest Profiler 3)Work Importance Profiler

assessments

-The use of multiple methods, including tests, to evaluate the current level of student learning; used in planning future steps in instruction. -intervieweing, standardized testing or informal such as card sorts -specific to the client's career probs and counseling goals -values, abilities, career maturity, efficacy

Career Counseling Stages Part 1:Introduction

-Welcoming and orienting clients to counseling -Identifying client concerns and goals -Gathering background info. -Informing about verbal consent, counseling process

MBTI (Myers-Briggs Type Indicator)

-a Jungian based personality test that taps four characteristics and classifies people into 1 of 16 personality types -based on a person's preferences with regard to 4 dimensions of personality: source and focus of energy, perception and taking in of information, judging and making decisions and orientation to the outer world -addresses strengths, challenges and suggestions for goal setting, info. gathering and networking -each type involves type dynamics

Advocacy in career counseling

-being knowledgeable about assessments to offer -being knowledgeable regarding allocation of resources such as social capital -cultural competency -mentorship, guidance, counseling

How does Appalachian culture influence job selection?

-blue collar with gender specific jobs -collectivist -limited career choice -loyalty to place -isolation, distrust of organizations, reluctant to ask for help, indirect communication preferred -narrative, CBT, dialectical bt helpful

Career Decision-Making Self Efficacy (CDMSE)

-created by Betz and Taylor, also laid by SCCT foundations of Lent, Brown, Hackett -indicates people's degree of self efficacy related to their ability to make a good career decision -2 Versions-one is CDSE which is 25 instead of 50 questions -16 and up

Learning Theory: CIP

-created to help Coll kids gain self awareness -categorizes ppl based on decided, undecided and indecisive -information processing heart of decision making process -knowledge is based on experiences and interpretations of experiences -results in reinterpretation of oneself(reconstruction) -executive processing, decision making skills (CASVE-communication, analysis, synthesis, valuing and execution) and knowledge domains (occupational and self) make up CIP Pyramid p.76

Narrative Career Counseling-Cochran-PP#4

-empowers clients to tap into own practical wisdom -Episodes include: 1)Elaborating a career problem (ex.identify gaps-how anticipation is not matching up, not having a job) 2)Composing a life history(re write history to make unifying plot)(has lifeline, chapters, recollections, family, role models) 3)Founding a future narrative (Extending plot into the future , weaves together motives and strengths) 4)Constructing reality (Active engagement with an occupation-job shadow, info. interviews) 5)Changing a life structure (daily schedule, child care) 6)Enacting a role (actualization by engaging in enjoyable activities that could lead to relatable job choices) 7)Crystallizing a decision(path envisioned in future narration will close the gap in success/action)

standardized testing-p.229-267

-involves the administration of tests under controlled conditions and using consistent scoring procedures -can measure: career selection, interests, personality, work values, academic ability, vocational aptitude, career decision making, career selection and career adjustment -i.e. CPI (California Psychological Inventory) ,WOWI (World of Work Inventory), Campbell Interests and Skills Survey (CISS), Career Beliefs Inventory (CBI)

Card Sorts

-most are structured according to occupation help reach agreeable or resistant clients -common themes arise creativity, autonomy, early influences, security -began with Tyler and Dolliver -clients sort cards into thematic groups and assign meaning to them -categories i.e.(would choose, in question, would not choose Dolliver) -one based on TWA is available in Onet's Work Importance Locator -also designed around Holland's RIASEC types (Trait and Factor Theory) -also coincides w/ Career Constructivist theory(Cochran) and Gottfredson's theory of circumscription

Self-Directed Search (SDS)

-most widely used career interest test -yields a three letter Holland code-RIASEC

More Holland Concepts

-people are drawn to particular careers because of their unique personalities and their background. Holland viewed a career as an expression of the personality and the individuality of the personal attributes -we chose a career to satisfy the modal personal style orientation. It is comprised of congruence between view of self and occupational preference --Satisfaction depends on dominance of orientation in work setting --People search for work environments that allow them to express their beliefs, attitudes and values. These environments also have to be aligned with skills and abilities and role. -- behavior is determined by the interaction between our personality and the characteristics of the work environment -higher degrees of consistency (closeness of letters on the hexagon) within personality types can make it easier to make career decisions and maintain career achievement and satisfaction. --differentiation is referring to how close the numbers of each code one receives are (i.e.22 and 1 is high differentiation) -low in differentiation resembles a relatively flat line in which high and low interest types are not distinctive. High in diff. means interests have reached crystallization

Labor Laws

-pertain to hiring and firing -working conditions -unemployment or inability to work -life after retirement

Purpose/Goals of a Cover Letter

-prepares specific examples to employers of your strengths -Davis claimed "most important document a job seeker will ever write" -should be well written and organized -tailored to specific job posting -highlights transferrable skills -formal business letter

Narrative Theories-Savickas PP#4

Counseling for Career Construction within a Life Design Paradigm Life Design - we think in terms of constructing, making ourselves who we are. Our identity is an ongoing, dynamic project (not fixed). Asks the question - "How may individuals best design their own lives in the human society in which they live?" (Savickas et al., 2009, p. 241). -Reflecting on self, receiving feedback, and imagining possible selves are integrated into the process of decision making and constructing careers that express the clients' self-concepts (Savickas et al., 2009; Savickas, 2011). -Career construction theory defines vocational personality as the constellation of an individual's career-related abilities, needs, values, and interests •Career-related abilities, interests, and values are relational phenomena that reflect socially constituted meanings and categories that should not be considered as anything more than similarities. Therefore, career construction theory asserts that vocational personality types and occupational interests are simply resemblances to socially constructed clusters of attitudes and skills.

Assimilation

Cultural assimilation is the process by which a person or a group's language and/or culture come to resemble those of another group. ... Full assimilation occurs when new members of a society become indistinguishable from members of the other group.

Cognitive Information Processing Approach (CIP) p.75

Decision statuses: A)Decided: 1)Confirmation 2) Implementation 3) Conflict avoidance B)Indecisive: maladaptive approach to prob solving/neg. thinking 1)Metacognition C)Undecided: 1)Deferred 2) Developmental 3) Multipotential

Krumbolt'z Learning Theory of Career Counseling A Social Learning theory of Career Decision Making (SLTCDM)

4 Factors affect learning: genetic abilities, environmental conditions, learning exps.(instrumental and associative) and task approach skills ILE: individuals' acts (covert or overtly) on environment to produce consequences (H Diagram with antecedents, behaviors, and consequences) ALEs: individual learns by observing real or fictitious models and involves paired stimuli through classical conditioning (i.e.doctor roles and needle)O shaped model SOG: self observation generalizations(self statement of performance in relation to learned standards) Triangle shape Task Approach skills: cognitive and performance abilities and emotional ability to cope with environment in terms of self observation generalization and predictions about future(work habits, thght processes, values, problem solving, mental models) Happenstance

Ginzberg continued

4 Stages: 1)Fantasy (until 11) 2) Tenative Choices (until 17) involving capacity, abilities, values, transitions 3) Realistic (17 to 20s) involving -Exploration -Crystallization - choice is made after exploration Specification - fine tuning of occupational choice

self-efficacy-p.65

An individual's belief that he or she is capable of performing a task. Theorist associated with it: Bandura and Social Cognitive Theory and SCCT (Social Cognitive Career Theory) self efficacy and outcome expectations

What minority group has the lowest poverty rate?

Asian Americans

Trait and Factor Theory

Assumes through testing, one's personality can be matched to an occupation and environment geared toward those traits. -Traits: stable characteristics such as abilities, interests, personality, values -Factors: stable features of a work environment related to job success -Considered 1st major and most durable theory of career choice. (Computer-based career programs often adhere to this model.) Parson: goodness of fit between person and environment Williamson's Trait Factor approach: assist Coll. kids -articulated vocational problems and steps for assistance Holland: Person-Environment fit-match between personality type and work environment Davis and Lofquists Theory of Work Adjustment (TWA)-one's needs and values determine satisfaction with job -one's abilities determine satisfactoriness -style(celerity-how fast paced one is, pace, rhythm, endurance) relate to satisfaction and satisfactoriness Adjustment Styles: flexibility(deal), activeness(change it), reactiveness (change yourself) and perseverance (keep trying) -used Minnesota satisfaction, satisfactoriness and imp. questionnaires

Linda Gottfredson Stages

Circumscription (Orientation to Size and Power 3-5) Orientation to Sex Roles (6-8) Orientation to Social Valuation (9-13) (prestige, tolerable-effort-level) Orientation to Internal Unique Self (13beyond) : can consider vocational options in terms of their own unique conditions - personality, interests, values, and personality. Zone of Acceptable alternatives. Lack of self knowledge can hinder ppl

CACREP

Council for Accreditation of Counseling and Related Educational Programs -accredits masters and doctoral degree programs in counseling and its specialities that are offered by colleges and universities -est 1981

Counseling Stages Continued

Stages (Hackney & Cormier, 2013, as cited in Dugger, 2016, p. 174) 1.Relationship and Rapport Building 2.Assessment 3.Goal Setting 4.Intervention 5.Termination Stages (Isaacson, 1985, as cited in Dugger, 2016, p. 174) 1.Getting Started 2.Dealing with Change 3.Sizing up Self 4.Learning About the World of Work 5.Expanding or Narrowing Choices 6.Making Plans

Savickas continued-p.95

Stages for Career Construction 1) Construction 2) Deconstruction 3) Reconstruction 4) Construction 5) Action

Labor Laws-p.140 (there are too many to write them all)

State and federal safety regulations and compliance assistance to protect the wages, health benefits, retirement security, employment rights, safety, and health of America's workforce

Parsons Three steps to Choosing a Vocation

Step 1: Understand Yourself •Interests & Aptitudes (SAT, ASVAB, Specialized Tests - LSAT, MCAT, Miller Aptitude, etc.) •Resources •Limitations •Other Qualities Step 2: Understand the World of Work •Requirements and conditions of success •Advantages and Disadvantages •Compensation •Opportunities •Prospects in different lines of work Step 3: Use "True Reasoning" to find a good match between you and the world of work (be aware of occupational "bias," cultural issues, and access to positions)

Career Development per School Age Level

elementary: development of self knowledge and understanding of the world of work/increased awareness through activity-based lessons middle: more specific career exploration and crystallize sense of self (with regard to academic interests and aptitudes)Counseling core curriculum: i.e.academic, personal/social and career dev. use of assessments like Self Directed Career Explorer to create 2 letter Holland code EDP educational development plan which focuses on 4-6 year plans, pathways and programs of study -self assessment of skills, career values, interests, personality -review understanding of what careers entail(i.e.schooling required) -employability skills mastery high: assist students with postsecondary planning 1)predisposition stage: self reflective of preferences and inclinations (includes circumscription) 2)preparation stage: establishing rigorous academics and teaching the relevancy of h.s. performance (ACT. SAT. course selections) 3)search stage: help students identify and explore postsecondary options (i.e.training or college level needed) Activities: coll. fairs, job shadowing 4)choice stage: students and fam interpret collected info. and weigh the potential options (Coll. or training school choices based on income) Transition planning/Individualized education plan for students with disabilities

Linda Gottfredson's career developmental theory-PP#3

focuses on circumscription and compromise •Belief in an earlier focus on career development because adolescents have eliminated many career choices. She felt that focus has to start at age 3. •Process of Circumscription - this is a process by which children progressively eliminate unacceptable vocational options in order to focus on more acceptable options as dictated by culture/society. •She believed that viable options are eliminated at a young age due to sex type, prestige, and level of difficulty as ascertained by adolescent through assessments and career exploration. •There are 4 stages of the Circumscription process - the first three stages focus on elimination of options while the last stage focuses on selection.

Career Learning Theories

internal messages such as self efficacy and learning is based on experiences -Albert Bandura initiated with SLT(Social Learning Theory) based on observation and then SCT (social cognitive theory) based on reciprocal nature of causation and self efficacy -Triadic reciprocality: people, behaviors and environment interact bidirectionally

jobs

specific set of tasks performed by an individual worker

Sociopolitical Realities

there is an assumption that one's success depends on one's talent and work ethic. This does not add up for many ppl of non dominant cultures

Super's 5 Stages of Career Development

Growth(birth to 13): Develop competencies and recognize choices(substages are curiosity, fantasy, interests and capacities) Exploration (14-24) •Three primary developmental tasks: crystalizing, specifying, and implementing their career choices. •Focus is on learning about careers of interest. Different roles are tried and rejected (Substages are tentative, transition and trial), Establishment (25-45): •becoming established within career of choice and becoming acculturated to workplace, demands of position, and other adjustments(Substages are: Consolidation(work ethic) Recycling(returning to exploration), Career Adaptability: readiness to cope and adapt Maintenance (45-65)-Substages - in this stage, a person either tries to hold on to current job (stagnation) or engages in activity to stay up to date or improve their knowledge or skill set (innovation). - Stagnation - shift towards making a name for oneself. - Innovation - new knowledge or skills combined with perspective gained by years of experience. Sometimes individuals develop an area of specialty or expertise. - Deceleration - these are individuals who do not innovate and begin to transition towards the final state, -Disengagement, Disengagement (65 on) •Employee deaccelerates, declining capacity for work and transition towards retirement

occupation-p.2 in text

Grouping of jobs that perform similar tasks

Narrative Theory Themes

Life History - all clients have a life history. There are two aspects of Life History - the objective and subjective. Objective - this is a chronological look at the client's life. It is often the specific events that happened (jobs, life events, etc.). From this, the counselor can look for specific patterns or themes - how often they change jobs, types of jobs, etc. Subjective - this is the meaning associated with the life events and their stories behind each of these events.

Donald Super (Developmental)

Life Span / Life Space - DEVELOPMENTAL Self-concept approach; understanding of self, is expessed when choosing a career.Individuals cycle and recycle through the developmental stages C-DAC Model STAGE & TASKS- (5 stages): *extended Ginzberg's stages to 5* [growth, exploration, establishment, maintenance, and decline] . developmental tasks (based on age and readiness to cope), career patterns, career rainbow Career maturity - physical, psychological, and social characteristics (cognitive & affective) Life structure: life roles people attach to Self-Concept: self-understanding, in career terms. Continues to change over life

What is the Main Professional Organization for Career Counselors today?

National Career Development Association (NCDA)

Career Developmental Theories

Addresses impact of early childhood dev. and evolving career choices made over a lifetime Key players: Anna Roe, Ginzberg, Bordin, Super and Gottfredson

Occupational Classification-p.297

-systems used to organize information (i.e.projected demand) -SOC (Standard Occupational Classification System):defined by skills needed and tasks performed, identifies jobs ppl may already be qualified for, 840 occupations, used by government and federal agencies -DOT (Dictionary of Occupational Titles) -Holland's Occupational Classification System: occupations are categorized into one of the 6 work environments, 2 or 3 letter code for each occupation in the DOT, Dictionary of Holland occupational codes is also in Onet -OES (Occupational Employment Statistics) -World of Work Map: 12 sections that resemble a pie and 26 occupational clusters, spatial placement and emphasis of clusters depends on data, things, ideas, ppl and Holland work environment, useful for mid and hs students bc can display results from ACT Interest Survey -National Career Clusters and Pathways: K12 settings, 16 career clusters and 79 pathways, clusters align w/industry needs and pathways align w/needs of specific professions/occupations -CTE (Career technical education) national career cluster used with students -Onet, Occupational Outlook Handbook (OOH) and America's Career InfoNet are federal resources that are often used -CIDS (Career Information Delivery Systems)-state owned

Anna Roe (Developmental)

-•Focuses on early childhood experiences. Parenting style resulted in child's major orientation either toward persons or not toward persons. Ultimately, she felt this this influenced career decisions. •Nature of the parent-child relationship affected psychological needs (think Maslow's hierarchy) and the quality of needs being met influenced occupation and career interest. §Developed Roe's Occupational Classification System (see page 35 in text). Designed to illustrates how the nature of parenting one experienced as a child reflects occupational choice •Parenting Styles •Warm vs. Cold •Parenting Style •Subtype of Parenting Style •Roe was more a clinical psychologist, never really specialized in career. Roe was the foundation for many future developmental theories. Research is limited.

8 Goals of Career Counselors

1)Goal 1 - Identifying Career Beliefs through Assessments 2)Identifying Skills, Proficiencies, and Abilities through aptitude tests because they measure skills or abilities 3)Identifying Academic Achievement: assess present level of development in basic abilities including math, reading, and language abilities. Academic proficiency is imp for ppl who want a higher degree or who are returning to work or changing jobs Achievement tests come in 3 forms: general survey battery (measures most subjects taught in school), single-subject tests (measures knowledge in one content area), and diagnostic batteries (looks at reading, spelling and arithmetic achievement) 4)Identifying and Confirming Interest Levels (i.e.RIASEC and the Strong Interest Inventory are widely used) •https://careerassessmentsite.com/tests/strong-tests/about-the-strong-interest-inventory/ 5)Discovering Personality Variables: Assessments look at the satisfaction of needs associated with family, work, and leisure. Vocational personality patterns and occupational fitness are components of these questionnaires 6)Determining Values: Value inventories can assist clients identify where their values lie and what their actions and behaviors reveal. Many of the assessments address two different areas: assessment and measure of values at work and one's lifestyle and satisfaction level. 7)Exploring Career Maturity Variables: Career Maturity Inventories are often called career development inventories. This measure comes from the "stage" approach to life long career development and where the individual "stands" compared to others in a similar situation. 8)Using Computer Based Assessment:Immediacy of response/feedback is extremely helpful for clients and counselor in assessment process. Often used to help clients research, explore, and find "fit." Purpose is to empower clients to make informed and rational decisions.

Contract Exceptions: p.146

1)Implied covenant of good faith-suing employer after fired in spite of good faith agreement or implied contract 2)Tort-fired for bad reasons 3)Public policy claims i.e. fired after attending jury duty or not committing perjury

Origin of Career Development Theories: What changes took place?

It began in the years of Frank Parson as a trait-factor approach in the early twentieth century and slowly evolved to become a rather mature discipline today in the twenty-first century with a strong theoretical and empirical base, with the potential to further develop into a more "global" discipline in the years ahead. Trait-Factor, developmental (based on child and life span dev.), learning(based on learning and self efficacy, narrative,(self constructive)

Frank Parson Beliefs

1.It is better to choose a vocation than merely to hunt for a job. 2.No one should choose a vocation without careful self-analysis, thorough, honest, and under guidance. 3.The youth should have a large survey of the field of vocations and not simply drop into the convenient or accidental position. 4.Expert advice, or the advice of men who have made a careful study of men and vocations and the conditions of success, must be better and safer for a young man than the absence of it. (See the bias - men) 5.Putting it down on paper seems a simple matter, but it is one of supreme importance in study.

Ginzberg Revisions

1.Occupational choice as a process: Ginzberg eliminated the age ranges. 2.Concept of irreversibility: Ginzberg eliminated this element and acknowledged that career decisions can be reversed. 3.Concept of compromise: Ginzberg moved from addressing the static concept of compromise of a single occupational choice to the concept of optimization over time within a dynamic process

Tests developed by the US Army

ASVAB (Armed Services Vocational Aptitude Battery) -objective assessment of academic and vocational aptitudes -measures aptitudes in science, math, verbal, technical and spatial skills with 10 subtests -Results are presented in ASVAB scores of all subtests presented as T scores (mean of 50 and Sd of 10) and -Results from 4 different subtests (math knowledge, paragraph comprehension, arithmetic reasoning and word knowledge) are used as the Armed Forces Qualification Test (AFQT) with a score of I to V based on percentile rank of one's score -Scores determine training and benefits, choices of occupations and eligibility

Acculturation

Acculturation: how much someone identifies with the non-dominant culture within dominant, mainstream culture

Super cont.

Focus is on how careers develop over the life span. Career is a combination of different life roles in a given moment or life stage. Career maturity is established by comparing vocational behavior and expectations of vocational life stage. Basic Beliefs: •People differ in beliefs, values, personalities, interests, needs, traits and self-concepts •Qualifications for careers are based upon the value of these differences and the characteristic patterns of abilities and personality traits •Career pattern is determined by parental socioeconomic level, mental ability and education, skills, personality characteristics (needs, values, interests, traits, and self-concept). •Change occurs through a series of life stages. These stages are characterized by growth, exploration, establishment, maintenance, and decline.

Eli Ginzberg-PP#3 (Developmemtal theory)

The career theories of Eli Ginzberg, an economist working on a grant from Columbia University, were developed in 1951. The grant allowed Ginzberg to study occupational choice, interviewing upper middle class White young men because of their privilege to choose their careers. This research led to the publication of "Occupational Choice: An Approach to a General Theory." Ginzberg believed studying the privileged would reveal the processes by which individuals choose careers, from early childhood to early adulthood. •Ginzberg developed a truly interdisciplinary theory that drew upon psychiatry, sociology, and psychology •Two versions •Original Version (1951) •Revised Version (1972)

Narrative-Savickas

The self is continually constructed based upon a person's relational experiences, the person's self-reflection (insight and meaning making), and the contextual stories that a person develops about themselves as a result of these experiences. Aspects of a person may be more dominant than others based upon level of insight, ability to be self-reflective, and language ability to construct life stories Self as Actor - early childhood, due to lack of metacognition, the person engages in activities largely shaped by the family environment/experiences. Internalization of traits and attributes. What do you want to be when you grow up? Self as Agent - brain development (metacognition). Self-direction - set goals, invest effort, and experiences success and failure, and a sense of agency and career choice develops. -There are 3 types of challenges - vocational development tasks in entering workforce, occupational transitions, and work trauma. All of these challenges require agency. Success depends upon readiness, resources, responsiveness and results. Self as Author- there is an expectation (late adolescence/adulthood) that individuals will integrate action and agency into life story.

Worldview

Worldview refers to an person's perception and interpretation/understanding of the world. The components or that which influences world view include: perceptions of human nature, roles of family, relationships with others, locus of control, orientation to time, work values and activities. Worldviews are created through individual experiences (non-shared) and through shared experiences and events. Shared experiences tend to perpetuate the culture and individual experiences create variability within the culture.

Outcomes of the digital revolution

Three primary effects on the world of work 1.Increased individual productivity and effectiveness 2.Altered the nature and expanded the boundaries of the workplace, and 3.Contributed directly to the rapid acceleration of globalization by making it technologically feasible.

world view

a particular philosophy of life or conception of the world i.e.Individualism vs. Collectivism

Issues with Cyber Counseling

•1. Truth in advertising—does the site deliver what it promises? •2. Confidentiality and privileged communication—are your transmissions safe? Who else in the counselee's home or workplace (use of workplace computers for cybercounseling is not advised) has access to messages? •3. Duty to warn—is the cybercounselor able to discern when a person is a threat to self or others, and what is the cybercounselor's obligation? •4. Competence—is the cybercounselor competent and licensed? What protection exists for the counselee? •5. Dual relationships— a predator-type of cybercounselor could use the internet to take advantage of counselees, or to arrange subsequent meetings. •6. How does a counselee know that the assigned homework or specific directions are valid for the type of problem presented? •7. Some cybercounselors may do inadequate pre-screening of potential counselees. •8. There may be a lack of cybercounselor knowledge of the circumstances or culture of the client. •9. The anonymity of the counselee may be problematic for the cybercounselor. •10. Fee structures vary—how does a counselee determine a fair price? •11. Is the counselee actually receiving advice from the person who is on the web page? In text counseling how does one verify this?

Edward Bordin-developmental

•Bordin's theory is based upon need satisfaction and psychodynamic principles. •People may not be consciously aware of what they find to be intrinsically satisfying. Motivation comes from unconscious needs and desires. •Rooted in the childhood experience of play - children play activities are based upon what they find to be "intrinsically satisfying." This carries on in life. •Struggle between the Id and Ego (tenets of psychodynamic theory) - some people are fortunate to find that work is like play while other find work to be a struggle and requires great effort. For most, the urge to play (Id) conflicts with the external demands of life (Ego) which results in the development of the Superego (conscience) which regulates due to internalization of external pressures. §Psychodynamic Concepts in Bordin's Theory •Id - Reflected in the natural tendency to enjoy play and the desire to find work that feels like play and is intrinsically satisfying •Ego - Reflected in the external pressures and the reality-based need to work •Superego - Reflected in the internalization of reality-based expectations and external pressures result in a compulsion to work even when the work takes effort and/or is unpleasant

Boshoven-p.347

•Boshoven uses the analogy of buying a coat when considering college. No coat is perfect - no coat can meet the exact needs of everyone who wears it. No one size fits all.

Narrative-Savickas

•Career Story Interview (role models, magazines, favorite story, mottos, early recollections) -career construction theory emphasizes the interpretive and interpersonal processes through which individuals impose meaning and direction on their vocational behavior. -•Vocational Guidance - Actor - this is the objective perspective - assessments, traits, matching •Career Education - Agent - Stages, tasks, readiness, implementing •Career Counseling - stories, themes, reflexivity, constructing, project

Holland (Trait-Factor)

•Holland postulated that vocational interest is an expression of one's personality, and that vocational interests could be conceptualized into six typologies, which are Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E), and Conventional (C). •If a person's degree of resemblance to the six vocational personality and interest types could be assessed, then it is possible to generate a three-letter code (e.g., SIA, RIA) to denote and summarize one's career interest. The first letter of the code is a person's primary interest type, which would likely play a major role in career choice and satisfaction

Bordin continued

•If a person has a major difficulty in personality structure, the person will experience vocational/occupational difficulties. If a person has major problems in personality structure (such as a personality disorder), that person is likely to also experience vocational difficulties. Traditional career counseling will be insufficient in such cases and psychodynamic treatment will be necessary. •If a person does not have major problems in personality structure and instead is presenting primarily with career concerns, psychodynamic treatment is not necessary. •Research is limited.