Term
| What are five major types of theories within career development? |
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Definition
1.) Trait & Factor theories
2.) Developmental theories
3.) Learning theories
4.) Socioeconomic theories
5.) Recent theoretical statements |
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Term
| Describe trait & factor theories |
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Definition
| Stress that individuals need to develop their traits, which include their interests, values, personalities, and aptitudes |
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Term
| Define developmental theories |
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Definition
| The assumption that the factors that influence career choice and developement are related to stages of personal and psychological development |
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Term
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Definition
| Used to describe both the process by which the individual develops and the choice-making process itself |
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Term
| Define socioeconomic theories |
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Definition
| They pay less attention to psychological traits; instead focus on the socioeconomic status of the decision maker and the influence of sociological and economic factors on occupational choice making |
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Term
| All theories are based on certain philosophical assumptions that typically fall into two categories: |
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Definition
| positivist, and postmodern. |
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Term
| Trait Oriented Theories focus on: |
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Definition
| matching traits of the individual with the requirements of the job/characteristics of the work environment |
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Term
| Trait oriented theories begin with: |
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Definition
| expanding the client's self knowledge and emphasizes gathering specific info about jobs tasks and work environments |
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Term
Trait & Factor Theory
Who & when? |
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Definition
| Based on Parson's 1909 model |
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Term
| Trait & Factor Theory has a three step framework: |
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Definition
1.) Clear understanding of self
2.) Knowledge of different lines of work
3.) Understanding of the relationship between those two |
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Term
| Trait & Factor Theory--It matches _____ with _____ and assumes ______ |
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Definition
| It matches the individual's traits with the requirements of the job. It assumes that there is a single career goal for each person and that career decisions are based primarily on abilities. |
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Term
| Intersecting Circles Model |
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Definition
Interests (what you like)
Skills (what you're good at)
Values (what's important to you)
these three things are three circles that are intersecting (duh) |
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Term
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Definition
Based on the idea that an individual chooses a career that satisfies one's preferred modal personal orientation
Matches personal orientations (styles) to occupational environments |
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Term
RIASEC Model--what does it stand for?
Holland |
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Definition
| Realistic, investigative, artistic, social, enterprising, conventional (personality types) |
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Term
Realistic people deal with the environment how--
From RIASEC |
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Definition
| in an objective, concrete, and physically manipulative manner (agricultural, technical, skilled-trade vocations) |
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Term
Investigative people deal with the environment how--
from RIASEC |
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Definition
| by using intellect—manipulating ideas, words and symbols. (primarily in academic and scientific areas) |
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Term
Artistic people deal with the environment how--
from RIASEC |
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Definition
| by creating art forms and products |
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Term
Social people deal with the environment how--
from RIASEC |
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Definition
| by using skills to interact with and relate to others (educational, therapeutic, and religious vocations) |
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Term
Enterprising people deal with the environment how--
from RIASEC model |
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Definition
| by expressing adventurous, dominant, enthusiastic, and impulsive qualities (prefer sales, supervisory, and leadership vocations) |
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Term
Conventional people deal with the environment how--
from RIASEC model |
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Definition
| by choosing goals and activities that carry social appeal (prefer clerical and computational tasks) |
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Term
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Definition
Created by Holland
Six type areas containing occupational titles and activities
Gives you a three letter code known as a Holland Code |
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Term
The Realistic work environment involves:
The RIASEC personality types go along with RIASEC work environments. |
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Definition
| concrete, physical tasks requiring mechanical skills, persistence, and physical movement (farms, machine shop, barber) |
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Term
The Investigative work environment involves:
The RIASEC personality types go along with RIASEC work environments. |
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Definition
| the use of abstract and creative abilities rather than personal perceptiveness. (research lab, library, work group of scientists) |
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Term
The Artistic work environment involves:
The RIASEC personality types go along with RIASEC work environments. |
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Definition
| the creative and interpretive use of artistic forms (play rehearsal, concert hall, music studio) |
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Term
The Social work environment involves:
The RIASEC personality types go along with RIASEC work environments. |
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Definition
| the ability to interpret and modify human behavior and an interest in caring for and interacting with people. (classrooms, counseling, mental hospitals, churches) |
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Term
The Enterprising work environment involves:
The RIASEC personality types go along with RIASEC work environments. |
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Definition
| verbal skill in directing or persuading people. (real estate, car lot, politics) |
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Term
The Conventional work environment involves:
The RIASEC personality types go along with RIASEC work environments. |
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Definition
| systematic, concrete, routine processing of verbal and mathematicl information. (bank, post office, business office) |
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Term
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Definition
His theory is the most influential one of all
Has been researched and empirically validated
Is the basis for many widely used career interest inventories |
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Term
| The Dictionary of Holland Occupational Codes |
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Definition
1996
Contains extensive listings of all major occupations, which are classified according to the extent to which they involve the different RIASIC categories |
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Term
Theory of Work Adjustment
What is the basic assumption? |
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Definition
| People have two types of needs: biological (or survival) needs, such as the need for food, and psychological needs, such as social acceptance |
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Term
| What are the three variables of Theory of Work Adjustment? |
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Definition
Three variables—skills, aptitudes, and personality structure can be used to predict the success of the worker if the reinforcement pattern of the work environment is known.
Skills—job related skills the individual can offer to a work environment
Aptitude—the potential an individual has to develop the skills needed by the work environment
personality structure of the individual is determined by a combination of aptitudes and values |
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Term
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Definition
| Values are determined by the importance attached to classes of reinforcement (pay, independence of functioning) |
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Term
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Definition
| Celerity is the quickness with which workers engage their work environment to satisfy their needs |
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Term
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Definition
| Pace is denoted by the vigor with which individuals and work environments try to satisfy their needs |
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Term
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Definition
| Endurance is used in theory of work adjustment to indicate the tolerance of the individual or the work environment for dealing with unsatisfactory work conditions or workers in the case of the work environment. |
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Term
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Definition
| Rhythm denotes the pattern of attempts (steady, erratic) by individuals and work environments to satisfy their needs. |
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Term
| In TWA, there are two approaches to adjusting to the work environment. What are they? |
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Definition
Active—worker makes a direct attempt to make the work environment more responsive to their needs
Reactive--worker changes themselves to respond to the perceived demands of the work place |
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Term
| What is the objective of the Theory of Work Adjustment? |
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Definition
| to help client groups match their aptitudes and values to occupations with jobs that provide appropriate occupational ability patterns and occupational reinforcer patterns. |
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Term
| What is a drawback of TWA? |
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Definition
| It can take a lot of time to administer. |
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Term
| When thinking about Theory of Work Adjustment, what are some considerations the counselor needs to have? |
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Definition
Help client adjust themselves to fit the work environment
Help the client modify the work environment to make it more satisfactory to themselves
Assist the client in choosing a new work environment |
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Term
Some general info about Theory of Work Adjustment
(sorry there is so much) |
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Definition
Associated with Dawis and Lofquist
Aka “Person-Environment Correspondence”
Emphasizes the relationship between job satisfaction and work adjustment
Job satisfaction incorporates more than just job tasks—includes co-workers, supervisors, location, etc.
Achievement oriented individuals will be more concerned with “job satisfactoriness” while fulfillment oriented individual will be more concerned with job satisfaction |
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Term
| Gottfredson’s Developmental Stages |
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Definition
Ages 3-5: Orientation to Size and Power
Lays groundwork for sex-role stereotypes
Ages 6-8: Orientation to sex roles
Develops perceptions of what is “acceptable”
Ages 9-13: Orientation to social valuation
Develops awareness of social status
Ages 14+: Choices explored
Begins process of exploring and compromising |
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Term
Anne Roe's Formula of Occupational Choice--what did it emphasize?
(the long crazy one) |
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Definition
Emphasizes early childhood interactions with parents
Emphasizes the role that gender plays as a modifier in career choice |
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Term
| Define Gottfredson’s Theory of Occupational Aspirations |
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Definition
| Examines how career aspirations develop and how individuals narrow their career options and make choices along the way |
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Term
Gottfredson’s Theory of Occupational Aspirations
What are four basic assumptions? |
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Definition
career development process begins in childhood
career aspirations are attempts to implement one’s self concept
career satisfaction depends on the degree to which the career is congruent with self-perceptions
people develop occupational stereotypes that guide them in the selection process |
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Term
| According to Gottfredson, people develop cognitive maps of occupations that are organized along three dimensions: |
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Definition
masculinity/femininity of occupation
prestige of the occupation
fields of work |
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Term
Gottfredson’s Theory of Occupational Aspirations
What is a central concept, and what does it emphasize? |
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Definition
emphasizes the importance of the “social self” and “social identity” in relation to career choice
compromise is a central concept |
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Term
| Of the theories presented in the chapter, Super's developmental theory is probably the most parsimonious. |
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Definition
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Term
| Super and Brown proposed that values are major factors in Occupational choice. |
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Definition
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Term
| The importance of congruence between a person and the work environment was first identified by Frank Parsons. |
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Definition
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Term
| Groups of people who hold collateral social values believe that the welfare of the group should be paced ahead of that of the individual. |
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Definition
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Term
| Super has outlined a clear cut approach to career counseling based on his theory. |
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Definition
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Term
| It is probably more appropriate to refer to an individual's self-concepts than a global self-concept if Super is correct. |
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Definition
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Term
| Gottfredson rank orders the factors that influence career choice beginning with interests as the most important. |
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Definition
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Term
| Young girls are more likely than boys to take the sex-typing of occupations into account when stating their occupational preferences. |
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Definition
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Term
| John Holland's theory of vocational personalities and work environments has been incorporated into material used by the military and the US Department of Labor. |
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Definition
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Term
| The theory of work adjustment is most like Holland's theory than any of the others presented in Chapter 2. |
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Definition
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Term
| Define Brofenbrenner’s Ecological Theory: |
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Definition
| Not specifically a career theory—a theory of human development to be used as a lens through which career development can be understood |
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Term
| Name the four systems in Brofenbrenner’s Ecological Theory |
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Definition
Microsystem (individual)
Mesosystem (family, peer group, etc.)
Exosystem (friends of family, extended family, neighbors, workplace, media)
Macrosystem (the sum of broad ideologies of the socio-cultural group) |
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Term
Career Maturity (Super)
How is it developed, and how is it measured? |
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Definition
The goal of career counseling is the development of career maturity
Measured by the career development inventory (CDI) |
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Term
| Define Brown’s Values-Based Theory of Occupational Choice |
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Definition
Pg 37—An individual’s values are the basis for his or her self-evaluation and the evaluation of others, and they play a major role in the establishment of personal goals
Work values = values to be satisfied through work |
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Term
| What are some factors that interfere with the motivation to act on values? (From Brown's Values-Based Theory...) |
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Definition
| Mental health problems, history of personal/cultural group discrimination, lack of information, poverty, self-efficacy |
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Term
| What are some categories for values that we have? |
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Definition
Human nature (humans are good, bad, or neither)
Person-nature relationship
Self-control
Time orientation
Activity
Social relationships
Collateral
Allocentrism (important to put the group's concerns over the individuals) |
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Term
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Definition
| the process by which individuals incorporate the beliefs and values of their cultural group and form a values system |
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Term
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Definition
| using the values and beliefs of one culture |
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Term
| Bienculturation/multiculturalism |
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Definition
| occurs when two or more cultures are internalized |
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Term
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Definition
| involves the enculturation of beliefs from a cultural different from one's own |
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Term
Developmental Career Theory
Ginzberg & Associates (1951) |
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Definition
Useful for elementary school counselors
Provides a first look at early development with the role of play and fantasy
Pass through three stages: Fantasy, tentative, realistic |
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Term
| Talk more about the three stages that people pass through in Ginzberg & Associates Developmental Career Theory |
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Definition
Fantasy (occurs before age 11 and involves play and imagination)
Tentative (takes place from 11-12 and contains 4 subphases: interest, capacity, value, and transition)
Realistic (occurs 17-early 20s and contains three subphases: exploration, crystallization, specification) |
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Term
| Super’s Life-Span Life-Space Approach |
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Definition
Vocational development model
Difficult to empirically validate because of its comprehensiveness
Useful in understanding the developmental process and various life roles/stages |
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Term
Super's 14 Propositions
This is a long one and I wasn't sure how to break it up without it getting too messy.... |
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Definition
1.) People differ
2.) People are qualified for a number of occupations
3.) Each occupation requires a characteristic pattern of abilities and traits (with some tolerance for variety)
4.) Vocational preferences and competencies change with time and experience
5.) Process of change may be summed up in a series of life stages
6.) Nature of career pattern is determined by individual’s parental socioeconomic level, mental ability, education, skills, personality characteristics, career maturity, and opportunities to which they are exposed
7.) Success in coping with environmental demands depends on readiness of individuals to cope
8.) Career Maturity is a hypothetical construct
9.) Development through life stages can be guided
10.) Process of career development is developing and implementing occupational self-concepts
11.) Synthesis and compromise b/w individual and social factors is one of role playing and learning from feedback.
12.) Work satisfactions and life satisfactions depend on the extent to which the individual finds adequate outlets for skills, needs, values, etc.
13.) Degree of satisfaction people attain from work is proportional to the degree which they have been able to implement self-concepts (which is similar to Holland’s concept of congruence)
14.) Work and occupations provide a focus for personality organization for most people |
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Term
Career Development Inventory (CDI) (Super)
Measures six components in pursuit of career maturity |
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Definition
Career planning, career exploration, decision making, world-of-work information, knowledge of preferred occupations, and career orientation
These are based off of white folks though--it's a "white bread" theory Super that is |
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Term
| United States-world’s largest economy |
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Definition
| The United States is the world's largest economy and consumers in this country purchase a large portion of good and service produced in other countries throughout the world began to rise as the overall purchasing power of U.S. consumers declined. This exacerbated by high levels of credit card debt, the inability of home owners to make mortgage payments, and the high level of foreclosures by lending institutions. |
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Term
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Definition
| the practice of moving employees or certain business activities to foreign countries as a way to lower costs, avoid taxes, etc. |
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Term
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Definition
| work arrangement made by an employer who hires an outside contractor to perform work that could be done by company personnel. Outsourcing has been a frequent point of dispute for organized labour. If, for example, an employer has a labour contract with a union, and the outsourced work could be performed by union members, then the union will typically object to such a practice because it takes work away from the union’s members. Management favours outsourcing, or subcontracting, often to nonunion providers, because these activities can often reduce costs. Outsourcing can also reduce the number of employees in a collective |
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Term
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Definition
| In January 2008 the unemployment rate in the United States stood at 4.9 precent. It climed to 7.2 percent by December of the year and eventually reached more than 10 percent before slowly receding. |
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Term
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Definition
| Friedman’s interpretation of the ten influencing factors that led to globalization and world flattening, the first being the falling of the Berlin Wall in 1989, which tipped the balance of power across the world towards democratic free market and away from authoritarian rule. A second flattener is identified as our ability to not only author our own content, but to send it worldwide with the 1995 launch of the Internet. Subsequently, free workflow software was developed, allowing people from around the world to collaborate and work together on projects using a shared medium. As Apache and Wikipedia came into play, we became able to develop and upload web content and community collaboration became another flattening force. Preparations for Y2K required resources beyond those available in the United States and as a result, we see that India became responsible for a huge portion of these preparations. Offshoring, using the Chinese manufacturing sector as a prime example, has forced other developing countries to try to keep up with their low cost solutions, resulting in better quality and cheaper products being produced worldwide. |
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Term
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Definition
1.Collapse of Berlin Wall--11/89: The event not only symbolized the end of the Cold war, it allowed people from other side of the wall to join the economic mainstream. (11/09/1989)
2.Netscape: Netscape and the Web broadened the audience for the Internet from its roots as a communications medium used primarily by 'early adopters and geeks' to something that made the Internet accessible to everyone from five-year-olds to eighty-five-year olds. (8/9/1995)
3.Work Flow Software: The ability of machines to talk to other machines with no humans involved. Friedman believes these first three forces have become a “crude foundation of a whole new global platform for collaboration.”
4.Uploading: Communities uploading and collaborating on online projects. Examples include open source software, blogs, and Wikipedia. Friedman considers the phenomenon "the most disruptive force of all."
5.Outsourcing: Friedman argues that outsourcing has allowed companies to split service and manufacturing activities into components, with each component performed in most efficient, cost-effective way.
6.Offshoring: Manufacturing's version of outsourcing.
7.Supply-Chaining: Friedman compares the modern retail supply chain to a river, and points to Wal-Mart as the best example of a company using technology to streamline item sales, distribution, and shipping.
8.Insourcing: Friedman uses UPS as a prime example for insourcing, in which the company's employees perform services--beyond shipping--for another company. For example, UPS itself repairs Toshiba computers on behalf of Toshiba. The work is done at the UPS hub, by UPS employees.
9.In-forming: Google and other search engines are the prime example |
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Term
| NAFTA (reduced trade barriers) |
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Definition
| A trade agreement between Canada, the United States and Mexico that encourages free trade between these North American countries. |
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Term
| Unflattened Worker & Social Justice |
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Definition
Bill Gates, Steve Jobs, Google
Economies of Africa, Asia, & South America
Protestors of IMF, World Bank, & G20
IMF-International Monetary Fund. Protestors demand social justice for the poor and protection of the global environment,as well the elimination of the IMF and World Bank.. Protestors believe the organizations have supported policies that are harmful to impoverished people in Africa and elsewhere |
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Term
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Definition
Martin Luther King, Jr.
Early Advocates-Oppression / social justice-economic equity.
The fair and proper administration of laws conforming to the natural law that all persons, irrespective of ethnic origin, gender, possessions, race, religion, etc., are to be treated equally and without prejudice. |
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Term
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Definition
Individualism
Honesty and effort are the basis for success. |
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Term
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Definition
| It deals largely with one's position in society, or class. Status attainment is affected by both achieved factors, such as educational attainment, and ascribed factors, such as family income. It is achieved by a combination of parent's status, one's own efforts and abilities. The idea behind status attainment is that one can be mobile, either upwardly or downwardly, in the form of a class system.In education context, status attainment assumes that social status of parent affects educational level achieved by children, which in turn affects occupational level and social status. Thus, level of schooling would affect (moderate) the degree of intergenerational transmission of social status.Peter M. Blau (1918-2002) and Otis Duncan (1921-2004) were the first sociologists to isolate the concept of status attainment. |
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Term
| Emancipatory communitarianism |
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Definition
| Espouses the belief that the focus of the practice should be on both individuals and the systems in which they function. |
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Term
Emancipatory communitarianism
Professionals |
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Definition
| Endorse the value of social justice, value human diversity, subscribe to establishing mutual goals, engage in political action to correct inequities in the systems that impact students and workers, and orient themselves to nonclients who are discriminated against or marginalized by the educational and economic systems in the United States. |
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Term
Career Development
Traditional |
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Definition
| Oppressions / discriminatory / marginalized |
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Term
Career Development
Empowerment |
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Definition
| Equalizing power, equal access to benefits of society. |
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Term
Career Development
Postmodernism |
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Definition
| Relativism to lack of values. |
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Term
|
Definition
History of Vocational Guidance & Career Development
Influx (10K+)of European Immigrants
High School dropouts
Oppression
Substandard public schools
Scientific Principles |
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Term
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Definition
| A social reformer of the early twentieth century. National Vocational Guidance Association. |
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Term
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Definition
Economics
Status
Recognition
Affiliation |
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Term
| Need for Career Development |
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Definition
WWI (exploration & selection)
Great Depression (1930’s)
Unemployment
Dictionary of Occupation Titles (DOT)
ASCA-Career development (1970’s)
Occupational Information Network (O*NET) 2001 |
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Term
Career Development
Organizations & Publications |
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Definition
Organizations & Publications
Counselors
ACA
NCDA
Career Development Qtrly |
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Term
Career Development
Psychologist |
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Definition
APA
17-Counseling Psychologist
Journal of Counseling Psychologist |
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Term
Career Development
Journal of Vocational Behavior |
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Definition
| The Journal of Vocational Behavior publishes empirical and theoretical articles that expand knowledge of vocational behavior and career development across the life span |
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Term
Career Development
Journal of Career Development. |
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Definition
| The Journal of Career Development (JCD) provides professionals in counseling, psychology, education, student personnel, human resources, and business management with the most up-to-date concepts, ideas, and methodology in career development theory, research, and practice. |
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Term
Chapter Three
Learning Theory-Based and Cognitive Approaches |
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Definition
These theories focus on a wider range of variables affecting career
Some important considerations are social conditioning, social position, and life events
Career choice involves both cognitive and affective processes
Primary emphasis on how learning processes lead to acquisition of beliefs and behaviors involved in career development |
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Term
| Krumboltz’s Social Learning Theory |
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Definition
Process of career development involves:
Genetic endowments and special abilities
Environmental conditions and events
Learning experiences
Instrumental (consequences, observed & experienced)
Associative (pairing of qualities with occupations)
Task approach skills
Performance standards and values
Work habits
Perceptual and cognitive processes |
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Term
| Krumboltz’s Learning Theory |
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Definition
Learning takes place through both observation and direct experience, resulting in 3 types of consequences
Self-observation generalizations
Task approach skills
Actions
Learned beliefs affect one’s career choices
Counselors can actively assist clients in adjusting problematic beliefs and in developing skills in order to increase the range of career options |
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Term
| Happenstance Approach Theory |
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Definition
Extension of Krumboltz’s earlier work
“Chance events over one’s life span can have both positive and negative consequences.”
Counselors should assist clients in learning how to respond positively to unplanned life events |
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Term
| Happenstance Approach Theory |
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Definition
Five critical client skills:
Curiosity
Persistence
Flexibility
Implication is that career counseling involves coaching, mentoring, and more directive techniques aimed at shaping clients’ attitudes and awareness
Optimism
Risk taking |
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Term
| Social Cognitive Career Theory |
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Definition
Based largely on Albert Bandura’s Social Learning Theory, a main goal of SCCT is to help individuals understand how their behaviors, surrounding environments and personal factors interact to shape thoughts and behaviors.
This approach emphasizes ‘self-regulatory cognitions’ (self-efficacy expectations). |
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Term
| Social Cognitive Career Theory |
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Definition
Choice Model (explains selection process)
Establishing a goal
Taking action to implement a choice
Attaining a level of performance that determines the direction of future career behavior
Performance Model (predicts performance level and persistence)
Illustrates concern for the level and quality of individual’s accomplishments and for personal agency involvement in career-related pursuits
Points out interplay of ability, self-efficacy, outcome expectations and goals for judging performance |
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Term
| SCCT Counseling Strategies |
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Definition
Identify Foreclosed Occupational Options
Help clients construct the broadest possible array of occupational possibilities, even those they may have eliminated as possibilities, or those that are of lower interest
Administer assessments (look for interest and aptitude match)
Analyze Barrier Perceptions
Examine barriers, the likelihood the barriers will be encountered, and develop a plan to overcome the barriers
Modify self efficacy beliefs
Help clients develop new performance experiences to enhance self efficacy related to occupations
Reanalyze past experiences and examine the development of faulty self efficacy and/or outcome expectations |
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Term
| Career Information-Processing |
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Definition
Examines the process through which individuals use information in career problem solving and decision making
Similar to general cognitive theory (such as Meichenbaum, Beck, or Ellis), especially with its focus on identifying and correcting dysfunctional career thinking |
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Term
| Career Information-Processing |
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Definition
Has been related to how a computer works
how individuals obtain, process and encode information;
store and retrieve it from long and short term memory; and
transform it into working memory
Assumes that career decision making requires an extensive amount of memory (holding data in place) while decisions are being made |
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Term
| Career Information-Processing |
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Definition
CASVE Cycle
Communication (identifying a need)
Analysis (interrelating problem components)
Synthesis (creating likely alternatives)
Valuing (prioritizing alternatives)
Execution (forming means-ends strategies) |
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Term
| CIP Career Counseling Model |
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Definition
Initial interview
Preliminary assessment
Mutually define problem and analyze causes
Formulate goals
Develop individual learning plan
Implement individual learning plan
Goal attainment evaluation |
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Term
|
Definition
Emerged from postmodernism (philosophical assumption that there is no fixed truth)
Asserts that individuals construct their own realities
Emphasizes importance of understanding the individual’s frame of reference and the meanings each individual associates with “career”
Seeks to understand both how the person fits into the work role AND how the work role fits into the person’s lifestyle |
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Term
| Savickas’ Career Construction Theory |
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Definition
Uses Super’s developmental theory as a basis and adds constuctivist perspective
Emphasizes developmental contextualism
Each person participates in their own development—outcome is “core roles”
Each person’s core roles interact to reciprocally shape each other |
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Term
| Savickas’ Career Construction Theory |
|
Definition
Formation of self-concept is critical to career construction theory and is socially constructed
Uses Super’s model, but sees these stages as tasks imposed upon the individual by society
Attempts to assist clients in constructing a lifestyle (including career) that fits best for the individual |
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Term
|
Definition
Practical approach to career counseling within the constructivist framework
Focus on career as a “story” to derive meaning from what client views as important and unimportant
Establishes a sense of client identity by how the story is told and constructed
Counselor can gain insight into client’s future goals |
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Term
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Definition
These approaches emphasize the power of the context in which an individual operates to influence career choice.
It is essential to understand the meanings that have been constructed by the individual to explain and thus cope with their context. |
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Term
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Definition
Comes from a theory of mathematics that posits the impossibility of making accurate long-term predictions in complex systems.
While there may be some predictability within the systems, small changes at the beginning of a sequence of events may produce dramatically different outcomes. |
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Term
| Chaos Theory of Career Development |
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Definition
Careers only make sense if non-linear logic is used to examine them.
Career decisions must be understood phenomenologically (from the individual’s perspective.
“Stuff happens.” |
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Term
| Solution-Focused Brief Career Counseling |
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Definition
Based on de Shazer’s model of SFBT with the addition of second-order questioning (how do we know what we know?).
If mental health issues (depression, anxiety, etc.) are impediments to the career decision-making process, these should be dealt with prior to proceeding with career counseling. |
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Term
| SFB Career Counseling Model |
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Definition
Relationship development
Client presentation of issue
Search for exceptions
Identification of strengths
Develop a plan and scale the goal
Follow-up sessions
Ask second-order questions |
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Term
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Definition
Focus on factors outside the control of the individual
Status Attainment Theory (SES status of family influences educational attainment of individual and thus the options available to the individual)
Dual Labor Market Theory (core vs. peripheral firms)
Race, Gender, and Career
Help counselors understand context but do not offer model for counseling |
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Term
| Theories of Decision Making |
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Definition
This information is offered as a means of helping the career counselor understand some of the internal processes that may be going on within the client.
This section of the text focuses primarily on linear, logic-based models. Other possible approaches may need to be considered. |
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Term
Chapter Nine
Career Exploration Center (CEC) |
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Definition
Can be “brick and mortar” or virtual
Offers comprehensive access to career exploration and occupational information resources
Can be targeted toward a particular population (i.e., college students, individuals with disabilities, etc.) |
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Term
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Definition
Accessibility (particularly for people with visual, hearing, and mobility disabilities)
Attractiveness
Ease of Operation
Responsiveness
Reflection of Diversity Issues |
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Term
| Basic Technological Competencies (Brown’s revision of ACES list) |
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Definition
Development of webpages
Use of videoconferencing equipment
Evaluation of web-based programs and CACGS
Assist clients in accessing and applying internet resources
Assist clients with online resumes and job searches
Apply legal and ethical standards related to internet career services
Design and deliver ethically and legally sound programs.
Evaluate efficacy of online job placement services |
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Term
| Importance of Technological Competence |
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Definition
Because much of the information that clients need is web-based, it is critical for counselors who provide career-related services to have both knowledge of online career information and skill in using those resources.
In today’s world, it is not possible to provide effective career services without using technology. |
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Term
| Factors to Consider When Collecting Material |
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Definition
Who will use the material? (consider both the needs of clients and the expertise/skill of staff)
What are the relevant characteristics of the community? (demographics & job availability)
How will materials be used?
What is already available in the community?
What can be accessed online and what must be provided in “hard copy”? |
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Term
NCDA Guidelines
National Career Development Assoication |
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Definition
Visit the NCDA website to explore
Guidelines for the Preparation and Evaluation of Career and Occupational Information Literature
Guidelines for the Preparation and Evaluation of Video Career Media
Career Software Review Guidelines |
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Term
| Computer Assisted Career Guidance Systems (CACGS) |
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Definition
Self-contained software programs that allow a client to engage in self-assessment activities designed to assist with identifying potential career options
SOICC (State Occupational Information Coordinating Committee) network is one example |
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Term
| Considerations for Using CACGS |
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Definition
Verbal/reading ability of clients
Confidence/motivation of clients
Clients’ knowledge/understanding of how to use CACGS
Factors that may complicate clients’ decision-making process |
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Term
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Definition
Research suggests that CACGS (whether used alone or as an adjunct to counseling) have a positive effect on clients.
Generates additional alternatives
Provides access to occupational and labor market information
Frees counselor from repetitive tasks |
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Term
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Definition
DISCOVER
http://www.act.org/discover/
SIGI Plus
http://www.valparint.com/jobseekr.htm
ASVAB Career Exploration Program
http://www.asvabprogram.com |
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Term
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Definition
| The proliferation of computer-based career exploration and information resources has made the option of online career counseling an attractive possibility. However, before venturing in this direction, review the relevant ethical guidelines. Training in online counseling is essential for the ethical provision of online counseling. |
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Term
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Definition
| competency statements are embedded in program accrediting standards to make certain that people who enter their professional field are competent. Plus required to take rigorous examinations prior to being licensed to practice and engage in in-service education to maintain their credentials. |
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Term
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Definition
| CACREP / Accreditation standards |
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Term
| Ethical Principles for career counselors have been developed by: |
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Definition
| the National Career Development Association, American School Counselor Association (1998), The American Counseling Association (2005), National Board for Certified Counselors (1997b), The Commission on Rehabilitation Counselor Certification (1995). |
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Term
| Ethical principles to apply |
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Definition
| Maintains integrity of Profession, Liability Risk, Consult with peers |
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Term
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Definition
| Counseling, Coaching and Assessment |
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Term
| Principle 1: Above All, Do No Harm- |
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Definition
| requires competence in the use of counseling techniques coaching strategies, and assessment devices. It requires counselors to provide up to date, accurate information about educational and occupational options. Plus, develop knowledge of the cultural backgrounds and worldviews of their clients and an understanding of the cultural conflicts that may occur between the client’s culture and dominant culture. |
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Term
| Principle 2: Be Competent |
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Definition
| The acquisition of the knowledge and skills needed to be a competent practitioner is typically gainded through formal coursework and under the supervision of professionals qualified to teach the needed skills. It is important to know your limitations of skills, konwledge and abilities. |
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Term
| Principle 3: Respect Client's Rights to Choose Their Own Directions |
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Definition
| Respect is an ethical context means respecting client's cultures, right to nondiscriminatory practice, approach to making decisions, and individualisms. Clients have the right to choose their own path. |
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Term
| Principle 4: Honor Your Responsibilities |
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Definition
| Professionals who deliver career development services have responisbilities to their clients, professions, employers, and communities, including the laws of those communities. |
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Term
| Principle 5: Make Accurate Public Statements |
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Definition
| Only degrees that relate to preparation for providing career development services may be used in advertisments. Statements made in interviews and press conferences should be bsed on factual information, adn facts should be clearly delineated from opinion. |
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Term
| Principle 6: Respect Counselors and Practioners from Other Professions |
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Definition
| Career development professionals come from many subspecialities in counseling professions and other professions as well. Attacking an individual is perilous from a legal ponit of view unless there is a clear-cut eveidence that she or he is harming the public. |
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Term
| Principle 7: Advocate for Clients in Need |
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Definition
| Advocacy is a process in which the career development professional assumes some or all of the responsibility for representing a client or group to another group, government agency, community agency, or business for the purpose of improving the client's access to resources, services or jobs. |
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Term
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Definition
| A society where the threat of lawsuits has prompted most professionals to purchase liability insurance. |
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Term
| FERPA- Family Educational Rights and Privacy Act |
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Definition
| Was passed in 1974 and ensured that parents have access to their children's records until they reach the age of 18, at which time the right to access the records is passed onto the students. |
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Term
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Definition
| The laws contained in some state licensing statues and as free-standing legislation provide additional protection against disclosure of sensitive information. |
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Term
| Competencies Needed By Career Counselors: |
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Definition
1. Career Development Theory
2. Individual/Group Counseling Skills
3. Individual/Group Assessment Skills
4. Information/Resources
5. Program Management/ Implementation
6. Coaching, Consultation, and Performance Improvement
7. Diverse Populations
8. Supervision
9. Ethical/ Legal Issues
10. Research/ Evaluation
11. Technology |
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Term
| National Career Development Association (1981) |
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Definition
| Established a certification program for career counselors as a means of recognizing individuals who meet minimum training, knowledge, and skills requirements to practice career counseling. |
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Term
| NCDA 2001-Master Career Counseling (MCC) and Master Career Development Professional (MCDP) |
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Definition
| NCDA established these two special membership categories in 2001 to credential career development specialist. |
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Term
| Career Development Facilitators (CDF) |
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Definition
| Started in Mid 90's at Oakland University, as a means of training specialists to facilitate career development groups, to serve as career coaches, to mentor people engaged in the job search, to coordinate career resources centers, to provide occupational information and to provide a variety of other career development services. |
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Term
| T/F Career counseling is one of the services that Global Career Develoment Facilitators may provide if an MCC is unavailbale. |
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Definition
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Term
| T/F The ethical cannon, do no harm, refers to the ethical guideline to maintain confidentiality because of the embarrassment that may result when information falls into the wrong hands. |
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Definition
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Term
| T/F Privileged communication is a legal term that when embedded in a law, protects clients from disclosure of information by their counselors. |
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Definition
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Term
| T/F In order for a client to sue a career counselor the client must first prove that he or she has suffered some type of loss. |
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Definition
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Term
| T/F People who qualify as Master Career Development Facilitors may ethically provide career counseling. |
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Definition
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Term
| T/F The National Board for Certified Counselors created the first certification program for career counselors. |
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Definition
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Term
| T/F After a number of years of wrangling, career counselors from a number of progessional groups have agreed on a single code. |
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Definition
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Term
| T/ F The NCDA has identified 11 competencies that must be aquired prior to certification as a MCC |
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Definition
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Term
| T/F The APA code of ethics indicates that psychologist should base their practice on research, the ACA code does not contain the same suggestion. |
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Definition
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Term
| T/F Except for rehabilitaiton counselors, codes of ethics for career counseling practitioners have had no ethical guidelines pertaining to advocacy until quite recently. |
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Definition
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Term
| What is needed to qualify as a Master Career Counselor? |
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Definition
1. Be a member of the NCDA for 1 year.
2. Hold a master's degree in counseling or a closely related field, from accredited institution.
3. Complete three years of post master experience in career counseling.
4. Posess and maintain either the NCC offered by NBCC or a state level license.
5. Complete at least three credits in each of six NCDA competencies.
6. Complete a supervised practicum in career counseling during training or two years of supervised post-master's experience under a certified supervisor or licensed counseling professional.
7. Document that at least 50 percent of the current job duties are directly related to career counseling. |
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Term
| What is needed to be a Master Career Development Professional? |
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Definition
1. Be a member of NCDA
2. Master's degree in counseling or closely related field
3. 3 years of post master's experience
4. Document that at least 50 percent of current fulltime job duties are directly related to career development. |
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