Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Career Counseling COUN 635 Summer I 2023 > Chapter 2- understanding and applying theories of career development > Flashcards

Chapter 2- understanding and applying theories of career development Flashcards

1
Q

who are 2 thinkers of the developmental career theory

A

SUPER and GOTTFREDSON

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

what is a developmental career theory

A

highlights how career behavior changes across developmental stages.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

what is person-environment theory

A

using occupational and self-awareness to make a decision about one’s career.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

describe SUPER’s theory of career counseling

A

career development takes into account one’s personal (needs, values, skills) and situational (peers, groups, labor market) that looks at the many roles a person takes on in their life and uses these roles to clarify someone’s self-concept.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

what aspect of life does ROE’s theory look into

A

Roe’s theory points to the importance of early life experiences in career development

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

What does GOTTFREDSON’s theory address regarding gender

A

Gottfredson’s theory addresses how sex-role stereotyping and social class influence the career aspirations of both men and women. This also takes into account the compromises people make to satisfy their aspirations.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

what does HOLLAND’S work help us predict

A

individual behavior (job satisfaction, job performance, and occupational stability) within work environments

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

what happens when a person lacks support in their career life

A

when people lack support and/or are misinformed, they often disregard good options because they lack confidence or adhere to beliefs that keep them stuck

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

who are the theorists for work adjustment?

A

René Dawis
Lloyd Lofquist

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

what is the orientation for work adjustment theory

A

Trait-factor
Career choice/
adjustment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

what are the key constructs of the work adjustment theory

A

Satisfaction Satisfactoriness Person-in-an-environment Correspondence

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What theory is founded by Super, is developmental, follows a person across their lifespan across their career by involving their self-concept and adapting their career which has a high amount of research and moderate multicultral consideration?

A

life span/life space

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

what theory was made by GOTTFREDSON, is developmentally/sociologically oriented towards career choice, that talks about circumscription compromise, has low research but high multicultulral consideration

A

Circumscription,
Compromise,
and
Self-Creation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

What theory was founded by ANNE ROE, focuses on personality theory and psychodynamic work, and looks into early childhood experienes relating to the hierarchy of needs, has low research and low multicultural consideration

A

Personality
Theory of Career
Choice

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

what theory is founded by HOLLAND, and involves the person-environment as a point of creating choice, which addresses things like congruence, consistency, differentiation, and identity. This theory has high research but low multicultural consideration

A

Vocational
Personalities
and Work
Environments

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

what theory was founded by KRUMBOLTZ and involved social learning for career choice and development, with a focus on social learning, obdservations, self-awareness, world view, task approach skills and planned happenstance. this theory has a low research background and medium multicultural consideration

A

learning theory of career counseling

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

what theory was founded by Robert Lent,
Steven Brown,
Gail Hackett, oriented towards Social cognitive
career choice
development, and focused on Self-efficacy, Outcome expectations, Personal goals, Triadic reciprocal model with high research backing and high multicultural consideration

A

Social Cognitive
Career Theory

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

what theory was founded by Mark Savickas and oriented towards differential development and dynamic views with a focus on vocation, personality, life themes, adaptability, and career style interviews. This theory has moderate research backing and high multicultural consideration

A

Career
Construction
Theory

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

what theory was founded by Vance Peavey Larry Cochran, oriented towards constructivist narratives, and focused on meaning making, career issues, life history, and a future narrative. This theory has low research backing but high multicultural consideration

A

Postmodern

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

what theory was founded by L. Sunny
Hansen, oriented towards contextual career choice and adjustment, and focused on social justice, connection’s, diversity, spirituality, integrated life planning inventories. This theory has low research backing, but high multicultural consideration

A

Integrative Life
Planning

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

what theory was founded by Robert Pryor
and Jim Bright, oriented towards self-organization and change and phenomenology, and focused on attractors, patterns, and fractals. This theory has moderate research backing and high multicultural consideration.

A

Chaos Theory of
Careers

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

what are the 4 reasons SUPER disagreed with the theories of GINZBERG

A

(a) did not take into account research related to the role of interests in career decision making, (b) failed to operationally describe choice, (c) made a sharp distinction between choice and adjustment, and (d) lacked a clear articulation of the process of compromise as it relates to career choice

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

How did SUPER label his theory as regarding its orientation

A

differential-developmental-social-phenomenological career theory

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

what are the 3 parts (segments) of the SUPER theory

A

(a) life span, (b) life space, and (c) self-concept.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

what model does SUPER’S theory create

A

Career Development Assessment and Counseling (C-DAC) model

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

what is a key assumption of the life span life space theory

A

people change over time and the needs of a job can be filled by different aspects of different people.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

what are the 5 stages of a life span life space theory

A

(growth, exploration, establishment, maintenance, and decline or disengagement)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

what 3 factors affect a person’s career pattern

A

context (family, SES), personal (aptitude, skill, personality) and adaptability

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

what does developing a self concept have to do with deciding a career

A

it is a synthesis of and compromise as one develops that causes life satisfaction that is dependent upon fulfilling roles that are congruent with one’s self-concept.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

what is the major emphasis of the life span life space theory over PARSON’S ideas

A

a career choice is not a single point in time but rather changes over our development in our lifespan.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

why is adaptability so important for the life span life space theory

A

we change, so should our jobs and this means we need to be continually aware of such to make proper choices.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

what is career maturity

A

career decision-making readiness of children and adolescents but this term is being phased out to be replaced by career adaptability as the young experience this more so.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

is career development in early life the same and age related?

A

yes, later in life it is different and not age related.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

what is career adaptability

A

adults cope with their changing work and working conditions, adults make an impact on their environments and their environments make an impact on them

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

what aspects of PIAGET does career adaptability align with

A

Piaget’s model of adaptation based on assimilation and accommodation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

describe the growth stage

A

childhood to 13 years old, develop a sense of self and worldview, progress through the substages of fantasy, interest, and capacity by using their innate sense of curiosity, first to engage in occupational fantasies, and then through exploring their environment, children develop a sense of mastery and control over their environment and their ability to make decisions.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

describe the exploration stage (adolescence)

A

14-24 years old, crystallizing and specifying occupational preferences

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

what are the 3 substages of the exploration stage

A

tentative, transition, and trial

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

describe the crystalline stage of exploration stage

A

use occupational and self-information acquired in the growth stage to learn more about the world of work and begin to clarify what kind of work they might enjoy.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

describe the establishment stage (early adulthood)

A

ages 25 to 45,

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

what are the 3 sub stages of the establishment stage

A

stabilizing, consolidating, and advancing

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
42
Q

describe the stabilization substage of the establishment stage

A

evaluating whether the occupational preference he or she has implemented provides adequate opportunity for self-concept expression

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
43
Q

what is the consolidating substage of the establishment stage

A

focusing on becoming a dependable producer and creating a positive reputation in the option that has been selected.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
44
Q

what is the advancing substage of the establisment stage

A

ocusing on understanding what is necessary for success and then developing those competencies often leads to gaining more responsibility

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
45
Q

describe the maintenance stage (middle adulthood)

A

ages 45 to 65 with 3 substages of holding, updating, and innovating

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
46
Q

describe the holding stage of the maintenance stage

A

those that are stuck and don’t update their skills

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
47
Q

describe the updating and innovating stage of the maintenance stage

A

being able to increase and expand their skills and are able to teach new comers

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
48
Q

describe the disengagement stage (late adulthood)

A

less interest in work and plan for retiement, age of 65, with a focus on the developmental tasks of tasks of deceleration, retirement planning, and retirement living, with emphasis on physical, spiritual, and financial well-being

49
Q

what is an encore career

A

commonly seen in the disengagement stage which people emphasize using their passions, abilities, interests, and previous experiences to pursue work that provides a strong sense of life purpose

50
Q

are the development stages of SUPER sequential and linear

A

no, we go back and forth and change over time.

51
Q

what is a status rather than a stage

A

the total constellation of career concerns the person is experiencing at any point in time

52
Q

what is a life structure

A

salience people attach to their constellation of life roles

53
Q

what are the 9 major life roles according to SUPER

A

1) son or daughter, (2) student, (3) leisurite (a term coined by Super), (4) citizen, (5) worker, (6) spouse or partner, (7) homemaker, (8) parent, and (9) pensioner

54
Q

what are the 4 theatres whereas our life roles are played

A

(1) home, (2) school, (3) workplace, and (4) community.

55
Q

define self-concept according to SUPER

A

picture of the self in some role, situation, or position, performing some set of functions, or in some web of relationships

56
Q

what is the life career rainbow or the archway model

A

model used by SUPER that shows how our personal and situational factors shape our life roles

57
Q

what is the major point of the C-DAC model of SUPER

A

helping clients cope with concerns in the exploration stage of the life-span and life-space segments of Super’s theory

58
Q

what does the Adult Career Concerns Inventory (ACCI) help us do

A

ACCI measures career concerns related to the exploration, establishment, maintenance, and/or disengagement stage(s)

59
Q

what is the Career Development Inventory (CDI) used for

A

CDI assesses the student’s level of career planning, career exploration, world-of-work information, and knowledge of career decision-making principles.

60
Q

what does the Salience Inventory (SI) measure

A

The Salience Inventory measures the relative importance of five life roles (student, worker, citizen, homemaker, and leisurite) in three dimensions, one behavioral and two affective

61
Q

describe the behavioral component of the salience inventory

A

he behavioral component—participation—assesses what the respondent does or has done recently in each life role.

62
Q

what are the 2 affective measures of the salience inventory

A

The first affective component—commitment—requires the respondent to indicate how he or she feels about each life role. The second affective component—values expectations—requires the respondent to indicate the degree to which there will be opportunities now or in the future to express values in each life role.

63
Q

according to SUPER, what are the methods for establishing a vocational identity

A

the actuarial method and the developmental method

64
Q

describe the actuarial method

A

actuarial method relates to the trait-and-factor approach of using test scores to predict future occupational performance and satisfaction.

counselor “acts like an actuary, consults tables, graphs, and formulas seeking the optimal prediction, in probability terms, based on the observed correlations with similar performances of other people”

65
Q

describe the developmental method for finding a vocational identity

A

counselors act more like historians than actuaries by inviting clients to construct autobiographical chronologies of what they did in the past. These chronologies are then examined for recurrent themes or threads of continuity that are used to “make sense of the past, explain the present, and draw a blueprint for the future”

66
Q

what is the key difference between the actuarial and the developmental method for finding a vocational identity

A

the actuarial method looks at traits and the developmental method is based on life patterns.

67
Q

what are the 3 steps of the developmental method for finding a vocational identity

A

Analyze past behavior and development for recurring themes and underlying trends.

            Summarize each theme and trend, taking into account the other themes and trends.
          
            Project the modified themes and trends into the future by extrapolation.
68
Q

what are the 6 steps of the cyclical model of nondirective and directive methods.

A

Nondirective problem exploration and self-concept portrayal (the client tells his or her story)

            Directive topic setting, for further exploring (the counselor and client clarify career concerns and identify which ones they will focus on first)
          
            Nondirective reflection and clarification of feeling for self-acceptance and insight (the counselor uses empathic responding and basic counseling skills to help the client clarify his or her situation, feelings, and thoughts)
          
            Directive exploration for factual data from assessment, occupational data, extracurricular experiences, grades, and so forth, for reality testing (the counselor and client collect relevant information regarding the client’s characteristics and potential occupational options; they also identify options for reality testing or trying out potential options via job shadowing, occupational information interviewing, volunteering, and externships)
          
            Nondirective exploration and working through of attitudes and feelings aroused by reality testing (the client tries out potential options and reflects on the experiences with the counselor, focusing on thoughts and feelings and how the experiences may inform the client’s next step)
          
            Nondirective consideration of possible actions, for help in decision making (the client identifies what she or he will do next to move forward in her or his career development)
69
Q

what is the heart of ROE’S personality theory of career choice

A

Roe contended that unsatisfied needs are strong motivators for people making career choices which is based on the hierarchy of needs as made by MASLOW

70
Q

what are the 3 kinds of child rearing environments

A

emotional concentration, avoidance, and acceptance

71
Q

describe emotional concentration child rearing

A

Emotional concentration on the child ranges from overprotection to overly demanding behaviors. Children reared in overly protective environments learn that conforming elicits rewards, and they subsequently develop a dependence on others for approval and self-esteem

72
Q

describe an avoidance environment

A

Avoidance of the child ranges from neglecting the child’s physical needs to rejecting the child’s emotional needs

73
Q

describe an acceptance environment

A

Acceptance of the child involves environments in which the child’s physical and psychological needs are met. Independence and self-reliance are encouraged in either an unconcerned, noninvolved way or an active, supportive one.

74
Q

what are the 8 fields that ROE describes

A

Service fields, Business contact occupations, Organizational occupations, Technology, Outdoor, Science, Arts and entertainment, General culture includes occupations such as government and civil service employee

75
Q

describe GOTTFREDSON’S theory of circumscription, compromise, and self-creation

A

examines the compromises people make in their career aspirations, particularly as they relate to sex-typed learning and experiences.
career choice is an attempt to place oneself in the broader social order

76
Q

define compromise

A

Compromise involves the process of limiting career choices due to prestige, sex type, and field of interest

77
Q

what is the orientation of GOTTFREDSON’s theory of circumscription, compromise, and self-creation

A

developmental and sociological

78
Q

define zone of acceptable occupational alternatives” or “social space”

A

represents a person’s perception of his or her fit in society. Gottfredson contends that people compromise because they typically search for a good enough occupation, rather than for a great one.

79
Q

define Circumscription

A

process of eliminating unacceptable occupational alternatives based primarily on gender and prestige

80
Q

what are the 5 principles of circumscription

A

growing capacity of children to understand and organize complex information about themselves and the world as they progress from magical to abstract thinking

occupational aspirations are inextricably linked with one’s self-concept, occupational preferences reflect attempts to both implement and enhance it.

children begin to grapple with more complex distinctions among people

children progressively eliminate occupational options as their self-concepts become clearer and more complex.

process is gradual and not immediately obvious despite its strong effect on the person undergoing it.

81
Q

what are the 4 stages of the circumscription

A

Orientation to Size and Power
Orientation to Sex Roles
Orientation to Social Valuation
Orientation to the Internal, Unique Self

82
Q

describe the orientation to size and power stage

A

The first stage occurs between ages 3 and 5 and reflects the onset of object constancy in cognitive development. At this stage, children classify people in simple terms such as big and little, orienting themselves to the size difference between themselves and adults.

83
Q

describe the orientation to sex roles stage

A

ages of 6 to 8, aware of the different sex roles of men and women. They think dichotomously—good–bad, rich–poor—and interpret sex-role stereotypes as behavioral imperatives. Their occupational aspirations reflect a desire to behave in ways that are appropriate to their sex, manifesting in their belief that certain jobs are for boys and certain jobs are for girls. It is during this stage that children develop their “tolerable-sextype [sic] boundary

84
Q

describe the orientation to social valuation stage

A

ages 9-13, social class and ability determine the tolerable-level boundary, which represents the lower limit of occupations they are willing to consider (which occupations are beneath them and, therefore, not worthy of their consideration).

85
Q

describe the Orientation to the Internal, Unique Self stage

A

14 years old, adolescents begin identifying internally generated goals and self-concepts and explore occupational options congruent with these. As Gottfredson notes, “vocational development erupts into conscious awareness during Stage 4.”

This is when compromising begins.

86
Q

what is the orientation of HOLLAND’S theory of types and person-environment interaction

A

structural-interactive

87
Q

what are the 4 assumptions of the theory of types and person environment interaction by HOLLAND

A

Most persons can be categorized as one of six types: realistic, investigative, artistic, social, enterprising, or conventional.

            There are six kinds of environments: realistic, investigative, artistic, social, enterprising, and conventional.
          
            People search for environments that will let them exercise their skills and abilities, express their attitudes and values, and take on agreeable problems and roles.
          
            A person’s behavior is determined by an interaction between personality and the characteristics of the environment
88
Q

describe the realistic type

A

s activities that entail explicit, ordered, or systematic manipulation of objects, tools, machines, and animals and has an aversion to educational or therapeutic activities. The realistic person has mechanical abilities but may lack social skills. Realistic types prefer jobs such as automobile mechanic, surveyor, farmer, and electrician. Realistic types are often described as:
Conforming, humble, normal, frank, materialistic;

            Persistent, genuine, modest, practical, hardheaded, natural;
          
            Shy, honest, and thrifty.
89
Q

describe the investigative type

A

l observational, symbolic, systematic, and creative investigation of physical, biological, and cultural phenomena in an effort to understand and control such phenomena. Investigative types have an aversion to persuasive, social, and repetitive activities. These tendencies lead to acquisition of scientific and mathematical competencies and to a deficit in leadership ability. Investigative types prefer jobs such as biologist, chemist, physicist, anthropologist, geologist, and medical technologist. Investigative persons are often described as:
Analytical, independent, modest, cautious, intellectual;

            Pessimistic, complex, introverted, precise, critical;
          
            Methodical, rational, curious, and reserved.
90
Q

describe the artistic type

A

prefers ambiguous, free, unsystematized activities that entail manipulation of physical, verbal, and human materials to create art forms and products. Artistic people have an aversion to explicit systematic and ordered activities. These tendencies lead to acquisition of competencies in language, art, music, drama, dance, and writing and to a deficit in clerical- or business-system competencies. Artistic types like jobs such as composer, musician, stage director, singer, dancer, writer, interior designer, and actor/actress. Artistic persons are often described as:

            Complicated, imaginative, introspective, disorderly;
          
            Impractical, intuitive, emotional, impulsive, nonconforming;
          
            Expressive, independent, open, idealistic, and original.
91
Q

describe the social type

A

prefer activities that entail manipulation of others to inform, train, develop, cure, or enlighten. They have an aversion to explicit, ordered, and systematic activities involving materials, tools, or machines. These tendencies lead to acquisition of human relations competencies such as interpersonal and educational skills and to a deficit in mechanical and scientific ability. Social types like jobs such as teacher, religious worker, counselor, clinical psychologist, psychiatric caseworker, and speech therapist. Social persons are often described as:
Convincing, idealistic, social, cooperative, kind;

            Sympathetic, friendly, patient, tactful, generous;
          
            Responsible, understanding, helpful, and warm.
92
Q

describe the enterprising type

A

prefer activities that entail manipulation of others to attain organizational or economic gain. They have an aversion to observational, symbolic, and systematic activities. These tendencies lead to acquisition of leadership, interpersonal, and persuasive competencies and to a deficit in scientific ability. Enterprising types like jobs such as entrepreneur, salesperson, manager, business executive, television producer, sports promoter, and buyer. Enterprising persons are often described as:
Acquisitive, domineering, optimistic, adventurous;

            Energetic, pleasure-seeking, agreeable, extroverted;
          
            Attention-getting, ambitious, impulsive, self-confident,
          
            sociable, and popular.
93
Q

describe the conventional type

A

ntail explicit, ordered, and systematic manipulation of data, such as keeping records, filing and reproducing materials, organizing written and numerical data according to a prescribed plan, and operating computers to attain organizational or economic goals. Conventional types have an aversion to ambiguous, free, exploratory, or unsystematized activities. These tendencies lead to acquisition of clerical, computational, and business-system competencies and to a deficit in artistic competencies. Conventional types like jobs such as bookkeeper, stenographer, financial analyst, banker, cost estimator, and insurance claims adjuster. Conventional persons are often described as:

            Conforming, inhibited, persistent, conscientious, obedient;
          
            Practical, careful, orderly, thrifty, efficient;
          
            Unimaginative.
94
Q

define congruence for HOLLAND’S theory of type and person environment interaction theroy

A

Congruence describes the degree of fit between an individual’s personality type and current or prospective work environment. A person is in a congruent work environment when his or her personality type matches the occupational environment

95
Q

what is high congruence

A

when a personality type matches their environment (an investigative person in an investigative job)

96
Q

what is medium congruencey

A

when a personality type is adjacent to an environment

97
Q

what is low congruency

A

when a personality type is oppositive of an environment.

98
Q

define differentation

A

when a person is most clearly defined regarding their type, thus, having an easier time when it come sto making decisions. someone without differentation would have a hard time making career choices.

99
Q

define consistency

A

The degree of relatedness within types. Higher degrees of consistency within personality types suggest more integration and harmony among traits, interests, values, and perceptions than do lower degrees of consistency.

a person that conventional and realistic has more consistency rather than a person that is conventional and artistic as these are opposing types.

100
Q

what is a vocational identity

A

Vocational identity is defined as the “possession of a clear and stable picture of one’s goals, interests, and talent

101
Q

what do the Self-Directed Search (SDS) (Holland, 1994) and the Vocational Preference Inventory (VPI) measure

A

translate clients’ self-estimates of interests and competencies into Holland types.

102
Q

why might a person lack differentiation x4

A

Lack of differentiation may occur because (a) clients lack exposure to activities across Holland environments, (b) they have trouble making decisions, (c) they have multipotentiality, or (d) they are depressed.

103
Q

what does the My Vocational Situation (MVS) measure

A

vocational identity

104
Q

what are the 2 parts of the learning theory of career counseling by KRUMBOLTZ

A

The first focuses on explaining the origins of career choice and is labeled the social learning theory of career decision making (SLTCDM). The second focuses on career counseling and is labeled the learning theory of career counseling (LTCC).

105
Q

what is the basis for KRUMBOLTZ theory

A

BANDURA’s social learning theroy

106
Q

what does the social learning theory say

A

influence of reinforcement theory, cognitive information processing, and classical behaviorism on human behavior

it is a interaction of environment, self-referent thought, and behavior as the “triadic reciprocal interaction system

107
Q

what are the 4 factors of the social learning theory of career decision making?

A

Genetic endowment and special abilities

Environmental conditions and events

Instrumental and associative learning experiences
Task-approach skills

108
Q

describe Instrumental and associative learning experiences

A

antecedents (genetics), behaviors, and consequences whereas associative learning occurs when a neutral stimulus is paired with a consequence that is influenced by the antecedents.

109
Q

describe task approach skills

A

interactions between genetic factors, environmental factors and learning experiences to faciltate decision making

110
Q

what are the 4 factors that influence our beliefs about ourselves?

A

Self-observation generalizations

Worldview generalizations

Actions

Task-approach skills

111
Q

according to the social learning theroy of career decision making, what 3 things make it likely thta a person will prefer a certain job

A

They have succeeded at tasks they believe are similar to tasks performed by practitioners of that occupation.

            They have observed someone they admire being rewarded for performing activities similar to those performed by practitioners of that occupation.
          
            A valued friend or relative praised its advantages, and/or they have observed positive words and images being associated with it. (p. 19)
112
Q

according to the social learning theory of career decision making, what 3 things make it likely that a person will avoid a certain job

A

They have failed at tasks they believe are similar to tasks performed by practitioners of that occupation.

            They have observed someone they admire suffering negative consequences for performing activities similar to those performed by practitioners of that occupation.
          
            A valued friend or relative stressed its disadvantages and/or they have observed negative words and images being associated with it. (p. 19)
113
Q

what 4 things does the learning theory career counseling theory help counselors do with clients

A

expand interests and skills

be adaptable and deal with ambiguity

empowerment to take action

career counselords must be able to assist with a multiverse of issues when it comes to careeer counseling - not just finding work.

114
Q

what are the 2 divisions for career development interventiosn for KRUMBOLTZ

A

(a) developmental/preventive and (b) targeted/remedial

115
Q

describe developmental/preventive career interventions

A

career education programs, school-to-work initiatives, job club programs, study materials, and simulations. They facilitate the acquisition of accurate occupational self-information and its deployment in the career decision-making process, and emphasize learning through active on-the-job participation (job shadowing, internships, and work-site observation).

116
Q

describe targeted/remedial career interventions for KRUMBOLTZ

A

oal clarification, cognitive restructuring, cognitive rehearsal, narrative analysis, role playing, desensitization, paradoxical intention, and humor (Krumboltz, 1996). LTCC also emphasizes the importance of teaching decision-making skills to clients.

117
Q

what does the Career Beliefs Inventory (CBI) measure

A

measures self-defeating beliefs that clients must address if they are to move forward. Cognitive restructuring and reframing are useful strategies for helping clients address these issues.

118
Q

what is planned happenstance

A

It asks you to focus less on having specific plans for your future and more about finding opportunities in unplanned events

People with higher levels of planned happenstance skills feel less stress and anxiety about their professional future

119
Q

how would KRUMBOLTZ reframe indecision

A

Krumboltz recommends reframing indecision as open-mindedness.

Career Counseling COUN 635 Summer I 2023 (13 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions