Lifestyle Career and Development Theories Quiz

Three Key Aspects of Super's Theory

1. Life Span 2. Life Space 3. Self Concept

Work Adjustment (Theory of Work Adjustment - Dawis & Lofquist)

•individual's continuous process of achieving & maintaining correspondence

Hopson & Adams' Model of Adult Transition Two Types of Transitions

Voluntary & Involuntary

Career Maturity (Super)

individual's readiness to make good career decisions as indicated by: •Career Planning - knowledge about work due to information seeking •Career Exploration - willingness to explore and use career resources

Dawis & Lofquist Theory of Work Adjustment (TWA) Work =

interaction between an individual & work environment

Super understand that describing a process as complex as career development requires synthesizing....

interdisciplinary research (psychology and sociology)

Counselors should encourage clients to:

1.Normalizing planned happenstance in client's history 2.Transforming curiosity into opportunities for learning & exploration 3.Producing desirable chance events 4.Overcome blocks to action

Parsonian Approach Knowledge of world of work comes from occupational information and is informed by:

1.Quality & content of information 2.Classification systems 3.Trait and factor requirements

Gelatt's Decision-Making Model Decision Making Process:

1.Recognizing that a decision has to be made 2.Collecting data and surveying possible courses of action •Alternative actions •Possible outcomes of alternative actions •Probabilities linking actions to outcomes - likelihood of action producing outcome •Preferences for various outcomes 3.Determining possible outcomes and applying a prediction & value system to analyze possible outcomes 4.Making a choice •Terminal: final decision •Investigative: call for additional information

•An individual's willingness to deal with transition depends on (Schlossberg):

1.SITUATION 2.SELF 3.SUPPORT 4.STRATEGIES

Work Environment Assumptions (Theory of Work Adjustment-Dawis & Lofquist)

•Work environments have needs that need to be met •Work environments have capabilities that enable them to meet these needs

According to Super's theory, Individuals who are not ready to make good choices need to ...

-develop positive attitudes toward career exploration and planning -learn how to gather information about themselves and occupational options -learn how to make career decisions

Levels of Complexity within each occupational group (Roe)

(1) professional & managerial 1 (2) professional & managerial 2 (3) semiprofessional and small business (4) skilled (5) semiskilled (6) unskilled

Exploration (Adolescence) stage of Super's Theory

-14-24- start planning for the future -crystallizing and specifying occupational preferences -Substages: tentative, transition, and trial -learn more about the world of work and determine what kinds of work they might enjoy -specifying preferences requires and ability to choose among different occupations

Growth (Childhood) stage of Super's Theory

-Children ages 4-13 -develop sense of self and basic understanding of the world of work -Substages: fantasy, interest, and capacity -develop sense of master and control over their environment and their ability to make decisions -grasp that their behavior affects their future lives -increasingly able to use what they have learned about themselves and work to measure the viability of various educational and occupational opportunities

Correspondence (Theory of Work Adjustment - Dawis & Lofquist)

degree to which individuals & work environments meet each other's needs

Circumscription (Gottfredson)

process of eliminating unacceptable occupational alternatives believed not to be compatible with self-concept & rule out careers that seem "socially unacceptable

Compromise in Gottfredson's theory

involves the process of limiting career choices due to prestige, sex type, and field of interest

According to Roe's theory, what affects the level of a person's occupation?

a person's genetic structure and socioeconomic background

Life-Space (Super)

Life Roles & Contexts

Social/Cognitive Career Theories

Focuses on the impact of modeling, self-esteem, and other thought processes

Personality Career Theories

Focuses on understanding/predicting individual behavior

Individuals and Work Environments are ___________________

complimentary

Compromise (Gottfredson)

•adolescents make compromises or give up highly-preferred career alternatives for less compatible but more accessible choices that are "good enough"

Tenure (Theory of Work Adjustment - Dawis & Lofquist)

•how long individual stays with employer based on satisfaction & satisfactoriness

Evaluating Roe's Theory

•Roe's theory focuses on explaining factors underlying career choice and does not offer much relative to career interventions •This theory has largely faded from the current career development literature •Roe's theory does, however, point to the role of parents and the influence of a person's needs structure in the career development process.

Establishment (Early Adulthood)

-Getting established in a career generally occurs from ages 25 to 45 -career development tasks: stabilizing, consolidating, and advancing -Stabilizing: happens immediately after entering an occupation-analyzes if choice has provided adequate opportunity for self-concept expression (assesses organizational structure) -Consolidating: turns toward becoming a dependable producer and creating a solid reputation in the occupation -Advancing: chances to move up and gain more responsibility, more money or both

Example of Roe's theory applied

-adults working in service occupations are oriented toward people and thus were likely reared in loving, overprotective early childhood environments -adults in more scientific occupational fields are typically not oriented toward people and therefore were most likely exposed to rejecting and avoidant early childhood environments

Maintenance (Middle Adulthood)

-ages 45-65 -Holding, updating, and innovating -choose to improve to change fields -if changing fields then have to go through exploration and establishment phases -those who stay within field without updating their skills often stagnate and become poor performers -those who update and innovate become great mentors

Career Development Inventory

-assesses whether high school and college students are ready to make career decisions -assesses career planning, career exploration, world-of-work information, and knowledge of career decision-making principles

Life Span and Career according to Super's Theory

-careers develop in the context of psychosocial development and societal expectations against the backdrop of occupational opportunity structure -early in life career development is homogeneous and age related -career development in adults is heterogeneous and not as directly connected to age -adult careers develop in response to changes in occupational opportunities and life-role participation

Roe's occupational classification system

-comprised of eight fields based on arts and entertainment and general culture -Service fields: people oriented occupations such as teaching, counseling and social work -Business contact occupations: interpersonal interactions of a persuasive nature such as sales -Organizational occupations: emphasize systems and management -Technology: occupations such as engineering -Outdoor occupations: application of scientific principles (ex: forest management) -Science: chemist and physicist -Arts and Entertainment: performing and visual arts -General culture: government and civil service employee

Salomone's historical perspective on Super's Theory

-concluded Super's theoretical propositions havve not changed substantially in 40 years -there is the need for more research related to Super's propositions and career stage model -Super's contributions represent an unparalleled legacy in developmental career theory

Developmental Method of clarifying vocational identity

-counselors act morel like historians by inviting clients to construct autobiographical chronologies of what they did in the past -chronologies are then examined for recurrent themes or threads of continuity that are used to "make sense of the past, explain the present, and draw a blueprint for the future" -based on life patterns ( what patterns are revealed in my life history? which of these patterns and themes are important to incorporate in my future planning?) Three steps: 1. analyze past behavior and development for recurring themes and underlying trends 2. summarize each theme and trend, taking into account the other themes and trends 3. project the modified themes and trends into the future by extrapolation

Super's Archway model and the concept of Culture of Origin

-counselors and clients can explore how cultures of origin influence the values expressed in life roles (seeking self-actualization through work for a person of Eurocentric cultural background, or seeking to express cultural identity through work for a person of asian heritage) -counselors can encourage clients to identify how they perceive and interpret role expectations emanating from their cultures of origin and how these expectations affect the importance they attach to different life roles -explore how these expectations influence the clients understanding of the behaviors required for effective role performance

Super argued that the theory proposed by Ginzberg et al. was deficient in that it:

-did not take into account research related to the role of interests in career decision making -failed to operationally describe choice -made a sharp distinction between choice and adjustment -lacked a clear articulation of the process of compromise as it relates to career choice

Roe identified three main kinds of child-rearing environments:

-emotional concentration: ranges from overprotection to overly demanding behaviors. Physical needs are met but psychological needs may be withheld as parents place conditions on their love and approval. -avoidance: ranges from neglecting the child's physical needs to rejecting the child's emotional needs -acceptance:environments in which the child's physical and psychological needs are met. Independence and self-reliance are encouraged in either an unconcerned, noninvolved way or an active, supportive one

Super's stages and sub-stages of career development

-growth (childhood) -exploration (adolescence) -establishment (early adulthood) -maintenance (middle adulthood) -disengagement (late adulthood)

Values Scale

-helps counselors use the Values Scale -measures 21 intrinsic and extrinsic values that people hope to express in their life roles -VS is a useful supplement to measures of interests and abilities and counselors can use VS results to help clients focus their exploration of life roles and occupational options

Anne Roe's initial research

-initially became interested in career behavior by investigating personality factors related to artists' creative expression -later she expanded her research to include eminent scientists

Exploration and Adults

-many people associate exploration exclusively with adolescents -however, exploration continues throughout life (even in adults who remain in the same career but just progressing) -become more innovative in their current positions

Adult Career Concerns Inventory

-measures adult clients' concern at each stage of life-span, life-space theory: exploration, establishment, maintenance, and disengagement -each stage comprises 3 tasks, which respondents rate using a 5 point Likert-type scale ranging from 1 (no concern) to 5 (great concern) -useful at the onset of counseling to identify clients' developmental task concerns as well as resources to help them cope -counselors can use ACCI scores to identify a client's status in his or her constellation of career concerns

How do self-concepts contain both objective and subjective elements?

-objectively, we develop self-understanding by comparing ourselves to others -subjectively, we develop understanding form the life stories we construct to confer meaning on our life experiences; unique career history is subjective

Gottfredson's theory on why people compromise on their career choice

-people compromise because they typically search for a good enough occupation, rather than for a great one -great choice requires more intensive values clarification and determination of alternatives than a good enough one -people become indecisive when they perceive the options within their social space as undesirable

Key assumptions proposed by Super

-people differ in their important self characteristics and self concepts -each occupation requires specific worker traits and that these requirements are flexible enough to allow for a variety of persons within specific occupations -self concepts evolve over time (choice and adjustment and continuous processes for everyone) -change process for each person may be categorized according to life stages -a person's occupational level and career pattern are influenced by contextual and personal factors -people's readiness to cope with career development tasks (career maturity) is influenced by how well they coped with previous ones

Super's Archway model and concept of dominant culture

-people inherit patterns of life-role salience from the dominant or popular culture -can be problematic when they are embedded in beliefs based on gender, racial, and other stereotypes -researchers have consistently found gender bias in life-role salience and occupational sex-role stereotyping in portrayals of workers in popular culture -raising clients' awareness of how the dominant culture influences life-role salience helps them dismantle their own racist and sexist attitudes as they make career decisions

Disengagement (Late Adulthood)

-physical capacities begin to decline and interest in work activities begins to wane -workers begin to plan for retirement -around age 65 -deceleration, retirement, planning and retirement living (emphasis on physical, spiritual, and financial well-being) -pursuing what some refer to as "encore careers"-second-half-of-life careers in which people emphasize using their passions, abilities, interests, and previous experiences to pursue work that provides a strong sense of life purpose

Evaluating Roe's Theory

-researchers have struggled to validate assumptions bc of retrospective nature -meager empirical support -offers little about interventions -faded from the current literature -does highlight the influence that a person's parents and needs structure have on his or her career development

Toward the end of his career, Super increasingly focused on.... and labeled his approach....

-translating theory into practice -the Career Development Assessment and Counseling Model (C-DAC)

Genogram and career planning

-useful for exploring interactions between family background, cultural prescriptions, and career planning -provides a tool for tracking career decisions across generations and identifying sources fo a persons career beliefs and life themes -help clients identify beliefs and life themes pertaining to specific life roles that they have acquired from their families -goal is to increase client's awareness of the influences shaping their beliefs about their primary life roles so they can make informed decisions about their future life-role participation

Super's cyclical model of nondirective and directive methods

1. Nondirective problem exploration and self-concept portrayal (the client tells his or her story); 2. Directive topic setting, for further exploring (the counselor and client clarify career concerns and identify which ones they will focus on first); 3. Nondirective reflection and clarification of feeling for self-acceptance and insight (the counselor uses empathic responding and basic counseling skills to help the client clarify his or her situation, feelings, and thoughts); 4. Directive exploration for factual data from tests, occupational pamphlets, extracurricular experiences, grades, and so forth, for reality testing (the counselor and client collect relevant information regarding the client's characteristics and potential occupational options; they also identify options for reality testing or trying out potential options via job shadowing, occupational information interviewing, volunteering, and externships); 5. Nondirective exploration and working through of attitudes and feelings aroused by reality testing (the client tries out potential options and reflects on the experiences with the counselor, focusing on thoughts and feelings and how the experiences may inform the client's next step); and 6. Nondirective consideration of possible actions, for help in decision making (the client identifies what she or he will do next to move forward in her or his career development). (p. 308)

According to Super, 1. a person's career development can be facilitated by providing... 2. choosing a career requires people to develop and implement their... 3. a person's life satisfaction depends on...

1. developmentally appropriate interventions across the life span 2. self concept and involves a synthesizing and compromising process as they develop, interact with , and learn from their surroundings 3. Finding life-role opportunities that are congruent with his or her self-characteristics; and that it is important for each person to structure life-role involvements that reflect his or her preferences, values, and self-concept

When people make career decisions, they determine the suitability of an occupation by considering what three things according to Gottfredson?

1. gender appropriateness 2. prestige 3. degree to which the occupation will fulfill their preferences and personality needs

Life roles are generally played out in specific theaters. These theaters are....

1. home 2. school 3. workplace 4. community

Super's 9 major roles during their lives

1. son or daughter 2. student 3. leisurite 4. citizen 5. worker 6. spouse or partner 7. Homemaker 8. Parent 9. Pensioner

Ed Williamson's 6-Step Process to Trait-and-Factor Counseling

1.Analysis 2.Synthesis 3.Diagnosis 4.Prognosis 5.Counseling 6.Follow-Up

Four Types of Transitions (Schossberg):

1.Anticipated 2.Unanticipated 3.Chronic Hassles 4.Nonevents

Two stages of Career Decision-Making

1.Anticipating a Choice •Exploration - try out new behaviors & fantasize about new careers •Crystallization - evaluate advantages & disadvantages of potential career alternatives (leads to vocational clarification) •Choice - choice is made and individual may feel confident or unsure •Specification - individuals reassess decision & clarify options 2.Adjusting to the Choice •Induction - implements new career choice •Reformation - adjusts to new job situation & co-workers •Integration - becomes comfortable & familiar with new environment

Parsonian Approach: Self-understanding comes from assessment of five basic individual traits & factors:

1.Aptitude: innate abilities 2.Interests: activities enjoyed 3.Values: ideals & beliefs that shape behavior 4.Personality: stable character traits 5.Achievement: accomplished activities over lifetime

Holland's Theory of Types- FOUR BASIC ASSUMPTIONS:

1.Career choice is an expression of one's personality 2.People prefer environments that allow them to exercise their strengths and perform tasks in which they are interested 3.The interaction between a person's interests and work environment affects job satisfaction, performance, and stability 4.Match between one's personality/vocational interests and corresponding careers will lead to self-fulfillment and a consistent career pattern

Ginzberg's Developmental Stages:

1.Fantasy (0-11yrs): children use play & imagination influence future career ideas 2.Tentative (11-17yrs): adolescence •Interests (career ideas based on likes/dislikes) •Capacity (assess capabilities related to career ideas) •Value (personal goals & values influence career ideas) •Transition (availability, demand, & benefits of careers) 3.Realistic (17-early 20yrs): young adults • Exploration (narrowing down career choices) • Crystallization (committing to specific career field) Specification (selection of jobs/education/training)

Parsonian Approach Trait-and-Factor

1.Gain a clear understanding of self 2.Gain understanding of knowledge of work 3.Use "true reasoning"

SLTCDM: Four Main Determinants in Career Choice

1.Genetic endowment & abilities - inherited traits (race, sex, attractiveness, IQ, musical talent, etc) 2.Environmental events/conditions - conditions/events outside of individual's control (social, educational, economic, etc) 3.Instrumental & associative learning experiences - occur when individual's behavior leads to rewards or negative consequences (observational learning or classical conditioning) 4.Task approach skills - how individual approaches/deals with task, problem, challenge (goal-setting, clarifying values, predicting future, generating alternatives, seeking occupational information, work habits, beliefs about self)

•Adult Model of Transitions

1.Immobilization (initial shock, overwhelmed) 2.Minimalization (desire to minimize, denial) 3.Self-Doubt (anxious, doubt ability to handle crisis) 4.Letting Go (detachment from crisis, looking forward) 5.Testing Out (feeling of being able to handle situation) 6.Searching for Meaning (seeking understanding) 7.Internationalization (changes in values/lifestyle)

Common Assessment Measures:

1.Strong Interest Inventory (SII) 2.Self-Directed Search (SDS) 3.Holland Party game

•Little empirical support for Roe's theory due to:

1.Variability in a parent's parental style 2.variability in each parent's respective parenting style 3.variability in the early life environments experienced by members of the same occupation 4.inherent challenge in attempting to predict events that are distant in time from their casual influences

What is a Career Theory?

A theory is a set of concepts and ideas that offers insight into the process of career development (why things happen the way they do) •What is most important? How should it be studied? How can results inform counseling? •It is not a "how to" - but a framework around which to build assessments and interventions

Super uses the __________ model and the _______-_________ _________ to depict various personal (aptitudes, values, needs) and situational (the family, the community, the economy, society) determinants that shape the constellation of life roles that individuals play and that interact to influence the persons self-concepts

Archway; Life-Career Rainbow

Supers Theory culminates in an intervention called...

Career Development Assessment and Counseling Model

Children reared in overly demanding environments develop...

perfectionist tendencies and embrace their caretakers' all-or-nothing standards

Artistic (Holland)

Creators Work Environment: creative, personally expressive, unconventional Personality: values originality, independence, & creativity Ex: musicians, artists IDEAS & PEOPLE oriented - interested in creativity

Realistic (Holland)

Doers THINGS oriented - interested in hands-on work Work Environment: tools, machinery, physically demanding, technical competencies Personality: working with hands, tools, & machinery Ex: construction worker

What is the leading developmental approach in career counseling?

Donald Super's life-span, life-space theory

Developmental Career Theories

Focuses on human development across the lifespan

Social (holland)

Helpers Work Environment: working with & assisting people, emphasizes kindness, friendliness, & generosity Personality: Desire to help others; teamwork Ex: teacher, counselor PEOPLE oriented - interested in focusing on feelings & relationships

First step in constructing appropriate career interventions according to Super

Identifying each client's constellation of developmental task concerns

Super's theory and clients seeking assistance in coping more effectively with changing life-role demands

Interventions that address only the role of work are inadequate-super's theory embraces this by focusing on how clients structure the roles of work, play, friendship, and family into a satisfying life

Holland's Formula

Know yourself + Know world of work + Review of alternatives + Career Decision = Career Planning

Developmental Theories

Life-Span, Life-Space Ginzberg & Associates Circumscription, Compromise, & Self-Creation Personality Theory of Career Choice Career Transition Theories

Conventional (Holland)

Organizers Work Environment: organized, requires filing, organizing, and record-keeping, makes calculations Personality: prefers to follow rules & instructions, prefers control, detail-oriented, dependability Ex: executive assistants, accountants DATA & THINGS oriented - interested in organizing & managing details

Enterprising (Holland)

Persuaders Work Environment: manage/persuading others, take risks to achieve goals & obtain larger rewards, values promotion, leadership, & power Personality: enjoys persuading & leading, competitive Ex: politician, managers, sales PEOPLE & DATA oriented - interested in managing goals, projects, & people

Gelatt's Decision-Making Model

Primary objective of career counseling is to help clients acquire decision-making skills All decisions have the same characteristics: •There is an individual who must make a decision •There are two or more possible courses of action •Decision is to be made on the basis of information - individual must rationally analyze information to accurately predict future outcomes •Decision-making is CYCLICAL & CONTINUOUS

RIASEC

R-Realistic: Doers I- Investigative: Thinkers A-Artistic: Creators S-Social: Helpers E-Enterprising: Persuaders C-Conventional: Organizers

Common Types of Career Theories

Structural or Trait-and-Factor or Trait & Type Developmental Personality Social/Cognitive

Life Structure according to Super

The salience people attach to their constellation of life roles

Theory: Life-Span, Life-Space Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Donald Super Orientation: Developmental Key Constructs: Life span, Career stages, career development tasks, life space, self-concept, career maturity, career adaptability Research Support: High Multicultural Emphasis: Moderate

Theory: Cognitive Information Processing Approach Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Gary Peterson, James Sampson Jr., Robert Reardon, Janet Lentz Orientation: Cognitive career choice Key Constructs: pyramid of information processing CASVE cycle, executive processing domain, career thoughts inventory Research Support: moderate Multicultural Emphasis: moderate

Theory: Personality Theory of Career Choice Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Anne Roe Orientation: Personality Theory/Psychodynamic Key Constructs: Early childhood experiences, needs hierarchies, field/level Research Support: low Multicultural Emphasis: low

Theory: Vocational Personalities and Work Environments Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: John Holland Orientation: Person-Environment, career choice Key Constructs: congruence, consistency, differentiation, vocational identity Research Support: high Multicultural Emphasis: low

Theory: Learning theory of career counseling Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: John Krumboltz Orientation: social learning, career choice, development Key Constructs: Learning experience, self-observation generalizations, world view generalizations, task-approach skills, actions, planned happenstance Research Support: moderate Multicultural Emphasis: moderate

Theory: Integrative Life Planning Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: L. Sunny Hansen Orientation: Contextual Career, choice/adjustment Key Constructs: social justice, social change, connectedness, diversity, spirituality, integrative life planning inventory Research Support: low Multicultural Emphasis: high

Theory: Circumscription, Compromise, and Self-Creation Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Linda Gottfredson Orientation: Developmental/sociological, career choice/development Key Constructs: circumscription, compromise Research Support: low Multicultural Emphasis: high

Theory: Career Construction Theory Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Mark Savickas Orientation: Differential, developmental, and dynamic perspective of careers Key Constructs: Vocational Personality, life themes, career adaptability, career style interview Research Support: moderate Multicultural Emphasis: high

Theory: Work Adjustment Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Rene Dawis & Lloyd Lofquist Orientation: Trait and Factor, Career, Choice/Adjustment Key Constructs: Satisfaction, Satisfactoriness, Person-in-an-environment, Correspondence Research Support: Moderate Multicultural Emphasis: Low

Theory: Social Cognitive Career Theory Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Robert Lent, Steven Brown, Gail Hackett Orientation: social cognitive, career choice, development Key Constructs: self-efficacy, outcome expectations, personal goals, triadic reciprocal model Research Support: moderate Multicultural Emphasis: high

Theory: Chaos Theory of Careers Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Robert Pryor and Jim Bright Orientation: Self-organization and change, phenomenalist Key Constructs: attractors, patterns, patterns and fractals Research Support: moderate Multicultural Emphasis: low

Theory: Postmodern Theorist? Orientation? Key Constructs? Research Support? Multicultural Emphasis?

Theorists: Vance Peavey, Larry Cochran Orientation: constructivist, narrative Key Constructs: meaning-making, career problem, life history, future narrative Research Support: low Multicultural Emphasis: high

Investigative (Holland)

Thinkers Work Environment: solving problems through abstract thinking Personality: enjoys theories & information, analytical, intellectual Ex: computer programmer, physician, biologist IDEAS & THINGS oriented - interested in thinking & analyzing

DECISION-MAKING THEORIES

Tiedman & O'Hara's Theory of Decisions Gelatt's Decision-Making Model Janis & Mann's Conflict Model of Decisions

TRAIT & TYPE THEORIES

Trait-and-Factor Work Adjustment Holland's Theory of Types

Career Development Assessment and Counseling (C-DAC) Model -

Translates his theory segments into career practice to help persons articulate their career concerns, examine life-role salience, and clarify self-concepts • Clarify values, skills, interests & connect to possible career options •Adult Career Concerns Inventory (ACCI) •Career Development Inventory (CDI) Assess life role priorities & meaning attached to roles Salience Inventory (SI)

Parsonian Approach Use True Reasoning

True reasoning = process of integrating available information; being able to "match" personal traits with the traits required for a specific occupation Different career tests & inventories can help an individual identify their own traits, while quality occupational information provides the necessary traits required for specific jobs.

Question Gottfredson developed her theory to answer

Why do children seem to re-create the social inequalities of their elders long before they themselves experience any barriers to pursuing their dreams

Gottfredson's theory emphasizes the view that career choice is an attempt to ....

place oneself in the broader social order

Super defined self-concept as

a picture of the self in some role, situation, or position, performing some set of functions, or in some web of relationships

Life is stressful when the roles we play...

are in conflict and we cannot express our values

Planned Happenstance

capitalizing on chance events

Self-Creation (Gottfredson)

career choice is about self-concept (how we view ourselves)

Career tasks present themselves to persons in ways that are not always restricted by...

chronological age

Pie of Life exercise

client divide a circle into slices symbolizing the amount of time they spend doing different things during a typical week -then they identify the values they think are reflected in their life pie and discuss them with their counselor -counselor focuses on reinforcing the time spent on activities that clients feel good about and reducing time spent on activities that they don't feel good about -counselor can also discuss with clients what they would like to accomplish in each important life role and can focus on how they might do this

Effective life role participation is difficult to achieve because...

conflicting demands make it hard to fulfill several at once

Congruence (Holland)

degree of "fit" between personality & work environment

Consistency (Holland)

degree of similarity between 6 types (certain types have more in common than others); closer types are next to each other on hexagon

Differentiation (Holland)

degree to which a person falls into 1-3 Holland types to create a "type"

2nd step in applying the C-DAC model involves

determining the priority clients attach to their life roles -this step distinguishes Super's approach from other models because it helps clients understand how they "structure the basic roles of work, play, friendship, and family into a life"

Life roles interact so that the same job holds _________ meanings for people living in different situations

different

Roe suggested that...

early childhood experiences influence career behavior -the resultant need structure orients a person either toward people or away from people -drawing on Maslow's needs theory, Roe contended that unsatisfied needs are strong motivators for people making career choices -the environment in which a child is reared shapes his or her early experiences

Satisfaction (Theory of Work Adjustment - Dawis & Lofquist)

employee's contentment with work

Satisfactoriness(Theory of Work Adjustment - Dawis & Lofquist)

employer's satisfaction with individual's job performance

According to Theory of Work Adjustment - Dawis & Lofquist, Individuals adjust to dissatisfaction through

flexibility, perseverance, active response, reactive response

Linda Gottfredson's theory of circumscription, compromise, and self creation describes the process of...

formulating occupational aspirations in childhood and adolescence

The primary emphasis of the C-DAC model is on...

helping client cope with concerns in the exploration stage of the life-span theory segment

Questions to ask clients to identify the meaning they attach to their life roles

how do you spend your time during a typical week? how important are your different life roles to you? what do you like about each life role you play? what life roles do you think will be important to you in the future? what do you hope to accomplish in each of them? what do your family members expect you to accomplish in each of your life roles? what life roles do they play? what helpful (and not so helpful) lessons have you learned about playing each role?

Strategy for identifying recurring themes and underlying trends in a clients life

inviting client to envisage his or her life as a book and then asking the client to identify the chapters of his or her life -future then can be envisioned as chapters that must be lived for the client to feel as if his or her life is complete, and the focus can shift toward identifying future goals and aspirations

Low CDI score suggests that the client...

is not aware of the need to make a career choice and is not involved in planning for the future

Children reared in overly protective environments...

learn that conforming elicits rewards, and they subsequently develop a dependence on others for approval and self esteem

A person's career comprises a constellation of....

life roles played over his or her lifetime

The life space segment of Super's theory acknowledges that...

people differ in the degree of importance they attach to work

Gottfredson notes that people distinguish occupations according to the dimensions of....

masculinity-femininity, occupational prestige, and field of work

Salience Inventory

measures the relative importance of five life roles (student, worker, citizen, homemaker, and leisurite) in 3 dimensions, one behavioral and two affective. -behavioral component (participation) assesses what the respondent does or has done recently in each life role -affective component (commitment) requires the respondent to indicate how he or she feels about each life role -another affective component (values expectations) requires the respondent to indicate the degree to which there will be opportunities now or in the future to express values in each life role

Gottfredson asserts that what two things are positively correlated?

occupational prestige and the degree of intellectual capacity required for job performance

What is novel about Super's theory?

proposing the notion that there is intraoccupational variability among workers -multiple life role development is an important consideration in career development -self concepts evolve over time -shifts perspective from focusing on vocation to focusing on career -focus is on process of career development over the lifespan instead of career choice

Career Adaptability

refers to an adults decision-making readiness -reflects the idea that as adults cop with their changing work and working conditions, adults make an impact on their environments and their environments make an impact on them -parallels piaget's model of adaptation based on assimilation and accommodation -supports the view that adults are responsible agents acting within dynamic environmental settings to find ways to effectively manage their career development -adaptability can also apply to children's readiness to cope with career development tasks: ex-environmental obstacles or opportunities

Actuarial Method of clarifying vocational identity

relates to the trait-and-factor approach of using test scores to predict future occupational performance and satisfaction -based on traits (how do my traits compare with the traits of others? In what occupations do my traits predict success?)

Zone of acceptable occupational alternatives or social space

represents a person's perception of his or her fit in society

Occupational Fields/Groups (8-Roe):

service, business contact, organization, technology, outdoor, science, general cultural, and arts & entertainment

Career practitioners should acknowledge that people may be confronted with multiple career development task and stage issues _______________________

simultaneously

Super translated his theory into practice partly through....

systematic application of career assessment instruments emanating from his theory segments

Career maturity

the career decision-making readiness of children and adolescents

According to Gottfredson's theory, occupational satisfaction hinges on...

the degree to which the compromise allows one to implement a desired social self, either through the work itself or the lifestyle it allows self and family

Super conceptualized career as...

the life course of a person encountering a series of developmental tasks and attempting to handle them in such a way as to become the kind of person he or she wants to become

Parental Attitudes of Acceptance of Child:

•Casual Acceptance: parent is permissive of behavior/minimal love •Loving Acceptance: parent encourages autonomy/provides love & support

LTCC (Krumboltz) Focuses on:

•Cognitive learning process •Role of behavior (reinforcement theory & classical behaviorism) •Environment (observational learning)

Anne Roe Personality Theory of Career Choice

•Concerned with biological, psychological, and sociological factors that combine to form individual personalities •Emphasis on early childhood interactions with parents and parental attitudes - can influence whether you move toward or away from other people in jobs •Job satisfies unconscious needs •Focus: role of gender and the impact it has on career choice and decision making

LTCC provides clients with learning experiences to:

•Correct faulty assumptions •Learn new skills and interests •Identify effective strategies for addressing issues between work & other life-role activities •Learn skills for changing work tasks

Tiedman & O'Hara: Theory of Career Decision-Making

•Decisions are critical to structure & form of career development •Decision making is an continous cycling process •Key Concepts: •career emerges from self-organization •purposeful action bridges discontinuity •decisions evolve through differentiation and integration

Frank Parsons

•Early career "theorist" and credited for beginnings of systematic thinking through intentional career decision making •Father of Vocational Guidance •Wrote: Choosing A Vocation (1909)

Developmental Theories Focus

•Emphasis on the changes and adaptations that occur over the developmental stages and changes in life-roles • •Major shift from addressing client's current career needs to understanding what led them to that place and where they are headed next (developmentally)

Social Learning Theory of Career Decision-Making (SLTCDM)

•Explains origins of career choice

Learning Theory of Career Counseling (LTCC)

•Focuses on career counseling process •Helps Clients to: •Acquire more accurate self-observation generalizations •Acquire more accurate worldview generalizations •Learn new task approach skills •Take career related actions •Preventative or Remedial Interventions

Structural or Trait-and-Factor or Trait & Type

•Focuses on individual characteristics and occupational task

Life-Span Stages of Lifetime(Super)

•Growth (4-14) •Curiosity Fantasy, Interest • •Exploration (15-24) •Crystallizing, Specifying, Implementing • •Establishment (25-44) •Stabilizing, Consolidating, Advancing • •Maintenance (45-64) •Holding, Updating, Innovating • •Disengagement (65+) •Deceleration, Retirement Planning, Retirement Living

Individual Assumptions (Theory of Work Adjustment-Dawis & Lofquist)

•Individual's needs are met through work •Individual's capabilities enable them to meet their needs •Individual's behavior at work are focused on meeting their needs

Super Life-Span, Life-Space

•Leading developmental approach describing career development and career development interventions •Synthesized and extended career theories from various disciplines: trait-and-factor, developmental, social learning, and psychodynamic

Ed Williamson

•Minnesota Point of View: Believed counselors should share their wisdom with clients in order to make wise career decisions (directive career counseling approach)

LTCC helps clients to acquire:

•More accurate self-observation generalizations •More accurate worldview generalizations •New task approach skills •Ability to take appropriate career-related actions

Stages of Circumscription:

•Orientation to Size and Power (3-5): classify world in simple terms (big-small; strong-weak) and identify occupations with adult roles •Orientation to Sex Roles (6-8): gain awareness of gender roles & choose occupations congruent with gender roles •Orientation to social valuation (9-13): become aware of distinctions in social class & are sensitive to social evaluation; choose occupations that align with family expectations & social class •Orientation to the internal, unique self (14+): career choices based on accessibility & personal preferences (values, abilities, family needs, and personality)

Parental Attitudes of Concentration on Child:

•Overprotection: parent encourages child to be dependent by restricting exploration •Overdemanding: parent expects perfection & sets unrealistically high standards

Role Salience (Super)

•People differ in the degree of importance and meaning that they attach to work •Participation - being active, spending time •Commitment - desire to be involved, feeling proud •Values Expectations - sense of achievement •People play roles of son/daughter, student, leisurite, citizen, worker, spouse/partner, homemaker, parent, pensioner within different contexts of home, school, workplace, and within the community

Parental Attitudes of Avoidance of Child:

•Rejection: parent criticizes or punishes child/no affection •Neglect: parent ignores child

Janis & Mann's Conflict Model of Decision-Making

•Stress significantly affects decision-making process; high levels of stress lead to bad decisions •PROS & CONS (potential gains & losses) •Patterns Used to Cope with Decision-Making Stress: 1.Unconflicted Adherance: ignoring potential risk of potential decision 2.Unconflicted Change: accepting career suggested career options without question 3.Defensive Avoidance: escaping conflict by putting decision-making responsibility onto others 4.Hypervigilance: impulsively choosing decision that will provide relief 5.Vigilance: weighing costs/benefits of each alternative of decision •Coping Pattern Usually Determined by One of These Antecedents: 1.Awareness of serious risk associated with preferred alternatives 2.Hope for finding better alternative 3.Belief that one has adequate time to search for an & evaluate alternatives

Linda GottfredsonCircumscription, Compromise, & Self-Creation

•Theory of career development in children & adolescents •Career choice is about self-concept (how people see themselves privately and publicly) •Theory emphasizes gender & prestige

Self Concept (Super)

•picture of the self in some role, situation, or position, performing some set of functions, or in some web of relationships • •Objectively, we develop self-understanding by comparing ourselves to others (I am like an accountant because I am good with numbers) • •Subjectively, we develop self-understanding through a focus on our uniqueness emerging out of our life stories (I have a unique history of personal experience and stories that have led me to the counseling profession)