NCE Career & Life Style Development
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shayerickson on February 7, 2011
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88 terms
Terms | Definitions |
|---|---|
 What is Trait & Factor Theory(not exactly the same as Trait & Factor Career Theory) & what are the names of the tests it uses? | OLDEST theory in career counseling, suggests ONE particular type of job is suited to each type of person. Through the use of computer testing such as SIGI, CHOICES, GIS, and CIDS, a career counselor can match a client's traits with job factors to help find the right career fit. The closer the match between the person and the job requirements, the greater the chance for success, productivity, and satisfaction |
| What is Trait & Factor Career Theory and who conceptualized it | Frank Parsons, he designed a three-step formula to aid clients in finding the right career, DIRECT METHOD & RELIANCE ON TESTING |
| What are the three-steps in Trait & Factor Career Theory | 1. Personal analysis: help the client understand his/her aptitudes, abilities, resources, and limitations 2. Occupational analysis: describe conditions, compensations, and requirements for success in different lines of work 3. Logical Reasoning: Match the person with the line of work that best fits with his traits (Think: POL) |
| Describe C.H. Miller's twist on Trait & Factor Theory | gives suggestions that underlie this approach: vocational choices are largely DECIDED UPON THROUGH THOUGHT, occupational choice is a single happening, there is ONE right career for each person, each job requires a SINGLE type person |
| Describe Edmund Williamson's twist on Trait & Factor Theory | used Parson's basic approach, but devised six steps |
| Williamson's six steps for the career counselor became known as .... | directive counseling |
| What are Williamson's six steps and define each | 1. Analysis-gather client info. 2. Synthesis-organize data to gain understanding of client 3. Diagnosis-construct statement of client's problem 4. Prognosis-predict future development of problem 5. Counseling 6. Follow up (Think: ASDPCF) |
| What is Carl Roger's twist on Trait & Factor Theory | NON-DIRECTIVE counseling; introduced THREE concepts; it CHALLENGED Parson's direct method and reliance on testing, his methods were later integrated into directive counseling, which gave it a broader perspective |
| What are Roger's three concepts | 1. the importance of affective and motivational behaviors on career choice, 2. client's self-acceptance and self-understanding as a primary goal in counseling 3. the importance of the client-counselor relationship in the counseling process |
| What is Hoppock's twist on Trait & Factor Theory... | "COMPOSITE THEORY" contains the critical points that can be summarized by saying that people choose an occupation based on how well they feel the occupation will meet their personal needs, the more info people have about themselves and about the occupations that seem to meet their needs the more they can refine the basis used to make a career choice; job change is likely if the job is not meeting his/her needs |
| Name five Trait and Factor Theorists | Hoppock, Parsons, Williamson, Miller, Rogers, (Think: HPWR: Here is Paper Write Me a Riddle) |
| Describe Personality-Based Theories | the appropriate occupation for an individual is based on PERSONALITY; they consider EARLY CHILDHOOD |
| How do Bordin, Neachmann & Segal approach career development | from a PSYCHOANALYTIC perspective, consider early PARENT-CHILD RELATIONSHIP established by AGE SIX which influences "NEED HIERARCHY" which is later satisfied through occupational choices |
| How does Ann Roe approach career development | on MASLOW's HIERARCHY of needs; parenting style influences, she offers FIVE THEORETICAL PROPOSITIONS that influence an individual's career selection |
| What are Roe's five theoretical propositions regarding career development | 1. genetic based component,intelligence & temperament 2. influenced by one's life experiences, cultural background, & socio-economic position 3. interests and attitudes are determined by one's experiences 4. energy in attention directedness is the major determinant of interests 5. intensity of one's needs, satisfaction and their organization determine degree of motivation to reach expression in accomplishment |
| According to Roe, how does parenting influence career development | parents who provide warmth and an accepting or protective environment produce children who select person-oriented occupational areas(needs for affection and belonging). Children who come from rejecting or cold parenting backgrounds tend to seek technical or scientific occupations(needs for safety and security) |
| Who is quoted as saying the following, "an appropriate and satisfying vocation can be the bulwark against neurotic ills or a refuge from them. An appropriate or unsatisfying vocation can be sharply deleterious" | Roe |
| True or False: Roe arranged occupations into eight occupational groups (science, service, outdoor) each with six levels(unskilled=level 6 to professional=level1 | True, Roe was the FIRST to do this NOT HOLLAND |
| What is John Holland known for | career choice is an expression of one's personality, if CONGRUENCE exists between one's PERSONALITY and the ENVIRONMENT, one will experience stability, satisfaction, and sense of occupational achievement |
| What are Holland personality types (define each) and how many are there | six, RIASEC 1.Realistic type: deals with environment in concrete, objective and physically manipulative manner, minimal interpersonal skills (agriculture, construction, skilled-trades) 2.Investigative type: uses intelligence, ideas, words, and symbols to deal with environment(programmer, librarian, researcher) 3. Artistic type: creates art forms (musical, literacy, drama) 4. Social type: handles the environment by using people skills and has great concern for human welfare (educators, counselors, church work) 5. Enterprising type: adventurous, dominant, verbal, persuasive, enthusiastic, impulsive (sales, supervisory, leadership) 6. Conventional type: clerical and computer tasks, business matter, high social approval is important, (bank, post office, secretary work) |
| According to Holland, describe consistency | closer the types are on the hexagon the more they have in common, so having a preference for adjoining codes indicates higher consistence (Use RIASEC) |
| According to Holland describe differentiation | degree to which codes show a strong preference for one type and low preference for others |
| According to Holland describe identity | degree to whic a clear and stable picture of goals, interests, and talents appear, low identity is many occupational goals as opposed to few |
| According to Holland describe congruence | degree to which personality type matches the work environment |
| Which instruments use Holland's classifications | Kuder Preference Record Strong Interest Inventory Self- Directed Search Career Aptitude Placement Survey (CAPS) Career Occupational Preference Survey (COPS) Vocational Preference Inventory |
| What is Ginzburg known for | Ginzburg - Developmental theory, he selected small group of males between 11-23 from upper middle class, urban, anglo origin, because small sample it could not be considered representative of general population |
| What are Ginzburg's three development periods | 3 stages: Fantasy - until 11 years old Tentative - 11-17 years Realistic - 18-20s includes substages But large variations and maybe only for middle-class youth who have more choices |
| What are Ginzburg's four factors that bear on career choice | reality, educational process, emotional factors, and personal values |
| According to Ginzburg, what are the substages of the Realistic Period and define each | exploration: narrows focus to few choices crystallization: clear vocational direction emerges specification: determines a preference to work within a particular vocational area |
| What is Gottfredson's Theory of Circumscription and Compromise | -Self concept- the view we hold of ourselves both publicly and privately -career choice begins in childhood -satisfaction depends on how congruent it is with self perception -occupational stereotypes guide people in career selection -Images of Occupations- occupational stereotypes we hold |
| Gottfredson proposed that people create cognitive maps about careers based on organizing the career information into three dimensions. What are they? | Cognitive maps- organized images of occupations Dimensions of cognitive maps Masculinity-femininity Occupational prestige Field work/interests Occupational aspirations- joint product of assessment of compatibility and accessibility |
| What is Super known for | Donald Super - Career self-concept theory; life long process Vocational interests and identities change; MOST COMPREHENSIVE of all career developmental theorists; self-concept is vital and is constantly being shaped |
| What are Super's Developmental Stages | -Growth (birth to age 14 or 15);individual forms attitudes and behaviors that make up self-concept -Exploration (ages 15-24);choices are narrowed but not finalized -Establishment (ages 25-44);trying out careers w/option to change if a career is not what is desired -Maintenance (ages 45-64);continual adjustment to improve work position and situation -Decline or disengagement (age 65+); does what needs to be done, but less interested in improving the job or performance (Think: GEEMD) |
| What are Super's five vocational developmental tasks which CYCLE and RECYCLE throughout the life span | Crystallization - 14-18 year: forms preferred plan and thinks about how to implement Specification - 18-22: narrows choices to specifics Implementation - 21-24: completes training and enters the career Stabilization - 25-35: confirms that the career is the right choice Consolidation - after 35: a period of establishment, advancement, status, and seniority |
| According to Super, what is vocational maturity | a person's ability to complete appropriate tasks at each level of development; related to intelligence rather than age and is a predictor of what level of maturity one could reach later in life |
| What are Super's six dimensions of career maturity for ADOLESCENTS | orientation to vocational choice, info. gathering and plan making, consistency of vocational preferences, crystallization of traits (progress towards forming a stable self-concept), vocational independence, wisdom of vocational preferences |
| According to Super and Kidd, what is career adaptability | an individual's ability to face, pursue, or accept career change |
| What is Super's "life career rainbow" | -a two-dimensional scheme of life stages -the life stages (growth, exploratory, establishment, and decline) run left to right on the rainbow -the "life space" or roles played throughout life (child, student, leisurer, citizen, worker) appear vertically on the rainbow |
| What is Super's "archway model" | clarifies how biographical, psychological, and sociological determinants influence career development; shows the diverse life roles played by individuals over the life span |
| What is Tiedeman and O'Hara's spin on career development | career development exists throughout a lifetime and is tied to self-development, they focus on cognitive development and the individuals decision making abilities; career development stages parallel Erik Erikson's psychosocial stages; they focus on self-development and belief in individual's I-power/potential for self improvement; theory that works within framework of time stages (EGO IDENTITY formation, processing developmental task, and settling psychosocial crises) |
| What are Erik Erickson's psychosocial stages | trust, autonomy, initiative, industry, identity, intimacy, generativity, and ego identity |
| According to Miller-Teidemnan, what is "life career theory" | based on the concept that individuals search from within to form a career direction |
| What is differentiation according to Tiedeman. | the way one expresses his/her unique individuality |
| What is integration according to Tiedeman | the way an individual adjusts to others so that he/she is part of society |
| What is ego identity according to Tiedeman | central to this theory and means the personal meanings, values, and relationships that are the foundation upon which the individual builds a broader integration with society; these three components are derived from the individual's biological constitution, the psychological makeup, and the influence of the society in which they exist |
| What is Tiedeman's contribution to career counseling | concept that self-awareness is of major importance in choosing one's career |
| What is the basis of Social Learning Theory as it relates to Career Development | life events have a determining effect on career choices |
| According to Krumboltz, Mitchell, and GELATT, what are the four factors the influence career choice | -genetic endowment and special abilities are inherited factors (sex, physical ability, intelligence) -environmental conditions and events are factors outside the control of the individual(laws, unions, physical events life floods or earthquakes) -learning experiences are in 2 important forms:instrumental learning(one's behavior impact environment) and associated learning experience(learning occurs by observation or by pairing two events in time and location) -task approach skills- term refers to individual's skills that are applied to new tasks such as values, work habits, perceptual and cognitive processes that affect the outcome of the task, and which mutually regulate each other |
| What is the basis of Sociological Theory as it relates to career development | situational factors influence career choices and emphasizes factors beyond the control of the individual (family beliefs, social status, discrimination, race, gender, political climate, occupational segregation, income, sex role characteristics, economics) |
| According to Sociological Theory how does economics play a role in career development | economics comprise several important influences on career choice such as pay scales, job opportunities, and work availability |
| What are Hotchkiss and Borrow known for | sociological theorists, developed Status Attainment Theory |
| What is Status Attainment Theory | (sociological theory) proposed ideas that the family status and the individual's cognitive variables combine with socio-psychological processes to influence the amount of education one attains and this influences career choice |
| What are Hotchkiss and Borrow known for | (sociological theory) identified four ways that social institutions influence careers : -socialize the individual to become a working member -determine interpersonal affiliations -permit certain material and social life styles -give direction for career choices based on mobility and advancement (applying this theory means encouraging clients to learn how to successfully navigate the world of work despite any constraining forces surrounding them |
| What are Blau and Duncan known for | research found that a father's education and occupation were important in determining how much education one sought which influences career possibilities (this was disputed by later researchers) |
| What are Lent, Brown, and Hackett known for | Social-Cognitive Perspective, based their theory of career choice on Albert Bandura. There are three personal determinants of career development: self-efficacy (beliefs one has about ability to perform specific tasks), personal goals, and outcome expectations |
| According to Lent, Brown, and Hackett, what a the six central propositions regarding career choice | 1. people influence and are influenced by environment 2. career-related behavior is related to one's behavior, self-efficacy beliefs, expectations and goals, and genetically-determined characteristics 3. one will be interested in what he/she thinks he/she can do well that will have a valued result 4. gender, race, health or disabilities, and environmental variables all influence self-efficacy, goals & performance 5. other influences include culture, discrimination, economic factors, and chance happenings 6. self-efficacy beliefs and expectations change over time and interaction with the environment (for example, self efficacy may grow over time) |
| What is the National Career Development Association (NCDA) | division of ACA, develops ethical standards for career counseling |
| What is the National Employment Counseling Association (NECA) | division of ACA, offers professional leadership to people who counsel in employment and/or career development settings |
| What is vocational rehabilitation | assists individuals with disabilities to return to work or identify new career in order to become employed Eligibility: have a disability that interferes with employment, possibility of becoming employed, employable age range Available services: medical exam, assessment & counseling, surgical, psychological, and hospital treatment, education and training, artificial limbs, hearing aids, occupational equip., tools, licenses, placement and follow up |
| What is the Job Training Partnerships Act (JTPA) | state govts. to train or educate the economically disadvantages for employment Eligibility: assists dislocated workers, workers who can't return to previous employment, those with long-term unemployment Offers: job search assistance, retraining, pre-layoff assistance and relocation |
| What is the Dictionary of Occupational Titles (DOT) | 9 digit classification system to define each occupation;it was replaced by O*NET in 1991 and classifies about 12,741 job titles -first three digits identify a particular occupational group (manager, technical, etc.); -the middle set of three digits called Worker Functions Ratings and code how a worker must function in relationship to Data(4th digit), People (5th digit), and Things (6th digit) -the last three digits differentiate a particular occupations from all the rest |
| What is the Occupational Information Network (O*NET) | developed by US Dept. Labor, REPLACED THE DOT; defines over 950 occupations; it is DIFFERENT FROM DOT in that it EMPHASIZES TRANSFERABLE SKILLS rather than job duties; it includes three career exploration tools and instead of 9 digit classification is has SIX DOMAINS |
| What are O*NET's three career explorations tools | 1. Ability Profiler replaces GATB; its nine scales measure three each of cognitive factors, perceptual factors and psychomotor factors; the examinees ability profile is compared to the ability profile of different occupations 2. Interest Profiler measures interests using Holland codes (RIASEC) 3. Work Importance Profiler measures six work values that are subdivided into 21 needs (same as Minnesota Important Questionnaire based on Work Adjustment Theory); the six values are achievement, recognition, relationships, support, and working conditions |
| What are the six domains of O*NET | instead of 9 digit classification of DOT the O*NET uses six domains: 1. worker characteristics 2. worker requirements 3. occupational requirements 4. experience requirements 5. occupation-specific requirements 6. occupation characteristics |
| What is the Occupational Outlook Handbook (OOH) | an easy to use resource published by US Dept. of Labor and is UPDATED EVERY TWO YEARS; describes hundreds of working conditions, employment opportunities, training, advancement possibilities, job outlook and related occupations |
| What are the CACGS and CIDS | Computer Assisted career Guidance and Career Information Delivery System; they are computer systems used in career counseling to help manage the clerical and administrative tasks of career counselors; they expand and enhance counseling through a thorough exploration and interpretation of the client's information with the guidance of the counselor, and help increase the user;s awareness of the variety of careers and of the decision making process |
| What is the SIGI and where is it primarily used | System of Interactive Guidance and Information used primarily in colleges |
| What is DISCOVER II and where is it primarily used | utilizes Super's developmental model, the decision making process of Tiederman and O'Hara, information about data-people-things from the DOT, and the Holland categories. It includes assessment programs, job descriptions, and educational information; used from high school on |
| What is the CIDS and where is it primarily used | Career Information Delivery System from the University of Oregon, it allows states to develop local and state data |
| What is the GIS, who developed it and where is it primarily used | Guidance Information System by Tiederman used extensively today |
| What is CHOICES | Computerized Heuristic Occupational Information and Exploration System, originated from Canada, provides information and guidance functions, and helps in the decision making process |
| What is ECES and who developed it | Education and Career Exporation System developed by Super et al |
| What is COIN | Coordinate Occupational Information Network |
| Name nine career guidance systems | CACGS, CIDS, SIGI, DISCOVER II, GIS, CHOICES, ECES, COIN, KANSAS CAREERS |
| According to the US Census 2003 women earn approximately __?__ percentage of what men earn | 75% * over last 20 years percentage of women in professions such as accounting, chemistry, law enforcement, and engineering have increased |
| According to researchers what are three factors the influence the difference in earnings between men and women | 1. initial career choice is often based on the stage of family development 2. time spent in the work role-women re-enter the work force 4x compared to 3x for men 3. discrimination against women known as "glass ceiling" |
| Economically disadvantaged clients come from what 3 main groups | 1. chronically poor 2. unemployed or newly disadvantaged 3. underemployed |
| What are some of the major disadvantages in career planning for economically disadvantaged clients | -lack of basic skills -unsuccessful vocational adjustment at early career entry stage -low income levels -incongruity between self-concept and previously held low-level jobs -periods of unemployment |
| Describe the four -part program used to confront the needs of economically disadvantaged clients | 1. assess basic adult education, 2. personal counseling, 3. information about the world of work, 4. access to realistic vocational training and placement * also needs short-term and long term goals |
| What are delayed entrants | (another classification of a special group that needs career counseling) women, displaced homemakers, former military personnel, and prior offenders |
| What are mid-life changers | (another classification of a special group that needs career counseling ); usually occurs between ages 35 and 45 there are voluntary changers, involuntary changers, late life changers |
| Career change is hardest on those . . . | whose job loss was unexpected |
| Describe voluntary changers | those who redirect their careers based on self-understanding, have a clearer identification of values and goals, and see the possibility for a new opportunity |
| Describe involuntary changers | dislocated workers who lost jobs due to foreign competition or structural or technological changes in the labor market |
| Describe mid-life changers | changers often have less stable interest patterns, fear of failure, inability to get along with supervisors, and have more emotional problems. For those who have lost jobs, the career counselor must work on helping the person with self- understanding and the stages of grief |
| Describe late-life changers | early retirees or those who were mandated retirement; they have returned to work because of boredom or for financial reasons |
| According to the American Association of Retired Persons (AARP) what percentage of people between the ages of 65-74 considered themselves to be retired | 25% |
| What is the current age range of workers | 25-54 |
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