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NCC > Career Development > Flashcards

Career Development Flashcards

1
Q

Ginsburg Vocational Choice periods

A

3 periods
Fantasy (0-11 yrs)
Tentative (11-17 yrs)
realistic (17 to Early 20)

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2
Q

Ginsburg Vocational Choice periods

Fantasy

A

Through play children imagine themselves in occupations.

play become work oriented

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3
Q

Ginsburg Vocational Choice periods

Tentative

A

Interest

Capacity

Transition interest and capacities become integrated

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4
Q

Ginsburg Vocational Choice periods

Realistic

A

Exploration

Crystallization

Specialization

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5
Q

Definition of career counseling

A

By Niles, Harris-Bowlsby

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6
Q

Herr and Cramer

A

Define career counseling

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7
Q

Frank Parsons

A

Father of career guidance and trait-factor approach

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8
Q

Donald Super

A

Developed life span life space theory to career counseling

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9
Q

John Crites

A

Developed career maturity

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10
Q

John Holland

A

Theory of vocational choice known as the theory vocational personalities

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11
Q

John Krumboltz

A

Social learning theory to career development… Learning experience translate into specific careers

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12
Q

Joanne Harris-Bowlsbey

A

Developed Numerous computerized career systems

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13
Q

Trait-Factor Theory

A

Trait - focused on characteristics of the individual

Factor - focused on requirements of the work place

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14
Q

FLSA

A

FAIR LABOR STANDARDS ACT

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15
Q

NDEA

A

NATIONAL DEFENSE EDUCATION ACR

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16
Q

Vocational Act

A

Includes Career a Services and Technical Institutions

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17
Q

OSHA

A

Occupation Safety and Health Acts

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18
Q

JPT

A

Job Training Act

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19
Q

Carl D Perkins Vocational and Technical Education Act

A

Education of disadvantage youth

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20
Q

ADA

A

Americans with Disabilities

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21
Q

Family Medical Leave Act

A

Allows 12 weeks unpaid time off for medical reasons of you or your family member

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22
Q

School to Work Act

A

Integrated school and work based learning

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23
Q

Dimensions of Career based intervention

A 
Target of intervention
The purpose of intervention
Remediation
Prevention
Development
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24
Q

Frank Parsons three-factor model

A

Self understanding
Occupational knowledge
Bringing self understanding together with occupational knowledge to make a choice.

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25
Q

Parsonian Approach

A

Develop understanding
Develop knowledge of required conditions of success
Person uses “true reason” to examine relationship of the above

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26
Q

Parsons use of data

A

Use data to help client pick a suitable occupation

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27
Q

Pyschograph

A

Graphic representation of persons work characteristics developed by Vitales

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28
Q

Trait and Factor Theory

A

Use standardize system to assess individuals characteristics (traits)

Analysis of job characteristics and requirements (factor)

Occupational choice is a single event

Closer to personal characteristics and job requirements greater likelihood of success

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29
Q

EG Williams 6 step trait-factor theory

A 
Analysis
Synthesis
Diagnostic
Prognosis 
Counseling 
Follow-up
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30
Q

TWA

A

Theory of Work Adjustment

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31
Q

Theory of Work Adjustment (TWA)

A

Developed by Rene Dawson, George England, Lloyd Lofquist

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32
Q

Ginsburg Theory of Vocational Adjustment

A

Earliest Model of developmental theory

Occupational choice is a decision making process

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33
Q

Theory of Work Adjustment (TWA) Key Premisis

A

People may seek to satisfy through work: achievement; comfort; status; altruism, safety, autonomy

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34
Q

2 Types of Adjustment

A

active adjustment

Reactive adjustment

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35
Q

active adjustment

A

Effort to change content of job to reflect ability

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36
Q

Reactive adjustment

A

Effort to change work related behavior so it better suits work environment

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37
Q

Super’s Life Span Theory

A

Most comprehensive of all theories

Changed focas from vocation to career

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38
Q

Super’s Life Span Theory

Intraoccupational Variability among Workers

A

Individuals are different

Person qualified for several occupations

Each occupation requires a pattern of characteristics

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39
Q

Super’s Life Span Theory

Life Span

A

Overtime choice and adjustment are continuous

Five developmental stages

Career maturity is influenced by degree of success with precious tasks

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40
Q

Super’s Life Span Theory

Life Space

A

Differ in degree of importance they attach to work

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41
Q

Super’s Life Span Theory
Life Space
9 majors roles in life

A 
Son
Student
Leisurite
Citizen
Worker
Spouse
Homemaker
Parent
Pensioner
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42
Q

Super’s Life Span Theory

Lifestyle

A

Simultaneous combinations of life roles

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43
Q

Super’s Life Span Theory

Career pattern

A

Simultaneous combinations of life roles that make up life space and life cycle

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44
Q

Super’s Life Span Theory
Archway Model of Career Development
Life-Career Rainbow

A

Factors that influence the constellation of life roles over the course of life span

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45
Q

Super’s Life Span Theory

5 developmental Phases

A 
Growth
Exploration
Establishment 
Maintenance
Decline
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46
Q

Super’s Life Span Theory
5 developmental Phases
Growth

A

Fantasy (4-10)
Interest (11-12)
Capacity (13-14)

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47
Q

Super’s Life Span Theory
5 developmental Phases
Exploration

A

Tentative (15-17)
Transitional (18-21)
Trial-little commitment (22-24)

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48
Q

Super’s Life Span Theory
5 developmental Phases
Establishment

A

Trial-commitment (25-30)

Advancement (31-44)

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49
Q

Super’s Life Span Theory
5 developmental Phases
Maintenance

A

(45-65)

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50
Q

Super’s Life Span Theory
5 developmental Phases
Decline

A

Deceleration (65-70)

Retirement (71 yrs)

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51
Q

Super’s Life Span Theory

Life career rainbow

A

Recycling process appears in every stage

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52
Q

Supers Developmental Tasks

A 
Crystallization
Specification 
Implementation
Stabilization 
Consolidation
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53
Q

Supers Theory’s Application

Instruments

A

Career development inventory (CDI)
Career Maturity Index
Adult Career Concerns Inventory (ACCI)

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54
Q

CDI

A

Career development inventory-Super

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55
Q

ACCI

A

Adult Career Concerns Inventory

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56
Q

C-DAC

A

Supers Career Development Assessment And Counseling

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57
Q

Supers Career Development Assessment And Counseling (C-DAC)

Tasks

A

Identity developmental task concerns
Explore life role salience
Clarify Vocational Identity

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58
Q

Value Scales (VS)

A

Neville & Super

Measure 21 intrinsic/extrinsic values

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59
Q

Pie of Life Activity

A

Super
Time spent in various week
Value in time spent
How does client feel about time spent

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60
Q

Career development inventory (CDI) is given to who

A

Given for less career mature individuals and high school students

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61
Q

Roes Personality Traits of Career Choice

A

Based on

Orientation on people or away from people

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62
Q

Roe’s Occupational Classifications

A 
Service 
Business Contact
Organization 
Technology
Outdoors 
Science
Art and Entertainment
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63
Q

Roe’s Occupational levels

A

Based in environmental influences in early childhood

level 1-6 1 being most professional most independent

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64
Q

Roe’s Occupational Appilcations

A

Career Occupational Preference System (COPS)

Vocation Interest Inventory (VII)

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65
Q

COPS

A

Career Occupational Preference System - Roe

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66
Q

VII

A

Vocation Interest Inventory - Roe

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67
Q

Hollands Theory of Vocational Personalities and the Work Environment

A

Effort to describe individual persons types

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68
Q

Typology of Career Choice

A

Explanations for the personal and environmental characteristics to career stability and change - Holland

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69
Q

Hollands Theory of Vocational Personalities and the Work Environment
SIX Types

A 
RIASEC
Realistic 
Investigative
Artistic
Social
Enterprising
Conventional
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70
Q

RIASEC

A 
Realistic 
Investigative
Artistic
Social
Enterprising
Conventional
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71
Q

Hollands personality types develop

A

Both genetics and environmental influence

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72
Q

Realistic

A

Prefer systematic manipulation of machinery tools animals may lack leadership - machinist

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73
Q

Investigative

A

Analytical, curious, methodical introspective -biologist

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74
Q

Artistic

A

Expressive nonconformist original introspective lack clerical skills-Musician Artist

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75
Q

Social

A

Enjoys helping teach others lack mechanical and scientific abilities- bartender counselor

76
Q

Enterprising

A

Enjoy activities involved in manipulating persuading leading others avoid symbolic and systematic activities lack scientific ability-sales lawyers enterprising people

77
Q

Conventional

A

Systematic manipulation of data prefer structure clear expectations avoid artist activities- financial experts secretaries

78
Q

Hollands Hexagon

A

Represents persons consistency and congruency

79
Q

Hollands consistency

A

Is defined as adjacent types located next to each other have more in common with each other

80
Q

High degree of consistency

A

Well integrated personality traits likely to be high achiever more predictable

81
Q

Low degree of Consistency

A

Pendulum swings I career choices difficulty finding occupations that resemble code

82
Q

Congruency

A

Fit between persons personality type and perspective work environment

83
Q

Differentiation

A

Extent to which an individual or environment is well defined

84
Q

Hollands Theory of Vocational Personalities and Applications

A 
Vocational Preference Inventory (VPI)
Self-Directed Search (SDS)
Vocational Exploration and Insight Kit (VEIK)
My Vocational Situation (MVS)
Position Classification Inventory (PCI)
85
Q

VPI

A

Vocational Preference Inventory

Holland 160 careers

86
Q

SDS

A

Self-Directed Search -Holland 1334 most common occupations in the U.S.

87
Q

VEIK

A

Vocational Exploration and Insight Kit

Holland 84 occupations not interest in to help increase choice

88
Q

MVS

A

My Vocational Situation

Holland measures vocational identity

89
Q

PCI

A

Position Classification Inventory

Holland - Understand concruency

90
Q

Tiedmann’s Individualistic Model of Career Making

A

Views career decision making as related to lifelong development ego identity

91
Q

Tiedmann’s Anticipation four steps

A

Exploration
Crystallization
Choice
Clarification

92
Q

Tiedmann’s application

A

Information System for Vocational Decision (ISVD) computer guided designed to life decisions beyond vocational choice

93
Q

ISVD

A

Information System for Vocational Decision -Tiedmann- computer guided designed to life decisions beyond vocational choice

94
Q

Vroom Expectancy Model

A

Decisions take place in a field of conflict

95
Q

Valence

A

Preference

96
Q

Expectancy

A

Belief that his choice can be realized

97
Q

Vroom application

A

A variety of ends not the ends them self

98
Q

Janis & Mann Conflict Model

A

Conflict arises when individuals has to make a decision that involves personal risk

99
Q

Aquiences

A

Avoid consideration of options to avoid stress

100
Q

Janis & Mann Conflict Model

Decision Stress

A

Defense avoidance -procrastination
Hyper vigilance - lacks sufficient time
Vigilance - is preferred state

101
Q

Janis & Mann Conflict Model

Application

A

Balance sheet for vigilant career decision making careful consideration of outcomes

102
Q

Wright Subjective Utility Model

A

Uses a mathematical model to assign utility value (1-10) probity value (0-1) so 9 utility value and a .9 probability = .81

103
Q

Gelatt’s Decision Making Model

A

Define objective clearly analyses predict and stay consistent

104
Q

Gelatt’s Decision Making Model

Revised

A

Includes flexibility and intuition

105
Q

Herr Cramer career decision making

A 
Define
Generate alternative 
Collect information
Processing info
Make plan
Choosing goal
Implement plan
106
Q

Schlossberg’s Adult Career Development transition Model

A

Emphasize importance of Career transition is an adult career life span

107
Q

Gottfedson’s Theory of Circumscription, Compromise and Self Creation

A

Comprises Young people making compromises in occupational direction

108
Q

Gottfedson’s Theory of Circumscription, Compromise and Self Creation -Circumscription process

A

Orientation to size and power (3-5)
Orientation to Sex Roles (6-8)
Orientation to social valuation (9-13)
Orientation to Internal, unique Self 14+

109
Q

Gottfedson’s Theory of Circumscription, Compromise and Self Creation - Appication

A

People attempting to crystallize and clarify their self concept

110
Q

Krumboltz Learning Theory of Career Counseling two parts

A

Social learning-origins on career choices

Learning theory

111
Q

SLTCD

A

Krumboltz -Social Learning Theory of Career Decision

112
Q

Bandura 3 kinds of learning

A

Instrumental learning -direct experience positive reinforcement or punishment

Associative learning - direct learning associated some previously neutral

Vicarious learning - leaning new skills by observation

113
Q

Social Learning Theory of Career Decision 4 Factors

A

Genetic Endowment Special Ability
Environmental Conditions and Events
Instrumental Conditions and Event
Task Approach

114
Q

Genetic Endowment Special Ability

A

Inherited qualities

115
Q

Environmental Conditions and Events

A

Wide range of social cultural political and economic forces

116
Q

Instrumental Conditions and Event

A

Learning involving

Antecedents
Behavior response
Consequences

117
Q

Task Approach Skills

A

Skill set of s person for dealing with problems

118
Q

Antecedents

A

exist before and event or experience

119
Q

Behavior response to an event

A

Include overt as well as cognitive and emotional

120
Q

Consequences

A

included immediate and delayed effects produce by behavior

121
Q

How the four factors influence career decision-making

A

Self observation

Generalizations world view Generalizations task approach skills Actions

122
Q

Self observation

A

Over covert statements a person self assessments of his or her interests and values

123
Q

Generalizations world view

A

Generalizations about the nature and functioning of the world
It’s not what you know its who you know

124
Q

Task approach skills

A

Coping with environment interpreting it in so if relation to self observation generalization and making covert and overt predictions about the future

125
Q

Actions

A

Learning experiences ultimately lead him to take particular actions related to a beginning a career

126
Q

The development of occupational preferences and aversions 3 conditions

A

Based on the SLTCDM and Krumboltz
Three rules
Succeeded at tasks they believe are like the task performed by members of the occupation
Have observed a value model being reinforced for activities that are like those performed by them as of the occupation
Esteemed friend or relative has emphasized the occupations advantage

127
Q

People who will avoid an occupation

A

Failed tasks
Observed a valued model being punished
Esteemed friend or relative has emphasize the occupation disadvantage

128
Q

LTCC

A

Learning theory of career counseling

129
Q

Learning theory of career counseling

A

Applies Bandura’s social learning theory

130
Q

Learning theory of career counseling

Specific concerns

A

career indecision
unrealism
multi potentialiality

131
Q

CBI

A

Career Believes Inventory- Krumboltz

132
Q

Planned happenstance

A

Take advantage of the chance event experienced in daily life

133
Q

LTCC

A

Categories of Career Development Inventions

134
Q

Social economic systems theory

A

Herr and Cramer

135
Q

Social economic systems theory

Theory assumptions

A

Passed on from generation to generation within families of culture

136
Q

CIP

A

Cognitive informational processing approach

137
Q

Cognitive informational processing approach theory(CIP)

A

Decision
Capacity to solve problems depends on cognitive knowledge
Ongoing and always evolving
Improve information processing skills

138
Q

Cognitive informational processing approach theory(CIP) intervention

A

Pyramid 4 key domains

139
Q

CIP Pyramid 4 key domains

A

Self-knowledge
occupational knowledge
decision-making skills
metacognition

140
Q

metacognition

A

Include self talk self-awareness and monitoring and controlling one’s cognitions

141
Q

CASVE Cycle of Decision-making Skills

A 
Communication
Analysis
Synthesis
Valuing
Execution
142
Q

CIP application seven step process

A

Step one: initial interview
Step two: determine the clients readiness
Step three: to find a career problem
Steps four: formulate decision making goal
Step five provide clients with guidelines
Step six client carries out plan
Step seven review clients progress

143
Q

SCCT

A

Lent, Brown and Hacketts social cognitive to have career theory

144
Q

Lent, Brown and Hacketts social cognitive to have career theory

A

Explains how people develop career related interests

145
Q

Triad reciprocal model of causality

A

Personal attributes the environment and overt behaviors operate as interlocking mechanisms that affect one another by directionally

146
Q

Card sort exercise

A

Facilitates the clients exploration of his interests

147
Q

Decisional balance sheet procedure

Created by

A

Janis & Mann

148
Q

Savickas’s career construction theory

A

Construct the careers by imposing meaning on their vocational behavior and occupational expenses

149
Q

ILP

A

Hansen’s integrated Life Planning Model

150
Q

Hansen’s integrated Life Planning Model Focus

A

Focus on diversity issues related to diversity, gender Etc

151
Q

Hansens six career development tasks

A

1Finding work that needs doings a changing global context
2Leading our lives into a meaningful whole
3Connecting family and work
4Valuing Pluralism and inclusivity
5Managing personal transition and organizational change
6 Exploring spirituality and life purpose

152
Q

Postmodern Approaches

A

Narratives approach
The contextual approach
Constructive theory

153
Q

Laddering technique

A

Systematic way of identifying a clients core belief

154
Q

Vocational reptest

A

Designed to uncover the clients personal constructions

155
Q

Chaos theory of careers

A

Attempt to respond to the many new realities affecting people’s career development Pryor and Bright

156
Q

Savickas’s career style interview

A

1) ask questions to elicit the clients preference for self-expression context
1a) Ask the client to share three specific early life recollections
1b) Ask a series of questions to stimulate the client think about subject from her experience
2) respond to the second group of questions connected to life themes

157
Q

Nonlinearity

A

Connected with chaos theory

158
Q

Point Attractors

A

Tends to move toward a fixed or single point in terms of career

159
Q

Pendulum Attractors

A

Functions by regular swings between two placers points or outcomes

160
Q

Torus attractors

A

System that tends to engage in repetitive behavior over time

161
Q

Strange Attractors

A

Describes the symptoms that appear to repeat themselves however the system never exactly repeats

162
Q

Spontaneous/systematic and external/internal dimensions

A

Richard Johnson

163
Q

DMSI

A

Decision-making style inventory

164
Q

Client centered career counseling

A

Nondirective

165
Q

Psychodynamic career counseling

A

Internal forces that motivate client and the external mechanisms client used to facilitate coping

166
Q

Bordin divides the psychodynamic career counseling process into three stages

A

Exploration and contract setting
Critical decision
Working for change

167
Q

Behavioral career counseling

A

Focus on the process of making decision

168
Q

Group career counseling

A

Out of service delivery that can be used in addition to or instead of individual career counseling

169
Q

CACGS

A

Computer-assisted career guidance system designed for students in elementary middle or high school

170
Q

CACGS widely used

A 
DISCOVER
SIGI3
Career Trek
Career information System
Career Futures
CHOICES EXPLORER - high school
CHOICES PLANNER - high school 
CHOICES Planner CT
My own career Profile
FOCUS 2
My Golden Career
Kuder Galaxy (elementary)
Kuder Navigator (middle/high school)
Kuder Journey (college and adult)
Computerized Vocational Information System CVIS
171
Q

CVIS

A

Computerized Vocational Information System precursor to DISCOVER

172
Q

O*Net

A

The Occupational Information Network

Replaces Dictionary of Occupational Titles maintained by U.S. LABOR FORCE

173
Q

OOH

A

Occupational Outlook Handbook

341 occupational profiles covering 85% of jobs in U.S. Economy

174
Q

GOE

A

The new guide for occupational exploration connecting Learning to careers

175
Q

CareerInfo.net

A

1000 occupations along with a detailed description of occupations, outlook salary range

176
Q

Private non-governmental publications

A

Encyclopedia of careers and vocational guidance

Young Person’s occupational Outlook handbook

177
Q

Internship programs

A

The Internship Bible

178
Q

Information about private vocational technical schools

A

Petersons Vocational and Technical schools

179
Q

Information about jobs

A 
Job Hunters Bible
CareerBuilder
Indeed
NationJob
Monster Board
Job Service Office
180
Q

Models of career education

A

Herr & Cramer

School-based comprehensive career education model
Employer or experienced base model
Home community based model
Residential Rural-based model

181
Q

Theories of Leisure

A

Spillover theory of leisure

Compensatory Theory of leisure

182
Q

Spillover theory of leisure

A

What a person does in his or her job spills over to his or her leisure time

183
Q

Compensatory Theory of leisure

A

People compensate for what they do in their job with what they do in theirvleisure time

184
Q

Methods of promoting leisure who

A

McDaniels

185
Q

Methods of promoting leisure

A

Encourage parents to promote leisure in the home
Emphasize leisure in the workplace
Help schools and youth group become involved in leisure activities
Encourage community agencies to assist in leisure development

186
Q

Models of programming planning

A

Ryan

NCC (5 decks)

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