Career Development Flashcards

Question 1

Q

*Lifestyle and career development have been emphasized**
*a. only since the late 1950s.**
*b. only since the late 1960s.**
*c. only since nondirective counseling became popular.**
*d. since the beginning of the counseling and guidance move-**
*ment and are still major areas of concern.**

Answer

A

*d. since the beginning of the counseling and guidance move-**
*ment and are still major areas of concern.**

Vocation Bureau on January 13, 1908 just nine months prior to
his death. He was a Cornell graduate who later became Boston’s
chief law clerk and then the Dean of the Liberal Arts College

at Glen Ellyn, Illinois.

Question 2

Q

*One trend is that women are moving into more careers that in**
*the past were populated by males. Women workers are often**
*impacted by the “glass ceiling phenomenon.” Assuming that a**
*counselor’s behavior is influenced by the phenomenon, which**
*statement would he most likely make when conducting a career counseling session with a female client who wants to advance to a higher position?**
*a. “Your ability to advance in the corporate world is gen-**
*erally based on your mother’s attitude toward work. Can**

you tell me a little about that?”

*b. “Actually, women can advance quite rapidly in the cor-**
*porate world. I support you 100%. I’d say you should be**
*optimistic and go for the position.”**
*c. “Let’s be rational: A woman can only advance so far. You**
*really have very little if any chance of becoming a corpo-**
*rate executive. I’m here to help you cope with this real-**
*ity.”**
*d. “In most cases a female will work in a position that is at**
*the same level as her father. Did your dad ever work as a**
*corporate executive?**

Answer

A

c. “Let’s be rational: A woman can only advance so far. You

*really have very little if any chance of becoming a corpo-**
*rate executive. I’m here to help you cope with this real-**
*ity.”**

The glass ceiling phenomenon sug-
gests that women are limited in terms of how far they can

advance in the world of work. The glass ceiling effect is a
form of occupational sex-role stereotyping that can limit
women’s careers. This concept is somewhat analogous to
the lavender ceiling which purports that the same basic

notion is true for gay, lesbian, bisexual, and transgen-
dered individuals.

Question 3

Q

*Most research in the area of career development and its rela-**
*tionship to students indicates that:**
*a. a very high proportion of students in high school and at**
*the junior high or middle-school level wanted guidance in**
*planning a career. Career interests are more stable after**
*college.**
*b. students did not want career guidance despite its impor-**
*tance.**
*c. many students were too inflexible to benefit from career**
*guidance.**
*d. high school students wanted career guidance but junior**
*high school or middle-school-level students did not.**

Answer

A

*a. a very high proportion of students in high school and at**
*the junior high or middle-school level wanted guidance in**
*planning a career. Career interests are more stable after**
*college.**

Most studies indicate that students would like more

help in the area of career planning, including the fact that
50% of all college students have career diffi culties.

Question 4

Q

A dual-career family (or dual-worker couple) is one in which

both partners have jobs to which they are committed on a some- what continuous basis. Which statement is true of dual-career families?

*a. Surprisingly enough, dual-career families have lower in-**
*comes than families in which only one partner works.**
*b. Dual-career families have higher incomes than the so-**
*called traditional family in which only one partner is working.**
*c. Dual-career families have incomes which are almost iden-**
*tical to families with one partner working.**
*d. Surprisingly enough, no research has been conducted on**
*dual-career families.**

Answer

A

*b. Dual-career families have higher incomes than the so-**
*called traditional family in which only one partner is working.**

Common sense prevails here as two incomes are indeed usually
better than one. Nevertheless, since both partners are working

there are more problems related to household chores and re-
sponsibilities. Competition between the partners can also be an

issue that may need to be dealt with in counseling. Today over

54% of all marriages are dual-earner marriages. The fi g-
ure hovers around the 60% mark when we examine fami-
lies with children. Compare this to the 1950 statistic of

20.4%.

Question 5

Q

*In the dual-career family, partners seem to be more self-suffi -**
*cient than in the traditional family. In a dual-career household,**
*the woman**
*a. generally has children before entering the work force.**
*b. rarely if ever has children.**
*c. is not self-reliant.**
*d. is typically secure in her career before she has children.**

Answer

A

d. is typically secure in her career before she has children.

Question 6

Q

*Studies indicate that:**
*a. students receive ample vocational guidance.**

b. most parents can provide appropriate vocational guidance.

c. students want more vocational guidance than they receive.

*d. career days meet the vocational guidance needs of most**
*students.**

Answer

A

c. students want more vocational guidance than they receive.

Guidance is seen as a developmental and educational process within a school system while career counseling is viewed as a therapeutic service for adults performed outside
an educational setting. Semantics? Perhaps, but you may need it
to boost your exam score!

Question 7

Q

*Statistics reveal that**
*a. on average, a worker with a bachelor’s degree earns over**
*$10,000 a year more than a worker with a high school di-**
*ploma.**
*b. fewer workers possess a high-school degree than ever be-**
*fore.**
*c. blue-collar jobs are growing faster than white-collar jobs.**
*d. older workers are slower than younger workers and have**
*less skill.**

Answer

A

a. on average, a worker with a bachelor’s degree earns over

*$10,000 a year more than a worker with a high school di-**
*ploma.**

last time I checked the U.S. Census Bureau reported that
the average earnings for a bachelor’s level employee check in at
$51,206 a year while the person with a high school diploma was
bringing in $27,912 making choice “a” right on target.

Question 8

Q

*When professional career counselors use the term leisure they**
*technically mean**
*a. the client is having fun at work or away from work.**
*b. the client is relaxing at work or away from work.**
*c. the client is working at less than 100% capacity at work or**
*away from work.**
*d. the time the client has away from work which is not being**
*utilized for obligations.**

Answer

A

*d. the time the client has away from work which is not being**
*utilized for obligations.**

Question 9

Q

In terms of leisure time and dual-career families

*a. dual-career families have more leisure time.**
*b. dual-career families have the same amount of leisure time**
*as families with one wage earner.**
*c. dual-career families have less leisure time.**
*d. dual-career families have more weekend leisure time.**

Answer

A

c. dual-career families have less leisure time.

Question 10

Q

*A client who says, “I feel I cannot really become an administrator in our agency because I am a woman,” is showing an example of**
*a. gender bias.**
*b. counselor bias.**
*c. the trait-and-factor theory.**
*d. developmental theory and career choice.**

Answer

A

a. gender bias.

Here is an agency that makes “biased” employment choices
based on one’s “gender.” The ideal answer to this dilemma was
set forth in 1964 when Title VII of the Civil Rights Act (amended

in 1972) stated that women would have equal work opportuni-
ties and equal job pay.

Question 11

Q

*One major category of career theory is known as the trait-fac-**
*tor (also called the trait-and-factor) approach. It has also been**

dubbed the actuarial or matching approach. This approach

a. attempts to match conscious and unconscious work motives.

*b. attempts to match the worker and the work environment**
*(job factors). The approach thus makes the assumption**
*that there is one best or single career for the person.**
*c. attempts to match career behavior with attitudes.**
*d. attempts to match cognition with the workload.**

Answer

A

*b. attempts to match the worker and the work environment**
*(job factors). The approach thus makes the assumption**
*that there is one best or single career for the person.**

Historically speaking, the trait-and-factor theory is considered
the fi rst major and most durable theory of career choice. The

term actuarial used in the question means that empirical sta-
tistical data (such as the results from a test) is used rather than

simply relying on subjective clinical judgment.

Question 12

Q

*The trait-and-factor career counseling, actuarial, or matching**
*approach (which matches clients with a job) is associated with**
*a. Parsons and Williamson.**
*b. Roe and Brill.**
*c. Holland and Super.**
*d. Tiedeman and O’Hara.**

Answer

A

a. Parsons and Williamson.

The trait-and-factor model is sometimes classified as a “structural” theory since it emphasizes individual differences or what

your exam might call structural differences.

the theory assumes that an individual’s traits can be mea-
sured so accurately that the choice of an occupation is

a one-time process. Computer career guidance programs
often adhere to the trait-and-factor model.

Question 13

Q

*The trait-and-factor or actuarial approach asserts that**
*a. job selection is a long-term development process.**
*b. testing is an important part of the counseling process.**
*c. a counselor can match the correct person with the appro-**
*priate job.**

d. b and c.

Answer

A

d. b and c.

Parsons suggests three steps to implement the trait-and-factor

approach. (a) Knowledge of the self and aptitudes and inter-
ests. (b) Knowledge of jobs, including the advantages and dis-
advantages of them. (c) Matching the individual with the work.

Question 14

Q

*In 1909 a landmark book entitled Choosing a Vocation was re-**
*leased. The book was written by Frank Parsons. Parsons has**
*been called**
*a. the Father of lifestyle.**
*b. the Father of modern counseling.**
*c. the Father of vocational guidance.**
*d. the fourth force in counseling.**

Answer

A

c. the Father of vocational guidance.

Question 15

Q

*Which statement is not true of the trait-and-factor approach to**
*career counseling?**
*a. The approach attempts to match the person’s traits with**
*the requirements of a job.**
*b. The approach usually relies on psychometric informa-**
*tion.**
*c. The approach is developmental and thus focuses on ca-**
*reer maturity.**
*d. The approach is associated with the work of Parsons and**
*Williamson.**

Answer

A

*c. The approach is developmental and thus focuses on ca-**
*reer maturity.**

Developmental approaches delineate stages or specify
vocational choice in terms of a process which can change

throughout the life span.

Question 16

Q

*Edmund Griffi th Williamson’s work (or the so-called Minnesota**
*Viewpoint) purports to be scientifi c and didactic, utilizing test**
*data from instruments such as the**
*a. Rorschach and the TAT.**
*b. Binet and the Wechsler.**
*c. BDI and the MMPI.**
*d. Minnesota Occupational Rating Scales.**

Answer

A

d. Minnesota Occupational Rating Scales.

Suggested memory devices: Minnesota means matching or Min-
nesota and matching both begin with an “M.”

Question 17

Q

*The trait-and-factor approach fails to take _______ into ac-**
*count.**
*a. individual change throughout the life span.**
*b. relevant psychometric data.**
*c. personality.**
*d. job requirements.**

Answer

A

a. individual change throughout the life span.

The correct answer (choice “a”) has been a major
criticism of this model and perhaps accounts for some of the
popularity of developmental

Question 18

Q

*Anne Roe suggested a personality approach to career choice**
*a. based on cognitive-behavioral therapy.**
*b. based on a model of strict operant conditioning.**
*c. based on the premise that a job satisfi es an unconscious**
*need.**
*d. based on the work of Pavlov.**

Answer

A

*c. based on the premise that a job satisfi es an unconscious**
*need.**

The American clinical psychologist Anne Roe was one of the

fi rst individuals to suggest a theory of career choice based heav-
ily on personality theory. Some exams refer to Roe’s work as the

“person-environment” theory.

Question 19

Q

*Roe was the first career specialist to utilize a two-dimensional**
*system of occupational classification utilizing**
*a. unconscious and preconscious.**
*b. fields and levels.**
*c. yin and yang.**
*d. transactional analysis nomenclature.**

Answer

A

b. fields and levels.

The eight occupational “fi elds” include: service, business con-
tact, organizations, technology, outdoor, science, general culture,

and arts/entertainment. The six “levels” of occupational skill in-
clude: professional and managerial 1, professional and manage-
rial 2, semiprofessional/small business, skilled, semiskilled, and

unskilled.

Question 20

Q

All of the following are examples of Anne Roe’s “fields” except

*a. service.**
*b. science.**
*c. arts and entertainment.**
*d. unskilled.**

Answer

A

d. unskilled.

Question 21

Q

*All of the following are examples of Anne Roe’s “levels” except**
*a. outdoor.**
*b. semiskilled.**
*c. semiprofessional/small business.**
*d. professional and managerial.**

Answer

A

a. outdoor.

All of the other alternatives describe “levels.”

Question 22

Q

Roe spoke of three basic parenting styles: overprotective, avoidant, or acceptant. The result is that the child

a. experiences neurosis or psychosis.

*b. will eventually have a lot of jobs or a lack of employ-**
*ment.**
*c. will develop a personality which gravitates (i.e., moves)**
*toward people or away from people.**
*d. will suffer from depression in the work setting or will be**
*highly motivated to succeed.**

Answer

A

*c. will develop a personality which gravitates (i.e., moves)**
*toward people or away from people.**

Some texts and exams will refer to the avoidant child rearing
style as “rejecting.” It is an emotionally cold or hostile style. The
acceptant style is “democratic.” If the person moves “toward”
people, he or she would choose the “fi elds” of service, business,
organization, or general cultural while an individual who moves
away from people would gravitate toward outdoor, science, or
perhaps technology.

Question 23

Q

*Roe’s theory relies on Abraham Maslow’s hierarchy of needs in**
*the sense that in terms of career choice**
*a. lower order needs take precedence over higher order**
*needs.**
*b. self-actualization needs take precedence over lower order**
*needs.**
*c. all needs are given equal consideration.**
*d. the need for self-actualization would overpower a physi-**
*cal need.**

Answer

A

*a. lower order needs take precedence over higher order**
*needs.**

The job meets the “most urgent need.”

Question 24

Q

*Some support for Roe’s theory comes from**
*a. the BDI.**
*b. the WAIS-R.**
*c. the Rorschach and the TAT.**
*d. the gestalt therapy movement.**

Answer

A

c. the Rorschach and the TAT.

Suggested memory device: Roe begins with an “r” and so does
Rorschach. The TAT is similar in that it is a projective test.

Question 25

Q

*In terms of genetics, Roe’s theory would assert that**
*a. genetics play a very minor role in career choice.**
*b. genetics help to determine intelligence and education,**
*and hence this influences one’s career choice.**
*c. genetics are important while upbringing is not.**
*d. genetics are important while the unconscious is not.**

Answer

A

*b. genetics help to determine intelligence and education,**
*and hence this influences one’s career choice.**

Time for a Roe Review (hey was that great alliteration
or what?): career choice is infl uenced by genetics, parent–child
interaction, unconscious motivators, current needs, interests
(people/things), education, and intelligence.

Question 26

Q

According to Anne Roe, who categorized occupations by fields and levels,

a. the decision to pursue a career is purely a conscious decision.

*b. using the Strong is the best method of explaining career**
*choice.**
*c. early childhood experiences are irrelevant in terms of ca-**
*reer choice.**
*d. the choice of a career helps to satisfy an individual’s**
*needs.**

Answer

A

*d. the choice of a career helps to satisfy an individual’s**
*needs.**

Question 27

Q

A 37-year-old Caucasian male states during a counseling session

*that he is working as a clerk at Main Street Plumbing. This ver-**
*balization depicts the client’s**
*a. career.**
*b. lifestyle.**
*c. job or position.**
*d. occupation.**

Answer

A

c. job or position.

Technically, a job refers to a given position or similar positions
within an organization. An occupation is broader and refers to
similar jobs occupied via different people in different settings
(e.g., psychotherapists). Career is the broadest category because
it depicts a person’s lifetime positions plus leisure. Possible
memory device to recall the order from most specifi c to most
general: Joc (which sounds like the word Jock).

Question 28

Q

*Roe recognized the role of the unconscious mind in terms of career choice. Another theorist who emphasized the unconscious processes in this area of study was**
*a. Krumboltz.**
*b. Parsons.**
*c. Super.**
*d. Bordin.**

Answer

A

d. Bordin.

Bordin, though, felt that career choices

could be used to solve unconscious confl icts. Psychoanalytic ap-
proaches—used in regard to career choice or other issues—have

never been extremely popular with helpers trained in counsel-
ing departments since short-term, time effi cient modalities are

stressed.

Question 29

Q

Edwin Bordin felt that diffi culties related to job choice
a. are indicative of neurotic symptoms.

b. are indicative of inappropriate reinforcers in the environ-
ment.

c. are related to a lack of present moment awareness.
d. are the result of irrational cognitions.

Answer

A

a. are indicative of neurotic symptoms.

Question 30

Q

*Another career theorist who drew upon psychoanalytic doc-**
*trines was A. A. Brill. Brill emphasized _______ as an ego-de-**
*fense mechanism.**
*a. subliminal.**
*b. sublimation.**
*c. repression.**
*d. rationalization.**

Answer

A

b. sublimation.

Choice “a” is not a defense mechanism. Sublimation occurs when

an individual expresses an unacceptable need in a socially ac-
ceptable manner. A person, for example, who likes to cut things

up might pursue a career as a butcher or perhaps a surgeon.
Review the counseling theories and helping relationship

section if you do not know the defi nitions of the four alter-
natives.

Question 31

Q

Today, the most popular approach to career choice reflects:

*a. the work of Anne Roe.**
*b. the work of Donald Super.**
*c. the work of John Holland.**
*d. the work of Jane Loevinger.**

Answer

A

.c. the work of John Holland.

John Holland’s theory can be best described by his four

assumptions. First, in our culture, there are six basic personal-
ity types: realistic, investigative, artistic, social, enterprising, or

conventional. Second, most work environments correspond to

six personality types. Third, people search out an agreeable envi-
ronment which lets them express their personality type. Fourth,

the individual’s behavior is determined by an interaction of the
personality and the environment. Possible memory device for
the six types of personality/environments: “as rice.” Holland’s

Self-Directed Search (SDS) is designed to measure the six per-
sonality types.

Question 32

Q

*Holland categorized _______ personality orientations which**
*correspond to analogous work environments.**
*a. two.**
*b. fi ve.**
*c. three.**
*d. six.**

Answer

A

d. six.

Remember: your exam could use the term structural theory in
place of the term personality theory.

Question 33

Q

Counselors who support John Holland’s approach believe that

*a. an appropriate job allows one to express his or her per-**
*sonality.**
*b. stereotypes cannot be considered relevant.**
*c. four major personality categories exist.**
*d. sublimation is the major factor in job selection.**

Answer

A

*a. an appropriate job allows one to express his or her per-**
*sonality.**

Question 34

Q

*Most experts in the fi eld of career counseling would classify Roe,Brill, and Holland as _______ theorists.**
*a. behavior modifi cation.**
*b. ego psychologists.**
*c. experiential.**
*d. personality.**

Answer

A

d. personality.

Question 35

Q

*Holland mentioned six modal orientations: artistic, conventional, enterprising, investigative, realistic, and social. A middle school counselor is most likely**
*a. artistic.**
*b. social.**
*c. enterprising.**
*d. realistic.**

Answer

A

b. social.

Teachers, counselors, speech therapists, and social workers
would fi t into the social category. Holland said that the person

in the ” category prefers to solve problems using interper-
sonal skills and feelings.

Question 36

Q

*A client who wishes to work on an assembly line would fit into**
*Holland’s _______ typology.**
*a. artistic.**
*b. conventional.**
*c. social.**
*d. realistic.**

Answer

A

d. realistic.

The “realistic” or “motoric” person likes machines. This indi-
vidual might become a truck driver, an auto mechanic, or might

fancy plumbing.

Question 37

Q

*Holland’s psychological needs career personality theory would**
*say that a research chemist is primarily the _______ type.**
*a. investigative.**
*b. social.**
*c. enterprising.**
*d. artistic.**

Answer

A

a. investigative.

The “investigative” personality type likes to think his or her way

through a problem. Occupations congruent with this type in-
clude scientists, design engineers, geologists, mathematicians,

and philosophers. Reader generated super cool memory
device: Most textbooks recommend the memory device
RIASEC to recall the six vocational personalities/work
environments, but right before this book went to press a

clever reader suggested Rosenthal Is A Successful Educa-
tor Counselor.

Question 38

Q

Holland’s artistic type seems to value feelings over pure intellect or cognitive ability. Which of the following clients would not be best described via the artistic typology?

*a. A 72-year-old part-time male ballet instructor.**
*b. A 29-year-old female fiction writer.**
*c. A 33-year-old female drill press operator.**
*d. A 41-year-old singer for a heavy metal rock band.**

Answer

A

c. A 33-year-old female drill press operator.

*The “artistic” type shuns conformity as well**
*as structure. The emphasis is on self-expression.**

Question 39

Q

*Holland did indeed believe in career stereotypes. In other words the person psychologically defines himself or herself via a given job. Thus, a bookkeeper or a clerical worker would primarily fit into the _______ category.**
*a. artistic.**
*b. conventional.**
*c. realistic.**
*d. social.**

Answer

A

b. conventional.

The “conventional” type values conformity, structure, rules, and
feels comfortable in a subordinate role. Statisticians, bank clerks,
and controllers fi t this stereotype. By the way, “conventional”
and “conformity” both begin with a “c.”

Question 40

Q

*In regard to an individual’s behavioral style or so-called modal**
*orientation, Holland believed that:**
*a. every person has a pure or discrete orientation that fits**
*perfectly into one of the six categories.**
*b. occupational measures like the Strong Vocational are for**
*the most part useless.**
*c. most people are not pure personality types and thus can**
*best be described by a distribution of types such as Real-**
*istic, Social, Investigative (RSI).**

d a and b.

Answer

A

c. most people are not pure personality types and thus can

*best be described by a distribution of types such as Real-**
*istic, Social, Investigative (RSI).**

the Strong Interest Inventory (SII)

is based on Holland’s model. Although each individual has a pri-
mary direction or type, the person can be described best using a

“profi le” over three areas.

Question 41

Q

Holland believed that

a. a given occupation will tend to attract persons with similar personalities.

*b. a given occupation will tend to attract persons with a very**
*wide range of personality attributes.**
*c. one’s personality is, for the most part, unrelated to one’s**
*occupational choice.**
*d. b and c.**

Answer

A

a. a given occupation will tend to attract persons with similar personalities.

Like Roe, Holland felt that early childhood development infl u-
ences adult personality characteristics.

Question 42

Q

*Holland relied on a personality theory of career choice. Hop-**
*pock’s theory, based on the work of _______ is also considered a personality approach.**
*a. Donald Super.**
*b. Robert Rosenthal.**
*c. David Wechsler.**
*d. Henry Murray.**

Answer

A

d. Henry Murray.

Henry Murray created the “needs-press” theory and the TAT
(along with Christina Morgan) projective test.

The occupation is
used to meet a person’s current need.

Question 43

Q

*Developmental career theorists view career choice as an ongoing or so-called longitudinal process rather than a single decision made at one point in time. The pioneer theorists in this area—who were the fi st to forsake the matching models—were**
*a. Super and Roe.**
*b. Hoppock and Holland.**
*c. Ginzberg, Ginsburg, Axelrad, and Herma.**
*d. Brill and Bordin.**

Answer

A

c. Ginzberg, Ginsburg, Axelrad, and Herma.

Until 1950 the trait-and-factor or matching model was king.

Then in early 1951 Ginzberg and his associates began to empha-
size developmental factors related to occupational choice. Based

on a small research sample they concluded that occupational

choice takes place over a 6 to 10-year period; the choice is irre-
versible; and always has the quality of compromise. The theory

postulated three stages: fantasy—until age 11, based strongly on
impulses; tentative—ages 11 to 17, where interests and abilities
are examined; and the realistic period—age 17, where a choice

is made by weighing abilities and needs and making a compro-
mise. Exploration was said to lead to crystallization. By 1972,
Ginzberg modifi ed his position by stating that the process of
choice is open-ended and lifelong. This, of course, refuted the
notion of irreversibility. He also replaced “compromise” with the
concept of “optimization,” meaning that individuals try to make
the best of what they have to offer and what is available in the
job market.

Question 44

Q

Ginzberg and his colleagues now believe in a development model of career choice which asserts that

*a. the process of choosing a career does not end at age 20 or**
*adulthood.**
*b. career choice decisions are really made throughout the**
*life span.**
*c. career choice is reversible.**
*d. all of the above.**

Answer

A

d. all of the above.

Question 45

Q

Initially, Ginzberg and his associates viewed career choice as irreversible and the result of compromises between wishes and realistic possibilities. This theory identified three stages of career development

*a. informal, formal, and concrete.**
*b. fantasy (birth to age 11), tentative (ages 11 to 17), and**
*realistic (age 17 to early 20s).**
*c. sensorimotor, formal, and concrete.**
*d. oral, anal, and phallic.**

Answer

A

*b. fantasy (birth to age 11), tentative (ages 11 to 17), and**
*realistic (age 17 to early 20s).**

Question 46

Q

*The most popular developmental career theorist is Donald Su-**
*per. Super emphasizes**
*a. id impulses.**
*b. the critical parent.**
*c. the self-concept.**
*d. ego strength.**

Answer

A

c. the self-concept

Super and self-concept both begin with an “s.” How convenient!
The assumption here is that the individual chooses a career
which allows the self-concept to be expressed.

Question 47

Q

*Super’s theory emphasizes _______ life stages.**
*a. five.**
*b. four.**
*c. three.**
*d. nine**.

Answer

A

a. five.

The stages are: fi rst, Growth (birth to 14); second, Exploration

*(15–24); third, Establishment (24–44), fourth, Maintenance**
*(44–64); and fi fth, Decline (65+). Suggested memory device:**

GEE MD. (Note, so far as the two “Es” are concerned, com-
mon sense would dictate that exploration would come before es-
tablishment.) Developmental theories like Donald Super’s

emphasize longitudinal career-related behavior.

Question 48

Q

Super’s theory includes

*a. the life-career rainbow.**
*b. the life-career stars.**
*c. the life-career moon.**
*d. the life-career psychosis.**

Answer

A

a. the life-career rainbow.

The person can play a number of potential roles as he or she
advances through the fi ve stages mentioned in the previous
question; they are parent, homemaker, worker, citizen, leisurite,
student, or child. Super called the graphic display of the roles
unfolding over the life span, the “career rainbow.” The roles are
played out in the “theaters” of the home, community, school,
and work. So far as Super is concerned career can include
student, employee, pensioner, retirement, civic duties,
avocations and even family roles.

Question 49

Q

*Research into the phenomenon of career maturity refl ects the**
*work of**
*a. John Crites**
*b. Roe.**
*c. Holland.**
*d. Schlossberg.**

Answer

A

a. John Crites

Career maturity might be referred to as “vocational maturity” on
your exam.

Question 50

Q

The decision-making theory, which refers to periods of anticipation and implementation/adjustment, was proposed by

*a. Crites.**
*b. Holland.**
*c. David Tiedeman and Robert O’Hara.**
*d. Super.**

Answer

A

c. David Tiedeman and Robert O’Hara.

Tiedman and O’Hara suggested that the decision process is best
explained by breaking it down into a two-part process. In the
anticipation stage the individual imagines himself or herself in a
given career. In the implementation phase (also sometimes called

accommodation or induction) the person engages in reality test-
ing regarding his or her expectations concerning the occupation.

All decision-making theories contend that the individual
has the power to choose from the various career options.

Question 51

Q

John Krumboltz postulated a social learning approach to career choice. This model is based mainly on the work of

*a. Joseph Wolpe.**
*b. Albert Bandura.**
*c. Donald Super.**
*d. Karen Homey.**

Answer

A

b. Albert Bandura.

Anita Mitchell, G. Brian Jones, and John Krumboltz utilized the work of Al-
bert Bandura to explain career choice. Bandura emphasized the

role of modeling in the acquisition of new behaviors. The theory
states that people learn not only from the consequences of their

own behavior but also from observing the consequences of oth-
ers. Learning which takes place by watching others is sometimes

called “vicarious learning.” Krumboltz felt that interests are
the result of “learning,” such that changes in interests can be
“learned.” Thus, actual exposure to a wide range of work settings
(i.e., site visits) is highly desirable. Occupational indecisiveness
is seen as an indication of an information defi cit rather than a
lack of career maturity.

Question 52

Q

The model Krumboltz suggested is

*a. a human capital theory.**
*b. an accident theory of career development.**
*c. a status attainment theory.**
*d. a behavioristic model of career development.**

Answer

A

d. a behavioristic model of career development.

Krumboltz’s theory as a decision-making theory

or even a cognitive one. Krumboltz believed that decision mak-
ing—in terms of career options as well as noncareer options—is

a skill which can be learned. Krumboltz acknowledged the role
of genetics and the environment but focused on what can be
changed via learning.

Question 53

Q

A counselor who favors a behavioristic mode of career counseling would most likely

*a. analyze dreams related to jobs and/or occupations.**
*b. give the client a standardized career test.**
*c. suggest a site visit to a work setting.**
*d. a and b.**

Answer

A

c. suggest a site visit to a work setting.

Question 54

Q

*A fairly recent model to explain career development is the decision approach. The Gelatt Decision Model created by Harry B. Gelatt refers to information as “the fuel of the decision.” The Gelatt Model asserts that information can be organized into three systems**
*a. predictive, value, and decision.**
*b. internal, external, and in between.**
*c. predictive, external, and internal.**
*d. internal and external.**

Answer

A

a. predictive, value, and decision.

Decision-making theory asserts that although occupational

choice is an ongoing process, there are times when a key deci-
sion must be made. In the Gelatt Model the predictive sys-
tem is concerned with the probable alternatives, actions, and

possibilities. The person’s value system is concerned with one’s
relative preferences regarding the outcomes, while the decision
system provides rules and criteria for evaluating the outcome.

Question 55

Q

In the Gelatt Model the predictive system deals with

*a. personal likes, dislikes, and preferences.**
*b. personal rules.**
*c. alternatives and the probability of outcomes.**
*d. the self-directed search.**

Answer

A

c. alternatives and the probability of outcomes.

Question 56

Q

Linda Gottfredson’s developmental theory of career focuses on:

*a. fi elds and levels.**
*b. circumscription and compromise theory.**
*c. the career rainbow.**
*d. mainly on the concept of career maturity.**

Answer

A

b. circumscription and compromise theory.

ity. According to Gottfredson people do restrict choices (circum-
scription) and when people do compromise in regard to picking

a job (and indeed she feels they do) they will often sacrifi ce the
fi eld of work before they sacrifi ce sextype or prestige.

Question 57

Q

*The leading method adults use to fi nd career information in the United States is:**
*a. to see a state employment counselor.**
*b. to visit a private practice career counselor.**
*c. to undergo counseling with a counselor with NCCC cre-**
*dentials.**

d. by securing information via the newspaper.

Answer

A

d. by securing information via the newspaper.

Some research in-
dicates that only 5.5% of the population has found a job

from the Internet. Some exams are calling the process of
fi nding a job on the Internet “job-netting.” At this time
younger, lower paid workers are more apt to search for
a job on the Internet than those who are more mature
or making high salaries. This is the type of question that
could change rapidly. I suggest you do your own research
prior to taking the exam.

Question 58

Q

*When career counselors speak of the OOH they are referring**
*to**
*a. the Occupational Options Handbook.**
*b. the Occupational Outlook Handbook.**
*c. the Career Options Occupational Titles.**
*d. the Optional Occupations Handbook.**

Answer

A

b. the Occupational Outlook Handbook.

The Occupational Outlook Hand-
book Online is available by going to the government’s O*NET

site discussed in other questions of this text http://www.online.

onecenter.org or by going to http://www.bls.gov.oco/.

Question 59

Q

At its zenith the DOT listed

*a. approximately 10,000 job titles.**
*b. nearly 5,000 job titles.**
*c. approximately 30,000 job titles.**
*d. nearly 100,000 job titles.**

Answer

A

c. approximately 30,000 job titles.

The Occupational Infor-
mation Network O*NET (http://www.online.onecenter.

org) is a new automated replacement for the DOT. The
new O*NET lists far fewer occupations than the old DOT.
Many highly specialized jobs that only a small number of
individuals worked in were dropped. Since O*NET is an
online program it will have the advantage of being easier and
quicker to update. There are current books using DOT in the
title; however, at this point in time these works do not appear to
be published by the U.S. Department of Labor.

Question 60

Q

*In the Dictionary of Occupational Titles each job was given a**
*_______ digit code.**
*a. nine.**
*b. eight.**
*c. six.**
*d. fi ve.**

Answer

A

a. nine.

The fi rst three digits designated the occupational category and
divisions, whereas the middle three described tasks in relation
to data, people, and things respectively. The fi nal digits helped
alphabetize the titles.

Question 61

Q

*The DOT was first published by the Department of Labor in**
*1939. The first three digits in a DOT code referred to:**
*a. an occupational group.**
*b. career options.**
*c. OOH data.**
*d. the transfer of skills.**

Answer

A

a. an occupational group.

Question 62

Q

You are working as a counselor for a major university. A student wants detailed statistics about the average wages in her state. The best resource would be:

*a. Richard N. Bolles’s book What Color Is Your Parachute?**
*b. The Bureau of Labor Statistics website.**
*c. Any professional journal related to career counseling is**
*inundated with articles of this nature.**
*d. DISCOVER and the System of Interactive Guidance and**
*Information known as Sigi Plus**.

Answer

A

b. The Bureau of Labor Statistics website.

If you go to
the Bureau of Labor Statistics website (the correct answer) at
http://www.stats.bls.gov you will truly be amazed at the amount
of career data you can fi nd.

Question 63

Q

*A counselor who is interested in trends in the job market should consult the**
*a. State Department of Economic Regulation.**
*b. SOC.**
*c. SIC.**
*d. OOH.**

Answer

A

d. OOH.

Occupational Outlook Handbook

OOH as its name implies focuses on “outlook” and useful
trends or predictions (hence the word Outlook in the title) in the
labor market.

Question 64

Q

A counselor wants to suggest an easy-to-read source for a client in search of career information. The counselor should recommend

*a. DOT.**
*b. SOC.**
*c. SIC.**
*d. OOH.**

Answer

A

d. OOH.

Most counselors consider the OOH the easiest guide to read
and understand. It has been said that statistically speaking high

schools are more apt to rely on the OOH than the DOT, face-to-
face career counseling, or career days. Hint: A few questions

on the classic DOT might still show up on the exam de-
spite the fact that it has been replaced with O*NET.

Answer 65

A

b. underemployment.

Underemployment occurs when a worker is engaged in a po-
sition which is below his or her skill level. This phenomenon

can occur when an abundance of educated people fl oods a labor
market that does not have enough jobs that require a high level

of training. Hence, as more people go to college the rate of un-
deremployment is expected to increase.

Answer 66

A

c. service jobs will account for virtually all the job growth.

Answer 67

A

a. 14 interest areas.

Interest areas (recently bumped up from 12 to 14) include (a)

Arts, Entertainment, and Media;

Answer 68

A

d. Albert Bandura.

Bandura proposed that one’s belief or expectation of being suc-
cessful in an occupation causes the individual to gravitate toward

that particular occupation. Bandura felt that “chance factors,”

such as accidentally being exposed to certain situations, infl u-
ence career development.

Answer 69

A

a. Computer Assisted Career Guidance Systems (CACG).

Note: Your exam could use Computer-based Career In-
formation Systems (CBCISs) in place of CACG. Choice “d”

is obviously incorrect since computer programs often speed up
information retrieval.

Answer 70

A

d. spillover.

“Spillover” on the other hand is like a glass of water spilling over onto the table.
Here, the individual’s work spills over, if you will, into his or her
time off the job. When spillover takes place the person engages

in activities similar to work during periods of leisure. The afore-
mentioned fl orist or an engineer who is building a satellite in his

or her basement would be a victim of spillover.

Answer 71

A

c. the compensatory effect.

In some instances, textbooks and exams will refer to the com-
pensatory effect in a psychodynamic fashion, which infers that

an individual might tend to compensate for poor job satisfac-
tion by excelling in his or her activities outside of work. My ad-
vice: although the defi nition given in the previous question is

the most common, you should read questions of this ilk very

carefully to ascertain the context in which the term compensa-
tory effect is being used.

Answer 72

A

c. APGA.

AACD was actually the Ameri-
can Personnel and Guidance Association (APGA) until 1983,

making choice “c” an even better response—say an A+. In 1983
APGA changed its name to AACD (American Association for
Counseling and Development) which was changed in 1992 to
ACA (American Counseling Association).

Answer 73

A

d. all of the above.

Lifestyle is a broad term which describes the overall balance of
work, leisure, family, and social activities. Some exams will use
the term avocational in place of the term leisure.

Answer 74

A

*b. satisfaction in a job in which those working in the occupa-**
*tion have similar interests.**

Keep in mind that the SII mea-
sures interests, not abilities.

Answer 75

A

d. all of the above.

John Holland introduced the SDS in 1970 to help those who did

not have access (or could not afford) professional career coun-
seling. The test takes about 40 minutes and is suitable for ages

15 and older.

Answer 76

A

a. the client will not need to lift over 10 pounds.

Sedentary: maximum lifting is 10 pounds. Light work: maxi-
mum lifting is up to 20 pounds. Medium work: maximum lifting

is 50 pounds. Heavy work: maximum lifting is up to 100 pounds.

Very heavy work: maximum lifts exceed 100 pounds. The stipu-
lation in choice “d” applies to the “light work” category.

Answer 77

A

d. most jobs are not advertised.

Perhaps you’re shocked but experts say it is true! A high per-
centage of jobs (over 76%!) are not advertised!

Answer 78

A

*c. the individual’s three highest scores based on Holland’s**
*personality types.**

The SDS provides the user with a three-letter code that indi-
cates the three personality types the examinee most resembles.

An Occupational Finder booklet then describes over 1,300 oc-
cupations in order to ascertain which occupations best match the

personality type. As of late, the SDS sports a computer version
(Form “R”) as well as a version for those who speak Spanish.

Answer 79

A

b. John Holland.

(See the “Graphical Representations”
section of this book for a pictorial display of the hexagon.)

Answer 80

A

a. the Kuder, created by George Frederic Kuder.

The Kuder Occupational Interest Survey (KOIS) is now the
Kuder Career Search with Person Match set up so individuals
can complete it online in 20 to 30 minutes. It is written at the
sixth-grade reading level and is said to be effective for seventh
grade through adulthood. The original version of the Kuder

appeared during the 1930s, so the measure has 50 years of re-
search behind it. Over 100 million people worldwide have used

this career tool. The PPVT-III noted in choice “c” is a measure
of hearing vocabulary and a screening test of verbal ability.

Answer 81

A

c. GATB.

The GATB or General Aptitude Test Battery is the test utilized by state em-
ployment security offi ces, Veterans Administration hospitals,

and related government agencies. The battery measures 12 job-
related aptitudes including intelligence/general learning ability,

verbal aptitude, numerical aptitude, spatial aptitude, clerical

perception, form perception, motor coordination, manual dex-
terity, and fi nger dexterity.

Answer 82

A

d. trait-and-factor movement related to career counseling.

The primary purpose of any aptitude test is to predict future per-
formance, though career placement should never rest solely on

a single source of data such as the aforementioned tests.

Answer 83

A

a. as a displaced homemaker.

*This is the defi nition of a displaced homemaker who also could**
*be divorced or widowed. Gender bias (i.e., any factor that might**
*rule out a job or career choice due to gender) must be avoided**
*when conducting career counseling with women.**

Answer 84

A

b. women make less than men for doing the same job.

Answer 85

A

b. most women hold low paying jobs with low status.

The concept of “occupational sex segregation” suggests that fe-
male occupations generally pay less and lack the status of male

occupations.

Answer 86

A

c. counselor bias based on gender bias.

shot. Research

indicates that female counselors urge females to seek out tradi-
tionally feminine occupations, and worse yet some tests in the

area of career counseling are guilty of gender bias!

Answer 87

A

c. have lower career aspirations than a man.

Fitzgerald and Crites discovered that even when girls manifest
higher career maturity than boys, their aspirations are lower.

Answer 88

A

c. a and b.

Answer 89

A

is not that unusual.

This generally takes place between ages 35 and 45 and addition-
al training is often needed. Precipitating factors for the change

include divorce, having a baby, caring for a disabled child, empty
nest syndrome, and perhaps most important, job dissatisfaction.

Answer 90

A

*d. a 29-year-old female who was babysitting in her home but**
*is currently working at a fast-food restaurant.**

The term reentry women refers to women who go from working
within the home to working outside the home.

Answer 91

A

a. of his or her own ethnocentric biases.

Answer 92

A

d. b and c.

Career counselors often
refer to the phenomenon described in choices “b” and “c” as the

“supply and demand curve,” a concept borrowed from econom-
ics.

Answer 93

A

*c. a computer career program known as the System of Inter-**
*active Guidance and Information that allows students to**

conduct a self-assessment and explore career options.

SIGI Plus, or the System of Interactive Guidance and Informa-
tion, created by the Educational Testing Service, is intended for

college students, and even assists with up-to-date information on

colleges and graduate schools. DISCOVER (named after its in-
ventor, the DISCOVER Foundation in Maryland) and CHOIC-
ES are two other well-known computerized career development

programs.

Answer 94

A

d. should emphasize the importance of a cover letter.

Many personnel workers will not read a resume which is
received without a cover letter. The letter should be brief (i.e.,
generally about three short paragraphs) and ideally the paper
and type should match the resume and be of excellent quality.
Counselors routinely recommend the best-selling job hunting
book of all time What Color Is Your Parachute? by Richard
Bolles, to clients who are seeking employment or a change in
employment.

Answer 95

A

a. is like an art project and must look good.

Answer 96

A

with clients who lack the
concrete skills necessary to land a job. The job-fi nding club is an
example of a behavioristic group strategy in that the clients share
job leads and work on actual skills (e.g., interviewing) which are

necessary in order to secure work. Job clubs are highly recom-
mended for the disabled.

with clients who lack the
concrete skills necessary to land a job. The job-fi nding club is an
example of a behavioristic group strategy in that the clients share
job leads and work on actual skills (e.g., interviewing) which are

necessary in order to secure work. Job clubs are highly recom-
mended for the disabled.

Answer 97

A

d. Robert Hoppock.

Hoppock, the correct theorist here,
feels that to make an accurate career decision you must know
your personal needs and then fi nd an occupation that meets a
high percentage of the needs. Lastly, as your personal needs
change you might need to secure a different occupation.

Answer 98

A

b. the tests all take at least three hours to administer.

the exception of the DAT, which is quite lengthy and may
take three hours to complete, most of the other tests utilized
take an hour or less.

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