Career Counseling Final

Parson's Career Development Model

-people most satisfied in career in which work environment matches personality, needs, and values.

- Involves assessing client: goal is to learn about oneself (abilities, interests, values, resources, limitations, etc)

- knowledge of occupations and work environment (understand world of work)

- based on true logic, find good fit between self and occupation. (there's type, often have similar personality). find match

Human capital theory

Individuals invest resources in educational and training programs to boost their knowledge and competencies, and subsequently, improve their career prospects.

Signaling Theory

Individuals invest resources in educational and training programs, not necessarily to improve their skill sets, but to attain credentials (i.e., signal) to others that they possess certain attributes, such as intelligence or a strong work ethic

John Holland's Typology Method

-personality critical in job matching. should be predominant factor in career choice.

- Get code and match to job

- people aim for congruence b/ween basic personality and personalities of other workers

- more likely to be satisfied if they have consistent personality profile, indicated by adjacent codes on hexagon, easier choices

John Holland's Realistic Type

- hate theories, basic knowledge, abstract

- prefer to work with hands, manipulating mechanical objects

- prefer things to people

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John Holland's Investigative

-math and scientific interests

- like theories, value complex and abstract activities

- prefer independent work, design and solve problems with their minds

- answer questions

John Holland's Artistic

-Values creativity and personal expression

- Don't like schedule, when feeling moved

- values autonomy

- enjoys unconventional work places

John Holland's Social

- prefer teamwork and cooperation over competition

- values harmonious relationships

- desire to provide service to others

- want to be part of organization like a family, a good mission

- want to be in a workplace emphasizing religious and political values

John Holland's Enterprising

- want to be part of a team but want to be in charge

- values power, status, and opportunities for promotion

- tends to be assertive and self confident

John Holland's Conventional

- value organization, planning, and standard operations procedures

- tend to be obedient and complacent to others in position of authority

- prefer office environments and equipment

Gottfredson's Theory of circumscription and compromises

- not just matter of picking what you want, limitations, social factors

- career aspirations represent attempts to implement self concept

- occupational satisfaction = congruence

- career decision making guided by occupational stereotypes

- ppl select careers based on (1) gender conformity, (2) prestige, and (3) last actual interests.

Circumscription

rather than selecting ideal occupation, career choice is basically process of elimination and compromise (ie, we eventually settle on career perceived to be good enough)

Super's Lifespan Theory

- Career development not one time as a young adult, but rather a lifelong process including career re decisions, work adjustment, management of multiple life roles

- career development = process of developing and implementing of occupational self concept. Fulfill identity, who you're meant to be, making the kind of life that you want

- career satisfaction: extent to which individual has successfully implemented self concept in occupation

Super's Major Life Roles

son/daughter, student, leisurite, citizen, worker, spouse/partner/lover, homemaker, parent, retiree

Theory of Work Adjustment

- reinforces as individual, you have certain needs in work environment. ex: money, consistent pay check, autonomy, job security, and social status.

- how well are person and environment needs are met

- employee satisfaction and organizational performance optimized when employees in work roles consistent with personal values/ needs

Correspondence

extent to which needs and reinforcement of both workers and organizations are met

Work adjustment

process of attaining and maintaining correspondence

Satisfaction

work adjustment attained by employee

satisfactoriness

work adjustment attained by organization

Certification

right to use certain title which acknowledges that an individual has met certain minimal qualifications (education and experience) credential may be issued by voluntary organization or government agency

Licensure

right to use a certain title and practice the profession. The credential is issued by a duly authorized governmental agency

Client and counselor Relationship

- all same responsibility even tho they may not feel like it. When start to bring up more personal info, have to get new informed consent. every time agenda changes, has to renegotiate relationship.

- competence specific to career counseling

- online assessment and use of interpretative report: have to know what they are doing.

Collectivism

framework in which needs of group more important than individual interests

Individualism

framework when autonomy and self interests of individual takes precedence over what may be best for the family.

Gender stereotypes

in career decisions as well as career development are important to consider and bring to attention when you are working with client

Pregnancy, childcare, and eldercare

sometimes person's (especially women) careers are restricted. Often women who have to take this into consideration when deciding career paths and how they are treated in the workplace

Pay differentials and Gender stereoyptes

women tend to occupy occupations of lower status and pay and this is often due to the very stereotype of women being the prominent occupiers of these roles.

Dual Career Options

depending on occupations, can create strain on relationships and managing kids. Couples are a dual career pairing when they are both a equally very demanding jobs

Sexism

prejudice or discrimination based on person's sex or gender

Sexual Harassment

unable or difficult to do jobs because of sexual demands/pressures or sexually charged environments

quid pro quo sexual harassment

sexual harassment occurs when supervisor or one in authority requests sex, or sexual relationship, in exchange for not firing or otherwise punishing employee, or in exchange for favors, such as promotions or raises

Hostile Work Environment Harassment

sexual harassment occurs through presence of demeaning or sexual photos, jokes, or threats. Inappropriate behavior must be so prevasive as to create intimidating or offensive environment

Americans with Disabilities Act of 1990

everyone capable of working should be able to do so. As long as individual's disability doesn't interfere, job can't discriminate. Employers must make reasonable accommodations/modifications. Be sure people aren't arbitrarily denied being in the workplace

Individuals w/ Disability Education Act

All students with disability will be provided with Free Appropriate Public Education (FAPE) tailored to individual needs in least restrictive environment. Often have to fight about what's considered reasonable accommodation. Both state everyone with disabilities has a fair shot.

Changing Nature of Federal Disability Cases

- concerned many low income people putting kids on disability

- Reasoning for disability becoming more subjective

- Maybe less motivated to get better because struggling and needs the help

Social Security Disability Insurance (SSDI)

- history of paying social security payroll taxes (after a decade of full time work)

- unable to earn more than $1,180/month

- unable to work for at least 12 months, Average= $1,751

Supplemental Security Income (SSI)

- need based program, no job history

- needed permanent disability, medicaid funding

- payment =$967/month, $1,450/month for couples

Questions to ask related to personality disorder

To what extent are a client's work related difficulties the result of longstanding personality patterns? These patterns become rigid and stuck

Nature of Personality Disorders

- enduring pattern of inner experience and behavior. chronic, across all situations and with everyone. Deviates markedly from expectations of culture. Onset in teens or young adulthood, leads to distress or impairment in at least 2 of the 4 areas: cognition (thoughts), affectivity (emotions), Interpersonal functioning, impulse control

Personality characteristics of personality disorders

inflexible, maladaptive, pervasive across situations. develop in teens or early adulthood (when personality stabalizes) and stable across time

Paranoid Personality Disorder

- mistrustful, suspicious, and consumed with doubt about coworkers and associate loyalty.

- guarded and unwilling to get close to others out of fear

- feels easily insulted: perceives threatening messages into harmless remarks that others wouldn't

- unforgiving and vindictive (get even or seek justice)

- controlling excessively jealous in relationship

Paranoid Personality Disorder Associative Features

argumentative, passive aggressive, stubborn, excessive need for independence, inability to work with others, litigiious. At work, will be like 'I knew they were out to get me all along'.

Antisocial personality disorder

-fail to conform to social norms/laws

- deceitful and manipulative

- impulsive, irritable, and aggressive

- place selves and others in dangerous situations

- overrepresented in criminal justice system, often comorbidity by substance abuse

- irresponsible in multiple domains

- lack of empathy or remorse

- egocentricism/narcissism, substance abuse, parasitic relationship with other people

Narcissistic Personality Disorder

superiority complex, grandiose sense of self importance, preoccupied with fantasies of achievement and success, prefers to only associate with special people, believe people are only there to serve them

obsessive compulsive personality disorder

- obsessed with details, order, and standard

- perfectionistic (but very inefficient)

- so preoccupied with work that they are incapable of relaxing

- dogmatic about ethical and moral values

- expect everyone to be the same way

- unable to delegate to others because can't do anything right

- miserable because nothing is ever good enough

- extremely self disciplined

- rules should never ever be broken

Beginning Phase of Career Development Assessment

- build rapport: relationship better predictor of outcome than technique or theory

- structure career counseling relationship: educate client, what do we want to accomplish

-Expectations: what's client looking for and can we provide it?

- collaborative goal setting: game plan. how will we know when done

Informal Assessment Data: Educational Assessment

- highest level of education, why did you stop?

- Fav/least fav courses

- disciplinary problems

- special education services

- what is the family's view/reaction to education

- Aspirations: what would you like to achieve

Informal Assessment Data: Work History

-first job and what age

- for each job:

. search strategies and experiences

. nature and responsibilities, performance evaluation

. difficulties with supervisors or co workers, length of job

. under what circumstances did you leave

Assessment of psychosocial functioning

Development stage and life tasks: how have they met milestones, current living situations, fam relationships, intimate relationships, employment and finances, social functioning

Aptitude Assessment

Measures examinee's capacity for learning and/or predict whether they would benefit from education or training program. Application: career decisions, school/higher education fit

General Aptitude

- identify specific strengths and weaknesses

- match to specific jobs/training

- focus more on realistic, real world abilities rather than scholastic

- assessed on more specific abilities, like mechanical reasoning, rather than global attributes

Armed Services Vocational Aptitude Battery

- general science, arithmatic reasoning, word knowledge

- paragraph comprehension, numerical opetations, coding speed, auto and shop info, math knowledge, mechanical comprehension, electronics info

Reliability

Can I trust the numbers? Extent to which scores are accurate, consistent, reproducible, free from errors of measurement

Validity

extent it measures what it's designed to.

- the extent to which researcher makes accurate inferences about meaning of assessment results

Validity vs reliability

Reliability is a condition of validity but if something isn't reliable. it can't be valid. However, thinks can be highly reliable (consistent) but can still be invalid for certain use

FIRST Framework

F- Focus: how much have they narrowed the field/narrowed down their options?

I-Information: how much do you know about each of these options?

R-Realism: how realistic are these options? Based on your own skills, your chances of being successful in that role.

S- Scope: how aware are you of the range of career options available?

T- Tactics: how far have you worked out the practical steps needed to pursue this?

Basic Career Counseling Model

1. Knowledge of self: abilities, interests, values, and personality

2. Knowledge of world of work: career information

3. Identify a short list of acceptable occupations

4. Explore this list of acceptable occupations, and for each one, identify the minimum qualifications, the work responsibilities, potential income, and future job outlook

5. Assess how each occupation would fit with other life roles

6. Make commitment to specific occupation

7. Repeat or recycle as needed

True Logic

In theory, using the understanding of one’s self and the World of Work would lead to finding a perfect, most logical match. However, it is often more complicated than that as there are several different factors to consider, much more than a logical match up. Rather, in the totality of life, what is the most reasonable

Skill Development

decision making skills, cover letter and resume writing, search strategies, networking, interviewing skills, communication/interpersonal, cognitive restructuring (change maladaptive beliefs, such as imposter/newbie syndrome)

Specific Career Interventions

Career fantasies: what did you dream of doing as a kid?

Early Recollections: what is the earliest memory that you have in which you contemplated the concept of work as well as considered what you wanted to do in the future?

Cognitive restructuring of dysfunctional beliefs: get into the barriers and blocks that are preventing you from making a decision

Narrative Therapy Interventions

• explore one’s occupational daydreams

• writing one’s future biography on a chapter by chapter basis

• writing one’s own obituary (act as if you want it to come true. what do you want to be remembered by? reveals what is important in your life and what you value.)

Super’s Life Roles Technique

• actual division of roles vs ideal division: what is the ideal amount of time that you want to dedicate to each role in your life compared to how much time you would like to dedicate to each role in an ideal world.

• Additionally, involves contemplating where do you want to live and in order to live well there, how much money do you need to make?

Techniques from Goodman

• Identify ten role models: what are their lives like? what are they like? what role do they play?

• Brainstorm 5 occupations that you would be potentially interested in pursuing

• Identify preferred activities and how they are/can be related to potential paid jobs

• Favorite school subjects: what were your favorite classes and which ones were your strongest

• Fav tv programs, magazines, and books: how can these be related to potential paid jobs

Career Timeline

Have clients make a timeline of the different careers that they have held throughout their lives. For each of these positions, describe the job responsibilities, problems that you’ve experienced in the role, why did you leave these past jobs, and what are common themes between these occupations

Career Counseling in Elementary School

• Adoption of worker (student) role: socializing kids to be workers. as a child, being a student is your job.

• School-work connection: school is the first step to connecting the two. eventually, the skills that you learn in school will be used for work in the future.

• Initial awareness of occupations: career day, field trips, learning about different occupations in class

• Self awareness about interests and abilities

• Development of good work habits/attitudes- this includes learning to do work, turning in things on time, being on a schedule, being on time to class

Middle and High School

• students in this age group start to gain more in depth information

• explore the school to work pipeline, especially as high schoolers approach graduation.

• skill development: academic, interpersonal skills, and decision making

• Help kids link abilities, interests, etc to jobs

• Prep for post secondary education (college tours, financial aid, college admission process, and how pricing works)

Career Counseling in College

• Academic advising: need to focus more on career post graduation and not just on the courses you take during your time at school.

• Career development courses: inventories, counseling

• Field placement experiences → show multiple pathways you can take with a specific major

• Career info center: help become self aware of personal traits and jobs, help learn to make resume, search for jobs, and develop interview skills, organizes job and grad fairs, seminars

Grief Career Counseling

• psychoeducation: stages of grief: denial, anger, bargaining, depression, acceptance

• support groups

• creation of new lifestyle, identity, routine/rituals- try best to replace the one they’ve lost with something new

• make meaning of loss, redefine who you are and your life

• reminiscing interventions

• art/expression activities

• development of coping skills