Career Development Flashcards
1
Q
Most popular career theories
A
- Most popular career theories are based on middle-class or upper-class white, heterosexual, nondisabled males
- most beginning counselors have a negative attitude toward career counseling
2
Q
Job
A
- refers to a given position or similar positions within an organization
- requires a specific skill set
3
Q
Occupation
A
- refers to similar jobs occupied by different people in different settings
- primary activity that engages one time
4
Q
Career
A
- depicts a person’s lifetime position
5
Q
Work
A
- activities that serve one’s regular sources of livelihood and commonly associated with a job position
6
Q
Leisure
A
- engaging in activities as a means of passing time
7
Q
Lifestyle values
A
- beliefs that guide individuals behavior outside of work
8
Q
Cultural values
A
- cultural beliefs and norms that shape an individual’s behavior
9
Q
Work values
A
- reflect that a work environment must reinforce to ensure an individual work value and success
10
Q
Glass ceiling phenomenon
A
- suggest that women are limited in terms of how far they can advance in the work world
11
Q
Displaced homemaker
A
- woman with children who was a homemaker but is currently in need of work to support her family
12
Q
Pervasive indecisiveness
A
- lifelong pattern of severe anxiety related to decision making causes the act of deciding on a career to be very difficult
13
Q
Vroom’s motivated and management expectancy theory
A
- suggests that an employee’s performance is influenced by valence, expectancy, and instrumentality
- Valence: whether or not the work will provide rewards such as money, promotions, or satisfaction
- Expectancy: what the person feel he or she is capable of doing
- Instrumentality: whether or not the manager will actually give the employee promised rewards such as a raise
14
Q
Dual career family
A
- both partners have jobs to which they are committed on a somewhat continuous basis
- typically have higher incomes than the traditional family in which only one partner is working
- the woman is typically secure about her career before having children
- often report a lack of leisure time, less than a household with one working parent
15
Q
Vocation
A
- leisure activity that one engages in for pleasure rather than money
- don’t get paid or no money
16
Q
Trait and Factor theory
A
- Parson and Williamson
- considered the first major and more durable theory of career choices
- via psychological testing one’s personality could be matched to an occupation which stressed those particular personality traits
- attempts to match the worker and the work environment
- fails to individual change through the lifespan
- 3 steps to implement the trait and factor trait:
1. knowledge of the self, aptitudes and interests
2. knowledge of jobs
3. Matching the individual with the work
17
Q
Edmun Griffith Williamson
A
- Minnesota viewpoint
- a trait factor approach to matching clients with careers
- derived from Frank Parson
- Share wisdom
- 5 steps for counselors to follow
18
Q
Anne Roe
A
- suggested a personality approach to career choice based on the premise that a job satisfies as unconscious need
- postulated that career choices are influenced by genetics, parent-child interaction, unconscious motivators, current needs, interests, education, and intelligence
- Utilized a two-dimensional system of occupation classification utilizing fields and levels
- Fields: service, business contact, technology, outdoor, science, general culture, arts and entertainment
- Levels: professional and managerial 1, professional and managerial 2, semiprofessional/small business, skilled. semiskilled, and unskilled
- Theory relies on Maslow’s hierarchy of needs in the sense that career choice lower order needs take precedence over higher order needs
- Theory asserts that genetics help to determine intelligence and education and hence this influence over one’s career choice
- 3 parenting styles:
1. overprotective
2. avoidant
3. acceptant
19
Q
Edwin Bordin
A
- career choices could be used to solve unconscious conflict
- difficulties related to job choices are indicative or neurotic symptoms
20
Q
George Merrill
A
- pioneer in career guidance
- developed curriculum
21
Q
The theory work adjustment (TWA)
A
- Dawes and Lofquist
- describes the relationship between individuals and their work environment
22
Q
Janis and Mann’s conflict model
A
- stress contributes to defective career decision
23
Q
A.A. Brill
A
- emphasized sublimation as an ego defense mechanism
24
Q
Sublimation
A
- occurs when an individual expresses an unacceptable need in a socially acceptable manner
25
John Holland
- most popular approach to career choice
- suggested that a person's personality needs to be congruent with the work environment
- given occupations will tend to attract people with similar personalities
- Self-Directed Search (SDS) designed to measure the 6 personality types, self-administered, self-scored interest inventory, not appropriate for the seriously disturbed, uneducated, or illiterate, not recommended for individuals who have a great deal of difficulty making decisions
- 6 personality types:
1. Realistic: physical labor/machines/tools/ truck driver/mechanic (hands on)
2. Enterprising: sell to others or perform leadership tasks (leaders)
3. Conventional: conformity, structure, planning, organizing (clerk)
4. Artistic: self-expression (artistic)
5. Social: solve problems using interpersonal skills and feelings (teaching, counseling)
6. Investigative: think his or her way through a problem (science)
26
Career stereotypes
- occurs when the person psychologically defines him or herself via a given job
27
Roe and Holland
- believed that early childhood development influences adult personality characteristics
28
Axelrad,Ginsberg, Ginsburg and Herma
- pioneers of the developmental theories of career
- the process of choosing a career does not end at age 20, career decisions are made throughout the lifespan, career choices is reversible
- developmental theorists view career choices as an ongoing or longitudinal process
- Stages:
1. Fantasy: until age 11, strongly on impulse, career influenced by ply and imagination
2. Tentative: ages 11-17, examines interests and abilities, capacities, values, and transition
3. Realist: age 17, a choice is made by weighing abilities and needs and making a compromise
29
Donal Super
- Self-concept: individual chooses a career which allows the self-concept to be expressed
- Career Rainbow: displays the roles individuals have unfolding over the lifespan as they played out in the theaters
- Stages:
1. Growth (birth 14)
2. Exploration (15-24)
3. Establishment (24-44)
4. Maintenance (44-64)
5. Decline (65+)
30
John Crites
- career maturity
31
Decision-Making Theory
- David Tiderman and Robert O'Hara
- refers to the periods of anticipation and implementation
- anticipation of choice 4 phases
- decision process is best explained by breaking it down into two-part process
- adjusting to the choice
32
Krumboltz
- social learning approach/behavioristic model of a career development
- interests are the result of "learning"
- postulates that decision making is a skill which can be learned
task approach skills mediated by self-observations, world view generations, task approach, and skill action
33
Human Capital Theory
- purports that individuals secure trainings and education to get the best possible income, but this theory has not been found to be valid for individuals of low SES
34
Accident Theory
- happenstance
| - suggests that chance factors influence one's career
35
Status Attainment Theory
- posits that a child will eventually secure a job commensurate with his or her own family status, except in cases of children with exceptionally low or high career aspirations
36
Gelatt Decision Model
- Information as the fuel of the decision (prescriptive, always 2 or more possible outcomes)
- Asserts that information can be organized into 3 systems
1. Predictive: concerned with probable alternatives, actions
2. Value: One's preferences
3. Decision: rules and criteria
37
Linda Gottfredson's developmental theory
- focuses on circumscription (eliminate careers not compatible with self) and compromise theory
- people do restrict choices (circumscription) and when people do compromise in regard to picking a job they will often sacrifice the field of work before they sacrifice sex types or prestige
- Compromise: less compatible, more acceptable
- Self-creation: can improve their own career choices
38
Job netting
- process of finding a job on the internet
39
Self-efficacy theory (Bandura)
- propose that one's belief or expectation of being successful in an occupation causes the individual to gravitate toward that particular occupation
- believing you are capable
40
Computer assisted career guidance system (CACG)
- SIGI Plus
- Choices
- Discover
41
Compensatory effect
- suggests that a worker compensates or makes up for things he or she can't do on the job
42
Spillover
- individuals' work spills over into his/her time off the job
43
Recency effect
- occurs when a rater's judgment of an employee reflects primarily his or her most recent performance
- on performance
44
Leniency/strictness bias
- occurs when a rater tends to give employees very high/lenient or very low/strict ratings while avoid the middle or so-called average range
- 2 extremes no middle
45
Central tendency bias
- raters who rate almost everybody in the average range
46
APGA- 1952
- The national vocational guidance association was founded in 1913. it was fused with other organizations in 1952 to become APGA (American personnel Guidance Association)
47
Lifestyle
includes work, leisure, and style of living, sometimes referred to as vocational
48
The Strong Vocational Interest Blank (SVIB)
- first interest inventory, created in 1927, indicated how an examinee's likes and dislikes were similar to those of workers in various occupations
49
Hidden job market
- most jobs are not advertise
50
GABT (General aptitude test battery)
- test utilized by state employment security offices, veterans administration hospitals, and related government agencies
51
Aptitude Test
- measures potential
| - measure what an individual is capable of
52
Dislocated worker
- refers to an individual who loses his or her job because a company downsizes or relocates
53
Midlife career changes
- it's not unusual, generally takes place between the ages of 35-45 and additional training is often needed
54
Reentry women
- women who go from working within the home to working outside the home
55
Interest inventories
- SII, CISS, COP, CAPS, COPES, SDS, Transition to work, KCS
56
Personality inventories
- VPI, Myers-Briggs, Kiersey, Tempermant sorter II, holland
57
Values inventories
- work values inventory, work orientation and values survey copes
58
Career development inventories
- MVS, CTI, CBI, career transitions inventory, career development inventory, CMI-R, career decision scale
59
Frizgerald and Crites
- discovered that even girls manifest higher career maturity than boys, their aspirations are lower. Research suggests that women with the same intelligence, skills, and potential as men will often have lower career aspirations than men.
60
SIGI Plus
- a computer career program known as the system of interactive guidance and information that allows students to conduct a self-assessment and explore career options
61
Robert Hoppock
- feels that to make an accurate career decision you must know your personal needs and then find an occupation that meets a high percentage of those needs
62
Self-concept
- when Roger's person-center approach is used in career counseling the role of the self-concept is illuminated in terms of career choice
63
Occupational Handbook
- 300 broad occupations, 25 categories
64
Network
- Skill requirements for occupations
65
Parson and Williamson
- trait and factor
- father of vocational guidance
- wrote book: choosing a vocation
66
Edmund Griffith Williamson
- Minnesota Viewpoint
| - Minessota Occupational Raiting Scale
67
Tiedeman and O'Hara
- decision making theory
68
Trait and factor
1. Knowledge of the self
2. knowledge of the job
3. matching the individual
testing is important and matching the person with the correct profession
- does not take into consideration maturation or that an individual changes through their life span
69
Anne Roe
- personality approach believed that jobs satisfy an unconscious need
- drawn from the Maslow's hierarchy of needs
- two-dimensional systems: fields and levels
- Support comes from Rorschach and the TAT (projective test)
- career influenced by genes, parents, unconscious, needs
- psychoanalytic approach
70
Anne Roe
| Fields:
- services, business contact, organizations, technology, outdoor, science, general culture, and arts/entertainment
71
Anna Roe:
| Levels:
- professional and managerial 1, professional and managerial 2, semiprofessiona/small business, skilled, semiskilled, and unskilled
72
Career
- includes personal time plus leisure time
73
JOC
- job: refers to a particular tittle
- occupation: broader refers to similar jobs
- career: includes personal and leisure time
74
Bordin
- believed that career choices could be used to solve unconscious conflicts
difficulties related to job choices = neurotic symptoms
- Psychoanalytic approach
75
Brill
- emphasized on SUBLIMATION, ego defense mechanism
| - unconsciously becoming something to replace an unacceptable need (eg butcher because you like to cut things)
76
Holand behavioral style or modal orientation
- Holand believe that people are not pure personality types and this can be best described by a distribution of types such as realistic, social, investigative
- believed that childhood development influences adult personality types
77
Hoppock based his work on
- Henry Murray, the "needs-press" theory and the TAT projective test
78
Ginzberg and Ginsburg, Axelrad, and Herma
- developmental career theorists view career choice as an ongoing or longitudinal process
- career is reversible
- career development does not end at 20
- Initially Postulated 3 stage: fantasy (0-11), tentative (11-17), and realistic (17-20)
- developmental theorist
79
Donal Super
- Self-concept
- individuals choose a career which allows the self-concept to be expressed
- Developmental theorist
- life career rainbow
80
Super 5 stages GEEMD
1. growth 0-14
2. exploration 14-24
3. establishment 24-44
4. maintenance 44-64
5. decline 65+
81
John Crites
- career maturity
- development theorist
-
82
Schlossberg
- focused on adult career development
83
Krumboltz
- postulated social learning
- based his work on Bandura.
- behaviorist
- suggested a behaviorist model of career development
84
Bandura
- emphasized the role of modeling in the acquisition of new behaviors. Put don't only learn from consequences but also from watching others
- RJP = realistic job preview
- behaviorist
- self-efficacy
85
Harris Gelatt
- career decision model
- information can be organized into 3 systems:
predictive, value, decision
86
Linda Gottfredson
- circumscription and compromise theory
| - restricted choices and sex type
87
OOH
- Occupational Outlook Handbook
- consider an easy guide to read and understand
- contains about 800 job descriptions
88
DOT
- has approximately 30,000 job titles
- the dictionary of occupational titles
- has been replaced by the O*Net
89
GOE
- Guide for occupational exploration
| - lists groups of jobs into 14 areas of interest
90
Spillover
- engage in similar duties at work and after hours
91
Compensatory effect
- engages in activities that can't be done at the job
92
Recency effect
- when a rater's judgment primarily reflects the employee's most recent performance
93
Leniency/strictness bias
- when the employer rates employees very high or very low
94
Central tendency bias
- rater's who rate employees in the average range
95
APGA until 1983
and then became AACD and in 1992 was changed to ACA
96
SDS
- provides users with a 3 letter code
97
Strong
- it is considered an interest inventory
98
The Kuder Occupational Interest Survey (KOIS)
- It's also considered an interest inventory
99
GATB (general aptitude test battery)
- utilized by the U.S employment services
100
Occupational aptitude tests
| Aptitude Test
- are trait and factor movement related to career counseling
- speculate about whether or not you could capture these skills with proper training and experience.
101
Achievement tests
- imply that you are adept at certain skills (math or science)
102
Reentry women
- women who go from working at home to working outside
103
Azrin et al.
- promoted the concept of job club (groups that share tips and tricks on how to recure a job eg. interviewing or resumes)
104
Rober Hoppock
- theories that felt that to make an accurate career decision we must know our personal needs and then find an occupation that meets a high percentage of the needs.
