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counseling psychology > Exam 3: Career counseling > Flashcards

Exam 3: Career counseling Flashcards

1
Q

central values of counseling psychology (5)

A
  • Emphasis on a person’s strengths and optimal functioning
  • Commitment to advocacy and social justice, ongoing awareness of importance of environmental context and culture
  • Brief, educational, and preventive interventions
  • Dedications to the scientist-practitioner model
  • Focus on the whole person, with emphasis on life span development and vocational growth
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2
Q

career counseling

A

focuses on issues such as career exploration, career change, career maladjustment, and other career related issues over the lifespan ⇒ job may be stressful or be separate from counseling to explore

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3
Q

what things do career counseling utilize? (5)

A
  • assessments
  • classes
  • workshops
  • other resources
  • Intake, decide if they want to continue, 4-5 more sessions ⇒ assessments get sent, termination and next steps
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4
Q

common questions for career counseling? (6)

A
  • How do I get a job?
  • What shall I choose?
  • Who am I? ⇒ self concepts
  • How do I shape my career?
  • How can work help me grow as a person? ⇒ meaning
  • How can I do better?
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5
Q

what is the most common client concern in career counseling?

A

Career dissatisfaction

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6
Q

what are other client concerns of career counseling? (13)

A
  • Career dissatisfaction
  • Interviewing concerns
  • Networking concerns
  • Confusion regarding career goals
  • Job search concerns
  • Career transitions
  • work/life balance
  • Lack of knowledge about the world of work
  • resume/cover letter help
  • Feeling unsure about what to pursue
  • Negotiation concerns
  • Discrimination
  • Managing emotions
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7
Q

key theories of career counseling (2)

A
  1. Person-environment fit (PE fit)
  2. Developmental perspectives
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8
Q

what are sub-parts of Person-environment fit (PE fit) (2)

A
  1. theory of work adjustment (TWA)
  2. Holland’s theory of vocational personalities in work environments
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9
Q

what are sub-parts of developmental perspectives?

A
  1. Self concept theory: super’s life span, life space perspective
  2. Social cognitive career theory (SCCT)
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10
Q

Person-environment fit (PE fit)

A

theories emphasize that career satisfaction and success occurs when there is fit between individual and characteristics and recruitments of the job

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11
Q

Developmental perspectives (def with 3 components)

A

theories describe career development occurs over the lifespan and is influenced by one’s self concept, societal expectations, and feedback from others

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12
Q

theory of work adjustment (TWA)

A

view career choice and development as continued processes of adjustment and accommodation ⇒ environments meet their needs and workers have proper skills

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13
Q

what are the TWA predictive model components?

A
  • tenure can be regarded as the goal ⇒ stability and promotions
  • To reach the goal you want to remain in the organization or you quit/get fired when unsatisfied
  • If you remain you are satisfied and they are satisfied with you
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14
Q

values

A

things that you want to get, things that are important

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15
Q

values card

A

assessment in career counseling done in session where they are provided work values

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16
Q

components of the value card

A
  • Client’s sort values into categories for what they need vs want vs don’t need
  • Can help people concretely decide what is important to them as well as empowers the client
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17
Q

what are the 4 adjustment styles?

A
  1. flexibility
  2. activeness
  3. reactiveness
  4. perseverance
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18
Q

flexibility

A

the person’s level of tolerance for personal and environmental satisfaction ⇒ how flexible you are

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19
Q

activeness

A

if the person has a tendency to work on the environment to change correspondence ⇒ change the environment

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20
Q

reactiveness

A

tendency to address the self to deal with correspondence without acting on the environment ⇒ change the self

21
Q

perseverance

A

degree of persistence for a person to adjust to an environment before choosing to leave

22
Q

hollands theory

A

use strong interest inventory (SII) to generate a code to denote and summarize one’s career interest, usually the top 3
- uses RAISEC => Those that are more similar are closer together have more in common and those further apart are more different

23
Q

types in RAISEC

A
  • realistic
  • investigative
  • artistic
  • social
  • enterprising
  • conventional
    → top 3 can summarize career interest
24
Q

realistic

A

technical and ethnic inclinations and people with high scores prefer to work on their own using their hands and tools to make and repair things (often outdoors)

25
investigative
thinkers who focus on abstract problem solving and prefer to work on their own to use the mind to research, solve problems, investigate, etc. (often science)
26
artistic
idea creators who enjoy working with little structure and problem solving to imagine ⇒ also artistic expression and creating through performing and literary arts
27
social
like to help and work with people to inform, enlighten, develop, cure, etc. ⇒ such as social jobs
28
enterprising
persuaders who like to influence others and work with others to meet, manage, and organize others ⇒ business
29
conventional
organizers who are detail oriented and attuned to data ⇒ prefer to work with data, words, numbers, instructions, etc.
30
strong interest inventory (SII); comparisons?
Level of interest is determined by comparing your scores against the average scores for your gender for career assessment - Only focuses on cisgendered people and doesn’t include others
31
components of strong interest inventory (4)
1. General occupational themes 2. Basic interest scales 3. Occupational scales 4. Personal style scales
32
General occupational themes
measure 6 broad interest patterns that can be used to describe your work personality (RIASEC) - Uses the RIASEC
33
Basic interest scales
represent specific interest areas that often point to work activities, projects, course work, and leisure activities that are personally motivating and rewarding
34
Occupational scales
w the 10 occupations most closely aligned with your interest ⇒ can also find your scores for 130 occupations - Limitation is that there are many more jobs than presented here ⇒ not comprehensive list of occupations - Doesn’t include newer jobs with developed technologies
35
Personal style scales
describe different ways of approaching people, learning, and leading as well as your interest in taking risks and participating in teams - Working alone vs working with others - Practicing learning or academic environments
36
self concept theory
views career choice and development as a process of developing and implementing a person's self concept in a vocational setting
37
5 stages of self concept theory (occupation)
1. growth 2. exploration 3. establishment 4. maintenance 5. disengagement
38
growth stage
birth to age 14 focusing on self concept, attitude, and general knowledge
39
exploration stage
15-24 where people train classes, hobbies, and begin skill development
40
establishment stage
25-44 enter career class and build entry skills and experience
41
maintenance stage (career)
45-64 continued adjustment to approve position
42
disengagement stage
65+ focusing on getting ready for retirement
43
social cognitive carer theory (SCCT) components (2)
1. Self efficacy expectations 2. Outcome expectations
44
self efficacy expectations
beliefs people have about their ability to successfully complete a task - Individuals develop their sense of self efficacy from personal performance, social interactions, and how they feel in a situation
45
Outcome expectations
beliefs related to the consequence of performing a specific behavior - Individuals develop outcomes expectations from past experiences either direct or vicarious, and the perceived results of those experiences
46
critiques of SCCT (3)
- Major theories vocational psychology were all developed in the US - Mixed support in international studied - Vocational psychology has largely been based on work with middle and upper class white men
47
underlying assumptions of SCCT (2)
1. people’s career choices are driven by intrinsic interest in particular work activities and seeking personal fulfillment 2. people have individual control over their career path and are free to choose their careers - Many people face external, systemic barriers to finding employment, or make vocational choices out of necessity
48
how does SES affect peoples career choices?
- High SES: work for personal interest and fulfillment - Low SES: work for economic survival, emphasize importance of money

counseling psychology (10 decks)

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