Chapter 3: Career Development Flashcards
(64 cards)
1
Q
Development of self-concepts through identifying with key figures in family. Begin to learn behaviors associated with self-help, social interaction, self-direction, goal setting, and persistence.
A
Growth
2
Q
Needs are a
priority, fantasy role play is
important
A
Fantasy (4-10) [Growth]
3
Q
Likes are
key in aspirations and activites
A
Interests (11-12 yrs old) [Growth]
4
Q
Abilities
become clear and important with
job requirements being
considered.
A
Capacity (13-14 yrs) [Growth]
5
Q
Developing what kind of person they want to be Realization of the world of work Understanding the meaning of work
A
Growth
6
Q
Self-examination, role try-outs, and
exploring of occupations begin to
take place in school, during leisure
activities, and part-time work.
A
Exploration
7
Q
Needs, interests, capacities, values, and opportunities are all considered. Tentative choices are made and tried out. Possible work roles are identified.
A
Tentative (15-17 yrs) [Exploration]
8
Q
Realistic considerations become valuable while entering professional training or work force and individual attempts to implement self-concept.
A
Crystallizing a Vocational
Preference
Transitions (18-21 yrs) [Exploration]
9
Q
A seemly appropriate occupation has been found, a first job is tried as potential life work. Commitment is provisional and if not appropriate, the individual may begin process over of crystallizing, specifying and implementing a new preference.
A
Specifying a Vocational
Preference
Trial-Little Commitment (22-24
yrs) [Exploration]
10
Q
Choosing a job preference
Developing a realistic self-
concept
Learning more about
opportunities
A
Exploration
11
Q
The individual has found their permanent and appropriate field of work. These years are considered to be the most productive and creative years of the life span.
A
Establishment
12
Q
The individual settles down. During this stage the individual begins to support themselves and their family. They begin to develop a lifestyle, make use of their abilities and past training. They may also begin to become involved in meaningful interests.
A
Trial (with commitment - age
25-30) [Establishment]
13
Q
Individuals begin to become more focused on their place in their occupation. They become interested in their security and advancement.
A
Advancement (age 31-43) [Establishment]
14
Q
They also have the expectation that they will become financially stable and move towards challenging levels of responsibility and independence. This stage may become very frustrating if advancement is not forth coming.
A
Advancement (age 31-43) [Establishment]
15
Q
Becoming stable in a chosen occupation Consolidating chosen occupation Advancement
A
Establishment
16
Q
The individual has already made a place in the world of work, NOW the concern is how to hold on to it: Little new ground is broken; the individual basically maintains their established work patterns
A
Maintenance
17
Q
Concerned about maintaining present status Concerned about competition from younger workers in the advancement stage.
A
Maintenance [Around 44 years]
18
Q
Accepting new limitations Identifying new problems to work on Developing new skills Focusing on essential activities Presentation of achieved status and gains
A
Maintenance
19
Q
During this stage there is a physical and/or mental powers decline. Work activity begins to change or cease. The individual gradually involves themselves in other life roles.
A
Decline
20
Q
The individual may begin to ask for their work to be delegated to other individuals. They may also become more selective in what they do or how they participate in activities.
A
Disengagement (age 60-64) [Decline]
21
Q
With the anticipation of retirement some begin to plan carefully, and others gradually or suddenly become aware of the fact of impending retirement and plan less carefully.
A
Disengagement (age 60-64) [Decline]
22
Q
Individuals begin to give up their jobs or careers. They begin to immerse themselves in other roles, home life, hobbies, civic activities, and on occasion studies.
A
Retirement (age 65 & up) [Decline]
23
Q
The cessation of the worker role comes to some very easily and pleasantly and to others with difficulty and disappointment, and to some with death.
A
Retirement (age 65 & up) [Decline]
24
Q
Selective reduction in pace and/or
load of work
Planning for retirement
Retirement living
A
Decline
25
This approach gives explicit attention to behavioral style or personality types as the major
influence in career choice development. This is described as structurally interactive.
Holland Theory of Vocational Types
26
an expression of personality and not random
Occupation choice
27
Members of an occupational group have
similar personalities
28
People in each group will respond to situations and problems _______
similarly
29
Occupational achievement, stability and satisfaction depends on
congruence
| between one’s personality and job environment
30
work with hands, machines, tools, active, practical, adventurous
High traits - practical, masculine, stable
Low traits - sensitive, feminine, stable
Occupations - construction, farming, architecture, truck driving, mail carrier
Realistic
31
thought, analytical approaches, explore, knowledge, ideas, not social
High traits – scholarly, intellectual, critical
Low traits – powerful, ambitious, adventurous
Occupations – biologist, chemist, dentist, veterinarian, programmer
Investigative
32
literary, musical, artistic activities, emotional, creative, open
High traits – expressive, creative, spontaneous
Low traits – orderly, efficient, conventional, social, masculine
Occupations – artist, musician, poet, interior designer, writer
Artistic
33
train, inform, educate, help, supportive, avoid technical skills, empathy,
relationships
High traits – cooperative, friendly, humanistic
Low traits – ambitious, creative, strong,
Occupations – social work, counseling, police officer, LPN
Social
34
verbally skilled, persuasive, direct, leader, dominant
High traits – ambitious, adventurous, energetic
Low traits – intellectual, creative, feminine
Occupations – lawyer, business executive, politician, TV producer
Enterprising
35
rules and routines, provide order or direct structure, great self
control, respect power and status, punctual, orderly
High traits – stable, efficient, dependable, controlled
Low traits – intellectual, adventurous, creative
Occupations – bank teller, clerk typist, cashier, data entry
Conventional
36
the amount of spread between one’s first and second code letters;
denotes how clear one’s type is.
Differentiation
37
– lack of fit between one’s type and work environment. People leave
jobs because of too much incongruence or because of a chance to increase their
congruence. Best decision makers are I’s; worst are C’s.
Incongruence
38
closeness on the hexagon of one’s first and second choices. The higher
one’s consistency, the more integrated one’s characteristics (values, interests, traits)
and the greater one’s vocational maturity, persistence and achievement.
Consistency
39
The concept of self efficacy is the focal point of
Bandura’s Social Cognitive Theory
40
By means of the self system, individuals exercise control over their thoughts, feelings,
and actions. Among the beliefs with which an individual evaluates the control over
his/her actions and environment, self-efficacy beliefs are the most influential predictor of
human behavior.
Bandura’s Social Cognitive Theory
41
The level and strength of self-efficacy will determine:
whether coping behavior will be initiated;
how much effort will result;
how long the effort will be sustained in the face of obstacles.
42
the belief in one’s capabilities to organize and execute the courses of
action required to produce given attainments.
Self-Efficacy
43
Accomplishments-previous successes or failures (most
| influential)
Personal Performance
44
Watching others, modeling, mentoring
Vicarous Experience
45
Verbal encouragement or discouragement
Verbal Persuasion
46
Perceptions of stress reactions in the body
Physiological and Emotional Factors
47
plays the central role in the cognitive regulation of motivation, because
people regulate the level and distribution of effort they will expend in accordance with
the effects they are expecting from their actions.
Self-Efficacy
48
relates to a person’s perception of their ability to reach a goal.
Self-efficacy
49
People will be more inclined to take on a task if they
believe they can succeed. People generally avoid tasks where their self efficacy is low,
but engage when it is high.
Choices regarding behavior
50
Self efficacy significantly higher than ability can lead to
psychological damage.
51
Significantly low self efficacy leads to an
inability to grow and
| expand skills.
52
Optimum levels of self efficacy are a little above ability, which encourages
people to
tackle challenging tasks and gain valuable experience.
53
People with higher self efficacy in a task are likely to
expend more effort
| and persist longer than with low efficacy.
54
Low self efficacy can lead people to
believe tasks are
| harder than they actually are.
55
People with a high self efficacy are
| generally of the opinion that
they are in control of their own lives:
56
people with low self-efficacy may see
| their lives as somewhat
out of their hands and with fate.
57
refers to the person’s estimate that a given behavior will
| lead to particular outcomes.
Outcome expectation
58
an estimate that one can successfully execute the
| behavior required to produce the outcomes sought.
Efficacy expectation
59
play a central role in the career decision-making process.
People move toward those occupations requiring capabilities they think they either have
or can develop.
Self-beliefs about abilities
60
relate to
| one’s determination to engage in certain activities to produce a particular outcome.
Personal goals
61
Bandura’s Triadic Reciprocal Model of Causality – these factors are all affecting each
other simultaneously
personal attributes,
external environmental factors
overt behavior
62
turn shape people’s interests, goals,
| actions, and eventually their attainments.
Self-efficacy beliefs and outcome expectations
63
is the process of developing and implementing a self-concept.
As the self-concept becomes more realistic and stable, so does vocational choice and
behavior. People choose occupations that permit them to express their self-concepts.
_______ is related to the degree that they’ve been able to implement their self-
concepts.
Vocational development
Work satisfaction
64
Similarity between one’s actual vocational behavior and what is
expected for that stage of development. Career maturity includes readiness to cope with
developmental tasks at a given stage. It is both affective and cognitive.
Career Maturity
