Definition of Work
(Super) The systematic persuit of an objective valued by oneself and desired by others; directed and consecutive, it requires effort. It may be compensated or uncompensated. The objective may be intrinsic enjoyment of work itself, the structure given to life by the work role, the economic support which work makes possible, or the type of leisure which it facilitates.
Life-Span Life-Space Theory
Theorist = Donald Super
Orientation = Developmental
Key Constructs = Life Span, Career stages, Career development tasks, Life space, Self concept, Career maturity, Career adaptability
Career Maturity (Super)
is a constellation of physical, psychological, and social characteristics. (Super)
Circumscription, Compromise and Self Creation
Theorist = Linda Gottfredson
Orientation = Developmental
Key Constructs = Circumscription and Compromise
Circumscription
the process of eliminating unacceptable occupational alternativs based primarily on gender and social class (Gottfredson)
Compromise
The process of modifying career choices due to limiting factors, such as availability of jobs (Gottfredson)
Learning Theory of Career Counseling
Theorist = John Krumboltz
Orientation = Social Learning Career Choice development
Key Constructs = Learning experience, Self observation, Worldview generalizations, Task approach skills actions, Planned happenstances
Influential Factors
* Genetic endowment & special abilities = sex, race, physical appearance, itelligence, abilities and talents
* Enviorenmental conditions and events = cultural , social, political and economic forces beyond our control
* Instrumental & associative learning experiences (Krumboltz)
Social Cognitive Career Therapy
Theorist = R. Lent, S. Brown, G. Hacket
Orientation = Social Cognitive Career Choice, Developmental
Key Concepts = Self efficacy, Outcome expectations, Personal goals, Triadic reciprocal model (Lent, Brown, Hacket)
SCCT - Concepts
* Based on Bandura's social learning theory
* Builds on the assumption that cognitive factors plays important role in career development and decision-making.
* Self - Efficacy = judging your talents & abilities
* Outcome - Expectations = reinforcement & belief in result
* Choice, Goals, Outcomes
* Environmental Factors = (Lent, Brown, Hacket)
SCCT - Triadic Reciprocal Model
* The relationship among goals, self - efficacy, & outcome expectations
* Occurs with in the framework of (1) personal attributes, (2) external environmental factors and (3) overt behavior (Lent, Brown, Hacket)
Cognitive Information Processing Approach
Theorists = G. Peterson, J. Sampson, R. Reardon, J. Lentz
Orientation = Cognitive Career Choice
Key Constructs = Pyramid of information processing, CASIVE cycle, Executive processing domain, Career thoughts inventory
Cognitive Information Processing Model (CIP)
uses a pryamid to describe the domains of cognition involved in career choice = Self knowledge, Occupational Knowledge, & Decision making
* 4th domain is metacognitions & include: Self talk, Self awareness, & Monitoring & control of cognitions (CIP- Peterson, Sampson, Reardon, Lentz)
CASVE cycle
2nd dimention of CIP approach & represents a generic model of informational processing
* Communications = self & envioronment
* Analysis = examine where we fit
* Synthesis = Crystilization of options
* Valuing = how important are our options
* Execution = the plan (CIP- Peterson, Sampson, Reardon, Lentz)
Applying CIP Approach
1. Prymid model can be used as a framework for careers
2. CASVE cycle used to teach decision making skills
3. Executive processing domain provides a framwork for exploring & challenging
Myers-Briggs Type Theory
Selection of trait from each of 4 pairs
1) Energy (how to prefer to receiving energy)
a) Extroversion = From outside world or (b) Introversion = From within, self-talk
2) Information
a) Sensing =Through 5 senses, factual or (b) Intuition = 6th sense, gut-feeling, creativity
3) Decisions (how you prefer to make decisions)
a) Thinking = Logic, objectivity or (b) Feeling = Use own values (not emotional!)
4) Lifestyle (how you like to live)
a) Judging = Structured, plan, doesn't like change or (b) Perceiving = Spontaneous, adapt to change
Vocational Personalities and Work Enviornment (Holland)
Theorist = John Holland
Orientation = Trait-factor Career Choice
Key Consepts = Congruence, Consistency, Differentiation, Vocational Identity
Basic Assumptions of HOLLAND'S Trait and Factor Theory
* Because of one's psychological characteristics, each worker is best fitted for a specific type of work
* Workers in different occupations have different psychological characteristics.
*Occupational choice is a single, point in time event
*Career development is mostly a cognitive process relying on rational decision making
*Occupational adjustment depends on the degree of agreement between worker characteristic(Holland)s and work demands
Self Directive Search
Holland's assessment tool which are used to translate individuals self estimates of interest into Holland types. (Holland)
Holland Types (RIASEC)
� Realistic = clients want answers
� Investigative = Expert oriented
� Artistic = clients value exploration
� Social = seek counseling and enjoy it
� Enterprising = Highly confident
� Conventional = not interested or introspection (Holland)
Consistency
the degree of relatedness between types (Holland)
Differentiation
degree of difference between a person's resemblance to one type and to other types; the shape of profile of interest
High Differentiation = More focused on what they would like to do
Low Differentiation = Similar scores on all tests - not sure of career (Holland)
Congruence
degree of fit between an individuals personality type and current or prospective work enviorenment
Vocational identity (Holland)
possession of a clear and stable picture of one's goals, interests, and talents.(Holland)
ACT World-of-Work Map
graphically shows how occupations relate to each other based on work tasks. A career area's location is based on its primary work tasks�working with:Data, Ideas, People, and Things (works with Holland's Theory)
Meaning of Work
Survival, opportunity to share with others, means of spiritual purification, way to serve God, opportunity for self sufficiency and self discipline, challenge to find a fitting long term career, means to self-fulfillment.
Linking Work with Worth
* Means by which a person is tested and identified
* Shapes the thoughts and of a worker
* Determines lifestyle
* Determines self-image and image others have of an individual (Terrence Bell)
Integrative Life Planning (ILP)
Theorist = Hansen
Orientation = Contextual Career Choice/ adjustment
Key Constructs = Social Justice, Social Change, Connectedness, Diversity, Spirituality, Integrative life planning inventory
Computer - Assisted Career Guidance System
A group of activities, delivered by computer, designed to assist with one or more steps of the career planning process
Donald Super
Well-known for emphasizing the role of self-concept in career and vocational choice and his Life Rainbow
John Holland's personality typology theory
The six personality types are realistic, investigative, artistic, social, enterprising, and conventional
he is also known for his assessment tools: Self Directed Search and the Vocational Preference Inventory
Linda S.Gottfredson
Emphasized Circumscription (the process of narrowing an acceptable alternatives) and Compromise (realization that the client will not be able to implement their most preferred choice)
Krumboltz
Career decisions based on Social Learning Theory. Four factors impact career choice: genetic factors and special abilities; environment and special events; learning experience; and task approach problem-solving skills.
Anticipated Event
1st transition that happens in the lifespan of most people; Ex: graduation, marriage, retirement
Unanticipated Event
2nd transition- unexpected events, such as death, being fired, transferred, company shuts down
Chronic Hassles
3rd transition- situations such as long commute to work, unreasonable supervisor, daily grind,
Nonevents
4th transition- events that someone wishes to happen, but never does; promotion, leave and enter workforce easily (women)
Trait
a characteristic of an individual that can be measured through assessment.
Factor
a characteristic required for successful job performance.
Trait and Factor
the assessment of characteristics of the person and the job. First career development theories to be described.
Frank Parsons
father of guidance counseling, creator of trait and factor theory created 3 steps to career development; Worked with adolescents on career development, WWII-research testing and placement programs
Basic Assumptions of Trait and Factor Theory
Because of one's psychological characteristics, each worker's best fitted for specific type of work.
Workers in different occupations have different psychological characteristics.
Occupational choice is a single, point in time event.
CD is a cognitive process relying on rational decision-making.
Occupational adjustment depends on the degree of agreement between worker characteristics and work demands.
Principles of Frank Parsons
It is better to choose a vocation than merely hunt a job.
No one should choose a vocation without careful self analysis.
You should survey many vocations, not just drop into a convenient or accidental position.
Consider expert advice.
Putting thoughts down on paper is of supreme importance
The Parsonian Approach
Step one: develop a clear understanding of yourself.
Step two: develop knowledge of the job.
Step three: use true reasoning to relate these two groups of facts.
Integrative Life Planning (ILP) Hansen
A worldview for addressing career development rather than a theory that can be translated into individual counseling.
Relates to emphasis on integrating the mind, body and spirit.
Acknowledges the multiple aspects of life are interrelated.
Acculturation
The process of adopting the cultural traits or social patterns of another group.
Language familiarity and usage, cultural heritage, ethnicity, ethnic pride and identity, interethnic interactions, and interethnic distance influence acculturation.
Persons may be marginal (not accepting either culture fully) or bicultural (accepting both fully)
Five Stages of Racial Identity Development
*Conformity.
*Dissonance.
*Resistance and immersion.
*Introspection.
*Synergy
Strengths of Subjective Assessments
Help clients understand themselves at a deep level.
Help clients consider the relevance of their life experiences to their career development.
Help clients attach a sense of purpose to their activities.
Are inexpensive to use.
Actively engage clients in the counseling process.
Results are clearly connected to the client responses.
Strengths of Objective Assessments
Allow clients to make comparisons with others.
Are outcome oriented.
Do not require as much counselor time as subjective assessments.
Provide a useful starting point for consideration of career options.
Four Trait and Type Theories
*Trait and Factor Theory.
*Work Adjustment Theory.
*Hollins Theory of Types.
*Myers-Briggs Type Theory
Four Structural Career Theories
*Trait and Factor Theory.
*Work Adjustment Theory.
*Hollins Theory of Types.
*Myers-Briggs Type Theory
Four Developmental Career Theories
Supers Life Span Theory.
Krumboltz Social Learning Theory.
Decision-Making Theories.
Cognitive Theories