final Flashcards
“LEARNED BEHAVIOR THAT INFLUENCES WORLDVIEW—SUCH AS BASIC HUMAN NATURE, ROLE OF FAMILIES, RELATIONSHIPS, LOCUS OF CONTROL, TIME ORIENTATION, WORK VALUES, WORK ACTIVITIES, ETC.” IS THE DEFINITION OF?
CULTURE
WHAT IS TIME ORIENTATION IN TERMS OF MULTICULTURAL CAREER DEVELOPMENT?
THE VALUE OF TIME AND TIMELINESS TO AN INDIVIDUAL AND TO A CULTURAL.
WHAT IS PERSONAL SPACE IN THE CONTEXT OF MULTICULTURAL CAREER DEVELOPMENT?
THE VALUES OF PERSONAL BOUNDARIES IN AN INDIVIDUAL AND IN A SOCIETY, AS EXEMPLIFIED BY EYE CONTACT, CONVERSATIONAL DIFFERENCE, ETC.
THE PERCEIVED IMPORTANCE OF INDIVIDUAL PERFORMANCE, GROUP DYNAMICS, PERCEPTION OF FREEDOM, ETC. IS CONSIDERED TO BE THIS TYPE OF MULTICULTURAL CAREER COUNSELING FACTOR?
INDIVIDUALISM/COLLECTIVISM
WHAT ARE THE THREE COMPONENTS OF SUE ET AL.’S COMPETENT MULTICULTURAL COUNSELING MODEL? (HINT: ASK)
AWARENESS, SKILLS, & KNOWLEDGE
WHEN WE SAY, “WOMEN MAKE 80 CENTS FOR EVERY MAN’S DOLLAR,” WHY IS THIS STATEMENT INCORRECT?
THIS STATISTIC IS TRUE OF WHITE WOMEN ONLY; WOMEN OF COLOR MAKE LESS THAN 80 CENTS PER A MAN’S DOLLAR.
THIS TYPE OF GENDER-BASED DISCRIMINATION INVOLVES TREATING AN APPLICANT OR EMPLOYEE UNFAVORABLY BECAUSE OF PREGNANCY, CHILDBIRTH, OR A MEDICAL CONDITION RELATED TO PREGNANCY OR CHILDBIRTH.
PREGNANCY DISCRIMINATION
WHAT PHRASE DEFINES THE ISSUE THAT WOMEN MAKE UP ALMOST HALF OF THE ENTRY-LEVEL WORKFORCE BUT COMPRISE LESS THAN 20% OF CEOS?
THE PIPELINE PROBLEM
“COMING HOME TO DO HOUSEWORK AND CHILD REARING AFTER A DAY AT WORK” DEFINES?
THE SECOND SHIFT
“HIDDEN ADVANTAGES FOR MEN, PARTICULARLY IN FEMALE-DOMINATED CAREER AREAS, THAT ALLOW THEM EASIER UPWARD ADVANCEMENT IN THEIR CAREERS” DEFINES?
THE GLASS ESCALATOR
HOW DOES SUPER’S LIFE-SPAN, LIFE-SPACE THEORY INTERSECT WITH THE EXPERIENCES OF LGBT INDIVIDUALS? (WHAT CAUTION SHOULD WE USE WHEN USING THIS THEORY WITH THESE INDIVIDUALS?)
THIS THEORY ASSUMES THAT SEXUAL/GENDER MINORITY IDENTITY IS ARTICULATED EARLY IN LIFE; FOR THOSE WHO TAKE ON THAT IDENTITY LATER, THERE IS AN ADDITIONAL SET OF LIFESPAN COMPLEXITIES NOT ACCOUNTED FOR
HOW DOES THE THEORY OF WORK ADJUSTMENT INTERSECT WITH WORKING WITH INDIVIDUALS WITH AN LGBT IDENTITY? (WHAT SHOULD WE BE MINDFUL OF WHEN WE USE THIS THEORY WITH THESE INDIVIDUALS?)
COMPLEXITIES IN PERSON-ENVIRONMENT FIT (AN INDIVIDUAL MAY NOT DISCLOSE A MINORITY IDENTITY OUT OF FEAR OF REJECTION [LACK OF AUTHENTICITY], BUT “COMING OUT” MAY RESULT IN CO-WORKER REJECTION)
IDENTIFY AT LEAST ONE CAREER ISSUE RELATED TO THE EXPERIENCE OF LESBIAN INDIVIDUALS.
STEREOTYPES FOR MALE-DOMINATED CAREERS;
INTERSECTION OF TWO OPPRESSED MINORITY STATUSES;
MORE CIRCUITOUS CAREER DEVELOPMENT ROUTES;
STEERED AWAY FROM WORK WITH CHILDREN;
UNDERPAID.
IDENTIFY AT LEAST ONE CAREER DEVELOPMENT ISSUE RELATED TO GAY INDIVIDUALS.
STEREOTYPES FOR FEMALE OCCUPATIONS;
GENDER-ROLE STIGMA;
AIDS/HIV-STIGMA;
EXPERIENCES OF HARASSMENT AND PREJUDICE (PARTICULARLY IN MALE-DOMINATED FIELDS);
NEGATIVE ATTITUDES IN THE WORKPLACE/SOCIETY
IDENTIFY AT LEAST ONE CAREER DEVELOPMENT ISSUE FOR TRANSGENDER INDIVIDUALS.
EXPERIENCE WITH TRANSPHOBIA, GENDER TRANSITIONING,
LACK OF RESPECT FOR CHOSEN NAME/PERSISTENT USE OF DEADNAME