NCE Career Counseling section

Super's theory of career development

Life-span/life-space theory: Individuals develop careers in stages, Career decisions are not isolated from other aspects of their lives

Holland's Theory of Career Selection

People select occupations that afford environments consistent with their personality types; they are more likely to choose and remain in a field and be happy in it when personal characteristics & work environments mesh.

Realistic inventory scores

prefer to work with machines

Roe's career development theory

genetics, childhood experiences, and relationship with parents were contributing factors to career choice, 8 occupational fields and 6 levels of skill

developmental career theorists

Super, Ginzburg, Ginsberg, Axelrad, Herma, Gottfredson, view career choice as ongoing

Ginzberg stages

fantasy (childhood), tentative (teen years), realistic (age 17)

OOH

(Occupational Outlook Handbook) a book used for researching the most common careers in the United States

SII

Strong Interest Inventory, based on Holland, usually 16+, compares a person's interests with those of persons who have been in their occupation for at least 3 yrs and state they enjoy their work, 291 items, 35min. Should be used with counselor. Not self-administered.

Donald Super's self-concept and developmental stage theory

life span, life-space model, self-concept & career maturity, child, student, leisure, citizen, worker, spouse, homemaker, parent, pensioner

Super's Career Rainbow

Growth, Exploratory, Establishment, Maintenance, Decline

Edwin Bordin

emphasized unconscious processes in career choice and development; felt that career choices could be used to solve unconscious conflicts; felt that difficulties related to job choice are indicative of neurotic symptoms

contrast effect

evaluation of a person's characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics

central tendency bias

when a supervisor erroneously rates the majority of workers as average

Ginzberg, Ginsburg, Axelrad, and Herma's developmental approach... aka the Ginzberg Group... or Ginzberg and Associates

developmental approach, fantasy - ages 11 & under, tentative - 11-17, realistic - 17+

Gottfredson's developmental theory focuses on

circumscription (restricting choices) and compromise in picking a job

job clubs

promoted by Azrin et al., behavioristic approach, clients share job leads and work on actual skills that are necessary to secure work

Robert Hoppock

to make an accurate career decision you must know your personal needs and then find an occupation that meets a high percentage of needs (based on Charles Murray)

Frank Parsons

Father of vocational guidance, 1900s he set up centers to help individuals search for work; was the first to heavily focus on sociocultural issues

E.G. Williamson

trait-factor approach/Minnesota viewpoint, careers should match one's traits

T-group

a training group conducted to relieve tension in a work environment

Trait-and-Factor-matching Theory

E.G. Williamson based on his knowledge of Frank Parsons, the father of guidance. Relies on tests and assessments to match traits, aptitude, and interests with a given occupation

John Holland's six personality types and six work environments career typology

realistic (repetitive), investigative, artistic, social, enterprising, conventional (conformity, structure)

John Holland

1) culture creates personality types

2) work environments correspond to personality types

3) people search out environments that allow them to express personality type

4) behavior is determined by interaction of personality & environment

Holland's approach to workers

not one pure job preference but a profile over 3 areas

SDS

self-directed search (1970), 40 min test based on work of Holland and yields scores on 6 types with 3 highest scores>3 letter code>occupational finder booklet, self-administered, self-scored and self-interpreted; not recommended for those who have difficulty making decision;

lifting categories for work

sedentary - less than 10 pounds, light work - 10-20 pounds, medium work - up to 50 pounds, heavy work - up to 100 pounds, very heavy work - over 100 pounds

Super's 5 Life Stages

Growth (birth-14), exploration (15-24), Establishment (25-44), Maintenance (45-64), Decline (65+)

John Crites

Researched the phenomenon of "career maturity" or "vocational maturity"

Tiedman & O'Hara Decision-Making Theory

refers to periods of anticipation of and implementation/adjustment; Anticipation stage the individual imagines himself in a given career; Implementation phases (person engages in reality testing regarding his expectations concerning the occupation

Anne Roe's early childhood needs-theory approach

Vocational choice is related to personality development at a young age. Is the client person-oriented (teaching) or nonperson-oriented (computer programming)? Roe was influenced by Freudian psychoanalytic doctrines (the importance of the parent-child relationship) as well as Maslow.

Roe's 2 Dimensions

fields & levels

Roe's Fields

service, business contact, organizations, technology, outdoor, science, general culture, and arts/entertainment

Roe's Levels

professional and managerial 1 (autonomous) & 2 (subserviant), semiprofessional/small business, skilled, semiskilled, and unskilled

Roe's Parenting Styles

overprotective, avoidant, acceptant

AA Brill

Emphasized sublimations an ego defense mechanism in career choice

John Krumboltz's Learning Theory of Career Counseling (LTCC)

social learning theory, 4 factors: 1) genetic endowment 2) environmental conditions & life events 3) learning experiences 4) task approach skills

RJP (Realistic Job Preview)

Informs applicants about all aspects of the job, including both its desirable and undesirable facets

Human Capital Theory

the argument that individuals make investments in their own "human capital" in order to increase their productivity and earnings

Accident Theory of Career Development

Chance factors influence one's career choice

Status Attainment Theory

states that a person will achieve the same levels of emotional and financial success as parents

Gelatt Decision Model

Created by Henry Gelatt it refers to information as "the fuel of the decision" and that information can be divided into three categories 1) predicative 2) value 3) decision

OOH digits

first 3 deal with occupational type

SIGI

System of Interactive Guidance and Information (Computer career information system) gives students direction of career development

compensatory effect

Compensating outside of work for things not allowed on the job (i.e., librarian being quiet all day then getting loud/crazy at night)

segmentation

keeping work and home separate

spillover

the transfer of mood or behavior between work and home

work interface

connection between family and work

leniency / strictness bias

Giving a worker a very high or a very low rating and avoiding average ratings

Ginzberg's Approach

developmental, occupational exploration, compromises all work over a 6-10 year period to select a career, now see it as a lifelong process

Mark Savicka's career construction postmodern theory

narrative therapist, career choice is a reauthoring of their life's story

Social cognitive counseling theory (SCCT)

focuses on how one's belief system impacts career choice

Linda Gottfredson's theory of circumscription and compromise

phase one - rule out certain jobs not acceptable for gender, stereotypes, social class phase two - change mind, major, career

social space

Gottfredson, zone / territory of jobs where one fits into society

DOT

Dictionary of Occupational Titles, each job has a nine-digit code

O*NET

Occupational Information Network compiled by the United States Department of Labor

Edgar H. Schein's eight career anchors theory

Career anchors manifest approximately 5 to 10 years after a person begins work and guide future career choices. Career anchors are based on the self-concept, abilities, and what the person is good at

Eight anchors

(1) autonomy/independence; (2) security/stability; (3) technical/functional competence; (4) general managerial competence; (5) entrepreneurial creativity; (6) service/dedication to a cause; (7) pure challenge; (8) lifestyle

in-basket technique

An assessment center exercise designed to simulate the types of information that daily come across a manager's or employee's desk in order to observe the applicant's responses to such information