04a_Theories of Career Development and Career Choice

Question 1

Lifespan Theory of Career Development
(Super, Savickas, & Super)

Three Concepts

Answer 1

Self-Concept

Life Span

Life Space

Question 2

Lifespan Theory of Career Development (Super):

5 Stages of career development

Answer 2

Growth

Exploration (14 to 25)

Establishment (25 to 45)

Maintenance (45 to 65)

Disengagement (65+)

Question 3

Lifespan Theory of Career Development (Super):

Career Maturity

Answer 3

Ability to cope with developmental tasks of life stage

Assessed with Career Development Inventory

Question 4

Lifespan Theory of Career Development (Super):

Life-Career Rainbow

Answer 4

Graphical depiction of individual’s major roles through the five life stages

Helps a career counselor recognize impact of current and future roles on career planning

Question 5

Holland’s model of Career Development:

Overview

Answer 5

Match between personality and work environment

Good personality-environment fit
= increase job satisfaction, retention, production

Question 6

Holland’s 6 basic personality/work environment types

RIASEC

Answer 6

Realistic

Investigative

Artistic

Social

Enterprising

Conventional

Question 7

Holland’s model of Career Development:

Differentiation

Answer 7

High score on One personalty/work environment type

Low scores on All others

[Frequent question on the EPPP: just remember than Only one type has high score = most differentiated]

Question 8

When does the personality-environment type serve as the best predictor of job-related outcomes?

Answer 8

When individual exhibits a high degree of differentiation

Question 9

Roe’s Theory of Career Development:

Overview

Answer 9

Focus on Basic needs and personality

Early relationship with parents results in one of two basic orientations:

“toward other people”
or
“not toward other people”

Question 10

Roe:

Three Types of Parent-Child Relationships

Answer 10

Emotional Concentration (overprotective/demanding)

Avoidance

Acceptance

Question 11

Tiedeman and O’Hara’s Career Decision-Making Model:

Overview

Answer 11

Vocational identity development is an ongoing process

Tied to ego identity development (Erikson’s stages)

Repetitive processes of differentiation and integration

Question 12

Tiedeman and O’Hara’s Career Decision-Making Model:

Two Main Phases

Answer 12

Anticipation phase

Implementation and Adjustment phase

Question 13

Tiedeman and O’Hara’s Career Decision-Making Model:

Four Statuses

Answer 13

Exploration

Crystallization

Choice

Specification

Question 14

Tiedeman and O’Hara’s Career Decision-Making Model:

Implementation and Adjustment Phase
3 substages

Answer 14

Induction

Reformation

Integration

Question 15

Tiedeman and O’Hara’s Career Decision-Making Model:

Primary focus of Career Counseling

Answer 15

Conscious awareness of factors that affect decisions at each stage

Help individuals make choices based on full knowledge of themselves and relevant external factors

Question 16

Krumboltz’s Social Learning Theory of Career Decision Making:

Overview

Answer 16

Maximum career development = exposure to widest array of learning experiences promotes

*Continuous self-development and learning

Based on Bandura’s social-reinforcement theory

Question 17

Krumboltz’s Social Learning Theory:

4 factors that influence career decisions

Answer 17

Genetic endowment/special abilities

Environmental conditions and events

Learning experiences

Task-approach skills

Question 18

Krumboltz:

Career Belief Inventory

Answer 18

Used to identify irrational, illogical belief that affect career related decisions

Question 19

Brousseau and Driver’s Decision Dynamics Career Model:

Essential Feature

Answer 19

Career Concepts = how a person envisions their ideal career path

Question 20

Brousseau and Driver’s Decision Dynamics:

Three dimensions

Answer 20

Frequency of job change

Direction of change

Type of change in job content

Question 21

Brousseau and Driver’s Decision Dynamics:

Four Career Concepts

Answer 21

Linear (progressive upward movement)

Expert (lifelong commitment to a specialty)

Spiral career concept (periodic moves across occupational specialties)

Transitory career concept (frequent changes)

Question 22

Brousseau and Driver’s Decision Dynamics:

Employer preference for type of career concept

Answer 22

Spiral and Transitory

May be preferable due to recent trend of continuous internal change in organizations

Question 23

Dawis and Lofquist’s Theory of Work Adjustment:

Overview

Answer 23

satisfaction
+
“satisfactoriness”

= Job satisfaction, tenure, and other outcomes

Question 24

Dawis and Lofquist’s Theory of Work Adjustment:

Satisfaction

Answer 24

How job corresponds to employee’s needs and values

Question 25

Dawis and Lofquist’s Theory of Work Adjustment:

Satisfactoriness

Answer 25

Extent to which skills correspond to demands of job

Question 26

3 ways Management can reduce negative impact of unemployment

Answer 26

Maximize communication with employees

Explain criteria for layoffs

Furnish outplacement program

Question 27

Unemployment:

Coping strategies

Answer 27

Problem-focused strategies
(manage or modify problems causing stress)

Symptom-focused strategies
(regulate emotion)

Question 28

Unemployment:

Symptom focused strategies:

Answer 28

Emotion regulation

Seeking support from family members and friends

Seeking financial assistance

Question 29

Downsizing:

Overview

Answer 29

One of the primary causes of unemployment

Results in negative consequences for both those who are laid off and those who remain on the job

Survivor syndrome

Question 30

Downsizing:

“Psychological Contract”

Answer 30

Belief in unwritten contract between employee and employer

Question 31

How to Reduce Survivor Syndrome

Answer 31

By using fair and compassionate procedures during a layoff process

Question 32

According to Roe, what determines someone’s preferred level of job complexity?

Answer 32

Their strongest needs

Question 33

True or False?

Krumboltz’s approach focuses on matching an individual’s characteristics to job characteristics.

Answer 33

False.

Krumboltz emphasizes the promotion of continual learning and Self-Development