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NCE Exam > Career Counseling > Flashcards

Career Counseling Flashcards

1
Q

Trait and Factor Matching - Founder

A

EG Williamson

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2
Q

Trait and Factor Matching - Details

A

Based on Frank Parsons - Guidance

Tests, Assessments to match:

  • Traits
  • Aptitude
  • Interests
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3
Q

John Holland 6 Personality/Work Environment - Details

A

Hexagon

Six Personality Types & Work Environments

Congruency is emphasized

3 digit code as name (SEC)

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4
Q

Holland: Realistic

A

Practical
Machine/Tools

Examples: Farmer, Pilot, Mechanic, Dog Walker

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5
Q

Holland: Investigative

A

Analytical/Precise
Detail Oriented
Problem Solving

Examples: Researcher, Biologist, Geologist

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6
Q

Holland: Artistic

A

Intuitive, Creative

Examples: Writer, Industrial designer, Musician

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7
Q

Holland: Social

A

Social Skills, Friendly, Teams

Examples: Nurse, Teacher, Counselor

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8
Q

Holland: Enterprising

A

Leader, Speaker, Negotiating

Examples: Sales, Manager, Lawyer, CEO

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9
Q

Holland: Conventional

A

Systematic, practical, attending to detail

Examples: Banker, secretary, accountant

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10
Q

Donald Super

A

Self-Concept and Developmental Stage Theory

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11
Q

6 Personality/Work Environment - Theorist

A

John Holland

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12
Q

Super: Self-Concept Development Stage - Concepts

A

Life span, life space model

Self-concept influences career through life span

Wasn’t intended to be a theory, segments for future theories

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13
Q

Super: Self-Concept; Development Stage - Roles

A 
Child
Student
Leisure
Citizen
Worker
Spouse
Homemaker
Parent
Pensioner
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14
Q

Anne Roe

A

Early Childhood Needs-Theory Approach

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15
Q

Early Childhood Needs Theory

A

Anne Roe

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16
Q

Roe: Early Childhood Needs Theory - Concepts

A

Vocational choice is related to personality development as a child

Influenced by Freud (parent-child) and Maslow

Influenced by Genetics, Parent-Child, Unconscious, Needs, Interests, Education and Intelligence

Examples: 
Person Centered (Teacher)
Nonperson Oriented (Programmer)

Instruments that came out of it:
Vocational Interest Inventory (VII)
Career Occupational Preference System

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17
Q

Learning Theory (LTCC) Theorist

A

John Krumboltz

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18
Q

John Krumboltz

A

Learning Theory (LTCC) Theorist

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19
Q

Krumboltz: LTCC - Concepts

A

First Social Learning Theory

Behaviorist
Cognitive
Role of genetics and environment but focus was in social learning

Based on 4 factors can be used to simplify the career development process

Decision is a skill that can be learned

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20
Q

Krumboltz: LTCC - 4 Factors

A

1: Genetic and Unique Abilities
2: Environment and Life Events
3: Learning Experiences (Pavlov, Skinner)
4: Task Approach (Problem Solving, Cognitive Responses, Emotional Patterns)

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21
Q

Ginzberg Group or Associates

A

Developmental Approach

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22
Q

Developmental Approach

A

Ginzberg Group or Associates

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23
Q

Ginzberg Group - Concepts

A

Created by Economist, Psychiatrist, Sociologist, Psychologist

First developmental approach to career

1: Process of career choice does not end at 20
2: Career choices are lifelong process
3: Choice is reversible

Original Hypothesis: First career choice was irreversible

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24
Q

Ginzberg Group - Developmental Stages

A

1: Fantasy: 11 and Under
2: Tentative: 11-17
3: Realistic: 17-Early Adulthood

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25
Q

Mark Savickas

A

Career Construction Postmodern Theory

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26
Q

Career Construction Postmodern Theory - Theorist

A

Mark Savickas

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27
Q

Savickas: Career Construction - Concepts

A

Narrative Therapy

Client’s life viewed as a story they construct

Interventions focus on recurring themes to re-author the story

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28
Q

Social Cognitive Counseling Theory (SCCT)

A

Focus on how one’s belief system impacts career choice

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29
Q

Linda Gottfredson

A

Theory of Circumscription

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30
Q

Theory of Circumscription - Theorist

A

Linda Gottfredson

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31
Q

Gottfredson: Circumscription - Concepts

A

Developmental Approach

Accounts for childhood

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32
Q

Social Space

A

Zone or territory of jobs where person fits into society

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33
Q

Gottfredson: Circumscription - Phases

A

1: Rule Out
- Rule out certain jobs not acceptable for gender, stereotypes and SES

2: Compromise
- Change mind, major (if original was not realistic)

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34
Q

Edgar H. Schein

A

Eight Career Anchors Theory

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35
Q

Eight Career Anchors Theory - Theorist

A

Edgar H. Schein

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36
Q

Schein: Eight Career Anchors - Concepts

A

Anchors manifest 5-10 years after work begins

Anchors are based:
Self-Concept
Abilities
What the person is good at

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37
Q

Schein: Eight Career Anchors - Anchors

A

1: Autonomy/Independence
2: Security/Stability
3: Technical/Functional Competence
4: General Managerial Competence
5: Entrepreneurial Creativity
6: Service/Dedication to a Cause
7: Pure Challenge
8: Lifestyle

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38
Q

Lifestyle and career development have been emphasized since…

A

beginning of counseling/guidance movement

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39
Q

John O. Crites

A

Felt the need for career counseling exceeds need for psychotherapy

Career maturity

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40
Q

Lavender Ceiling

A

Glass Ceiling for minorities of sexual orientation

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41
Q

Victor Vroom

A

Motivation and Management Expectancy Theory

Employee is motivated by:

  • Valance (money, promotion)
  • Expectancy (what does the employee feel they can do)
  • Instrumentality (will manager actually provide the reward)
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42
Q

Most theories are based on the following SES…

A

Middle and Upper SES

43
Q

Trait and Factor Model is based on…

A

Differential Psychology

Individual Differences

44
Q

Trait and Factor: Assumptions

A

Traits can be measured accurately
Career choice is one time process
Computer programs use this theory

45
Q

Roe: Early Childhood Needs Theory - Dimensional System

A 
Fields:
Service
Business
Organizations
Technology
Outdoor

Levels:
Skills
Managerial

46
Q

Roe: Parenting Styles

A

Overprotective
Avoidant
Acceptant

Causes move towards or away from people

47
Q

Roe Theory comes from tests:

A

Rorschach and TAT

R - Roe and Rorschach

48
Q

Edwin Bordin

A

Psychoanalytic

Career choices can be used to solve unconscious conflicts

49
Q

Bordin felts that difficulties in job choice….

A

are indicative of neurotic symptoms

50
Q

AA Brill

A

Psychoanalytic

Structural/Personality

51
Q

Brill: Sublimation

A

Occurs when an individual expresses an unacceptable need in a socially acceptable manner

Example:

Football player because he likes to hurt people

52
Q

Most popular theorist today:

A

Holland

53
Q

Holland: Self-directed Search SDS*

A

Designed to measure the 6 personality types

Self Administered
Self Scored

NOT suited for undereducated, difficulty with decisions

Use form E for low reading/writing skills

54
Q

Personality/Structural Theorists

A

Brill
Holland
Roe

55
Q

Conventional types value…(c)

A

conformity

56
Q

Strong Interest Inventory (SII) based on…

A

Holland

57
Q

Holland: Consistent

A

Realistic, Investigative, Artistic

58
Q

Holland: Inconsistent

A

Realistic, Artistic, Enterprising

59
Q

Robert Hoppock Theory based on theorist…

A

Henry Murray

60
Q

Henry Murray

A

Needs-Press
TAT Projective Test

Personality

61
Q

Developmental Theorists - Pioneers

A

Ginzberg and Associates

62
Q

Developmental Theories - Theorists

A

Ginzberg and Associates

Super

63
Q

Developmental theories emphasize…

A

longitudinal career related behavior

64
Q

What does Super consider careers?

A 
Student
Retirement
Civic Duties
Avocations/Hobbies
Family Roles

The RAINBOW

65
Q

Tiedeman and O’Hara

A

Decision-Making Theory

Periods of anticipation and adjustment

Based on Erikson

1: Anticipation
2: Implementation

66
Q

Decision Making Theories - all contend that…

A

Individual has power to choose from various career options

67
Q

Two popular behavior techniques

A

RJP: Realistic Job Preview

Guided Imagery

68
Q

Human Capital Theory

A

Secure training and education to get best possible income

69
Q

Accident Theory of Career Development

A

Chance factors

70
Q

Attainment Theory

A

Child will attain a job similar with family status

71
Q

Harry Gelatt

A

Gelatt Decision Model

72
Q

Gelatt Decision Model

A

Fuel of the Decision

Predictive
Value
Decision

73
Q

Gelatt: Predictive

A

Alternative and probability of outcomes

74
Q

Gottfredson focused on:

A

Circumscription and Compromise

75
Q

OOH

A

Occupational Outlook Handbook - after WWII

Predictions/trends

76
Q

DOT

A

Classification for Career Counselors

Replaced by O-NET

20k

9 digit codes

Occupational group
Relation to People
Title Alphabetized

77
Q

Bureau of Labor Statistics

A

Career Data

78
Q

Pink Collar Jobs

A

Waitress
Secretary
Child Care

79
Q

After lifetime of jobs

A

10-15

80
Q

Bandura

A

Social Learning

Self-Efficacy - Belief that they will be successful

81
Q

SIGI and Choices are…

A

Computer based

82
Q

Spillover

A

Likes gaming job so games in spare time

83
Q

Segmentation

A

Work and family kept separate

84
Q

Compensatory Effect

A

Compensated for what he can’t do on the job

Librarian going wild after work

85
Q

Work Interference

A

Connection between work and family

86
Q

Recency Effect

A

Performance is based on recent performance

87
Q

Leniency/Strictness Bias

A

Rater tends to give high or low ratings while avoiding the range

88
Q

Central Tendency Bias

A

Rate based on average

89
Q

Kuder Career Planning System (KCPS)

A

K-12, Postsecondary, adults

90
Q

Dual Career v Dual Earner

A

Career: Advancement is possible
Tend to earn more than dual earners

Earner: Minimal advancement

91
Q

Aptitude Tests grew out of….

A

Trait and Factor

92
Q

Achievement Test*

A

Adept at skill in the moment

93
Q

Aptitude Tests*

A

Speculates whether or not you can capture skills with training
Measure potential

94
Q

Job Analysis*

A

Procedure where tasks, duties and skills are examined

Leads to a Job Description/specifications

95
Q

Job Evaluation*

A

Rates the value of the job within the organization to decide on pay

96
Q

Dislocated Worker*

A

Lost job

97
Q

In Basket Technique

A

Job simulation by hiring committee’s for assess candidates

98
Q

Job Clubs

A

Behavioristic

Help others with interview skills and job leads
Recommended for disabled

99
Q

Robert Hoppock

A

Must know personal needs and then find an occupation that meets most of your needs

100
Q

Quality Circles*

A

Employees with identical or similar jobs meet as a group to solve problems

101
Q

Halo Effect*

A

Generalizing about an employee based on one trait (kind but not good at their job)

102
Q

Strictness/Lenient Bias

A

High or Low disregarding average middle class ratings

103
Q

Central Bias Tendency

A

Rate based on average

104
Q

APGA

A

American Personnel Guidance Association

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