Career Flashcards
1
Q
two types of career theories. what are they?
A
Actuarial
- focuses on the ‘structure’ of the individual (ie needs, traits, interests) and came up w/a theory of how career devpmt evolves from that basis
-ex: trait-factor, needs-based theories
Developmental
- career devpmt occurs over time, through stages
- ex: may include ‘structures’ such as self-concept, need.
2
Q
Donald Super saw himself as_____ and his theory is characterized as ______.
A
a differential-developmental-social-phenomenlogical psychologist;
life span/life space
3
Q
Describe Super’s ‘early’ conception of career development and time period
A
50s-60s
Vocational development stages and vocational development tasks
4
Q
How was self-concept implemented according to Super?
A
in choice of career
5
Q
the term ‘career maturity’ is attributed to who?
A
Donal Super, who later renamed it ‘career adaptability’ to make it less age related
6
Q
Describe Super’s Vocational development stages
A
Get Extra Even Mom and Dad (GEEMD)
- Growth (birth -15). develop capacity, interests, self-concept
- Exploratory (15-24). Tentative choices made
- Establishment (25-44). Trial (at work) and stabilize
- Maintenance (45-64). Continual adjustment process
- Decline (later termed ‘decline to disengagement) (65+). Pre-retirement, work output issues and retirement
7
Q
Describe Super’s Vocational development tasks
A
these occur in between the vocational developmental stages
(CSISC)
Crystallization (14-18)
- forming a general vocational goal via awareness
Specification (18-21)
- moving from a tentative to a specific career choice
Implementation (21-24)
- completing training and entering employment
Stabilization (24-35)
- confirming a preferred choice by performing a job
Consolidation (35+)
- becoming established in career; advancing, achieving status
8
Q
Flaws with Super’s stages and tasks theory?
A
we can repeat/recycle through these stages when we change jobs or have gaps
his population was mainly middle class white dudes
9
Q
How did ‘later’ Super view career development and in what time frame?
A
70s
saw career devpmt as more holistic (including more of the individual than just career)
10
Q
Describe Super’s Life Career rainbow
A
comprised of life roles and life space.
Roles=student, homemaker, citizen….
Space=growth, exploration, establishment…
11
Q
what are the roles we play according to Super’s life space?
A
child student citizen
spouse homemaker parent
worker leisurite pensioner
12
Q
what is the career pattern study?
A
developed by Super. studied vocational behavior of 9th graders into their 30s. Found those who were career mature and achieving in high school were more career mature and successful as adults
13
Q
what is Super’s archway model?
A
model that considers the influence of internal and external factors upon one’s career choice/development and impact upon their self-concept
comprised of internal, psychological factors, such as needs (needs, value, aptitudes) on one side, and external, environment factors on the other (ie society, economy, labor market)
- sides influence the Self (self concept)
14
Q
in what theaters do we play out our life roles, according to Super?
A
home—>school—>work—>community
15
Q
whereas Super took a ______ approach to career, John Holland took a _______ approach.
A
developmental; typology (your personality is who you are)
16
Q
John Holland’s approach and beliefs
A
typology approach to career development
- actuarial (structural)
- believe types provide the energy to do certain things, learn skills, associate w/certain people, or avoid them all
- career choice an expression of personality
- career choice based on stereotypes of them
- ID’d 6 modal personal orientations (personality types) that developed based on genetics, environment, and parental influences
17
Q
Realistic Type
A
ex: mechanic, technician
aggressive, prefers explicit tasks requiring physical manipulation
poor interpersonal skills
18
Q
Investigative type
A
ex: chemist, computer programmer
intellectual
prefers systematic, creative investigation activities, poor persuasive and social skills
19
Q
Artistic type
A
Ex: artist, editor
imaginative
prefers self-expression via physical, verbal or other materials
dislikes systematic and ordered activities
20
Q
Social type
A
Ex: teacher, counselor
social
prefers activities that inform, develop or enlighten others
dislikes activities involving tools or machines
21
Q
Enterprising type
A
ex: manager, sales personnel
extroverted
prefers ldrsp and persuasive roles
dislikes abstract, cautious activities
22
Q
Conventional type
A
Ex: file clerk, accountant
practical
prefers ordered, structure activities
dislikes ambiguous and unsystematized tasks
23
Q
every person has all 6 types of RIASEC, T/F?
A
T
24
Q
Occupational environments may be categorized in the same 6 (RIASEC) types because environments are defined by the ppl in them. T/F?
A
T
25
Names of instruments that have adopted Hollands typology?
Strong Interest Inventory
Career Assessment Inventory
Vocational preference inventory
26
Most occupations in the US have been assigned a Holland type. Where can they be found?
Dictionary of Holland Occupational Codes
27
Examples of high consistency, medium consistency, and low per Holland's RIASEC
High: (adjacent) RI, IR, AS, EC...
Medium: (diagonal) RA, RE, IC, IS AR, AE...
Low: (non adjacent): RS, AC, IE, EI...
28
Consistency per Holland
adjacent pairs of types are more psychologically alike than nonadjacent
29
Differentiation per Holland
refers to how well defined a person's interests are
highly differentiated: a person's profile of 6 types has significant highs and lows; smn who closely resembles a certain type
undifferentiated: a profile of 6 types that tends to be flat; smn who doesn't resemble any one type but is equally similar to all 6
30
congruence, per Holland
individual's type and environment are the same
31
Vocational identity, per Holland
high identity individuals are those with a clear and stable picture of their interests and goals
32
Linda Gottfredson
Circumscription and Compromise (developmental)
- focuses on the vocational development processes experienced by children
- Vocational self-concept is central and influences career selection
- Ppl circumscribe (narrow down) and compromise (opt out of available or inappropriate occupations) as they develop
Indiv development goes through 4 stages
a). Orientation to size and power (3-5)
- kids have neither
- concrete thinkers
- kids begin to understand what it means to be an adult
- can name jobs they like
b). Orientation to sex roles (6-8)
- kids learn adults have roles
- jobs are sex-typed
c) Orientation to social valuation (9-13)
- increased awareness of value held by peers, family, community
- occupations vary in social value, desirability
d). Orientation to internal unique self (14+)
- internal factors (ie aspirations, values, interests) are critical in job selection
33
Orientation to size and power
- Gottfredson
- 3-5
- kids have neither
- concrete thinkers
- kids begin to understand what it means to be an adult
- can name jobs they like
34
Orientation to sex roles
- Gottfredson
- 6-8
- kids learn adults have roles
- jobs are sex-typed
35
Orientation to social valuation
- Gottfredson
- 9-13
- increased awareness of value held by peers, family, community
- occupations vary in social value, desirability
36
Orientation to internal unique self
- Gottfredson
- 14+
- internal factors (ie aspirations, values, interests) are critical in job selection
37
younger children tend to choose jobs that fit their______;
preadolescents tend to choose jobs with _______ that are consistent with their ________;
Teens use_________ to determine occupational selection.
(6-8)
gender (younger children)
Preadolescents: social values/social class
Teens: self-awareness of personal characteristics
38
_______ said that people develop a cognitive map of occupations based on_______
Gottfredeon;
sex-type, social value (prestige), field of work (interest area)
39
Zone of Acceptable Alternatives
Gottfredson
refers to jobs that are consistent w/one's self-concept
40
John Krumboltz
Learning Theory of Career Counseling (LTCC)
- believed the role of the career counselor is to help the client in responding to events that are beyond their control with a positive outcome.
- used Bandura's SLT to form main concepts of LTCC, such as: reinforcement theory, cognitive information processing, classical behaviorism
- first to look at learning from the apex of behavior, cognitive (genetic), social lenses.
Career devlpmt and Career DMing involve 4 concepts:
a) genetic endowments and special abilities
b) environmental conditions & events
c) instrumental and associative learning experiences
d) task approach skills
41
genetic endowments and special abilities
Krumboltz
inherited qualities; may limit career oppty's
42
environmental conditions & events
Krumboltz
events and circumstances influence skill devpmt, activities, career preferences
may involve natural resources, legislation, economic conditions
43
instrumental & associative learning experiences
Krumboltz
- learning through reactions to consequences, reactions of others, and results of actions
- come from associations learned via observation and written matrials
- influence one's perceptions
- reinforcement and non-reinforcement of behavior and skills important
44
Task approach skills
Krumboltz
- problem solving skills, work habits, mental sets, emotional and cognitive responses
45
Per Krumboltz,___________ influence career choice
lifetime learning experiences
46
Career Beliefs Inventory
What is it used for?
Krumboltz
used to identify clients' mental barriers
47
What is 'planned happenstance'?
term used by Krumboltz that refers to unplanned, chance events that influence ones career devpmt. These should be expected and taken advantage of.
48
Ginzberg, Ginsburg, Axelrad, Herma
(Ginsburg AND ginzburg? Is this real?)
Developmental approach to occupational choice
developmentalists who believed career development/occupational CHOICE (DMing) progressed through 3 periods:
a) fantasy (birth-11). Play becomes work oriented (fireman, policeman, actor)
b). tentative (11-17). 4 stages in this period: interest (likes/dislikes), capacity (things you do better than other things), value (what's important to you), transition (self-interest & awareness of occupations)
c) realistic (17+). 3 stages in this period: exploration, crystallization, specification
Based early theory on white middle class males who had freedom of choice in occupation
DMing was important, influenced by adolescent adustment patterns. Later believed occupational DMing a lifelong process
49
How was DMing influenced according to Ginsberg group?
DMing was important, influenced by adolescent adustment patterns. Later believed occupational DMing a lifelong process
50
who did Ginsberg group base their early theory on?
Based early theory on white middle class males who had freedom of choice in occupation
51
Career devlpmt and Career DMing involves what, according to who?
Krumboltz
a) genetic endowments and special abilities
b) environmental conditions & events
c) instrumental and associative learning experiences
d) task approach skills
52
Ann Roe
Needs approach. said we choose a career based on how we were parented.
Believed career selection a function of genetics, environmental influences, parental relations.
- career chosen to meet one’s needs (this is not well supported by research)
Developed a Field-by-Level classification of occupations:
6 Levels:
1. Professional & managerial (highest)
2. Profesional and managerial (regular)
3. Semi-professional and managerial
4. Skilled
5. Semi-skilled
6. Unskilled
8 Rows or Fields (SBO TOSGA)
1. Service
2. Business contact
3. Organization/Managerial
4. Technology
5. Outdoor
6. Science
7. General culture
8. Arts & Entertainment
53
Tiedeman & Miller-Tiedeman's DMing Model
(2 tiedemans, 2 stages
- believed career development to occur as the result of ego development, resolution of psychological crises, and processing developmental tasks (cognitive component), similar to Erickson's stage theory
- life and career decisions as integrally related
- career DMing a continuous process of two phases: anticipation or preoccupation, and implementation or adjustment
Anticipation or preoccupation: exploration, crystallization, choice, clarification
Implementation or adjustment: induction, reformation, integration
Later: "I power," importance of individual in career DMing process (w/Miller-Tiedeman)
54
Tiedeman w/Miller-Tiedeman later emphasized________
The importance of the individual in career DMing process
55
what is "I-power?"
Tiedeman & Miller-Tiedeman
refers to the personal reality of the individual at the center of this potential for self improvement and self development
56
What are the stages and phases of career DMing according to Tiedeman & Miller-Tiedeman?
stage: Anticipation or preoccupation
phases: exploration, crystallization, choice, clarification
stage: Implementation or adjustment
phases: induction, reformation, integration
57
Cognitive Information Processing
Reardon, Lenz, Sampson, and Peterson
CIP used cognition, information, and problem solving for career
- followed a sequential process (CASVE)
- allows clients to be self-directive
Communication - ID'ing career-related needs
Analysis - ID'ing the problem components and placing them in a framework
Synthesis - forming COAs/alternatives
Valuing - judging ea action for its potential success, failure, impact on others; prioritizing
Execution - devloping plans and implementatioin strategies
58
Social cognitive theory for career
based on Bandura's SLT and self-efficacy.
self-efficacy increases through performance achievement, vicarious learning, social persuasion, physiological states (similar to MVVP--modeling behavior, verbal persuasion, vicarious learning, physiology--of SLT)
59
constructivism
careers
suggests individuals construct their own reality or truth through their own way of organizing info
60
contextualism
implies that career development is constant exchange of forces within the individual, environment, and interaction bw the two.
ppl cannot be separated from their environments (context)) and their perceptions and information organizing processes shape their reality
goal: to help client make meaning of their situation
focus is actions that are cognitively and socially based. these actions stem from 3 perspectives: the behavior that occurs, the internal state (affect), their social meaning.
61
context is important so dissecting it may be counterproductive, T/F? Why?
T, bc it reduces the possibility for constructing meaning
62
the focus of attention in contextualism is on what?
actions that are cognitively and socially based.
these actions stem from 3 perspectives:
-the behavior that occurs
-the internal state (affect)
their social meaning.
63
what do the contextual actions stem from in contextualism?
actions stem from 3 perspectives:
-the behavior that occurs
-the internal state (affect)
their social meaning.
64
Mark Savickas
career construction theory (postmodern)
counselors aren't the experts but rather active agents in assisting clients to make sense of their work.
Life Design
- clients construct careers by ID'ing and presenting stories. These stories are deconstructed then reconstructed and then the counselors co-creates a new identity narrativ that helps client create a new (career) episode
- considers the changing nature of work
65
H.B. Gelatt
Said information can be organized into three systems: value, predictive, decision (VPD)
1) accept the past, present, and future as uncertain
2) be positive about the uncertainty (be prepared)
focused on DMing process and offers 5 steps:
1. recognize need to make a decision
2. collect data and consider COAs
3. examine potential outcomes & probability
4. attend to your value system
5. evaluate & decide. decision can be investigative or permanent.
Gelatt's later model: "Positive Uncertainty"
- a whole brained approach
- rational and intuitive components considered
66
Trait and Factor for career counseling
also called Actuarial or Matching approach
developed by Frank Parsons(he parses out the tree and factor )the father of Guidance. He wrote Choosing a Vocation in 1909.
Trait-factor means you:
a. study the individual (trait)
b. survey occupations (factors)
c. match the person w/an occupation (using reasoninig)
Trait factor stimulated the development of assessment techniques
67
EG Williamson
refined Trait-factor
To him, career counseling involved 6 steps:
analysis
synthesis
diagnosis
prognosis
counseling
follow-up
68
Sociological or situational models of career devpt
says there are sociological reasons why ppl choose a career
the environment and its opportunities influence the work an individual does
- labor market conditions, trng and education opportunities, mix of employers impacct what's available and shapes career development
69
John Crites
Crit=a comp. model requires criteria for diagnosis
developed a comprehensive model of career counselinig
developed Career Maturity Inventory (rit in both)
associated with study of vocational maturity-->a continuous development process moving through series of stages and tasks
Said the counselor makes 3 diagnoses of career problems:
a. differential: what are the problems?
b. dynamic: why have the problems occurred?
c. decisional: how are the problems being dealt with?
After diagnosis, counselor begins with client-centered and developmental counseling. Then, psychodynamic. Finally, trait factor and behavioral approaches
70
vocational maturity according to Crites is what?
John Crites
a continuous development process moving through series of stages and tasks
71
What are the 3 diagnoses a counselor makes and who says this?
Crites
a. differential: what are the problems?
b. dynamic: why have the problems occurred?
c. decisional: how are the problems being dealt with?
72
HB Gelatt's later model
from his DMing process came "Positive Uncertainty"
- a whole brained approach
- rational and intuitive components considered
73
job vs occupation vs career vs lifestyle
job - one person in one position performing a set of tasks
occupation - a definable work activity in many locations (ie counseling, welding)
career - all the work and life roles one engages in (Super)
lifestyle - the person's orientation and preference regarding career, family, leisure, place of residence, work climate, overall style of life
74
undecided vs indecision
undecided: person lacks info but will make a decision when they get it
indecisiveness: an ongoing trait of the individual that implies even w/more info, the person has trouble make a decision
*Different counseling approaches required for each. Individual therapy may be needed for the latter before anything else.
75
factors influencing decisions toward career development
RIPS
a. risk taking style
b. investment (time, delayed gratification)
c. personal values
d. self efficacy (belief they can do the behavior req'd)
76
what is the compensatory vs spillover theory of leisure?
compensatory is doing things off the job that you can't do on the job
spillover refers to doing the same activities off the job as you do on the job (skills, activities)
77
Career guidance vs career counseling
career guidance
- helps individuals in understanding and acting upon self-knowledge and work, education, and leisure opportunities, and DMing
career counseling
- emphasis is on career development with special atten to values and attitudes in a dynamic environment w/focus on self-understanding, career info and planning, and DMing
78
most professionals believe that career counseling is personal counseling, T/F? Why?
T, because the domains of life overlap
79
% of ppl w/trauma history?
70
80
[NAME] argues for these career counseling strategies when working w/ppl who have a trauma history...
Schmidt
be transparent
establish trust
ask permission
focus on here and now
81
portfolio career
refers to the fact that many workers are engaged in more than one line of work at same time, and these jobs may entail similar skills
82
describe the career counseling process
EPAPDI
a. Establish a reln'p
b. Problem identification
c. Assessment
d. Provide info
e. DMing
f. Implementation & Follow up
83
Names of aptitude tests/assessments
ONET ability profiler
ASVAB
Differential Aptitude Test (DAT)
84
Names of achievement tests/assessments
Iowa test of basic skills (ITBS)
Scholastic assessment test (SAT)
American college test (ACT)
85
Names of interest tests/assessments
Strong interest inventory (SII)
Self-directed search (SDS)
Kuder career search planning system
ONET interest profiler
COPSystem 3C (measures interests, abilities, values)
Campbell Interest & Skill survey
86
Names of personality tests/assessments
MBTI
87
Names of values tests/assessments
ONET work importance profiler
Super's work value inventory
Minnesota importance questionnaire
88
World of Work Map
developed by ACT
method of organizing families of occupations
incorporates Holland codes
people, data, things, ideas
89
names of computer-assisted guidance systems
SIGI3
Discover
Magellan7
Choices
Focus2
90
what is SIGI3?
system of interactive guidance and information (computer-assisted guidance system)
measures interests, values, skills, does college major watching, provides guidance activities
91
Magellan 7 computer-assisted guidance system?
high school, middle school, special ed students
92
What is the Discover computer-assisted guidance system?
measures interests, values, skills, does college major watching, provides guidance activities
93
what is ONET?
Occupational information network
- replaced the Dictionary of Occupational Titles
- database of worker attributes and job characteristics
- has 3 major components: find occupations, skills search, crosswalk
94
what are the names of the different ONET assessment tools?
Ability profiler
Interest profiler
ONet Computerized interest profiler
Work importance profiler
Work importance locator
95
what is the DOT wrt careers?
dictionary of occupational titles
replaced by ONET but still available
has ~20k differ:
1st three digits= general category, division, group of occupations
Middle three digits= data, people, things. The lower the # (0=lowest) the greater the involvement of that job with data, people, things.
96
Outplacement counseling
provided to workers of an orgn who are to be terminated
97
Career education. Who was associated with it, what is it, what are its goals?
Ken Hoyt
- was a strategy of infusing career development concepts into school curricula via classroom activities, guest speakers, field trips, internships, part-time work
goals of career education:
a. Career awareness (elementary school)
b. Career exploration (middle-junior high)
c. Career orientation (high school)
d. Career preparation (high school)
98
Identity tension line
refers to the comfort area each sex has according to sex-role socialization. Ie, Doing "woman's work" may create tension for some men.
99
when the woman becomes the 2nd earner, does she typically maintain the majority of her original household and children chores in addition to her job?
Yes
100
women earn what % of men?
82%
101
who works more in part-time jobs, men or women?
women
102
what sex earns more undergraduate and master's degrees?
women
103
what does "glass ceiling" refer to?
The set of restraints that impact women's (or any group's) ability to move up
104
FMLA
Family and Medical Leave Act
- covers employers w/50 or more workers
- provides up to a total of 12 weeks of unpaid leave during any 12 month period
- may be used by a new parent or to care for an ill family member
105
Workforce innovation and opportunity act (WIOA)
2014
- Consolidate programs for employment and training, adult, education, and programs under the 1973 rehabilitation act
- Replaced workforce investment act of 1998
106
What did the career maturity inventory yield?
The 4Cs: confidence, concern, curiosity, consultation,
John crites
107
What are the 4Cs and according to who?
Confidence, concern, curiosity, consultation they are the results of the career maturity inventory by John Crites
108
Father of vocational counseling
Frank Parsons
109
HB Gelatt said information can be organized into what three systems
value, predictive, decision
110
Describe the stages of Ginsburg's tentative period
4 stages in this period:
interest:(likes/dislikes)
capacity (things you do better than other things)
value (what's important to you)
transition (self-interest & awareness of occupations)
111
summary of HB Gelatt's DMing theory
1) accept the past, present, and future as uncertain
2) be positive about the uncertainty (be prepared)
in summary:
1) what you want
2) what you know
3) what you believe
4) what you do
112
Jesse B Davis
developed early vocational guidance programs in public schools
113
Tiedeman and O'Hara's developmental model encompassed what 3 concepts?
differentiation,
integration,
ego identity
114
the hidden job market represents what % of jobs?
60%
115
What are the main components of CIP?
content & process
116
what % of clients do not move beyond intake in career counseling?
50%
117
father of career development theory?
frank parsons (aka father of vocational guidance)
118
what was Nancy Schlossberg's theory?
a model for understanding how individuals experience and cope with change and transition.
Her transition theory also identifies three different types of transitions: anticipated transitions, unanticipated transitions, and non-normative transitions.
Anticipated transitions are those that individuals can reasonably anticipate and prepare for, such as retirement or moving to a new city.
Unanticipated transitions are sudden and unexpected, such as the death of a loved one or a sudden job loss.
Non-normative transitions are those that do not follow the typical life course, such as a serious illness or disability.
