Chapter 4: Lifestyle and Career Development

Question 1

Lifestyle and Career Counseling Theories
Grad students and neophyte counselors often have a negative attitude toward learning about career counseling and do not want to engage
in this practice. In reality, career counseling and personal counseling
overlap. Nevertheless, career counseling is commonly seen as having
less prestige than personal counseling and psychotherapy Ann Roe created a psychodynamic needs approach. Jobs meet
our needs determined by our childhood satisfactions and frustrations.
Occupations are categorized by six levels and eight fi elds. Our orientation toward or away from other people can infl uence our career
choices.

Question 2

Ginzberg, Ginsburg, Axelrad, and Herma proposed a developmental theory in 1950s with three periods: fantasy (birth to 11)
in which play becomes work oriented; tentative (ages 11 to 17); and
realistic (17 and up).

Question 3

David Tiedeman and Robert O’Hara rely on a developmental
approach. In their model, career development is commensurate with
psychosocial development as delineated by Erik Erikson’s stages.

Question 4

Donald Super is well known for emphasizing the role of the
self-concept in career and vocation choice and his Life Rainbow.

Question 5

John Holland’s personality typology theory The six personality types are realistic, investigative, artistic, social, enterprising,
and conventional (RIASEC). He is also known for his assessment
tools: the Self-Directed Search, My Vocational Situation, and the
Vocational Preference Inventory.

Question 6

Krumboltz, Mitchell, and Jones career decision is based on
social learning theory. Four factors impact career choice: genetic factors and special abilities; the environment and special events;
learning experiences; and task approach problem solving skills.

Question 7

Linda S. Gottfredson emphasized circumscription (the
process of narrowing the acceptable alternatives) and compromise (realization that the client will not be able to implement their most
preferred choices). The client adjusts aspirations to accommodate
such things as hiring practices, family obligations, or educational
programs. People sacrifi ce interests rather than sex-type or prestige.
Theory created in the early 1980s.

Question 8

Social Cognitive Career Theory (SCCT) by Lent, Brown,
and Hackett helps complement other theories emphasizing the role
of self-effi cacy and cognitive processes.

Question 9

CAREER CHOICE
Computer Assisted Career Guidance (CAGC) such as SIGI Plus or
Discover. To use CAGC, the counselor should:
1. Screen the client to make certain this modality and computer
program is appropriate.
2. Give the client an orientation to describe the pros and cons of
the system.
3. Follow-up to make certain an appropriate plan of action is evident.

Question 10

Dictionary of Occupational Titles (DOT) listed over 20,000 job
titles; with nine digit codes for the occupation. The DOT has
been replaced by O*NET also known as O*NET online. A text
version of O*NET known as O*NET Dot or O*NET Dictionary
of Occcupational Titles is available, however, as of this writing it
is not published by the Department of Labor.

Question 11

GOE or Guide for Occupational Information uses 14 interest areas (e.g., plants and animals or education and social services) to
help fi ne tune career searches.

Question 12

OOH or Occupational Outlook Handbook gives job trend for the
future and salaries and can be accessed over the Internet.

Question 13

Richard Bolles’s book, What Color is Your Parachute? is a fi ne tool
for job hunting.

Question 14

80% of all jobs are not advertised and thus job seekers need to network. This is referred to as The Hidden Job Market.

Question 15

Key trend: women moving into careers that were traditionally
occupied by males.
One in fi ve workers still secure a job based on chance factors and
60% of all workers would like more information if they had to do
it all over again.
Underemployment occurs when a person takes a job below
his or her level of skill, expertise, and training (e.g., a PhD who
works in an entry level fast food position).
Dislocated worker is a term that describes a person who is
unemployed due to downsizing, a company relocation, or the
fact that the company closed the business.
Displaced homemaker describes women who enter or reenter
the workforce after being at home. This often occurs after a
divorce or the death of a partner or spouse.
Outsourcing takes place when U.S. companies rely on labor
from another country in order to save money (i.e., the salaries
would be lower). This can also result in fewer jobs in the United
States.

Question 16

Supervisors who rate workers often suffer from rater bias.
When a supervisor erroneously rates the majority of workers as
average, it is called the central tendency bias.
The recency effect occurs when the rating refl ects primarily
the worker’s recent performance (rather than the entire rating
period) since this effect suggests we remember things the best
that are presented last.
A supervisor generalizing about an employee based on a single
characteristic (e.g., giving a worker who is kind a higher rating
than a worker who is just as good but isn’t kind) is the halo
effect. Positive and negative halo effects are possible.