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Career Flashcards

1
Q

who are the most influential theorists?

A

Donald Super
John Holland
Linda Gottfredson
John Krumboltz
Mark Savickas

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2
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.

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3
Q

Donald Super saw himself as_____ and his theory is characterized as ______.

A

a differential-developmental-social-phenomenlogical psychologist;

life span/life space

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4
Q

Describe Super’s ‘early’ conception of career development and time period

A

50s-60s

Vocational development stages and vocational development tasks

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5
Q

How was self-concept implemented according to Super?

A

in choice of career

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6
Q

the term ‘career maturity’ is attributed to who?

A

Donal Super, who later renamed it ‘career adaptability’ to make it less age related

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7
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
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8
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

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9
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

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10
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)

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11
Q

Describe Super’s Life Career rainbow

A

comprised of life span (developmental stages) and life space (roles we play)

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12
Q

what are the roles we play according to Super’s life space?

A

child student citizen
spouse homemaker parent
worker leisurite pensioner

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13
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

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14
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)

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15
Q

in what theaters do we play out our life roles, according to Super?

A

home, community, school, work

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16
Q

whereas Super took a ______ approach to career, John Holland took a _______ approach.

A

developmental; typology

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17
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

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18
Q

Realistic Type

A

ex: mechanic, technician

aggressive, prefers explicit tasks requiring physical manipulation

poor interpersonal skills

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19
Q

Investigative type

A

ex: chemist, computer programmer

intellectual
prefers systematic, creative investigation activities, poor persuasive and social skills

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20
Q

Artistic type

A

Ex: artist, editor

imaginative
prefers self-expression via physical, verbal or other materials

dislikes systematic and ordered activities

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21
Q

Social type

A

Ex: teacher, counselor

social
prefers activities that inform, develop or enlighten others

dislikes activities involving tools or machines

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22
Q

Enterprising type

A

ex: manager, sales personnel

extroverted
prefers ldrsp and persuasive roles
dislikes abstract, cautious activities

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23
Q

Conventional type

A

Ex: file clerk, accountant

practical
prefers ordered, structure activities

dislikes ambiguous and unsystematized tasks

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24
Q

every person has all 6 types of RIASEC, T/F?

A

T

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25
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

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26
Q

Names of instruments that have adopted Hollands typology?

A

Strong Interest Inventory
Career Assessment Inventory

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27
Q

Most occupations in the US have been assigned a Holland type. Where can they be found?

A

Dictionary of Holland Occupational Codes

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28
Q

Examples of high consistency, medium consistency, and low per Holland’s RIASEC

A

High: (adjacent) RI, IR, AS, EC…
Medium: (diagonal) RA, RE, IC, IS AR, AE…
Low: (non adjacent): RS, AC, IE, EI…

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29
Q

Consistency per Holland

A

adjacent pairs of types are more psychologically alike than nonadjacent

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30
Q

Differentiation per Holland

A

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

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31
Q

congruence, per Holland

A

individual’s type and environment are the same

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32
Q

Vocational identity, per Holland

A

high identity individuals are those with a clear and stable picture of their interests and goals

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33
Q

Linda Gottfredson

A

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

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34
Q

Orientation to size and power

A
  • Gottfredson
  • 3-5
  • kids have neither
  • concrete thinkers
  • kids begin to understand what it means to be an adult
  • can name jobs they like
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35
Q

Orientation to sex roles

A
  • Gottfredson
  • 6-8
  • kids learn adults have roles
  • jobs are sex-typed
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36
Q

Orientation to social valuation

A
  • Gottfredson
  • 9-13
  • increased awareness of value held by peers, family, community
  • occupations vary in social value, desirability
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37
Q

Orientation to internal unique self

A
  • Gottfredson
  • 14+
  • internal factors (ie aspirations, values, interests) are critical in job selection
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38
Q

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.

A

(6-8)
gender (younger children)

Preadolescents: social values/social class

Teens: self-awareness of personal characteristics

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39
Q

_______ said that people develop a cognitive map of occupations based on_______

A

Gottfredeon;

sex-type, social value (prestige), field of work (interest area)

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40
Q

Zone of Acceptable Alternatives

A

Gottfredson
refers to jobs that are consistent w/one’s self-concept

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41
Q

John Krumboltz

A

Learning Theory of Career Counseling (LTCC)
- used Bandura’s SLT to form main concepts of LTCC, such as: reinforcement theory, cognitive information processing, classical behaviorism

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

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42
Q

genetic endowments and special abilities

A

Krumboltz
inherited qualities; may limit career oppty’s

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43
Q

environmental conditions & events

A

Krumboltz
events and circumstances influence skill devpmt, activities, career preferences

may involve natural resources, legislation, economic conditions

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44
Q

instrumental & associative learning experiences

A

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

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45
Q

Task approach skills

A

Krumboltz
- problem solving skills, work habits, mental sets, emotional and cognitive responses

46
Q

Per Krumboltz,___________ influence career choice

A

lifetime learning experiences

47
Q

Career Beliefs Inventory

A

Krumboltz
used to identify clients’ mental barriers

48
Q

What is ‘planned happenstance’?

A

term used by Krumboltz that refers to unplanned, chance events that influence ones career devpmt. These should be expected and taken advantage of.

49
Q

Ginzberg, Ginsburg, Axelrad, Herma

A

(Ginsburg AND ginzburg? Is this real?)

Developmental approach to occupational choice

developmentalists who believed occupational CHOICE (DMing) progressed through 3 periods:

a) fantasy (birth-11). Play becomes work oriented
b). tentative (11-17). 4 stages in this period: interest, capacity, value, transition
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

50
Q

How was DMing influenced according to Ginsberg group?

A

DMing was important, influenced by adolescent adustment patterns. Later believed occupational DMing a lifelong process

51
Q

who did Ginsberg group base their early theory on?

A

Based early theory on white middle class males who had freedom of choice in occupation

52
Q

Career devlpmt and Career DMing involves what, according to who?

A

Krumboltz

a) genetic endowments and special abilities
b) environmental conditions & events
c) instrumental and associative learning experiences
d) task approach skills

53
Q

Ann Roe

A

Needs approach
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 Fields (SBM GATOS)
Service
Business contact
Managerial
General culture
Arts and entertainment
Technology
Outdoor
Science

54
Q

Tiedeman & Miller-Tiedeman’s DMing Model

A

(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)

55
Q

Tiedeman w/Miller-Tiedeman later emphasized________

A

The importance of the individual in career DMing process

56
Q

what is “I-power?”

A

Tiedeman & Miller-Tiedeman

refers to the personal reality of the individual at the center of this potential for self improvement and self development

57
Q

What are the stages and phases of career DMing according to Tiedeman & Miller-Tiedeman?

A

stage: Anticipation or preoccupation
phases: exploration, crystallization, choice, clarification

stage: Implementation or adjustment
phases: induction, reformation, integration

58
Q

Cognitive Information Processing

A

Reardon, Lenz, Sampson, and Peterson

CIP used cognition, information, and problem solving for career
- followed a sequential process (CASVE)

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

59
Q

what is CASVE?

A

sequential process of CIP dev’d by Reardon, Lenz, Sampson, and Peterson

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

60
Q

Social cognitive theory for career

A

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)

61
Q

constructivism

A

careers

suggests individuals construct their own reality or truth through their own way of organizing info

62
Q

contextualism

A

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.

63
Q

context is important so dissecting it may be counterproductive, T/F? Why?

A

T, bc it reduces the possibility for constructing meaning

64
Q

the focus of attention in contextualism is on what?

A

actions that are cognitively and socially based.

these actions stem from 3 perspectives:
-the behavior that occurs
-the internal state (affect)
their social meaning.

65
Q

what do the contextual actions stem from in contextualism?

A

actions stem from 3 perspectives:
-the behavior that occurs
-the internal state (affect)
their social meaning.

66
Q

Mark Savickas

A

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

67
Q

H.B. Gelatt

A

Said information can be organized into three systems: value, predictive, decision (VPD)

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

68
Q

Trait and Factor for career counseling

A

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

69
Q

EG Williamson

A

refined Trait-factor

To him, career counseling involved 6 steps:
analysis
synthesis
diagnosis
prognosis
counseling
follow-up

70
Q

Sociological or situational models of career devpt

A

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

71
Q

John Crites

A

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

72
Q

vocational maturity

A

John Crites
a continuous development process moving through series of stages and tasks

73
Q

What are the 3 diagnoses a counselor makes and who says this?

A

Crites

a. differential: what are the problems?
b. dynamic: why have the problems occurred?
c. decisional: how are the problems being dealt with?

74
Q

HB Gelatt’s later model

A

from his DMing process came “Positive Uncertainty”
- a whole brained approach
- rational and intuitive components considered

75
Q

job vs occupation vs career vs lifestyle

A

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

76
Q

undecided vs indecision

A

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.

77
Q

factors influencing decisions toward career development

A

RIPS

a. risk taking style
b. investment (time, delayed gratification)
c. personal values
d. self efficacy (belief they can do the behavior req’d)

78
Q

what is the compensatory vs spillover theory of leisure?

A

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)

79
Q

Career guidance vs career counseling

A

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

80
Q

most professionals believe that career counseling is personal counseling, T/F? Why?

A

T, because the domains of life overlap

81
Q

% of ppl w/trauma history?

A

70

82
Q

[NAME] argues for these career counseling strategies when working w/ppl who have a trauma history…

A

Schmidt

be transparent
establish trust
ask permission
focus on here and now

83
Q

portfolio career

A

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

84
Q

describe the career counseling process

A

EPAPDI
a. Establish a reln’p
b. Problem identification
c. Assessment
d. Provide info
e. DMing
f. Implementation & Follow up

85
Q

Names of aptitude tests/assessments

A

ONET ability profiler
ASVAB
Differential Aptitude Test (DAT)

86
Q

Names of achievement tests/assessments

A

Iowa test of basic skills (ITBS)
Scholastic assessment test (SAT)
American college test (ACT)

87
Q

Names of interest tests/assessments

A

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

88
Q

Names of personality tests/assessments

A

MBTI

89
Q

Names of values tests/assessments

A

ONET work importance profiler
Super’s work value inventory
Minnesota importance questionnaire

90
Q

World of Work Map

A

developed by ACT
method of organizing families of occupations
incorporates Holland codes

people, data, things, ideas

91
Q

names of computer-assisted guidance systems

A

SIGI3
Discover
Magellan7
Choices
Focus2

92
Q

what is SIGI3?

A

system of interactive guidance and information (computer-assisted guidance system)

measures interests, values, skills, does college major watching, provides guidance activities

93
Q

Magellan 7 computer-assisted guidance system?

A

high school, middle school, special ed students

94
Q

What is the Discover computer-assisted guidance system?

A

measures interests, values, skills, does college major watching, provides guidance activities

95
Q

what is ONET?

A

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
96
Q

what are the names of the different ONET assessment tools?

A

Ability profiler
Interest profiler
ONet Computerized interest profiler
Work importance profiler
Work importance locator

97
Q

what is the DOT wrt careers?

A

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.

98
Q

Outplacement counseling

A

provided to workers of an orgn who are to be terminated

99
Q

Career education. Who was associated with it, what is it, what are its goals?

A

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)

100
Q

Identity tension line

A

refers to the comfort area each sex has according to sex-role socialization. Ie, Doing “woman’s work” may create tension for some men.

101
Q

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?

A

Yes

102
Q

women earn what % of men?

A

82%

103
Q

who works more in part-time jobs, men or women?

A

women

104
Q

what sex earns more undergraduate and master’s degrees?

A

women

105
Q

what does “glass ceiling” refer to?

A

The set of restraints that impact women’s (or any group’s) ability to move up

106
Q

FMLA

A

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

107
Q

Workforce innovation and opportunity act (WIOA)

A

2014
- Consolidate programs for employment and training, adult, education, and programs under the 1973 rehabilitation act
- Replaced workforce investment act of 1998

108
Q

What did the career maturity inventory yield?

A

The 4Cs: confidence, concern, curiosity, consultation,

John crites

109
Q

What are the 4Cs and according to who?

A

Confidence, concern, curiosity, consultation they are the results of the career maturity inventory by John Crites

110
Q

Father of vocational counseling

A

Frank Parsons

NCE (6 decks)

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