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NCE > Career Development > Flashcards

Career Development Flashcards

1
Q

Most popular career theories

A
  • Most popular career theories are based on middle-class or upper-class white, heterosexual, nondisabled males
  • most beginning counselors have a negative attitude toward career counseling
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2
Q

Job

A
  • refers to a given position or similar positions within an organization
  • requires a specific skill set
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3
Q

Occupation

A
  • refers to similar jobs occupied by different people in different settings
  • primary activity that engages one time
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4
Q

Career

A
  • depicts a person’s lifetime position
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5
Q

Work

A
  • activities that serve one’s regular sources of livelihood and commonly associated with a job position
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6
Q

Leisure

A
  • engaging in activities as a means of passing time
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7
Q

Lifestyle values

A
  • beliefs that guide individuals behavior outside of work
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8
Q

Cultural values

A
  • cultural beliefs and norms that shape an individual’s behavior
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9
Q

Work values

A
  • reflect that a work environment must reinforce to ensure an individual work value and success
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10
Q

Glass ceiling phenomenon

A
  • suggest that women are limited in terms of how far they can advance in the work world
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11
Q

Displaced homemaker

A
  • woman with children who was a homemaker but is currently in need of work to support her family
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12
Q

Pervasive indecisiveness

A
  • lifelong pattern of severe anxiety related to decision making causes the act of deciding on a career to be very difficult
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13
Q

Vroom’s motivated and management expectancy theory

A
  • suggests that an employee’s performance is influenced by valence, expectancy, and instrumentality
  • Valence: whether or not the work will provide rewards such as money, promotions, or satisfaction
  • Expectancy: what the person feel he or she is capable of doing
  • Instrumentality: whether or not the manager will actually give the employee promised rewards such as a raise
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14
Q

Dual career family

A
  • both partners have jobs to which they are committed on a somewhat continuous basis
  • typically have higher incomes than the traditional family in which only one partner is working
  • the woman is typically secure about her career before having children
  • often report a lack of leisure time, less than a household with one working parent
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15
Q

Vocation

A
  • leisure activity that one engages in for pleasure rather than money
  • don’t get paid or no money
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16
Q

Trait and Factor theory

A
  • Parson and Williamson
  • considered the first major and more durable theory of career choices
  • via psychological testing one’s personality could be matched to an occupation which stressed those particular personality traits
  • attempts to match the worker and the work environment
  • fails to individual change through the lifespan
  • 3 steps to implement the trait and factor trait:
    1. knowledge of the self, aptitudes and interests
    2. knowledge of jobs
    3. Matching the individual with the work
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17
Q

Edmun Griffith Williamson

A
  • Minnesota viewpoint
  • a trait factor approach to matching clients with careers
  • derived from Frank Parson
  • Share wisdom
  • 5 steps for counselors to follow
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18
Q

Anne Roe

A
  • suggested a personality approach to career choice based on the premise that a job satisfies as unconscious need
  • postulated that career choices are influenced by genetics, parent-child interaction, unconscious motivators, current needs, interests, education, and intelligence
  • Utilized a two-dimensional system of occupation classification utilizing fields and levels
  • Fields: service, business contact, technology, outdoor, science, general culture, arts and entertainment
  • Levels: professional and managerial 1, professional and managerial 2, semiprofessional/small business, skilled. semiskilled, and unskilled
  • Theory relies on Maslow’s hierarchy of needs in the sense that career choice lower order needs take precedence over higher order needs
  • Theory asserts that genetics help to determine intelligence and education and hence this influence over one’s career choice
  • 3 parenting styles:
    1. overprotective
    2. avoidant
    3. acceptant
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19
Q

Edwin Bordin

A
  • career choices could be used to solve unconscious conflict

- difficulties related to job choices are indicative or neurotic symptoms

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20
Q

George Merrill

A
  • pioneer in career guidance

- developed curriculum

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21
Q

The theory work adjustment (TWA)

A
  • Dawes and Lofquist

- describes the relationship between individuals and their work environment

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22
Q

Janis and Mann’s conflict model

A
  • stress contributes to defective career decision
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23
Q

A.A. Brill

A
  • emphasized sublimation as an ego defense mechanism
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24
Q

Sublimation

A
  • occurs when an individual expresses an unacceptable need in a socially acceptable manner
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25
Q

John Holland

A
  • most popular approach to career choice
  • suggested that a person’s personality needs to be congruent with the work environment
  • given occupations will tend to attract people with similar personalities
  • Self-Directed Search (SDS) designed to measure the 6 personality types, self-administered, self-scored interest inventory, not appropriate for the seriously disturbed, uneducated, or illiterate, not recommended for individuals who have a great deal of difficulty making decisions
  • 6 personality types:
    1. Realistic: physical labor/machines/tools/ truck driver/mechanic (hands on)
    2. Enterprising: sell to others or perform leadership tasks (leaders)
    3. Conventional: conformity, structure, planning, organizing (clerk)
    4. Artistic: self-expression (artistic)
    5. Social: solve problems using interpersonal skills and feelings (teaching, counseling)
    6. Investigative: think his or her way through a problem (science)
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26
Q

Career stereotypes

A
  • occurs when the person psychologically defines him or herself via a given job
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27
Q

Roe and Holland

A
  • believed that early childhood development influences adult personality characteristics
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28
Q

Axelrad,Ginsberg, Ginsburg and Herma

A
  • pioneers of the developmental theories of career
  • the process of choosing a career does not end at age 20, career decisions are made throughout the lifespan, career choices is reversible
  • developmental theorists view career choices as an ongoing or longitudinal process
  • Stages:
    1. Fantasy: until age 11, strongly on impulse, career influenced by ply and imagination
    2. Tentative: ages 11-17, examines interests and abilities, capacities, values, and transition
    3. Realist: age 17, a choice is made by weighing abilities and needs and making a compromise
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29
Q

Donal Super

A
  • Self-concept: individual chooses a career which allows the self-concept to be expressed
  • Career Rainbow: displays the roles individuals have unfolding over the lifespan as they played out in the theaters
  • Stages:
    1. Growth (birth 14)
    2. Exploration (15-24)
    3. Establishment (24-44)
    4. Maintenance (44-64)
    5. Decline (65+)
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30
Q

John Crites

A
  • career maturity
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31
Q

Decision-Making Theory

A
  • David Tiderman and Robert O’Hara
  • refers to the periods of anticipation and implementation
  • anticipation of choice 4 phases
  • decision process is best explained by breaking it down into two-part process
  • adjusting to the choice
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32
Q

Krumboltz

A
  • social learning approach/behavioristic model of a career development
  • interests are the result of “learning”
  • postulates that decision making is a skill which can be learned
    task approach skills mediated by self-observations, world view generations, task approach, and skill action
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33
Q

Human Capital Theory

A
  • purports that individuals secure trainings and education to get the best possible income, but this theory has not been found to be valid for individuals of low SES
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34
Q

Accident Theory

A
  • happenstance

- suggests that chance factors influence one’s career

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35
Q

Status Attainment Theory

A
  • posits that a child will eventually secure a job commensurate with his or her own family status, except in cases of children with exceptionally low or high career aspirations
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36
Q

Gelatt Decision Model

A
  • Information as the fuel of the decision (prescriptive, always 2 or more possible outcomes)
  • Asserts that information can be organized into 3 systems
    1. Predictive: concerned with probable alternatives, actions
    2. Value: One’s preferences
    3. Decision: rules and criteria
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37
Q

Linda Gottfredson’s developmental theory

A
  • focuses on circumscription (eliminate careers not compatible with self) and compromise theory
  • people do restrict choices (circumscription) and when people do compromise in regard to picking a job they will often sacrifice the field of work before they sacrifice sex types or prestige
  • Compromise: less compatible, more acceptable
  • Self-creation: can improve their own career choices
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38
Q

Job netting

A
  • process of finding a job on the internet
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39
Q

Self-efficacy theory (Bandura)

A
  • propose that one’s belief or expectation of being successful in an occupation causes the individual to gravitate toward that particular occupation
  • believing you are capable
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40
Q

Computer assisted career guidance system (CACG)

A
  • SIGI Plus
  • Choices
  • Discover
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41
Q

Compensatory effect

A
  • suggests that a worker compensates or makes up for things he or she can’t do on the job
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42
Q

Spillover

A
  • individuals’ work spills over into his/her time off the job
43
Q

Recency effect

A
  • occurs when a rater’s judgment of an employee reflects primarily his or her most recent performance
  • on performance
44
Q

Leniency/strictness bias

A
  • occurs when a rater tends to give employees very high/lenient or very low/strict ratings while avoid the middle or so-called average range
  • 2 extremes no middle
45
Q

Central tendency bias

A
  • raters who rate almost everybody in the average range
46
Q

APGA- 1952

A
  • The national vocational guidance association was founded in 1913. it was fused with other organizations in 1952 to become APGA (American personnel Guidance Association)
47
Q

Lifestyle

A

includes work, leisure, and style of living, sometimes referred to as vocational

48
Q

The Strong Vocational Interest Blank (SVIB)

A
  • first interest inventory, created in 1927, indicated how an examinee’s likes and dislikes were similar to those of workers in various occupations
49
Q

Hidden job market

A
  • most jobs are not advertise
50
Q

GABT (General aptitude test battery)

A
  • test utilized by state employment security offices, veterans administration hospitals, and related government agencies
51
Q

Aptitude Test

A
  • measures potential

- measure what an individual is capable of

52
Q

Dislocated worker

A
  • refers to an individual who loses his or her job because a company downsizes or relocates
53
Q

Midlife career changes

A
  • it’s not unusual, generally takes place between the ages of 35-45 and additional training is often needed
54
Q

Reentry women

A
  • women who go from working within the home to working outside the home
55
Q

Interest inventories

A
  • SII, CISS, COP, CAPS, COPES, SDS, Transition to work, KCS
56
Q

Personality inventories

A
  • VPI, Myers-Briggs, Kiersey, Tempermant sorter II, holland
57
Q

Values inventories

A
  • work values inventory, work orientation and values survey copes
58
Q

Career development inventories

A
  • MVS, CTI, CBI, career transitions inventory, career development inventory, CMI-R, career decision scale
59
Q

Frizgerald and Crites

A
  • discovered that even girls manifest higher career maturity than boys, their aspirations are lower. Research suggests that women with the same intelligence, skills, and potential as men will often have lower career aspirations than men.
60
Q

SIGI Plus

A
  • a computer career program known as the system of interactive guidance and information that allows students to conduct a self-assessment and explore career options
61
Q

Robert Hoppock

A
  • feels that to make an accurate career decision you must know your personal needs and then find an occupation that meets a high percentage of those needs
62
Q

Self-concept

A
  • when Roger’s person-center approach is used in career counseling the role of the self-concept is illuminated in terms of career choice
63
Q

Occupational Handbook

A
  • 300 broad occupations, 25 categories
64
Q

Network

A
  • Skill requirements for occupations
65
Q

Parson and Williamson

A
  • trait and factor
  • father of vocational guidance
  • wrote book: choosing a vocation
66
Q

Edmund Griffith Williamson

A
  • Minnesota Viewpoint

- Minessota Occupational Raiting Scale

67
Q

Tiedeman and O’Hara

A
  • decision making theory
68
Q

Trait and factor

A
  1. Knowledge of the self
  2. knowledge of the job
  3. matching the individual

testing is important and matching the person with the correct profession

  • does not take into consideration maturation or that an individual changes through their life span
69
Q

Anne Roe

A
  • personality approach believed that jobs satisfy an unconscious need
  • drawn from the Maslow’s hierarchy of needs
  • two-dimensional systems: fields and levels
  • Support comes from Rorschach and the TAT (projective test)
  • career influenced by genes, parents, unconscious, needs
  • psychoanalytic approach
70
Q

Anne Roe

Fields:

A
  • services, business contact, organizations, technology, outdoor, science, general culture, and arts/entertainment
71
Q

Anna Roe:

Levels:

A
  • professional and managerial 1, professional and managerial 2, semiprofessiona/small business, skilled, semiskilled, and unskilled
72
Q

Career

A
  • includes personal time plus leisure time
73
Q

JOC

A
  • job: refers to a particular tittle
  • occupation: broader refers to similar jobs
  • career: includes personal and leisure time
74
Q

Bordin

A
  • believed that career choices could be used to solve unconscious conflicts
    difficulties related to job choices = neurotic symptoms
  • Psychoanalytic approach
75
Q

Brill

A
  • emphasized on SUBLIMATION, ego defense mechanism

- unconsciously becoming something to replace an unacceptable need (eg butcher because you like to cut things)

76
Q

Holand behavioral style or modal orientation

A
  • Holand believe that people are not pure personality types and this can be best described by a distribution of types such as realistic, social, investigative
  • believed that childhood development influences adult personality types
77
Q

Hoppock based his work on

A
  • Henry Murray, the “needs-press” theory and the TAT projective test
78
Q

Ginzberg and Ginsburg, Axelrad, and Herma

A
  • developmental career theorists view career choice as an ongoing or longitudinal process
  • career is reversible
  • career development does not end at 20
  • Initially Postulated 3 stage: fantasy (0-11), tentative (11-17), and realistic (17-20)
  • developmental theorist
79
Q

Donal Super

A
  • Self-concept
  • individuals choose a career which allows the self-concept to be expressed
  • Developmental theorist
  • life career rainbow
80
Q

Super 5 stages GEEMD

A
  1. growth 0-14
  2. exploration 14-24
  3. establishment 24-44
  4. maintenance 44-64
  5. decline 65+
81
Q

John Crites

A
  • career maturity
  • ## development theorist
82
Q

Schlossberg

A
  • focused on adult career development
83
Q

Krumboltz

A
  • postulated social learning
  • based his work on Bandura.
  • behaviorist
  • suggested a behaviorist model of career development
84
Q

Bandura

A
  • emphasized the role of modeling in the acquisition of new behaviors. Put don’t only learn from consequences but also from watching others
  • RJP = realistic job preview
  • behaviorist
  • self-efficacy
85
Q

Harris Gelatt

A
  • career decision model
  • information can be organized into 3 systems:
    predictive, value, decision
86
Q

Linda Gottfredson

A
  • circumscription and compromise theory

- restricted choices and sex type

87
Q

OOH

A
  • Occupational Outlook Handbook
  • consider an easy guide to read and understand
  • contains about 800 job descriptions
88
Q

DOT

A
  • has approximately 30,000 job titles
  • the dictionary of occupational titles
  • has been replaced by the O*Net
89
Q

GOE

A
  • Guide for occupational exploration

- lists groups of jobs into 14 areas of interest

90
Q

Spillover

A
  • engage in similar duties at work and after hours
91
Q

Compensatory effect

A
  • engages in activities that can’t be done at the job
92
Q

Recency effect

A
  • when a rater’s judgment primarily reflects the employee’s most recent performance
93
Q

Leniency/strictness bias

A
  • when the employer rates employees very high or very low
94
Q

Central tendency bias

A
  • rater’s who rate employees in the average range
95
Q

APGA until 1983

A

and then became AACD and in 1992 was changed to ACA

96
Q

SDS

A
  • provides users with a 3 letter code
97
Q

Strong

A
  • it is considered an interest inventory
98
Q

The Kuder Occupational Interest Survey (KOIS)

A
  • It’s also considered an interest inventory
99
Q

GATB (general aptitude test battery)

A
  • utilized by the U.S employment services
100
Q

Occupational aptitude tests

Aptitude Test

A
  • are trait and factor movement related to career counseling
  • speculate about whether or not you could capture these skills with proper training and experience.
101
Q

Achievement tests

A
  • imply that you are adept at certain skills (math or science)
102
Q

Reentry women

A
  • women who go from working at home to working outside
103
Q

Azrin et al.

A
  • promoted the concept of job club (groups that share tips and tricks on how to recure a job eg. interviewing or resumes)
104
Q

Rober Hoppock

A
  • theories that felt that to make an accurate career decision we must know our personal needs and then find an occupation that meets a high percentage of the needs.

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