career development Flashcards

1
Q

Trait and Factor Matching theory

A

E.G. Williamson - tests and assessments to match traits, aptitude and interests with given occupation. E.G. expanded Parsons’ model and created theory which transcended vocational issues. Grounded in differential psych. The choice of career choice is a one-time process according to this theory.

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2
Q

Parsons suggested 3 steps:

A

Knowledge of self and interests

Knowledge of jobs

Matching the individual with the work

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3
Q

C.F. Patterson

A

another proponent of the trait and factor matching approach

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4
Q

John Holland’s personality approach to career counseling

A

6 personality and 6 work environments career typology, which are measured by the SDS. Holland did NOT believe that people are just purely one personality type, instead a combination of a few of the 6 personality categories.

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5
Q

6 sides of Holland’s hexagon & personalities

A

1) realistic 2) investigative 3) artistic 4) social 5) enterprising 6) conventional RIASEC.

Enterprising person values power

Social person prefers to solve problems using interpersonal skills and feelings

Realistic person likes machines i.e. automechanic

Investigative person likes to think their way through a problem

Artistic person shuns conformity and structure, emphasis on self-expression

Conventional person values conformity, structure, rules, and feels comfortable in a subordinate role

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6
Q

Four assumptions of Holland’s personality approach

A

1) there are 6 personality types, 2) most work environments correspond to the personality type, 3) people search out agreeable environment in work, 4) individual’s behavior is determined by interaction of personality and environment

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7
Q

Super’s self-concept and developmental stage theory

A

referred to as life span, life space model. Self concept and career maturity influences one’s career throughout lifespan. Five stage lifespan theory.

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8
Q

Anne Roe’s early childhood needs theory or “person-environment theory”

A

vocational choice is related to personality development at young age. Career choice is influenced by genetics, parent-child interaction, unconscious motivators, current needs, interests, education, and intelligence. Relies on hierarchy of needs. Lower order needs take precedence over higher order needs. Jobs satisfy unconscious need and these unconscious needs motivators. Based heavily on personality theory. Primarily psychoanalytic. Support comes from Rorschach and TAT (thematic apperception test). VII (vocational interest inventory) and Career Occupational Preference System use Roe’s fields and levels.

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9
Q

Anne Roe’s 8 occupational fields

A

1) service 2) business contact 3) organizations 4) technology 5) outdoor 6) science 7) general culture 8) arts

Toward people = fields of service, business

Away from people: outdoor, technology

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10
Q

Anne Roe’s 6 levels of occupational skill

A

Professional & Managerial 1, Professional and Managerial 2, Semiprofessional, Skilled, Semi-Skilled, Unskilled

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11
Q

Anne Roe’s Basic parenting styles

A

overprotective, avoidance, or acceptant. Child will develop a personality which gravitates towards or away from people. Avoidant is cold, acceptant is democratic.

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12
Q

John Krumboltz’s learning theory of career counseling: LTCC

A

Considered a cognitive approach. Four factors to simplify development process 1) genetic endowment 2) environmental conditions 3) learning experiences 4) task-approach skills; postulated social learning model. Also referred to as cognitive theory.

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13
Q

Ginsberg group

A

First developmental approach to occupational choice. Stages are up to 11: fantasy, 11-17: tentative, 17-early adulthood: realistic.

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14
Q

Mark Savickas’ career construction post-modern theory

A

rooted in narrative therapy. Life is viewed as story.

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15
Q

Social cognitive counseling theory (SCCT)

A

Focusing on how belief system impacts career choice

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16
Q

Linda Gottfredson theory of cicumscription and compromise

A

Phase 1) Rule out unacceptable jobs, Phase 2) change mind if path isn’t realistic

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17
Q

Edgar Schein

A

Eight career anchors theory - career anchors are based on self-concept, abilities, and what person is good at. 8 anchors 1) autonomy 2) security 3) technical 4) general managerial competence 5) entrepreneurial creativity 6) service 7) pure challenge 8) lifestyle

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18
Q

Research shows that K-12 students would like…

A

more support in the area of career planning and that career interests are more stable after college

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19
Q

Pervasive indecisiveness

A

label describing a person who has a lifelong pattern of severe anxiety related to decision making.

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20
Q

Victor Vroom

A

suggests an employees performance is influenced by valence.

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21
Q

Dual career family characteristics

A

have higher outcomes than single career families (aka traditional families). Today over 54% of marriages are dual earner. The woman typically secure in her career before she has children. Couples have less leisure time.

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22
Q

Bachelor’s degree on average leads to ____ more earned per year

A

$10000+

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23
Q

Avocation

A

leisure activity engaged in for pleasure v. money

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24
Q

Career

A

defined sometimes as the total work one does in a lifetime plus leisure

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25
Q

Title VII

A

Women have equal work opportunities and equal job pay

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26
Q

EEOC

A

Equal Employment Opportunity Commission is the watchdog for Title VII guidelines. Enforce Uniform Guidelines on Employee Selection Procedures.

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27
Q

Adverse Impact

A

a test or selection process that doesn’t meet 80% or four fifths rule.

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28
Q

Differential validity

A

when a test or selection process is valid for one group but invalid for another.

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29
Q

trait factor approach/actuarial/matching approach

A

attempts to match the worker and the work environment (job factors) the approach thus makes the assumption that there is one best or single career for the person.

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30
Q

roe and brill

A

espoused personality theories

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31
Q

holland and super

A

emphasized career development over choice

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32
Q

tiedeman and ohara

A

support decision-making theory. Explained in 2 parts (1-anticipation, 2-implementation aka accommodation/induction)

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33
Q

developmental career counseling

A

emphasizes stages and process which can change throughout the lifespan. I.e. Ginzberg Group, Super, Titeman & O’Hara

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34
Q

job

A

a given position in an organization

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35
Q

occupation

A

refers to similar jobs occupied via diff people in diff settings

36
Q

bordin

A

career choices can be used to solve unconscious conflicts

37
Q

todays most popular approach to career counseling

A

hollands

38
Q

structural theory

A

personality theory

39
Q

robert hoppock

A

another personality approach based n the work of Henry Murray. Created the “needs-press” theory and TAT projective test. In order to make career decision, one needs to know person needs and should find occupation that meets high percentage of those needs

40
Q

ginzberg group

A

Ginzberg, Ginzburg, Axelrad, and Herma. Pioneers of developmental career theory. At first, they said exploration would lead to crystallization and original stages were fantasy, tentative and realistic. 1972: the process of choice is open-ended and lifelong. Career choice is reversible.

41
Q

super’s lifestages

A

Growth (0-14)
Exploration (15-24)
Establishment (24-44)
Maintenance (44-64)
Decline (65+)

42
Q

career rainbow

A

Super’s graphical display of career unfolding over lifespan. Helps ct. answer “where have you been in life and where are you going”. Opens door to discuss career crisis (i.e. layoffs). Donald Super’s.

43
Q

super’s def of career

A

student, employee, pensioner, retirement, civic duties, avocations, and family roles.

44
Q

career maturity (vocational maturity)

A

researched by John Crites. Measures aptitudes and competences related to career process

45
Q

nancy schlossberg

A

behavior in adulthood is determined by social factors, behavior can be determined by social rather than bio factors, behavior can be function of life’s stage, sex differences are more powerful than age or stage, adults continue to experience transitions requiring adaptation and self assessment, identity intimacy and generativity are recurring themes in adulthood.

46
Q

social learning model

A

based on work by bandura. Emphasizes role of modeling in acquisition of new behaviors. Brian jones, anita mitchell involved as well. Includes behavioral techniques (RJP: realistic job preview and guided imagery)

47
Q

human capital theory

A

ind secure training and ed to get best possible income

48
Q

accident theory

A

chance factors influence ones career

49
Q

status attainment theory

A

someone will eventually secure job commensurate with family status

50
Q

job club

A

nathan azrin. Behaviorist group in which members share job leads and discuss or role play behaviors needed for job acquisition. Involved in token system as well.

51
Q

gellat model

A

harry gellatt. Predictive system; concerned with probable alternatives, actions, possibilities; value system: concerned with preferences on outcomes. Decision system: provides rules and criteria for evaluating outcome

52
Q

linda gottfredson dev theory of career

A

focus on circumscription and compromise theory (people restrict choices and so compromise in regard to picking their job)

53
Q

job netting

A

process of finding a job on the internet

54
Q

dictionary of occupational titles

A

1938 by us dept of labor. 20,000 job titles. Each job title given 9 digit code. First 3 designate categories or divisions, middle 3 describe tasks, final 3 help alphabetize.

55
Q

ONET

A

occupational network. Lists fewer occupations than dot. Used more now.

56
Q

CHOICES

A

software program for high school students to make informed decisions about career planning. Choices explorer: for middle schoolers

57
Q

SIGI 3

A

Self assessment software and web based program-helps college students and adults pick majors and careers based on values, interests and ed.

58
Q

SOC

A

standard occupational classification manual. Codes job clusters via similar worker functions.

59
Q

SIC

A

standard industrial classification manual. Not in us 1975e. Classified business in regards to the type of activity they engage in. replaced by nat. Ind. class. System

60
Q

NAICS

A

national industrial classification system: does same as SIC but in use today.

61
Q

pink collar jobs

A

om by women. Secretary, childcare, k-middle school, aesthetitians, food service workers.

62
Q

self efficacy theory

A

bandura. Belief or expectation of being successful in occupation causes them to gravitate towards that occupation

63
Q

CACG

A

computer assisted career guidance systems

64
Q

CBCIS

A

computer based career info systems

65
Q

contrast effect

A

in psych, heightened sense of awareness in regard to difference between 2 things. In career, interviewers impression is effected by previous interviewees because they are comparing them. (i.e. typical applicant will look better after bad applicants)

66
Q

compensatory effect

A

worker will make up for things that they cant do on the job (i.e. librarian will go crazy after work)

67
Q

segmentation

A

when you keep home and work life seperate

68
Q

spillover effect

A

when your work life spills over into your time off (not necessarily negative)

69
Q

work interface

A

connection between family and work

70
Q

work interface

A

connection between family and work

71
Q

recency effect

A

occurs when i.e. raters judgement of employee reflects most recent performance.

72
Q

leniency/strictness bias

A

occurs when rater gives employees very high or low ratings and avoids middle or average range

73
Q

central tendency bias

A

opp of leniency bias. Person rates everyone in average range

74
Q

APGA

A

1952 (first fusion occurs): american personnel and guidance assoc. ; AACD 1983: american assoc. For counseling and dev; ACA 1992: american coins assoc. (all same thing!)

75
Q

Strong interest inventory

A

(SCII): informed by Holland. Test assumes a person interested in given subject will experience satisfaction in given job with workers who have similar interests.

76
Q

SVIB

A

Strong vocational interest blank (for men) 1927. EK Strong Jr. indicates how examinees likes are similar to workers in various occupations. For women in 1933. Lots of research on this. Recent research focuses on eliminating sex bias. 291 items. Based on holland’s typology. Dislike -> like rating scale on items.

77
Q

hidden job market

A

76% of jobs not advertised

78
Q

KCPS

A

kuder career planning system. Kuder galaxy: elementary students; kuder navigator: secondary students; kuder journey for post secondary and adults.

79
Q

aptitude tests

A

for predicting future performance. Does not imply that you are adept at skill at present moment. They speculate if you could capture skills with proper training.

80
Q

job analysis

A

procedure where tasks skills ed of job are examined

81
Q

job evaluation

A

rates value of job to decide what it should pay.

82
Q

dislocated workers

A

person loses job because company downsizes or relocates

83
Q

reentry woman

A

woman who goes from working in home to working outside home

84
Q

in basket technique

A

job simulation in which candidate is given basket including memmos messages, erquests for presentation that a mngr would typically encounter after being out of work for a period of time. Person monitors how the candidate makes decisions in dealing with all of the items. Applicant is expected to communicate reasoning behind choices.

85
Q

selective placement philosophy

A

counselor gives job leads and may take active stance in working with client. Approach preferable with client who lack concrete skills needed to find job.