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Effective Career Management > Exam 1 > Flashcards

Exam 1 Flashcards

1
Q

Parsons 3 step process

A
  1. self assessment
  2. study of options
  3. careful reasoning
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2
Q

self assessment

A

understand your values, interests, and skills (VIS)

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3
Q

study of options

A

understand your options related to school and training

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4
Q

careful reasoning

A

make an informed choice based on information you gathered

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5
Q

career development definition

A

the total constellation of economic, sociological, psychological, educational, physical, and chance factors that contribute to shape one’s career

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6
Q

career definition

A

time extended working out of a purposeful life pattern through work undertaken by a person

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7
Q

work definition

A

an activity that produces something of value for oneself and/or others

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8
Q

Rowe’s Formula (12 factors)

A

general learning/education, special acquired skills, physical characteristics, cognitive/natural abilities, temperament/personality, interests/values, gender/ethnicity, state of economy, family background, chance, friends/peers, marital situation

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9
Q

Personal Career Theory Creator

A

Holland

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10
Q

Structured theorists definition

A

view career problems and decisions as a point in time event, focus on what to choose and matching to an environment

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11
Q

structured theorists

A

Parsons, Rowe, and Holland

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12
Q

Frank Parsons

A

each choice is separate and independent, need good info on self and occupation, careful use of reason and logic, good self assessment is essential “measure twice, but once”

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13
Q

John Holland

A

developed a typological theory about personality types and matching groups, applicable to many environments: social, organizational, schools, interpersonal relationships etc

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14
Q

process theorists definition

A

view career problems and decisions as lifelong, developmental process of events/choices that become more complex as one grows older

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15
Q

process theorists

A

John Krumboltz, David and Anna Tiedman, Donald Super

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16
Q

John Krumboltz

A

learning about oneself, affected by positive and negative experiences, personal beliefs and expectations, negative self-talk impedes career development

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17
Q

David and Anna Tiedman

A

Ship as a metaphor for career choices (no horizon to guide the process, just compass, charts, and currents), introduced a model of career deciding. Anticipation: primarily in the mind. Implementation: behavioral actions. 7 step iterative process

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18
Q
A
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19
Q

Donald Super

A

choices based on one’s own self-concept, individuals seek to implement self-concept through occupation. personality + occupation = career. life and career rainbow

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20
Q

Stages of life and career rainbow

A

student, leisurite and recreationist, citizen, worker, homemaker

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21
Q

Stages of Cognitive Information processing pyramid

A

knowledge domain, decision making skills domain, executive processing domain

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22
Q

2 parts of knowledge domain

A

knowledge of self and knowledge of occupations

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23
Q

stages of CASVE

A

communication, analysis, synthesis, valuing, execution

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24
Q

metacognition

A

thinking about how you think

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25
Q

CASVE stage: communication definition

A

identifying a gap (what exists versus what you want), external and internal conditions

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26
Q

CASVE stage: analysis definition

A

thinking about your alternatives, understanding how you make decisions, self-awareness

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27
Q

CASVE stage: synthesis definition

A

identify course of action to remove gap creating likely alternatives, elaboration: brainstorm all possible outcomes, crystallization: narrow down 3-5 options

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28
Q

CASVE stage: valuing definition

A

prioritizing alternatives, judge the costs and benefits

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29
Q

CASVE stage: execution definition

A

taking action to narrow the gap, turn thoughts into actions

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30
Q

knowledge of self pyramid stages

A

knowing about myself, knowing about my options, knowing how i make decisions, thinking about my decision making

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31
Q

2 aspects of self knowledge

A

values, interests, skills

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32
Q

values definition

A

things that are desirable, important, or necessary to you. your compass and guideposts

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33
Q

Big 6 variables to assessing a job

A

how much will you make, where will you live, what are your responsibilities day 1, what are the growth opportunities, is it stable, do you like it

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34
Q

Super and Katz 1950s

A

analyze how work values are involved in career choice, self esteem and well being are better when working in an organization that matches one’s values

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35
Q

work salience

A

how much work matters to the individual

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36
Q

SIGI values (8)

A

high income, prestige, independence, helping others, security, variety, leadership, leisure

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37
Q

7 step value clarification process

A

choosing a value 1. freely and without pressure 2. from among alternatives 3. after thinking about the results then 4. being pleased with your choices 5. being willing to state publicly 6. doing something behavioral 7. acting consistently and repetitively

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38
Q

Rokeach’s values

A

terminal and instrumental values

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39
Q

terminal values

A

properous life, “end states’ of existence” worth personally or socially striving for

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40
Q

instrumental values

A

hard working, ways of acting and behaving

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41
Q

Rokeach’s terminal values

A

comfortable life, exciting life, world at peace, world of beauty, equality, family security, freedom, happiness, inner harmony, mature love, national security, pleasure, salvation, self-respect social recognition, true friendship, wisdom

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42
Q

Rokeach’s instrumental values

A

ambitious, imaginative, broadminded, independent, capable, intellectual, cheerful logical, clean, loving, courageous, obedient, forgiving, polite, helpful, responsible, honest, self-controlled

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43
Q

interests definition

A

those things a person does for fun or enjoys

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44
Q

John Holland

A

interest are another way of describing personality characteristics, the broader concept of personality is most important in occupational choice

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45
Q

expressed interests

A

the things you describe as what you like or enjoy

46
Q

assessed interests

A

inferences from data you submit, MBTI and strong interest

47
Q

4 components of John Holland’s theory

A

most people can be categorized as preferring one of six RIASEC types, six primary work environments, people search for environments where they can express their skills, abilities, values, attitudes etc, bahvor is determined by interactions between personality and characteristics of the environment

48
Q

Holland Types

A

Realistic, investigative, artistic, social, enterprising, conventional

49
Q

12 GOE clusters

A

artistic, scientific, plants and animals, protective, mechanical, industrial, business detail, selling, accommodating, humanitarian, leading-influencing, physical performing

50
Q

World of Work Map

A

working with ideas, people, things, data. 26 career areas spread across 12 sections

51
Q

skills definition

A

things we do well

52
Q

ten transferrable skills

A

budget management, speaking to groups, supervising others, writing articles, public relations, organizing, meet deadlines, managing, negotiating, interviewing others, coordinating, teaching

53
Q

state of occupational world

A

fairly stable, few macros disruptions

54
Q

leisure definition

A

relatively self determined activities that are avaliable due to discretionary income and time

55
Q

Lou Holz

A

100 thing you want to do before passing away

56
Q

Complimentary leisure

A

extends and magnifies job activities

57
Q

supplementary leisure

A

enriches beyond job satisfaction

58
Q

compensatory leisure

A

makes up for deficits and dissatisfactions

59
Q

Overs, Taylor, and Adkins

A

725 different leisure activities

60
Q

3 types of decision makers

A

decided, undecided, indecisive

61
Q

decided individual

A

mind is made up, but it was likely an uneducated decision “falsely decided” to appear decided

62
Q

undecided individual

A

has multiple options but isnt sure which is best

63
Q

indecisive individual

A

frozen in place, decision paralysis

64
Q

Executive processing domain

A

emphasizes the importance of metacognitive skills of self awareness, monitoring and self talk. identify, challenge, reframe, act

65
Q

metacognition skills

A
  1. self talk
  2. self awareness
  3. control and monitoring
66
Q

the changed social contract

A

there used to be a social contract between individuals and organizations that loyalty would be rewarded with economic security. now, workers are seen as an asset. job security has change to employability security. employees must remain valuable and relevant through developing skillsets

67
Q

Drucker

A

organizations are special purpose institutions that are effective because they concentrate on one task. must have clear understanding of the mission of the organization

68
Q

example of effective organization

A

symphony orchestra with specialists playing concurrently to form a team, the managers are the orchestra conductors

69
Q

Schein’s definition of organizational culture

A
  1. culture 2. common experiences 3. shared views 4. group experience
70
Q

culture definition

A

characteristic of a social group

71
Q

shared view definition

A

has been in place and successful long enough to be taken for granted by the group and is no longer a part of their awareness

72
Q

6 ways organizational culture is observable

A
  1. regular behaviors 2. norms 3. dominant values 4. philosophy 5. rules 6. feeling or climate
73
Q

regular behaviors

A

common greetings and courtesies, how people dress, where people sit

74
Q

norms

A

willingness to work varies hours, how hard people work, working more than 40 hrs as a standard

75
Q

dominant values definition

A

those values that are pervasive within an organization

76
Q

past organizational structure

A

triangle - executives top 15% and workers in other 85%

77
Q

new organizational structure

A

diamond - top 5-10%; middle core workers 50-80%; contract and temp - bottom 15-40%

78
Q

Mohrman and Cohen

A

hierarchal structures will be phased out, organizations will be high involvement; every worker affects the organization

79
Q

Ashkenas et al

A

four boundaries that adversely affect organizational effectiveness: vertical, horizontal, external, and geographical

80
Q

vertical boundaries

A

new ideas move slowly upward to decision makers and info flows from the top down

81
Q

horizontal boundaries

A

ideas do not move across functional areas of an organization

82
Q

external boundaries

A

ideas do not flow easily among customers, suppliers, and planners. little information comes into the organization from the outside

83
Q

geographic boundaries

A

ideas do not flow easily across nations and cultures

84
Q

when are organizations created

A

when a founder recognizes that a group working together can accomplish more than individuals working alone

85
Q

male holland codes

A

75% of men are realistic or enterprising

86
Q

Hage

A

more complex ways of thinking about life are required in the modern world

87
Q

vision

A

dream of what we want

88
Q

success

A

personal satisfaction

89
Q

career

A

journey, process, path

90
Q

strategic thinking definition

A

the process of developing a vision of where the institution wants to go, then developing and managing strategies of how to get there

91
Q

4 factors of strategic career thinking

A

global economy, changing work organizations, new ways of working, changing career and family roles

92
Q

peter drucker

A

post capitalist society. the world is in a period of transformation as it was following the reformation, renaissance, and american revolution. no longer a western civilization but a world civilization. “educated person” at the core of society. educated person must live and work in two cultures simultaneously: intellectual (work and ideas) and managerial (people and work)

93
Q

Reich

A

global enterprise webs. the “american economy” is meaningless as money, technology, factories and equipment move across borders. american people are the constant of the economy. the global enterprise webs will replace the pyramid of hierarchy in organizations with small group working horizontally with each other

94
Q

common Global enterprise web shapes

A

independent profit centers, spin off partnerships, spin in partnerships, licensing, pure brokering

95
Q

independent profit centers

A

small subdivisions of a larger parent company are responsible for finding and producing goods. product development moves away from middle management

96
Q

spin off partnerships

A

strategic brokers seek out new ideas that evolve into small and often temporary businesses to meet specific needs

97
Q

spin in partnerships

A

good ideas are found at small businesses and these organizations are brought into the larger organization to be mutually beneficial to both

98
Q

licensing

A

strategic brokers contract with independent businesses to sell brand name merchandise

99
Q

pure brokering

A

most decentralized of the web. brokers partner with contractors to develop and produce products

100
Q

Rifkin’s end of work

A

third industrial revolution- people are being replaced by machines which leads to downsizing and organizational restructuring and increased unemployment . felt most acutely in agriculture and manufacturing. suggests we move to 30 hr work week to increase available jobs. suggests development of third volunteer sector to balance with government and business

101
Q

Friedman’s flat world

A

3 periods of globalization: 1492-1800; 1800-2000; 2000-present. offshoring and outsourcing, there are a variety of reasons the US is at a disadvantage

102
Q

changing american labor forces

A

service industry growing, good shrinking. increased minorities and women.

103
Q

Habit 1

A

be proactive. every other habit builds on this, it provides a foundation and begins the mindset that you are responsible for yourself. “principle centered living” means life is carefully designed by you. focus energy on what you can control or influence

104
Q

habit 2

A

begin with an end in mind. this requires a vision and mission statement. makes you the leader of your life. ideas are created twice: once in your mind and once in real life. envision your own funeral: what are people thinking about you.

105
Q

habit 3

A

put first things first. dont do everything that comes along, live a balanced life. it is necessary to say no sometimes. manifests in real life through time management and prioritization.

106
Q

habit 4

A

think win win. a character based code for human interaction and collaboration. mutual benefit for both parties. life is collaborative not competitive. highlights integrity, maturity and the abundance mentality. there is enough for everyone to go around.

107
Q

emotional bank account

A

every small positive interaction is a small deposit. when you violate trust, you withdrawal.

108
Q

habit 5

A

seek first to understand, then be understood. empathetic listening is an investment with significant long term gain

109
Q

4 stages of listening

A

ignoring, pretending, selectively listening, attentively listening

110
Q

habit 6

A

synergize. two heads are better than one. creative cooperation, teamwork. the adventure of finding new solutions to old problems. we are greater than the sum of our parts. value psychological differences among people

111
Q

habit 7

A

sharpen the saw. preserve the greatest asset you have, which is you. self care; prioritize yourself and do things that energize and renew you .

112
Q

4 dimensions of renewal

A

physical, social/emotional, spiritual, mental

Effective Career Management (1 decks)

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