Career Development (1/2) Flashcards

Question

# John Holland (a typology) Career choice is an expression of personality

Answer 1

we choose a career based on the stereotypes we hold about different jobs or career

Answer 2

developed based on genetic factors, environment, parental influences - every person has all six types in varying amounts - occupational environments may be categorized into the same six types because environments are defined by the people (types) in that environment

Answer 3

- aggressive - prefers explicit tasks requiring physical manipulation - has poor interpersonal skills - ex. mechanic, technician

Answer 4

- intellectual - prefers systematic, creative investigation activities - has poor persuasive and social skills - ex. chemist, computer programmer

Answer 5

- imaginative - prefers self-expression via physical, verbal, other materials - dislikes systematic and ordered activities - ex. artist, editor

Answer 6

- social - prefers activities that inform, develop, enlighten others - dislikes activities involving tools or machines - ex. teacher, counselor

Answer 7

- extroverted - prefers leadership/persuasive roles - dislikes abstract, cautious activities - ex. manager, sales personnel

Answer 8

- practical - prefers ordered, structured activities - dislikes ambiguous and unsystematized tasks - ex. file clerk, cost accountant

Answer 9

- Vocational Preference Inventory - Self-Directed Search (based on Holland's work, self-administered/scored; gives thee highest scores based on Holland personality types; many different versions) - Strong Interest Inventory and Career Assessment Inventory were not developed by Holland but adopted his typology - focused questions in an interview can usually determine the Holland type

Answer 10

used to explain some important concepts about his theory - types must be arranged around the hexagon (RIASEC)

Answer 11

adjacent pairs of types are more psychologically alike than nonadjacent pairs

Answer 12

an individual's profile of six types has significant highs and lows (differentiated) or that profile of six types tends to be flat (undifferentiated)

Answer 13

the individual's type and the environment type are the same

Answer 14

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

Answer 15

the vocational development processes experienced by children - vocational self-concept is central and influences occupational selection - individuals circumscribe (narrow down occupations) and compromise (opt out of unavailable or inappropriate occupations) as they develop

Answer 16

3 - 5 - children have neither; they are concrete thinkers and begin to understand what it means to be an adult - even as young as age 3, they can name occupations they would like to do

Answer 17

6 - 8 - children learn that adults have different roles, and occupations are sex-typed - even today, most occupations are performed primarily by one sex or the other

Answer 18

9 - 13 - there is greater awareness of values held by peers, family, community - occupations vary greatly in social value - desirability

Answer 19

14+ - in occupational selection as a teen or adult, internal factors such as aspirations, values, interests are critical

Answer 20

tend to choose occupations which fit their gender

Answer 21

tend to choose occupations which have social values consistent with their perceived social class - may rule out occupations which are inappropriate because of a mismatch in ability, intelligence level or cultural factors

Answer 22

self-awareness of personal characteristics helps determine which occupation is selected

Answer 23

individuals develop a cognitive map of occupations based on sex-type, social value (prestige), and field of work (interest area) - zone of acceptable alternatives is identified and occupations within this range are consistent with the individual's self-concept

Answer 24

Bandura's social learning theory - Krumboltz felt that interests are the result of learning, such that changes in interest can be learned ... actual exposure to a wide range of work settings through site visits is highly desirable - occupational indecisiveness is an indication of an information deficit rather than a lack of career maturity

Answer 25

- reinforcement theory - cognitive info processing - classical behaviorism

Answer 26

includes inherited qualities which may set limits on career opportunities

Answer 27

events and circumstances influence skill development, activities, career preferences may involve: - natural resources - economic conditions - legislation

Answer 28

- learning through reactions to consequences, results of actions, and through reactions to others - reinforcement and non-reinforcement of behaviors and skills are important - associative learning experiences come from associations learned through observations and written materials - influence an individual's perceptions

Answer 29

skills acquired such as problem-solving, work habits, mental sets, emotional/cognitive responses

Answer 30

an individual's generalizations and beliefs may be problematic and may need to challenged by the career counselor - new beliefs and courses of action may need to be learned and substituted

Answer 31

by Krumboltz - may be used to identify clients' mental barriers preventing them from taking action

Answer 32

Unplanned/chance events influence career development; such occurrences should be expected and taken advantage of

Answer 33

Krumboltz believed that decision making (in terms of both career and non-career options) is a skill which can be learned - he acknowledged the role of genetics and environment but focused on what can be changed via learning

Answer 34

fantasy tentative realistic

Answer 35

birth to 11 play becomes work oriented; based strongly on impulses

Answer 36

11 - 17 four stages in this period: - interest - capacity - value - transition interests and abilities are examined

Answer 37

17 and older three stages in this period: - exploration - crystallization - specification a choice is made by weighing abilities and needs and making a compromise

Answer 38

a small group of middle-class males who supposedly had freedom of choice in occupation

Answer 39

adolescent adjustment patterns Later, Ginzberg agreed that occupational decision making was a lifelong process

Answer 40

- genetic factors - environmental experiences - parent-child relations - --- three parenting styles: overprotective, avoidant, acceptant (results in the child developing a personality that gravitates (moves towards) people or away from people) also important: unconsicous motivators, current needs, interests (people/things), education, intelligence - genetics help to determine intelligence and education, and hence this influences one's career choice Her approach is based on psychoanalytic, and draws on Maslow's hierarchy of needs - also known as person-environment theory

Answer 41

Parental influences and early childhood experiences - early child-rearing practices influence later career choices - job is major source of gratification for unconscious needs Needs that are satisfied do not become unconscious motivators; higher-order needs will disappear even if they are rarely satisfied, but lower order needs (like safety) will be major concern - needs which are satisfied after long delay will become unconscious motivators

Answer 42

occupational selection

Answer 43

person oriented or non-person oriented occupations This part of the theory is not supported by research

Answer 44

Professional and managerial (highest level) Professional and managerial (regular) Semi-professional and managerial Skilled Semi-skilled Unskilled

Answer 45

Service Business contact Managerial General cultural Arts and entertainment (the following are non-person oriented occupations): Technology Outdoor Science

Answer 46

Rorschach and TAT projective tests Study Tip: **R**oe and **R**orschach

Answer 47

role of needs in choosing, changing, and being satisfied with career Based on work of Henry Murray (who created needs-press theory and TAT. Occupation is used to meet person's current need)

Answer 48

cognitive development as one resolved ego-related crises - career development paralleled the eight psychosocial stages identified by Erikson Influenced by Erikson!!!

Answer 49

anticipation/preoccupation AND implementation/adjustment

Answer 50

- exploration - crystallization - choice - clarification

Answer 51

- induction - reformation - integration

Answer 52

Personal reality (I-power) of the individual was at the center of this potential for self-improvement and subsequent self-development - through a process of differentiating one's ego development, processing developmental tasks, resolving psychosocial crises, career development takes place

Answer 53

a series of assumptions which emphasize cognitions, info, problem solving

Answer 54

Communication Analysis Synthesis Valuing Executive

Answer 55

identifying the career-related needs of the client

Answer 56

identifying the problem components and placing them in a conceptual framework

Answer 57

formulating courses of action or alternatives

Answer 58

judging each action as to its potential for success or failure and impact. This is a prioritizing process

Answer 59

developing plans and implementation strategies

Answer 60

individual's expectations will influence whether a behavior will be initiated, how much effort will be expended, how persistent the individual will be in the face of barriers - an individual's belief that they can perform some task or be successful in some endeavor - these beliefs will influence choice, performance, persistance

Answer 61

these concepts explain gender differences in career choice - society empowers males, through expectations, to pursue a wider range of occupations than females and this may help explain why more men pursue math and science majors and careers

Answer 62

individual's ability and power to achieve objectives

Answer 63

- personal performance accomplishments - vicarious learning - social persuasion - physiological states/reactions The career counselor can structure these learning approaches to increase a client's self-efficacy

Answer 64

suggests that individuals construct their own reality or truth through their own way of organizing info - this becomes a subjective phenomenon and focuses on how individuals extract meaning from their present situation

Answer 65

implies that career development is a constant interplay of forces within the individual, within the environment, the interaction between the two - cannot separate (remove) individuals from their environments (context) and the individuals' perceptions and info organizing processes create their reality

Answer 66

encourage the client to make meaning of their situation - because context is so important, unraveling (dissecting) events into very small pieces may be counterproductive and reduce the possibility for constructing personal meaning

Answer 67

actions which are cognitively and socially based These actions are viewed from three perspectives: - behavior which occurs - internal state (affect) - their social meaning

Answer 68

the career counselor is not viewed as the expert with infallible scores from inventories but rather as an active agent in assisting career clients to make sense of their life and work in order to be successful and satisfied

Answer 69

individuals construct careers through identifying and presenting small stories in response to a few questions - these stories are deconstructed with the help of the counselor and then reconstructed - using these small stories, the counselor co-constructs with the client a life portrait or identity narrative and assists the individual to construct this career story into a new episode - focuses on contextual possibilities, nonlinear progress, dynamic processes, multiple perspectives, and personal patterns which represent the world of work today - takes into account the changing nature of the workplace including the need for workers to be flexible, continuously employable, and have the ability to be temporary, contingent, casual, freelance, and self-employed

Answer 70

- recognize a need to make a decision - collect data and look at courses of action - besides looking at courses of action, examine potential outcomes/their probability - attend to your value system - evaluate and make a decision (choose), and the decision can be investigatory/permanent

Answer 71

his latest model of career decision making - viewed as a whole-brained approach - rational and intuitive components must be considered in decision making

Answer 72

information can be organized into three systems: **predictive, value and decision** - **predictive system**: concerned with probable alternatives, actions, possibilities - **value system**: concerned with one's relative preferences regarding the outcomes - **decision system**: provides rules and criteria for evaluating the outcome

Answer 73

- sometimes called actuarial/matching/structural approach (because it uses empirical statistical data) - Parsons wrote *Choosing a Vocation* which was published in 1909 - this approach stimulated the development of assessment techniques (tests and inventories) and occupational info gathering - first major and most durable theory of career choice Critique of this theory: - oversimplified because it assumes that there is "a single job for life" - assumes that an individual's traits can be measured so accurately that the choice of occupation is a one-time process - Computer programs often use trait and factor model

Answer 74

YES! Differential psychology = the study of individual differences - The asummption is that humans are rational. When the proper info (e.g., from tests) is available, the individaul can make a proper/wise choice of career

Answer 75

- study the individual (trait) - survey occupations (factors) - match the person with an occupation (using true reasoning) Psychological testing one's personality could be matched to an occupation stressing those particular personality traits

Answer 76

to him, the career counseling approach involved: 1. analysis 2. synthesis 3. diagnosis 4. prognosis 5. counseling 6. follow-up Uses testing data from the Minnesota Occupational Rating Scales (aimed at enhancing the actuarial approach to career choice) Study Tip: **M**innesota and **M**atching ## Footnote Know E.G. Williamson as spokesperson for Minnesota Viewpoint (expanded upon Parson's model to create a theory of counseling that transcended vocational issues)

Answer 77

Parsons, Williamson (Minnesota Viewpoint), and Patterson

Answer 78

there are sociological reasons why individuals choose the work that they do - people choose what they know about (i.e., occupations family members may expose them to) - ethnic group membership and cultural factors influence individuals toward and away from certain jobs and careers - other factors which may influence occupational choice include risk behavior, work identity, career mobility

Answer 79

environment and its opportunities influence the work an individual does - local labor market conditions, educational/training and employment opportunities, as well as the mix of employers will impact what is available and often determines an individual's career development

Answer 80

- **differential** - what are the problems - **dynamic** - why have the problems occurred - **decisional** - how are the problems being dealt with

Answer 81

client-centered and developmental counseling to begin with, later followed by the use of psychodynamic techniques such as interpretation, finally followed by trait-factor and behavioral approaches

Answer 82

vocational maturity - viewed it as a continuous developmental process moving through a series of stages and tasks

Answer 83

Career Maturation Inventory

Answer 84

- risk taking style - investment (by chooser, such as time/money/deferred gratification) - personal values - self-efficacy (belief that the individual can perform the behavior necessary)

Answer 85

- many theories were developed in 1950s-1960s and from small samples (young, white, middle-class males) - many samples were college-educated (excluding non-whites and women) - early career theories have limited generalizability to women, minorities, other ages - some other issues: workplace trends, women in labor market, increasing multicultural population, single family homes, dual-earner families - most good career theories are still evolving

Answer 86

implies the individual needs more info and then can/will make a decision - a state of being

Answer 87

ongoing trait of the individual which implies that even with more info, the individual has problems making a decision - true beyond career domain

Answer 88

different counseling approaches are indicated based on whether individual is undecided vs. indecisive - with indecisive client, personal counseling may be necessary before career counseling is helpful

Answer 89

lifelong process in which we develop values, skills, interests, knowledge of the world of work in this process, we also make decisions and implement these decisions through education/work

Answer 90

one person in one position doing a set of tasks

Answer 91

definable work activity found in many locations (e.g., counseling, welding)

Answer 92

a series of jobs and occupations one does

Answer 93

the education, training, work experience, and related professional activities associated with one's occupations

Answer 94

all of the work and other life roles one engages in

Answer 95

the person's orientation and preference in regard to career, family, leisure, place of residence, work climate, overall style of life

Answer 96

many workers are engaged in more than one line of work at the same time - these jobs may or may not require similar skills

Answer 97

many retired individuals by choice or necessity are returning to work - typically, they do not go back to their pre-retirement employer and thus do a 'work encore' in some other kinds of employment

Answer 98

periods of time in which an individual engages in activities/pursuits chosen freely such as relaxation, hobbies, sports, travel, other outdoor/indoor activities

Answer 99

**Compensate** (in terms of using skills/abilities/interests) for what you cannot do on the job - so you do very different things off the job **Spillover** into your leisure - so you do the same kinds of activities using the same skills

Answer 100

assists individuals in understanding and acting upon self-knowledge and knowledge of opportunities in work, education, leisure, and to develop decision-making skills

Answer 101

emphasis is on career development of an individual with special attention to values and atittudes, in a dynamic environment with a focus on self-understanding, career info, career planning, decision making

Answer 102

clients are holistic with problems/concerns that are multifaceted and overlap in several domains of life including home, work, family

Answer 103

W.R. Sterner argued for the integration of career planning with mental health counseling in 2016 - mental healh counselors' focus is typically on mental health and substance abuse issues while career development/employment issues may not be viewed as critical - rather than viewing clients holistically, mental health agencies are often more concerned about a reductionistic viewpoint imposed by insurance

Answer 104

researchers should broaden their perspectives to inform counselors of the overlap between mental health and career development - this lack of integration is found on many college campuses where career services often exist separately from mental health services

Answer 105

in 2019 NCDA Career Convergence article, Krista Schmidt addresses issues career/mental health counselors must be aware of when working with clients who have a history of trauma (70% of adults have such a history - including actual/perceived physical/emotional/sexual harm and/or poverty/community violence/unsafe living circumstances/food scarcity) - trauma may affect all aspects of life including career development - trauma reactions may affect perceptions pertinent to meriting a position/promotion/skills in developing an accurate resume or portfolio - self-concept issues may impact perceptions of one's skills, abilities, goal formation

Answer 106

- be **transparent** - upfront, detailed with clear expectations - establish **trust** in the relationship - clients need safety in the relationship. do not assume what client needs - ask **permission** - don't strip power/control from the client. ex. ask permission to use assessments - focus on the **here and now** - focus on concrete, tangible needs of the client. Stay solution-focused

Answer 107

career counseling is built upon a relationship between a career counselor and a client. In addition to helpful personality characteristics of the counselor, certain conditions experienced by the client in career counseling will facilitate sharing of issues with the career counselor

Answer 108

as a result of this sharing, the career counselor and client should develop a better understanding of the issues or problems confronting the client Without this info, career counseling will lack direction and focus

Answer 109

continuous process and occurs from the moment the career counselor meets the client - assessment might include the use of standardized and nonstandardized instruments - some level of assessment continues until termination

Answer 110

relies on the career counselor as expert to provide pertinent info - focus here is in informing the client of possibilities, opportunities, resources helpful in addressing their specific career problems - often, much of this info can be gathered by the client with appropriate direction, rather than given to the client

Answer 111

with the help of the career counselor, the client has identified the problem, participated in the assessment process, and has gathered/been given info

Answer 112

this will be highly idiosyncratic depending on individual, their circumstances, and the educational/employment/other opportunities found in the environment - follow-up with client should occur as agreed upon

Answer 113

they must fight the natural tendency to stereotype a client because they come from this ethnic group, has that disability, etc.

Answer 114

gender, SES, age, spirituality, ethnicity, disability, sexual orientation - career counselors must be committed to self-reflection, and aware of the personal, social, occupational oppression that many individuals have experienced

Answer 115

- identify issues; values/needs may be changing - skills may be obselete; retraining considered - physical capacities may be changing - family structure; empty nest issues - leisure, lifestyle, pre-retirement issues - may lack info resources and job-seeking skills

Answer 116

- the career counselor must be sensitive to the various contexts (individual, family, culture) of the client - perceptions of power, work, time, counseling will vary across cultures - career counselor must be sensitive to/respect the extent to which a client comes from a collectivistic vs individualistic cultural framework - career counseling effectiveness is enhanced as the counselor uses procedures/techniques and defines counseling goals consistent with cultural values - level of acculturation signifies the extent to which an individual has learned/adopted the beliefs and world-view of another culture - to understand cross-cultural client, career counselor must be aware of the historical and socio-political environment that has influenced the culture - discrimination and stereotyping characterize what many individuals of cultural groups experience in the labor market - individuals from minority groups area characterized as possessing less vocational info than majority group members - counselors must encourage/support the consideration and entry of individuals in occupations nontraditional to that cultural group

Answer 117

- most disabilities are not perceptible - functional limitations and the person's adjustment to them need to be determined - self-concept and social/interpersonal skills should be assessed - independent living/coping skills may be an issue - counselor advocacy role with potential employers may be necessary - state vocational rehab services offer specialized assessment/placement - counselors must know the ADA provisions and job accommodation possibilities

Answer 118

- major conflict may be whether to come out and the potential repercussions on the job - discrimination by some employers (especially for certain jobs such as caretakers/teachers) is still very strong - many employers do not recognize same-sex partners for benefit purpose - there is no federal law addressing employment discrimination based on sexual orientation/gender identity

Answer 119

those spoken/reported

Answer 120

determined by examining what a person is studying (college major), previous jobs held, what activities the person likes

Answer 121

those measured via inventories or tests

Answer 122

Is that test or inventory functionally equivalent within that culture as for the culture for which the instrument was originally designed?

Answer 123

- O*Net Ability Profiler (formerly, General Aptitude Test Battery, GATB) - Armed Services Vocational Aptitude Battery (ASVAB) - Differential Aptitude Tests (DAT) - each of these measures several aptitudes and many are the same on each instrument such as verbal reasoning, mathematical reasoning, spatial perception

Answer 124

- Iowa Tests of Basic Skills (ITBS) - Scholastic Assessment Test (SAT) - American College Test (ACT) - Graduate Record Examination (GRE)

Answer 125

- Strong Interest Inventory (SII) - Self Directed Search (SDS) - Kuder Career Search Planning System - O*Net Interest Profiler - COPSystem 3C (measures interests, abilities, values) - Campbell Interest and Skill Survey

Answer 126

Myers-Briggs Type Indicator (MBTI)

Answer 127

- O*Net Work Importance Profiler - Super's Work Value Inventory - Revised - Minnesota Importance Questionnaire

Answer 128

method of organizing families of occupations and was developed by ACT - incorporates the Holland codes by creating a circle of occupations organized by the primary tasks of working with People, Data, Things, Ideas - ACT identified 44 career areas (families of occupations), and using their career exploration materials, over 500 specific occupations can be identified as well as hundreds of college majors

Answer 129

designed to complement or supplement career counselors and not to replace them

Answer 130

These two systems have extensive assessment components measuring interests, values, skills - they do college major matching, provide guidance activities, occupational info

Answer 131

a career assessment program for high school, middle school, special education students - includes many assessments, surveys, job video clips

Answer 132

have limited assessment components, but have very good info files covering occupations and colleges - many states have designed their own Career Info System (CIS) which includes assessment, occupational search activities, occupational info, educational info

Answer 133

use of the internet in career development activities is critical - clients should be encouraged to use all technology including social media sites rather than be overcautious and not use such sites - social media can be used to present the client's qualifications, interests, goals, activities which enhance employability - tech media can be used to explore job openings, research prospective employers, provide info to potential employers, do job interview, network with those who might be helpful about career possibilities

Answer 134

starting in high school and continuing to college, individuals should be concerned and develop an online brand - online image or reputation which will be of interest to employers - such things as academic experiences, volunteer activities, awards, ideas, travel can all help develop personal brand

Answer 135

free comprehensive data base of worker attributes and job characteristics - info and descriptors on nearly 1,000 occupations covering the entire US economy are provided - its three major components are: Find Occupations, Skills Search, Crosswalk - replaces the Dictionary of Occupational Titles

Answer 136

- Ability Profiler - Interest Profiler - O*NET Computerized Interest Profiler - Work Importance Profiler - Work Importance Locator

Answer 137

O*NET replaced DOT, but it's still available - about 12,000 different jobs are defined - there are a total of over 20,000 different titles of jobs in the document - contains occupational descriptions including duties, tasks, tools used - each occupation has a **nine** digit code number - the first three digits identify the general category, division, group of occupations - the middle three digits represent data-people-things. The lower the number (zero is lowest) the greater the involvement of that job with data, people, things

Answer 138

national document published by the US Department of Labor - is published every two years - contains job trend data, employment projections for the next ten years, jobs of the future, occupational info, salary data, etc. - it is the document most used by career counselors as determined by a national survey - entire OOH is online

Answer 139

estimated that approx. 80% of jobs are not advertised or generally known - these jobs are most apt to be identified through networking - most employers now list position vacancies on their websites. Failure to examine these employer websites will decrease valuable job-hunting info

Answer 140

career counseling provided to workers of an organization who are to be terminated - outpatient counseling might include assessment, career counseling, job seeking skills development, job placement assistance

Answer 141

individuals who retire may transition to a number of new and different roles - some may find that their circumstances do not allow them to continue retirement and may be fored to return to employment - retirement counseling assists individuals in their transitions including examination of circumstances, options, fears, possibilities which will prevail following employment - this might include addressing family, home, leisure, employment, social, medical, financial, legal concerns

Answer 142

originally, was a strategy of infusing career development concepts into existing kindergarten through high school curricula - promotes career awareness and development concepts with school children via classroom activities, guest speakers, field trips, internships, part time employment for older students

Answer 143

- career awareness (elementary level) - career exploration (middle/junior high level) - career orientation (high school level) - career prepartion (high school level)

Answer 144

has traditionally been a woman who is a former homemaker whose children may be in school or gone. Looking for employment and may be divorced or widowed **Issues may include**: lack of info about labor market, poor job-seeking skills, no support system, shaky self-concept

Answer 145

anyone who becomes unemployed because of obselete or no longer needed skills, downsizing, rightisizing, company relocation, shutdown, high unemployment

Answer 146

- home and children chores are not equitable (asymmetry of roles) - whose job takes precendence if a career move is offered - time for leisure - the woman may make more money than the man

Answer 147

the comfort area each sex has based on sex role socialization - going beyond (doing opposite sex chores) may create tension - research indicates that when the woman becomes the second earner, she typically maintains the majority of her original household and children chores in addition to new job

Answer 148

- families are forming later and fewer children are the norm - single heads-of-household are common and, in part, reflective of the high divorce rate - the 'traditional' family of father working and mother staying at home to care for children is no longer the norm - the acceptance of cohabitation before/instead of marriage has delayed or precluded marriage - as more women are entering traditionally male jobs, more men are entering traditionally female jobs. This is especially true of those males already disadvantaged including black, Hispanic, less educated, poor, immigrant men

Answer 149

- the number of women in the labor market is about 55% of all working-age women. many work part-time - women make up about 47% of the workforce and that percentage is not expected to increase significantly through the next 20 years - women earn about 82% of what men earn with even greater equality among younger workers. However, more women than men work in part-time jobs which pay less - women are earning more undergrad and master's degrees than men and nearly as many degrees as men in law/medicine - women still assume primary responsibility for children as well as taking care of sick/elderly parents

Answer 150

the set of restraints, typically imposed by men, which impact women's (or any other group's) ability to move up the career ladder within an organization

Answer 151

in occupational choice and workplace behavior

Answer 152

even with the current official national unemployment rate (those seeking work) at about 4%, millions of additional workers are not viewed as employed - some have been 'discouraged' and may no longer be seeking employment - others may be in the gig economy - one consequence of an uncertain employment situation is the increase in worker stress - another source of stress may be wage stagnation - the demand for employee assistance services by workers has increased over past years

Answer 153

many workers often viewed as unemployed may work in gig economy - may have temporary contracts, self-employed, do freelance work

Answer 154

- fastest growing occupational clusters during next ten years will be solar/wind installers, health care/personal assistance, professional/related occupations - occupations with the most job openings will be personal/home health care aides, software developers, medical assistants - slowest growing occupational clusters will be locomotive firers, respiratory therapy techs, parking enforcement workers, word processors, typists - federal employment will decrease, but state/local gov. employment will increase

Answer 155

there is a strong positive relationship between level of education and income including lifetime earnings - there is a strong negative relationship between level of education and unemployment

Answer 156

experienced differentially depending on cultural/ethnic group - from lowest to highest unemployment: white males, white females, Hispanic males, Hispanic females, Black females, Black males

Answer 157

cost of labor is cheaper in other countries so many US companies find it economically rewarding to shift some or all of their operations out of the US

Answer 158

with the current shortage of workers due to the low rate of unemployment, many small and medium manufacturing firms are finding robots fill important positions - robots are less expensive than humans, and are more reliable/efficient

Answer 159

- millions of people suffered unemployment, some temporary/permanent, primarily in the service/leisure/travel - millions are now working remotely - many companies will continue remote-work concept - workplaces will redesign spaces to mitigate pandemic influences - many employers are using robots - employee interactions/human relations/supervision/management functions are changing in response to remote working - remote working results in less commuting

Answer 160

federal law passed in 2014 - consolidates programs for employment and training, adult education, programs under the 1973 Rehab Act - replaced the Workforce Investment Act of 1998

Answer 161

more problems related to household chores, responsibilities, competition between partners

Answer 162

leisure activity that one engages in for pleasure rather than money

Answer 163

the hiring rate for minorities is divided by the figure for nonminorities. If the quotient is less than 80% (4/5), then adverse impact is evident. ex. A firm's selection process is such at 60 of employees hired is African American while 80 are white. Does the selection process display adverse impact? 60/80 = 75%. Yes, it has adverse impact

Answer 164

memory pneumonic to recall order from specific to general: **J**ob: given position or similar positions within an organization (ex. clerk at ABC company) **O**ccupation: similar jobs occupied via different people in different settings (ex. psychotherapists) **C**areer: depicts a person's lifetime position plus leisure

Answer 165

psychoanalytic approach - career choices could be used to solve unconscious conflicts - difficulties relating to job choice are indicative of neurotic symptoms

Answer 166

personality theory! (ex. Holland theory)

Answer 167

focused on adult career development - behavior in adult years is primarily determined by social rather than biological factors - behavior can either be a function of one's life or one's age at other times - sex differences are actually more powerful than age or stage differences - adults continually experience transitions which require adaptation and self-assessment - identity, intimacy, generativity are recurring themes in adulthood

Answer 168

refers to periods of anticipation and implementation/adjustment: Two part process: - **anticipation stage**: individual imagines them in a given career - **implementation/accommodation/induction stage**: person engages in reality testing regarding their expectations concerning the occupation

Answer 169

the individual has the power to choose from the various career options

Answer 170

Krumboltz, Mitchell, Jones - four factors impact career choice: genetics and special abilities; environment and special skills; learning experiences; task-approach problem-solving skills

Answer 171

role of modeling in acquisition of new behaviors - people learn from both consequences of their own actions and observing consequences of others **Vicarious learning**: learning which takes place from watching others

Answer 172

the student (usually in college) would contact a worker in the field and then interview the worker

Answer 173

effective for adults and adolescents can be implemented by having the client imagine a day in the future working in the job or even receiving an award for outstanding performance in the position

Answer 174

individuals secure training and education to get the best possible income - doesn't seem valid when applied to folks of lower SES

Answer 175

chance factors influence one's career - ex. a student likes their history teacher so they become a history teacher

Answer 176

the child will eventually secure a job commensurate with their family status - does not work with a child who has low/high career aspirations

Answer 177

an interviewer's impression of an interviewee is often affected by previous interviewees - ex. a typical applicant would look more impressive if they were interviewed after a string of ill-qualified applicants (and vice versa)

Answer 178

a worker compensates or makes up for things they cannot do on the job - ex. a librarian who has to be quiet on the job may be really loud not working

Answer 179

when work and family life are kept separate

Answer 180

the individual's work spills over into their time off from the job - ex. person talks about work with others and engages in activities similar to work during periods of leisure

Answer 181

occurs when a rater's judgment of an employee reflects primarily their most recent performance

Answer 182

occurs when a rater tends to give employees very high/lenient or very low/strict ratings while avoiding middle range (the opposite is central tendency bias)

Answer 183

overall balance of work, leisure, family, social activities

Answer 184

appropriate for K-12, postsecondary, adults offers career planning and online edcuation for any age bracket - Kuder Galaxy program = for elementary students - Kuder Navigator = secondary students - Kuder Journey = postsecondary, adults

Answer 185

Some exams will split hairs between these! **Dual-earner** = job positions where moving up the line is not possible/at best minimal **Dual-career** = advancement is possible

Answer 186

measures your potential for capturing skills with proper training/experience (think LSAT measuring how good a lawyer you COULD be, not how good a lawyer you are!)

Answer 187

measures your skill at the present moment

Answer 188

examines tasks, duties, skills, required education, safety issues to create a job description/job specifications

Answer 189

rates the value of the job within the organization to decide what it should pay