GEB3035 Exam 1 UF
Frank Parsons
helped immigrants find best job suited for them
improving meta cognitive skills
identify negative self talk train for positive self talk reducing thinking develop self control improved problem solving
work salience
importance from standpoint of values
values
things desirable and important, necessary to you
skills
things we do well, learned behaviors
forth habit
think win/win
Processing Pyramid (top to bottom)
thinking about decision making knowing how i make decisions knowing my options knowing about myself
analysis (CASVE)
thinking, observing, analyzing understanding myself and my options
pymetrics
using brain games to measure attention to detail and risk tolerance
Super and Katz
values linked to career and job satisfaction
recycle (CASVE)
was the option good or not
sixth habit
synergize
Big 3
tasks, people, boss
problems w culture
technology intergroup conflict communication breakdown training problems
Rokeach
terminal (prosperous life) and instrumental (hard working)
Anne Roe
12 factors and 4 categories explaining occupational choice
Richard Bolles
3 boxes of life (education, work, retirement)
Rifkins
3rd industrial revolution machines replacing people
diamond shaped org
5-10% top execs 50-80% core workers
second level of pyramid
CASVE
Corporate Culture
Gorilla Guide
Holland
RIASEC codes
RIASEC
Realistic, investigative, artistic, social, enterprising and conventional
Katz
SIGI (system or interactive guidance info)
fifth habit
Seek first to understand, then to be understood
multiskilling
accumulated varied skills
Reich
american economy global enterprise webs
maximizers
assured that every decision is the best decision you could make
first habit
be proactive
second habit
begin with the end in mind
Peter Pace
better do to something than do nothing
CASVE used in
career problem solving and decision making
Donald Super
career rainbow, combination and intensity of life roles are basis or career
values clarification process
choosing a value, prizing a value, acting on values
CASVE
communication, analysis, synthesis, valuing, execution
3 types of leisure
complementary, supplementary, compensatory
execution (CASVE)
converting thoughts into actions implementing my choice
valuing (CASVE)
evaluating options and impacts choosing job, school, etc
top level of pyramid
executive processing domain (metacognitions)
CIP (Cognitive Information Processing)
facts, memories, rules, strategy
dual career families
families where both parents work
Friedman
flat world 3 periods globalization
org development
founders establish culture
4 macrolevel factors
global economic markets changing work org new ways of working new relationship bw work and family
satisficers
good enough
position
group of tasks performed in org
Schein
org culture, common experiences, shared view of world, culture is group experience
Peter Drucker
org effective because they focus on one task (specialists ex. symphony orchestra)
How to do what you love?
organic route vs two job route
job
paid position requiring some similar traits
problems in effective decision making
personal, family, society
Jon Krumboltz
positive self talk, learning ones self
synthesis (CASVE)
processing info expanding/narrowing list of options
career
purposeful life pattern through work
third habit
put first things first
5 hour rule
read, reflect, experiment
communication (CASVE)
receive info knowing i need to make a choice
indicators of org culture
regular behavior(greetings attire) norms(how hard they work) dominant values(work life balance) philosophy(community, serving others) rules(managing time) feeling/climate(physical layout)
Big 6
salary location responsibilities growth stability do you like it?
3 steps (Frank Parsons)
self assessment study available options careful reasoning
PCT (Personal Career Theory)
self assessment, options, reasoning
leisure
self determined activites
3 skills in meta cognition
self talk, self awareness, control and monitoring
seventh habit
sharpen the saw
David/Anna Tiedman
ship is metaphor for career choices, anticipation and implementation
occupation
similar positions in different industries, exists apart from person
Employability security
skills and competencies org willing to pay for
old vs new social contract
workers loyal (org gives back w retirement) vs workers not committed (always changing jobs)