Coun 635
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215 questions
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What 3 characteristics dominate the career development landscape? | Change, transition, and instability |
What is the spillover hypothesis | Feelings in one area of life affect feelings in another area |
What is career development | Lifelong psychological & behavioral processes as well as contextual influences shaping a person's career over lifespan |
Career | A lifestyle concept, course of events constituting a life, total constellation of roles played over a lifetime, totality of work in a life |
Career development interventions | Activities that empower people to cope effectively with career development tasks |
True reasoning | (Frank Parsons) a systemic process of occupational decision making |
What is a psycograph | (developed by Morris Viteles in 1932) graphic representation of a person's relevant characteristics & strengths - rated 1-10 |
Values independent effort, self-sufficiency, frugality, self-discipline, & humility "vocational ethic" | Protestant Work ethic |
______ __________ is dynamic, interactive, contextual, relational, & unpredictable | Career development |
____ has caused the career field to be ever-changing | Globalization |
Describe the trait- and- factor theory | Emphasis on a person's relevant traits & characteristics (Williamson 1939) 1. analysis 2. synthesis 3. diagnosis 4. prognosis 5. counseling 6. follow-up |
How do we link work with worth | - importance of work - positive qualities - social interactions - feelings about work contributions -impact on self-esteem -psychological distress |
What is "career ethic" | Find your fit & don't quit Maccoby & Terzi |
What are capacities that Friedman believes 21st century workers must have | 1. must be constantly engaged in learning 2. cultivare a passion for, & curiosity about life 3. expand their capacity to work collaboratively 4. balance analytical thinking with creative energy a.) the capacity to cope w change & tolerate ambiguity b.) the ability to acquire & use occupational info effectively c.) the ability to adjust quickly to changing work demands d.) working knowledge of technology |
What do effective career counselors need to do | 1. use rational & intuitive approaches 2. achieve clarity about the importance they attach to life roles & values they want to embody by inhabiting these roles 3. cope effectively with ambiguity, change, and transition 4. develop & maintain occupational & career awareness 5. develop & maintain occupational & career awareness 6. develop occupationally relevant skills & knowledge 7. access & participate in lifelong learning opportunities 8.search for jobs effectively 9. provide & receive career mentoring 10. develop & maintain skills in multicultural awareness & communication |
How does Badura define self-efficacy beliefs | People's judgements of their capabilities to organize and execute courses of action required to attain designated types of performances |
What 4 sources shape self-efficacy beliefs | 1. personal performance accomplishments 2. vicarious learning 3. social persuasion 4. physiological states and reactions |
Explain outcome expectations | Ones beliefs about extrinsic reinforcement (receiving tangible rewards for successful performance), self-directed consequences (such as pride in oneself for mastering a challenging task), and outcomes derived from the process of performing a given activity |
Ginsburg, Axelrad, and Herma believe that career choice is a developmental process. What are the 3 stages in their process? | 1. fantasy (birth to age 11) 2. tentative (age 11-17) 3. realistic (ages 17- early 20s) |
What did Ginsburg, Axelrad,and Herma think the 4 factors that shape a person's career decisions? | Individual values, emotional factors, amount & kind of education, and effect of reality through environmental pressures |
Super focused on various ______ & _____ elements that influence career development | Personal (needs,values, abilities) & situational (peer groups, family, labor market) |
What does Gottfredson's theory focus on? | Sex-role stereotyping influences career aspirations of men & women (developmental & sociological perspective as ti relates to people formulating their occupational aspirations) |
What theory provides the most useful framework for understanding and predicting individual behavior? | Holland theory |
What were Super's 3 key aspects of career development? | 1. lifespan 2. life space 3. self-concept |
Super's 3 aspects of career development creates the intervention called what? | Career Development Assessment & Counseling (C-DAC) model |
Career decision-making readiness of children and adolescents | Career maturity |
Adults decision-making readiness | Career adaptability |
Super theorized developmental tasks people encounter and created stages and substages of career development. What are they? | Growth (childhood), exploration (adolescence), establishment (early adulthood), maintenance (middle adulthood), and disengagement (late adulthood) |
Super believed people play 9 roles during their lives. What are they? | 1. son or daughter 2. student 3. leisure 4. citizen 5. worker 6. spouse or partner 7. homemaker 8. parent 9. pensioner |
What are the 4 theaters of Super's roles? | 1. home 2. school 3. workplace 4. community |
What does the Adult Career Concerns Inventory (ACCI) do? | (Super) measures adult clients concerns at each stage of life span, life-space-theory; exploration, establishment, maintenance, and disengagement |
What does the Career Development Identity (CDI) do? | Assesses whether high school and college students are ready to make career decisions |
What does the Salience Inventory do? | Measures the relative importance of 5 life roles in 3 dimensions, one behavioral, & two affective |
This test helps guide the self-concept crystallization process | Values Scale (VS) |
What does the Values Scale measure | 21 intrinsic (creativity, altruism) & extrinsic (economi rewards) values that people hope to express in their life roles |
What is the family genogram for ? | (Borodovsky & Ponterotto) useful for exploring interactions between family background, cultural prescriptions, & career planning - tracks career decisions across generations |
Holland's vocational choice typology theory looks at what? | How personality types develop |
What are the Holland codes | R- realistic , I- investigative, A - artistic, S- social, E - enterprising, C- conventional |
What does Gottfredson's theory emphasizes what ? | Career choice is an attempt to place oneself in the broader social order |
Gottfredson believes people distinguish occupations according to the dimensions of what? | Masculinity-feminity, occupational restive, and field of work |
Degree of relatedness within types | Consistency |
Identifies factors influencing the career decisions people make | Social learning theory of career decision making (SLTCDM) (Krumboltz) |
Explains what career counselors can do to help clients make effective career decisions | Learning theory of career counseling (LTCC) (krumboltz) |
Belief that you can do something effectively | Self-efficacy |
The value of completing something | Outcome expectations |
What is looked for within the Social Cognitive Career Theory | Self-efficacy, outcome expectations, and career goals |
Who created the Social Cognitive Career Theory | Lent, Brown, and Hackett |
3 factor approach - self understanding, occupational knowledge, and bringing self understanding and occupational knowledge together to make a choice | Cognitive Information Processing |
What are the 6 steps in the Cognitive Information Processing theory | 1. understand context of client's career problem 2. preliminary assessment to determine the client's readiness for career decision making 3. analyze causes of the problem 4. formulate goals 5. develop a plan 6. execute the plan |
What theory empazises integrating the mind, body, and spirit | Hansen's Integrative Life Planning theory |
Hansen defines 6 career development tasks where individuals must: | 1. find work where they can contribute to a positive chance for social and environment 2. weave their lives into a “meaningful whole” 3. negotiate work and family roles/balance 4. celebrate their diversity and develop multicultural competencies 5. manage personal transitions and organizational change 6. explore spirituality and their life’s purpose |
What is the Chaos theory of careers | Individuals construct meaning through the decisions and actions they make |
Bandura defines self-efficacy as | Peoples judgements of their capabilities to organize and execute courses of action required to attain designated types of performances |
What four sources shape self-efficacy beliefs | 1. personal performance accomplishments 2. vicarious learning 3. social persuasion 4. physiological states and reactions |
Outcome expectations influence behaviors to a lesser degree than _______ | Self-efficacy beliefs |
What is etic | Perspective that career development interventions for members of minority groups should be the same as the career development interventions used for those representing the minority |
What are the 4 facts that Fischer said appear to be "the universal elements of healing in all cultures" | A.) the therapeutic relationship b.) shared worldview c.) client expectations (attitude towards counseling) d.) ritual or intervention (other three help set up stage for step 4) |
What is acculturation | The process of adopting the cultural traits or social patterns of another group |
What is a marginal person | Someone who is psychologically caught between two cultures |
What are two characteristics of a marginal person | - hold negative views toward both their own culture and host culture - identity crisis : chronic restlessness, self-consciousness, and feelings of inferiority |
Individuals that are highly acculturated to multiple cultures (have better adjustment rates) | Bicultural perspective |
What are the 5 stages of Racial Identity Development (Atkinson, Morten, & Sue) | A.) conformity b.) dissonance c.) resistance & immersion d.) introspection e.) synergistic articulation & awareness |
Describe characteristics of an individual in the conformity stage of Racial Identity Development | Belief in dominant cultures value system - including perception of racial/ ethnic minorities- attitudes towards members of own group may be negative (racial self-hatred as result of cultural racism) |
Describe characteristics of an individual in the dissonance stage of Racial Identity Development | More gradual to this stage, but significant events may push someone to this stage- usually move to this stage after interacting with someone that counters conforming stage - usually trying to open up their views - may be engaging in self-exploration |
Describe characteristics of an individual in the resistance & immersion stage of Racial Identity Development | Reject views and values of dominant culture - often leads to intense anger - view oppression as primary source for concerns |
Describe characteristics of an individual in the introspection stage of Racial Identity Development | Entertain that not everything in dominant culture is that bad - occurs when someone begins to feel more secure in racial identity |
Describe characteristics of an individual in the synergistic articulation & awareness stage of Racial Identity Development | Examine values of own group and dominant culture - accept or reject views based on their own experiences - begin to experience self-fulfillment (attitude similarity becomes more important than membership-group similarity when seeking a counselor) |
List steps of Cross' model that is similar to racial identity development | -pre-encoutner stage - encounter stage - immersion - emersion stage - internalization stage - internalization - commitment |
List the 5 stages of the Gender-related Identity Development model introduced by Downing and Roush | 1. passive acceptance 2. revelation 3. embeddedness - emancipation 4. synthesis 5. active commitment |
More current approaches in therapy tend to be more ____ & more observant of _____ | Emic & culture (how is it affecting people / influencing people) |
List the 6 stages of Identity Development - suggested by Cass | 1. confusion 2. comparison 3. tolerance 4. acceptance 5. pride 6. synthesis |
What are 5 factors that are important for career development counselors to address | 1. separation of work & family roles 2. emphasis on individualism & autonomy 3. view that work is central activity 4. notion that career development is a linear & rational process 5. white, male bias in occupational opportunity structure |
Define career data | A collection of fact about occupational & educational opportunities (use this data to then make unformed decision) |
What are 3 responsibilities related to career data that counselors use | 1. select high-quality print materials, computer-assessed career guidance systems, & websites 2. make the availability of resources known to students & clients & make it user friendly 3. assist clients to process & make use of data from these tests (turn the data into information - most important role) |
What are the 8 deciders in the decision-making process | 1. planful 2. agonizing 3. impulsive 4. intuitive 5. complaint 6. delaying 7. fatalistic 8. paralytic |
Describe the planful stage in decision-making | Systematic, step-by-step manner: steps include setting a goal, finding alternatives to help reach goal, collecting info about alternatives, selecting one thats most likely to reach goals, taking action steps to implement that alternative (usually able to make decisions with minimum assistance) |
Describe the agonizing stage in decision-making | Systematic, step-by-step manner but too concerned with finding alternatives & analyzing that they are never able to make a decision |
Describe the impulsive stage in decision-making | Doesn't find values in systematic process, decides quickly (does not recognize need or value of data) |
Describe the intuitive stage in decision-making | Selects one alternative over another without needing to plan, use experience & goals to effectively decide quickly |
Describe the compliant stage in decision-making | Allows others to make decision for them, rely on data others may have collected |
Describe the delaying stage in decision-making | Pushes off deciding out of fear, lack of data, or lack of motivation, not ready to use or collect data |
Describe the fatalistic stage in decision-making | Do not believe they have control over events of life, determined by external forces, not ready to collect or use data |
Describe the paralytic stage in decision-making | Knows they need to decide but not able to move forward due to fear of process or possible outcomes, not ready to collect or use data, too much dat may even make worse |
Define values/characteristic | Criteria that guide decisions |
Define career planning | Sequential process of making educational & vocational choices based on knowledge of self & environment |