final Flashcards
(30 cards)
“LEARNED BEHAVIOR THAT INFLUENCES WORLDVIEW—SUCH AS BASIC HUMAN NATURE, ROLE OF FAMILIES, RELATIONSHIPS, LOCUS OF CONTROL, TIME ORIENTATION, WORK VALUES, WORK ACTIVITIES, ETC.” IS THE DEFINITION OF?
CULTURE
WHAT IS TIME ORIENTATION IN TERMS OF MULTICULTURAL CAREER DEVELOPMENT?
THE VALUE OF TIME AND TIMELINESS TO AN INDIVIDUAL AND TO A CULTURAL.
WHAT IS PERSONAL SPACE IN THE CONTEXT OF MULTICULTURAL CAREER DEVELOPMENT?
THE VALUES OF PERSONAL BOUNDARIES IN AN INDIVIDUAL AND IN A SOCIETY, AS EXEMPLIFIED BY EYE CONTACT, CONVERSATIONAL DIFFERENCE, ETC.
THE PERCEIVED IMPORTANCE OF INDIVIDUAL PERFORMANCE, GROUP DYNAMICS, PERCEPTION OF FREEDOM, ETC. IS CONSIDERED TO BE THIS TYPE OF MULTICULTURAL CAREER COUNSELING FACTOR?
INDIVIDUALISM/COLLECTIVISM
WHAT ARE THE THREE COMPONENTS OF SUE ET AL.’S COMPETENT MULTICULTURAL COUNSELING MODEL? (HINT: ASK)
AWARENESS, SKILLS, & KNOWLEDGE
WHEN WE SAY, “WOMEN MAKE 80 CENTS FOR EVERY MAN’S DOLLAR,” WHY IS THIS STATEMENT INCORRECT?
THIS STATISTIC IS TRUE OF WHITE WOMEN ONLY; WOMEN OF COLOR MAKE LESS THAN 80 CENTS PER A MAN’S DOLLAR.
THIS TYPE OF GENDER-BASED DISCRIMINATION INVOLVES TREATING AN APPLICANT OR EMPLOYEE UNFAVORABLY BECAUSE OF PREGNANCY, CHILDBIRTH, OR A MEDICAL CONDITION RELATED TO PREGNANCY OR CHILDBIRTH.
PREGNANCY DISCRIMINATION
WHAT PHRASE DEFINES THE ISSUE THAT WOMEN MAKE UP ALMOST HALF OF THE ENTRY-LEVEL WORKFORCE BUT COMPRISE LESS THAN 20% OF CEOS?
THE PIPELINE PROBLEM
“COMING HOME TO DO HOUSEWORK AND CHILD REARING AFTER A DAY AT WORK” DEFINES?
THE SECOND SHIFT
“HIDDEN ADVANTAGES FOR MEN, PARTICULARLY IN FEMALE-DOMINATED CAREER AREAS, THAT ALLOW THEM EASIER UPWARD ADVANCEMENT IN THEIR CAREERS” DEFINES?
THE GLASS ESCALATOR
HOW DOES SUPER’S LIFE-SPAN, LIFE-SPACE THEORY INTERSECT WITH THE EXPERIENCES OF LGBT INDIVIDUALS? (WHAT CAUTION SHOULD WE USE WHEN USING THIS THEORY WITH THESE INDIVIDUALS?)
THIS THEORY ASSUMES THAT SEXUAL/GENDER MINORITY IDENTITY IS ARTICULATED EARLY IN LIFE; FOR THOSE WHO TAKE ON THAT IDENTITY LATER, THERE IS AN ADDITIONAL SET OF LIFESPAN COMPLEXITIES NOT ACCOUNTED FOR
HOW DOES THE THEORY OF WORK ADJUSTMENT INTERSECT WITH WORKING WITH INDIVIDUALS WITH AN LGBT IDENTITY? (WHAT SHOULD WE BE MINDFUL OF WHEN WE USE THIS THEORY WITH THESE INDIVIDUALS?)
COMPLEXITIES IN PERSON-ENVIRONMENT FIT (AN INDIVIDUAL MAY NOT DISCLOSE A MINORITY IDENTITY OUT OF FEAR OF REJECTION [LACK OF AUTHENTICITY], BUT “COMING OUT” MAY RESULT IN CO-WORKER REJECTION)
IDENTIFY AT LEAST ONE CAREER ISSUE RELATED TO THE EXPERIENCE OF LESBIAN INDIVIDUALS.
STEREOTYPES FOR MALE-DOMINATED CAREERS;
INTERSECTION OF TWO OPPRESSED MINORITY STATUSES;
MORE CIRCUITOUS CAREER DEVELOPMENT ROUTES;
STEERED AWAY FROM WORK WITH CHILDREN;
UNDERPAID.
IDENTIFY AT LEAST ONE CAREER DEVELOPMENT ISSUE RELATED TO GAY INDIVIDUALS.
STEREOTYPES FOR FEMALE OCCUPATIONS;
GENDER-ROLE STIGMA;
AIDS/HIV-STIGMA;
EXPERIENCES OF HARASSMENT AND PREJUDICE (PARTICULARLY IN MALE-DOMINATED FIELDS);
NEGATIVE ATTITUDES IN THE WORKPLACE/SOCIETY
IDENTIFY AT LEAST ONE CAREER DEVELOPMENT ISSUE FOR TRANSGENDER INDIVIDUALS.
EXPERIENCE WITH TRANSPHOBIA, GENDER TRANSITIONING,
LACK OF RESPECT FOR CHOSEN NAME/PERSISTENT USE OF DEADNAME
THIS COMPREHENSIVE LAW SERVES AS PROTECTION FOR INDIVIDUALS WITH DISABILITIES IN U.S. SOCIETY. NOTABLY, IT STATES THAT EMPLOYERS MAY NOT DISCRIMINATE AGAINST AN INDIVIDUAL WITH DISABILITIES IN HIRING.
THE AMERICANS WITH DISABILITIES ACT
IDENTIFY AT LEAST ONE POTENTIAL CAREER DEVELOPMENT SETBACK FOR INDIVIDUALS WITH COGNITIVE DISABILITIES.
COMPETITIVE DISADVANTAGE DUE TO LACK OF TRAINING;
REAL OR PERCEIVED LACK OF KNOWLEDGE.
IDENTIFY AT LEAST ONE CAREER DEVELOPMENT ISSUE FOR STUDENTS WITH DISABILITIES
COUNSELORS AND TEACHERS HAVE LOW EXPECTATIONS AND REFER THEM TO LESS DIFFICULT ACADEMIC PROGRAMMING;
CAREER PLACEMENT IS CONFUSED WITH CAREER DEVELOPMENT AND IMPROPER SERVICES ARE GIVEN
IDENTIFY A CAREER DEVELOPMENT ISSUE FOR INDIVIDUALS WITH MID-CAREER ONSET OR EPISODIC DISABILITIES.
DISRUPTION OF CAREER,
DIFFICULTY RETURNING TO WORK, SECONDARY GAIN ISSUES, RESIDUAL SYMPTOMS
WHAT IS THE NAME FOR THE PROGRAMMING THAT FACILITATES THE JOB TRANSITIONS OF PEOPLE WITH DISABILITIES IN TERMS OF JOB TRAINING, WORKPLACE LEARNING EXPERIENCES, JOB EXPLORATION COUNSELING, ETC.?
VOCATIONAL REHABILITATION
STUART EXPECTED TO BE ADMITTED INTO LAW SCHOOL DIRECTLY AFTER GRADUATING WITH HIS UNDERGRADUATE DEGREE. HOWEVER, HE WAS WAITLISTED AND EVENTUALLY DENIED. WHAT KIND OF TRANSITION IS THIS?
A NON-EVENT TRANSITION
GINA HAS GRADUATE WITH HER UNDERGRADUATE DEGREE AND HAS ACCEPTED A JOB WITH A COMPANY THAT ALIGNS WITH HER VALUES AND SKILLS. WHAT KIND OF TRANSITION IS THIS?
AN ANTICIPATED TRANSITION
WHILE ALL PEOPLE CAN BE NEGATIVELY IMPACTED BY JOB LOSS, THESE INDIVIDUALS SUFFER AS A RESULT OF JOB LOSS BUT ARE OFTEN UNDER-RESEARCHED. DISENGAGING IN SCHOOL AND BEING VICTIMS OF ABUSE ARE SYMPTOMS.
CHILDREN
THE TERM FOR PEOPLE WHO ARE WORKING PART TIME BUT ARE ABLE AND WOULD LIKE TO WORK FULL-TIME, AND/OR ARE WORKING BELOW THEIR EDUCATION/SKILL GRADE
UNDEREMPLOYED
