career counseling Flashcards
Trait
a characteristic of the INDIVIDUAL that can be measured via assessment
Factor
a characteristic required for successful work performance
Trait and factor
assessment of characteristics of the person and the job
Steps of T & F
- self-assess (abilities, aptitudes, values, interests, personality)
- obtain info about work
- integrate information about self and work
abilities
current skills
aptitude
probable future ability to perform a skill
achievement
past learnings/accomplishments
growth
new workers needed to meet the needs of an occupation beyond the needs met by existing workers
economics
studies the consumption, distribution, and production of goods and services
sociology
studies the development, operation, and organization of human society
substantive complexity
degree to which work requires independent thought and judgement
status attainment theory
theory that status and achievement influence occupational selection; focus on vertical mobility, father’s job
human capital theory
theory that we invest in our career, training, and education with an intent of making money
-not ONLY about money, also about satisfaction
-assumes labor marker is fair
primary occupation
requires advanced technology, training, skills, wages, job security, potential for job advancement
secondary occupation
limited tech, little/no training, low wages, high turnover rates, little/no opportunities for advancement
taste discrimination
discrimination against members of a certain group
monopoly discrimination
discrimination against all members of a certain group
statistical discrimination
when an employer applies generalizations against a group of people
error discrimination
when an employer makes misassumptions against a group; typically not trying to be discriminant
work adjustment
process where a worker seeks balance with their work, indicated by tenure/time on job
2 components of work adjustment theory
satisfactory and satisfactoriness
satisfactory
how satisfied am I with my job? is the job meeting my needs and requirements?
satisfactoriness
an employer’s rating of the employee’s performance on the job
steps of work adjustment theory
- gain understanding of self (abilities, values* (6), interests)
- gather information about the job
- integrate information
6 values of work adjustment theory
acheivement (am I using my abilities), status, autonomy, comfort, safety, altruism
Personality STYLES and work adjustment theory
how abilities and values interact to create a personality style
1. celerity: SPEED
2. pace: INTENSITY/EFFORT
3. rhythm: PATTERN
4. endurance: LENGTH
step 3: personality adjustment styles (4)
- activeness: changing the WORK/ENV
- flexibility: ability to tolerate stress
- reactiveness: changing the SELF
- perseverance: how long a person can deal with stress before changing jobs
Adaptive performance
ability to deal with change
1. proactiveness: changing the ENV
2. reactiveness: changing the SELF
3. tolerance: if options 1 or 2 do not work; “grit your teeth and bear w/ it”
Hollands Theory: stereotypes
impressions/generalizations about work
Steps of holland’s theory
- gain self understanding
- obtain knowledge about work
- integrate information from self and work
6 holland codes
- realistic
- investigative
- artistic
- social
- enterprising
- conventional
Realistic
tools, machinery, practicality, use of physical skills, little tolerance of abstract/theory, problem solving
ex: construction sites, auto garages, factories, mechanical jobs
Investigative
puzzles/intellectually challenging tasks, like to learn, like to work independently, learning about math and science, do not like to supervise others
ex: computer scientists, doctors, mathematicians, logicians
artistic
express self freely in artistic mediums, independence and freedom to be creative and expressive, original
Social
enjoy working with others, discussions and teamwork, refer to talk to solve complex problems
ex: social work, mental health, community work, teacher
enterprising
enjoy working with others, wealth= priority, persuasion, assertive and popular
ex: sales, business, finance, politics
conventional
prefer order, money oriented, detail oriented, control, straight forwardness
ex: bookkeeping, accounting
congruence
= relationship b/w self and environment–more similar person is to the env, the more congruent the relationship
differentiation
= how clearly you belong to one type (can be differentiated which means you lean one way, or undifferentiated= multiple holland types of equal strength)
consistency
similarity/dissimilarity of types (closer on the hexagon= more similar)
identify
clarity and stability of career goals
two ways of PERCEIVING
Sensing and Intuition
Sensing
relying on the senses, facts, prefer to observe directly, focused on present
Intuition
relying on perception beyond senses, unconscious, takes intuition BEYOND senses, focused on future
two ways of JUDGING
thinking and feeling
Thinking
logic, objectivity, judging fairly
Feeling
subjective evaluation based on values, concerned w/ impact of judgement
Extroversion
based on outer world, people oriented, like to take action, work w/ others by talking or interacting, verbally and physically active,
Introversion
make decisions based on inner world, thinking, work on problems individually before making a decision, quiet
Perception vs. judgement
some people make decisions quickly (judgement oriented), whereas others weight many facts before making a decision (perception oriented)
