Teori Pembelajaran Sosial Krumboltz (Krumboltz's Social Learning Theory)

Flashcards covering the biography of John D. Krumboltz, the foundations of his Social Learning Theory for career decision making, the four influencing factors, and the seven-step decision-making process.

John D. Krumboltz

Born 21/10/1928 and died 4/5/2019; he was a Prof. Emeritus and Co-Director of The Stanford Graduate School of Education’s program in Counseling Psychology for 6 decades.

Career Belief Inventory

An instrument developed by Krumboltz in 1994.

Luck is No Accident: Making the Most of Happenstance in Your Life and Career

A work published by Krumboltz in 2014 focusing on life and career happenstance.

Fail Fast, Fail Often: How Losing Can Help You Win

A book published by Krumboltz in 2014 regarding how failure can lead to success.

Albert Bandura (1977)

The individual who introduced the original Social Learning Theory, which was later modified and expanded by Krumboltz for career selection.

Krumboltz's Social Learning Theory Assumption

The assumption that personality and behavior are primarily results of unique learning experiences rather than innate or psychic processes.

Instrumental learning

Also known as "Pembelajaran pengukuhan," it is a type of learning discussed in the theory involving reinforcement of behavior.

Associational learning

Also known as "Pembelajaran perkaitan," it is a type of learning involving the connection between different stimuli and responses.

Genetic endowment and special abilities

A factor influencing career decisions including race, gender, appearance, permanent disabilities, and special abilities like music or intelligence.

Environmental conditions and events

External factors such as social, educational, cultural, political, and economic forces, as well as technology developments and natural disasters, that influence career choice.

Learning experiences

Historical experiences that influence an individual's career tendencies, skills, and specific interests.

Task approach skills

The interaction between learning experiences, genetics, abilities, and environment, involving problem-solving, communication skills, work habits, and cognitive processes.

Identify the Problem

The first step in the decision-making process where the counselor and client clarify career goals and timeframes.

Create an Action Plan

The second step involving all decision-making stages, where reinforcement is used to overcome issues with acting according to the timeline.

Identify Values

The third step where interests and abilities are assessed using counseling sessions or occupational value tests.

Identify Options

The fourth step using career classification dictionaries, brochures, websites, or site visits to explore interest-based choices.

Evaluate Likely Outcomes

The fifth step involving tasks like interviewing workers, site visits, and cost-benefit analysis of specific jobs.

Systematic Elimination

The sixth step where the client lists career options and compares them against interests, values, and abilities, removing unsuitable choices.

Initiate Action

The seventh and final step where the client takes active steps toward the goal, such as creating a resume and applying for jobs.