Instructor’s Manual Power Point Slides COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Definitions Career Career choice Jobs Occupations Slide 1 for Chapter 1 Definitions Career Career choice Jobs Occupations COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career and Personal Counseling Career counseling includes personal issues Personal counseling includes career issues l l l l Goals may be explicit or implicit Slide 2 for Chapter 1 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Theory Development Theories must be: Explicit about rules and terms Slide 3 for Chapter 1 Theory Development Theories must be: Explicit about rules and terms Precise about predictions and limitations Tested through research Consistent and clear COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Development Theory Slide 4 for Chapter 1 Career Development Theory To use career development theories, counselors should consider: Their client populations Their theory of personality and counseling The theory’s ease of use in counseling sessions COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

(Person - Environment Fit) Slide 5 for Chapter 1 A View of Psychology as a Science (Dawis) Person Environment (Person - Environment Fit) COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Counseling Skills Helping skills Knowledge of tests Knowledge of occupational Information Knowledge of career development theory Slide 6 for Chapter 1 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Continuation responses Giving information not opinion Reinforcement Slide 7 for Chapter 1 Helping Skills used in Career Counseling Attending Questioning Restating Reflecting content Reflecting feelings Continuation responses Giving information not opinion Reinforcement Family background exploration Test and inventory interpretation COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Counseling Skills: Knowledge of Assessment Instruments Norms Reliability Validity Slide 8 for Chapter 1 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Types of Validity Content Concurrent Predictive Construct Slide 9 for Chapter 1 Types of Validity Content Concurrent Predictive Construct COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Counseling Skills: Knowledge of Occupational Information Slide 10 for Chapter 1 Career Counseling Skills: Knowledge of Occupational Information Knowledge of work Knowledge of occupational classification systems COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Goals of Career Counseling Slide 11 for Chapter 1 Goals of Career Counseling EXPLICIT Implicit COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Two Types of Theories Longitudinal Age Cross sectional Slide 12 for Chapter 1 Two Types of Theories Longitudinal Age Life Span Theories Relational Theories Cross sectional Trait and Factor Decision-Making Social Learning Social Cognitive COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Ethical Principles Autonomy Nonmalficence Beneficence Justice Fidelity Slide 13 for Chapter 1 Ethical Principles Autonomy Nonmalficence Beneficence Justice Fidelity COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Trait and Factor Theory Step 1: Gaining self-understanding Step 2: Obtaining knowledge about the world of work Step 3: Integrating information about self (Step 1) and the world of work (Step 2) Slide 1 for Chapter 2 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Gaining Self-Understanding Step 1: Slide 2 for Chapter 2 Aptitudes Scholastic Assessment Tests ACT Tests Differential Aptitude Tests General Aptitude Test Battery Armed Services Vocational Aptitude Test Achievement Specific Occupations Interests Kuder Career Search Strong Interest Inventory California Occupational Preference Survey Values Study of Values Values Scale Personality California Psychological Inventory 16 Personality Factors COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Obtaining Knowledge about the World of Work Step 2: Obtaining Knowledge about the World of Work Types of Occupational Information Description Qualification Education Working conditions Salary Employment outlook Advancement Similar careers Information for women and minorities Brief examples Slide 3 for Chapter 2 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Classification Systems Slide 4 for Chapter 2 Step 2: Classification Systems Dictionary of Occupational Titles (DOT) Enhanced Guide for Occupational Exploration (GOE) Occupational Information Network (O*NET) Standard Occupational Classification Manual (SOC) COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

and the World of Work Step 3: Integrating Information about Self Slide 5 for Chapter 2 Step 3: Integrating Information about Self and the World of Work Compare test and occupational information Compare interview and occupational information Computer programs (such as SIGI and DISCOVER) include all three steps COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Trait and Factor Differences Slide 6 for Chapter 2 Trait and Factor Differences Gender Cultural Groups 1. Self Assessment Aptitudes (math) Interests (social, artistic, working with hands) Values Personality (Confidence) 2. Occupational Information (Bias) (Access) COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

General Aptitude Test Battery Slide 1 for Chapter 3 Work Adjustment Theory Step 1: Gaining self-understanding Abilities - Encompass aptitudes (predicted skills) and acquired skills General Aptitude Test Battery general learning verbal ability numerical ability spatial ability form perception clerical ability eye-hand coordination finger dexterity manual dexterity Interests - Derived from values and abilities Values - Represent a group of needs, measured by the Minnesota Importance Questionnaire COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Work Adjustment Theory: Values and Needs Slide 2 for Chapter 3 Work Adjustment Theory: Values and Needs Achievement Status Safety Ability utilization Advancement Company policies Achievement Recognition and practices Authority Supervision - Social Status human relations Supervision - technical Comfort Altruism Autonomy Activity Co-workers Creativity Independence Moral values Responsibility Variety Social Services Compensation Security Working Conditions COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Work Adjustment Theory Slide 3 for Chapter 3 Work Adjustment Theory Step 2: Obtaining Knowledge about the World of Work Ability Patterns - Abilities that are important to an occupation as determined by job analysts and GATB scores. verbal ability form perception finger dexterity numerical ability clerical ability manual dexterity spatial ability eye-hand coordination Value Patterns - values that are reinforced by an occupation as determined by patterns of responses to the Minnesota Job Description Questionnaire. Achievement Status Safety Comfort Altruism Autonomy COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Work Adjustment Theory Slide 4 for Chapter 3 Work Adjustment Theory Step 3: Integrating Information about Self and the World of Work The Minnesota Occupational Classification System matches Abilities General Aptitude Test Battery Occupational Ability Pattern Values Minnesota Importance Questionnaire Values Pattern Personality The following factors describe a person’s adjustment to an occupation: flexibility, activeness, reactiveness, and perseverance. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Work Adjustment Theory Assessment Instruments Slide 5 for Chapter 3 Work Adjustment Theory Assessment Instruments Minnesota Importance Questionnaire Minnesota Job Description Questionnaire Minnesota Satisfaction Questionnaire Minnesota Satisfactoriness Scales COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Satisfaction Grid for Work Slide 6 for Chapter 3 Satisfaction Grid for Work Adjustment Theory Plot your own grid using values from the MIQ for your current or another job. SATISFACTION Low Moderate High IMPORTANCE Low Low Moderate High COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. From Thompson and Blain (1992).

Holland’s Theory of Types Gaining Self - Understanding Slide 1 for Chapter 4 Holland’s Theory of Types Step 1 Gaining Self - Understanding Assess a person’s ability, interests, values, and personality by examining six types. Realistic Investigative Conventional Artistic Enterprising Social COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Holland’s Theory of Types Obtaining Knowledge about the World of Work Step 2 Obtaining Knowledge about the World of Work Holland’s six categories provide a means for classifying and learning about occupations (the environment). Slide 2 for Chapter 4 Realistic Investigative Conventional Artistic Enterprising Social COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Holland’s Theory of Types Step 3 Integrating Information about Self and the World of Work Slide 3 for Chapter 4 Person Environment R I R I Environment C A C A E S S E Use the information about self and environment to facilitate a match between the two. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Holland’s Theory of Types Example of High and Low Congruence High Congruence Slide 4 for Chapter 4 Person Environment High Low S I A E C R S I A C E R Low Congruence Person Environment High Low I S A C R E R C A S I E COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Example of High and Low Differentiation Holland’s Theory of Types Example of High and Low Differentiation High Differentiation Slide 5 for Chapter 4 High Low E S C I A R Low Differentiation High Low E S C I A R COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Holland’s Theory of Types Consistency Identify the Holland types that are consistent with each other and inconsistent with each other. Slide 6 for Chapter 4 Realistic Investigative Conventional Artistic Enterprising Social COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Holland’s Theory of Types Identity Slide 7 for Chapter 4 Clear Stable Articulate career plans Contingency plans Knowledge of self Knowledge of work Job search strategies Diffuse Unstable Unable to state career plans No contingency plans Little knowledge of self Little knowledge of work Few job search strategies COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Research on Holland’s Concepts Slide 8 for Chapter 4 Research on Holland’s Concepts Congruence Holland’s types and other constructs Consistency Vocational identity COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Holland’s Theory of Types Slide 9 for Chapter 4 Holland’s Theory of Types Men Women Cultural Groups Congruence Differentiation Distribution of Types COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Occupational Information Slide 10 for Chapter 4 Holland’s Theory Occupational Information The Occupation Finder The Education Finder The Dictionary of Holland Occupational Codes COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Assessment Instruments Slide 11 for Chapter 4 Holland’s Theory Assessment Instruments Vocational Preference Inventory Self-Directed Search Career Attitudes and Strategies Inventory Position Classification Inventory Environmental Identity Scale My Vocational Situation COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Myers-Briggs Type Theory Step 1: Gaining Self-Understanding Aptitudes (Scholastic Assessment Test) (ACT Tests) (Differential Aptitude Tests) (General Aptitude Test Battery) (Armed Services Vocational Aptitude Test Battery) Achievement (Specific Occupations) Interests (Kuder Career Search) (Strong Interest Inventory) (California Occupational Preference Survey) Values (Study of Values) (Values Scale) Personality MYERS-BRIGGS TYPE INDICATOR Slide 1 for Chapter 5 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Myers-Briggs Type Theory Slide 2 for Chapter 5 Myers-Briggs Type Theory Preference Patterns Perceiving Judging Sensing Thinking Intuition Feeling COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Myers-Briggs Type Theory Four Letter Code Way of Viewing Preferred the World Perceiving Judging Mode Extravert Sensing Thinking Judging Introvert Intuition Feeling Perceiving Slide 3 of Chapter 5 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Myers-Briggs Type Preferences Slide 4 for Chapter 5 Myers-Briggs Type Preferences and Work Situations Describe work situations or activities that fit each preference type. Extraversion Introversion Sensing Intuition Thinking Feeling Judging Perceiving COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Myers-Briggs Type Theory Slide 5 for Chapter 5 Myers-Briggs Type Theory Falsification of type and Women Culturally diverse populations COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Development of Children Slide 1 of Chapter 6 Super’s Model of the Career Development of Children Curiosity - A basic need Exploration - Home, school, everywhere Information - Piaget, Erikson Key figures - Parents, teachers, public figures Internal versus external control - Self-control Development of interests - Fantasies interact with information Time perspective - Now versus later Self concept and planfulness - Sense of self COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Piaget’s Periods of Cognitive Development Slide 2 for Chapter 6 Piaget’s Periods of Cognitive Development Sensorimotor - 0 to 2 Preoperational - 2 to 7 Concrete operational - 7 to 11 Formal operational - 12 on COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Gottfredson’s Career Development Theory Slide 3 for Chapter 6 Gottfredson’s Career Development Theory Basic Concepts Socialization theory Modern nature –nurture partnership theory Niches COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Gottfredson’s Theory of Career Development Slide 4 for Chapter 6 Gottfredson’s Theory of Career Development Four Stages of Cognitive Development Orientation to size and power - 3 to 5 Orientation to gender roles - 6 to 8 Influence of social class - 9 to 13 Introspection and perceptiveness - 14 on COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Gottfredson’s Theory of Career Development Slide 5 for Chapter 6 Gottfredson’s Theory of Career Development Circumscription - Ideas about gender and prestige influence and limit career choices. Compromise - Career choices are modified due to environmental and other factors. Individuals give up interests, prestige, and sex type when compromising. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

School-to-Work in the Classroom Slide 6 for Chapter 6 School-to-Work in the Classroom Listing interests, abilities, and occupational descriptions Classroom visits Field trips Day on the job Films Oral reports Interest centers in the classroom Skits COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Ginzberg’s Stages of Career Development Slide 1 for Chapter 7 Ginzberg’s Stages of Career Development Fantasy stage - up to 12 Tentative stage Development of interests - 11 to 13 Development of capacities - 13, 14 Development of values - 15, 16 Transition - 17, 18 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Super’s Career Maturity Slide 2 for Chapter 7 Super’s Career Maturity (Career Orientation) Career Development Attitudes Career Planning Career Exploration Career Development Knowledge and Skill Decision Making World-of-Work Information Knowledge of Preferred Occupational Group COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Marcia’s (1989) Modification of Slide 3 for Chapter 7 Marcia’s (1989) Modification of Erikson’s Theory Achievement Moratorium Foreclosure Diffusion COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Salience of Life Roles Indicators Participation Commitment Knowledge Slide 1 for Chapter 8 Salience of Life Roles Studying Working Community Service Leisure Activities Home and Family Indicators Participation Commitment Knowledge Value Expectations COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Values and Role Salience Slide 2 for Chapter 8 Values and Role Salience Value Expectations Roles Ability utilization Studying Achievement Working Aesthetics Community service Altruism Home and family Autonomy Leisure activities Creativity Economic rewards Lifestyle Physical activity Prestige Risk Social interaction Variety Working conditions COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Comparison of Values (Slide A) Work Adjustment Values Needs Super’s Values Achievement Ability utilization Ability utilization Achievement Comfort Activity Independence Aesthetics Variety Compensation Altruism Security Working Conditions Autonomy Status Advancement Creativity Recognition Authority Economic rewards Social status Lifestyle Slide 3 for Chapter 8 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Comparison of Values (Slide B) Values Needs Super’s Values Slide 4 for Chapter 8 Comparison of Values (Slide B) Values Needs Super’s Values Altruism Co-workers Moral values Physical activity Social service Prestige Safety Company policies and practice Risk Supervision - human relations Social interaction Supervision - technical Variety Autonomy Creativity Responsibility Working conditions COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Super’s Adult Life Stages Slide 5 for Chapter 8 Super’s Adult Life Stages (Slide A) Exploration (15 to 25) Crystallizing - Clarification Specifying - (early 20s) Articulate preferences Implementing - Plans to get a job Establishment (25 to 45) Stabilizing - Settling into a job Consolidating - Show competence Advancing - More responsibility and pay COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Super’s Adult Stages (Slide B) Slide 6 for Chapter 8 Super’s Adult Stages (Slide B) Maintenance (45 to 65) Holding - Adapt to changes in position Updating - New learning Innovating - Contributing to your field Disengagement Decelerating - Decreasing responsibilities Retirement planning - Financial and other activities Retirement living - Change in activities COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Super’s Life Stages for Men and Women and Bardwick’s Views All people Women (Super) (Bardwick, 1988) Establishment Stabilizing Concern about child Consolidating raising and Advancing dependence Maintenance Holding Development of Updating autonomy and Advancing independence Disengagement Decelerating Independence due to Retirement husband’s retirement planning or death Retirement living Slide 7 for Chapter 8 COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Multicultural Values of Adults Slide 8 for Chapter 8 Multicultural Values of Adults Eurocentrism Africentrism Independence Interdependence Autonomy Communalism Competitiveness Concern about others COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Integrating Super’s Life Span Theory and Slide 9 for Chapter 8 Integrating Super’s Life Span Theory and Atkinson, Morten, and Sue’s Minority Identity Development Model Super’s stage Identity development issues Exploration Attitudes towards self and others Maintenance stage Conflict with organizational values Disengagement Feelings of isolation or valuelessness COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Atkinson, Morten, and Sue’s Identity Development Model Slide 10 for Chapter 8 Atkinson, Morten, and Sue’s Identity Development Model Conformity Dissonance Resistance and immersion Introspection Synergetic articulation and awareness COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Transitions and Crises Slide 1 for Chapter 9 Types of Transitions (Schlossberg, 1984) Anticipated Unanticipated Chronic hassles Non-events Categories of Transitions Non-normative events Normative role transitions Persistent occupational problems COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Louis’s (1980 a, b) Normative Transitions Slide 2 for Chapter 9 Louis’s (1980 a, b) Normative Transitions Entering or re-entering labor pool New role in same organization Moving from one organization to another Changing professions Leaving the labor pool COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Transitions Inventory Slide 3 for Chapter 9 Career Transitions Inventory Readiness Confidence Control Perceived Support Decision Independence COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Hopson and Adams Model of Slide 4 for Chapter 9 Hopson and Adams Model of Adult Transitions Immobilization - Shock, elation, or despair Minimization - Make changes appear smaller Self-Doubt - Concern about one’s ability Letting Go - Separating from fears and anger Testing Out - Energy to try new alternatives Search for Meaning- Understanding feelings about self and others Internalization - Changing values and lifestyle COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Crises Affecting Women Slide 5 for Chapter 9 Career Crises Affecting Women Leaving and re-entering the work force Sexual harassment Discrimination COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Reactions to Sexual Harassment Slide 6 for Chapter 9 Reactions to Sexual Harassment (Gutek & Koss, 1993) Confusion/Self-Blame Fear/Anxiety Depression/Anger Disillusionment COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Crises Affecting Culturally Slide 7 for Chapter 9 Career Crises Affecting Culturally Diverse Populations Discrimination Abusive or insulting language Poor pay or small raises Lack of advancement Double jeopardy COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Constructivism Philosophy Psychology Postmodernism Constructivism Slide 1 for Chapter 10 Constructivism Philosophy Psychology Postmodernism Constructivism vs (Personal construct psychology) Modernism (Narrative counseling) (rationalism) COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Constructive Alternativism Individual as Scientist Slide 2 for Chapter 10 Constructive Alternativism Individual as Scientist A Sample Vocational Construct System Sure Unsure Easy Hard Interesting Boring Relaxed Fearful Informed about Uninformed about occupations occupations COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Assessment and Counseling Strategies Figure 3 for Chapter 10 Assessment and Counseling Strategies in Personal Construct Career Counseling The Vocational Reptest Laddering Techniques Vocational Card Sort COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Narrative Career Counseling Slide 4 for Chapter 10 Narrative Career Counseling Client as Storyteller Client: Agent (author) (protagonist) Client’s environment: Setting Client’s experiences: Action Client’s abilities, friends, family or employers: Instruments Client’s changing mind about career paths: Wavering COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

The Client’s Story Beginning Middle End Slide 5 for Chapter 10 The Client’s Story Beginning Middle End The problem Description of obstacles Counselor and and instruments used client work to reach a goal together to reach client’s goal COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Goals of Assessment in Narrative Counseling Slide 6 for Chapter 10 Goals of Assessment in Narrative Counseling Identify a pattern of the individual’s life Form a sense of the client’s identity by listening to the client’s story Find out about the client’s goals for the future COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

What to Listen for in the Client’s Story Slide 7 for Chapter 10 What to Listen for in the Client’s Story Coherence Continuity Causality COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Cochran’s Narrative Career Counseling Episodes Slide 8 for Chapter 10 Cochran’s Narrative Career Counseling Episodes Making Meaning out of the Career Narrative 1. Elaborating a career problem 2. Composing a life history 3. Founding a future narrative A Focus on Being Active 4. Constructing a reality 5. Changing a life structure 6. Enacting a role Ending 7. Crystallizing a decision COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Techniques Used in Cochran’s Seven Episodes Slide 9 for Chapter 10 Techniques Used in Cochran’s Seven Episodes of Narrative Career Counseling (Slide A) Episode Techniques Elaborating a Career Problem - card sort, construct laddering, interest inventories, value inventories, ability tests, drawings, anecdotes, Career-O-Gram Composing a Life History - comment on stories, dramatization, emphasize strengths, success experiences, lifeline, life chapters, Career- O-Gram Eliciting a Future Narrative - success experience, lifeline, life chapters, guided fantasy, written and narrative outline COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Techniques Used in Cochran’s Seven Episodes Slide 10 for Chapter 10 Techniques Used in Cochran’s Seven Episodes of Narrative Career Counseling (Slide B) Episode Techniques Reality Construction - volunteer work, job visitation, day on the job Changing a Life Structure - look for the career project Enacting a Role - trying out new activities Crystallizing a Decision - identify and eliminate obstructions, actualize opportunities, reflect career decisions (using reptest if appropriate) COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Roe’s Three Types of Parental Attitudes Slide 1 for Chapter 11 Roe’s Three Types of Parental Attitudes and Types of Parenting Concentration of the child Overprotective parent Overdemanding parent Avoidance of the child Emotionally rejecting parent Neglectful parent Acceptance of the child Casually accepting parent Lovingly accepting parent COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Patterns of Attachment Slide 2 for Chapter 11 Patterns of Attachment Secure Anxious-Ambivalent Avoidant COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Attachment Theory and Career Development Slide 3 for Chapter 11 Attachment Theory and Career Development Do secure patterns of attachment promote career exploration? Do secure patterns of attachment promote a strong sense of vocational identity? COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Pattern Identification Exercises Slide 4 for Chapter 11 Pattern Identification Exercises Purpose: To identify strengths and weaknesses Discuss a leisure activity that went well Discuss a time the leisure activity did not go well Students: Assess their strengths and weaknesses Look for patterns of strengths and weaknesses Look for how patterns can affect career choices Parents: Comment on the student’s observations COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Parent Involved Career Exploration Counseling Slide 5 for Chapter 11 Parent Involved Career Exploration Counseling 1. Introduce process to student and parents. 2. Use Pattern Identification Exercises to identify strengths and weaknesses. 3. Discuss student’s preferred activities and courses as well as performance. 4. Discuss labor market and how to make a career choice. 5. Next steps: Counselor discusses community resources and makes suggestions as to what to do next. Parents comment throughout all steps COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Family Systems Therapy: Implications for Career Development Slide 6 for Chapter 11 Family Systems Therapy: Implications for Career Development Disengaged family Enmeshed family Genograms Occupations of family members Relationship of occupations of others to career choices of client COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Phillips’s Developmental Relationship Model Slide 7 for Chapter 11 Phillips’s Developmental Relationship Model Actions of Others Self-Directedness COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Phillips’s Developmental Relationship Model Slide 8 for Chapter 11 Phillips’s Developmental Relationship Model Actions of Others Non-active support Unconditional support Information provided Alternatives provided Push-nudge Forced guidance Criticism COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Phillips’s Developmental Relationship Model Slide 9 for Chapter 11 Phillips’s Developmental Relationship Model Self-Directedness Confident independence (false confidence) Unsuccessful recruitment Insecure use of others Cautious Seeking information about self Weighing options Sounding board Systematic COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Bandura’s Triadic Reciprocal Interaction System Slide 1 for Chapter 12 Bandura’s Triadic Reciprocal Interaction System Cognitive structures regulate Personal factors (memories, beliefs, preferences, self-perceptions) Environment Behaviors COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Decision Making Slide 2 for Chapter 12 Krumboltz’s View of Career Decision Making Genetic endowment Environment conditions and events Social factors Educational conditions Occupational conditions Learning experiences Instrumental (H) Associative (O) Task approach skills Goal setting Values clarification Generating alternatives Obtaining occupational information COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Client Resources and Skills (Krumboltz) Slide 3 for Chapter 12 Client Resources and Skills (Krumboltz) Self-observation generalizations about Abilities Interests Values The world (occupational information) Task approach skills Goal setting Values clarification Generating alternatives Obtaining occupational information COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Counselor Techniques – Behavioral (Krumboltz) Slide 4 for Chapter 12 Counselor Techniques – Behavioral (Krumboltz) Reinforcement Positive Aspects of information seeking Aspects of career decision making Of reinforcement Role models Associative learning experience Counselors as role models Family and community figures as role models Role playing Client plays self Client plays other Audio or videotape Simulation Job Experience Kits Introductory courses Volunteer work COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Counselor Techniques – Cognitive (Krumboltz) Slide 5 for Chapter 12 Counselor Techniques – Cognitive (Krumboltz) Goal clarification: Examine goals specifically; break into smaller goals Counter a troublesome belief: Look for inaccurate generalizations about beliefs about self or others Look for inconsistencies between words and actions Cognitive rehearsal: Practice or rehearse positive statements to reduce negative self-thoughts COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Goals of Career Counseling: Krumboltz Slide 6 for Chapter 12 Influences on the Goals of Career Counseling: Krumboltz Expand capabilities and interests, not just measure them Prepare for changing work tasks and technological changes Empower clients to take action; diagnosis is insufficient COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Applying Planned Happenstance Theory to Career Counseling Slide 7 for Chapter 12 Applying Planned Happenstance Theory to Career Counseling Skills needed to deal with opportunities that arise by chance: Curiosity Persistence Flexibility Optimism Risk Taking COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Applying Planned Happenstance Theory to Career Counseling Slide 8 for Chapter 12 Applying Planned Happenstance Theory to Career Counseling Four counseling steps: 1. Normalize planned happenstance in client’s background. 2. Help transform curiosity into learning and exploration opportunities. 3. Teach clients to produce desirable chance events. 4. Teach clients to overcome blocks to action. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Difference in Emphasis in Social Learning Theories Slide 1 for Chapter 13 Difference in Emphasis in Social Learning Theories Krumboltz Social Cognitive Career Learning Theory Emphasis on cognitive- Emphasis on cognitive processes behavioral processes Focus on learning Focus on choice Focus on planned Focus on self-efficacy happenstance Application focused Research focused COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Social Cognitive Career Theory Slide 2 for Chapter 13 Social Cognitive Career Theory Basic Concepts Self-efficacy - Judgments of one’s abilities to organize and carry out actions Outcome expectations- Estimates of the probability of an outcome Goals - Set objectives that guide actions COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Contextual Factors in Social Cognitive Career Theory Slide 3 for Chapter 13 Contextual Factors in Social Cognitive Career Theory Barriers Supports * * * * * Background contextual factors Contextual influences proximal to choice behaviors COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Social Cognitive Career Theory Slide 4 for Chapter 13 Social Cognitive Career Theory Self-efficacy effects Learning experiences and outcome expectations and interests which effect choice goals which effect choice actions Choice actions effect performance domains and attainment which effect Self-Efficacy which effects learning experiences and outcome expectations and interests COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Counseling Focus of Social Cognitive Career Theory Slide 5 for Chapter 13 Counseling Focus of Social Cognitive Career Theory Counseling women regarding self-efficacy Countering low self-efficacy of women in math and science Countering discrimination and stereotyping of minorities Exploring the relationship of low self-efficacy and the development of interests Reinforcing beliefs about under utilized capabilities Reducing anxiety to enhance self-efficacy COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Influences on Career Decision-Making Models Slide 1 for Chapter 14 Influences on Career Decision-Making Models Cognitive Information Processing Theory (Prescriptive) Research on learning Research on decision-making Cognitive science developmental approach Spiritual approach (Descriptive) Religion Philosophy COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Individualistic Approach to Slide 2 for Chapter 14 Individualistic Approach to Decision-Making Personal reality - My sense of what is right for me Common reality- My sense of what is right for you and others COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Summary of the Individualistic Approach Slide 3 for Chapter 14 Summary of the Individualistic Approach Growth of decision-making skills Client centered Deal with seemingly unrelated issues Humanistic and subjective COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Spiritual Perspectives on Career Decision Making Slide 4 for Chapter 14 Spiritual Perspectives on Career Decision Making Religious perspectives Miller-Tiedeman’s Lifecareer Foundation Bloch and Richmond’s seven spiritual concepts COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Characteristics of Miller-Tiedeman’s Lifecareer Theory Slide 5 for Chapter 14 Characteristics of Miller-Tiedeman’s Lifecareer Theory Each individual is his or her own theory maker Deep respect for the individual and the individual’s Life Process Theory Trust inner wisdom Flow with, rather than fight your career development COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Slide 6 for Chapter 14 Bloch and Richmond’s Seven Themes Reflecting a Spiritual Approach to Career Decision-Making Change - Internal or external Balance - Work, play, relationships Energy - Work, play, relationships, self Community - Companionship, culture, cosmic Calling - One’s ideal work Harmony - From work, meditation, stillness Unity - Connectedness with self, others, community, culture, universe COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Miller-Tiedeman’s Approach to Career Counseling Slide 7 for Chapter 14 Miller-Tiedeman’s Approach to Career Counseling Clients have a career - Their life Clients are the best judge of what works for them Learn through assessing experience Tests and inventories should not interfere with career exploration Help clients set intentions without placing time restrictions on them Be enthusiastic about change COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Hansen’s Six Tasks in an Integrative Approach to Career Planning Slide 8 for Chapter 14 Hansen’s Six Tasks in an Integrative Approach to Career Planning 1. Finding work that needs doing in a changing global context. 2. Weaving our lives into a meaningful whole. 3. Connecting family and work. 4. Valuing pluralism and individuality. 5. Managing personal transitions and organizational change 6. Exploring spirituality and life purpose. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Assumptions in the Application of Slide 9 for Chapter 14 Assumptions in the Application of Cognitive Information Processing Theory to Career Decision-Making Counseling Both affect and cognitive processing are important To make career decisions individuals need information about self, world of work, and the thought process Information about self and work are continually changing By improving one’s information processing capabilities, problem-solving abilities are improved COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Pyramid of Information Processing Domains in Career Decision-Making Slide 10 for Chapter 14 Pyramid of Information Processing Domains in Career Decision-Making Executive Processing Domain Meta- Cognitions Generic Information Processing Skills (CASVE) Decision-Making Skills Domain Self Knowledge Occupational Knowledge Knowledge Domain COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

What’s Involved in Career Choice Slide 11 for Chapter 14 What’s Involved in Career Choice Thinking About My Decision Making Knowing How I Make Decisions Knowing About Myself Knowing About My Options COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

CASVE Skills in Cognitive Information Processing Theory Slide 12 for Chapter 14 CASVE Skills in Cognitive Information Processing Theory Communication - Identifying a group Analysis - Interrelating problem components Synthesis - Creating likely alternatives Valuing - Prioritizing alternatives Execution - Forming means - ends strategies COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Slide 13 for Chapter 14 The Executive Processing Domain in Cognitive Information Processing Theory Self-talk - Expectations of ourselves Self-awareness - Knowing what we are doing and why Monitoring and - Monitoring the CASVE Control process COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Decision-Making Confusion Commitment Anxiety External Conflict Slide 14 for Chapter 14 Categories of Career Decision-Making Using Cognitive Information Processing Theory Decided Undecided Indecisive * * * * * Career Thoughts Inventory Scale Decision-Making Confusion Commitment Anxiety External Conflict COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Non Psychological Perspectives on Career Development Slide 1 for Chapter 15 Non Psychological Perspectives on Career Development Sociological Economic COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Inequities in the Labor Market Slide 2 for Chapter 15 Inequities in the Labor Market Youth (unemployment and underemployment) Status Attainment Theory (advantages due to family status) The Structure of the Labor Market (limited advancement) Discrimination - Women - Culturally diverse populations COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Factors Contributing to an Inequitable Labor Market Slide 3 for Chapter 15 Factors Contributing to an Inequitable Labor Market Increased demand for low-paying personal service occupations Great separation between executive and labor salaries Limited access to occupational information Rapid technological change Lack of loyalty by employers Racial discrimination Gender discrimination Psychiatric hospitalization Media very accessible Supply and demand is fickle Illegal economy - Drugs, theft COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Youth Employment Quality of work Quantity of hours worked Slide 4 for Chapter 15 Youth Employment Part-time work Quality of work Quantity of hours worked Underemployment Discrimination against young workers, especially culturally diverse populations COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Sociological Perspectives on Counseling Youth Slide 5 for Chapter 15 Sociological Perspectives on Counseling Youth Discuss attitudes toward work - toward employers and co-workers Examine actual work demands What are expectations about work: money? to explore interests? advancement? Discuss advantages and disadvantages of part-time and full time work COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Effect of the Work on the Individual Slide 6 for Chapter 15 Effect of the Work on the Individual Work Environment Person Tedious Repetitive Intellect not required Challenging Exciting Intellectually stimulating COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Slide 7 for Chapter 15 Human Capital Theory Invest in the individual’s abilities, interests, and values . . . Education + Training + Work + Other = $ (Relocation, benefits) (Modified Human Capital Theory) Education + Training + Work + Other = Satisfaction Assumption: All have equal access to the labor market COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

The Structure of the Labor Market Slide 8 of Chapter 15 The Structure of the Labor Market Primary (core) advanced technology, high skills, much training, high wages, job stability, advancement Secondary (peripheral) low skill, little training, low wages, high turnover, little advancement COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Women and Discrimination in the Workplace Slide 9 for Chapter 15 Women and Discrimination in the Workplace Similar unemployment rates as men, but move in and out of the work force more frequently than men Women’s jobs pay less than men’s Women’s jobs have less prestige than men’s Gender segregation- difference in distribution of men and women in various occupations Men entering more jobs in the service sector previously held by women COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Culturally Diverse Individuals and Discrimination in the Work Place Slide 10 for Chapter 15 Culturally Diverse Individuals and Discrimination in the Work Place Unemployment rate for African American and Latinos is greater than the rates for Asians and Caucasians Relatively few Latinos and African Americans in high skill jobs African American men have higher unemployment rates because of fewer opportunities for less educated workers When African Americans and Caucasians have similar resumés, African American men, at all education levels, experience discrimination African Americans are involuntary minorities who have different attitudes towards work than voluntary minorities (Ogbu) COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Development Theories for Childhood and Adolescence Slide 1 for Chapter 16 Career Development Theories for Childhood and Adolescence Childhood Developmental Ginzberg Gottfredson Super Adolescence Developmental Trait and Factor Other Marcia Holland Constructivist Super Work Adjustment Social learning Social cognitive Spiritual Cognitive information processing COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Career Development Theories for Adulthood Slide 2 for Chapter 16 Career Development Theories for Adulthood Developmental Trait and Factor Other Super Holland Constructivist Myers-Briggs Social learning Work Adjustment Social cognitive Spiritual Cognitive information processing COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Slide 3 for Chapter 16 Combining Theories Types of theories and how well they can be combined with similar theories or different types of theories. Trait and Factor Decision- making Developmental Decision-making Developmental Trait and factor poor good good good possible good good good good COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Noncounseling Applications of Theories Slide 4 for Chapter 16 Noncounseling Applications of Theories Screening methods - Super, Holland, Myers-Briggs Paper and pencil methods - Holland Computer assisted guidance systems - Trait and factor, Holland Internet - Career information, career counseling organizations, education, occupations, job postings COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Using Theories in Group Career Counseling Slide 5 for Chapter 16 Using Theories in Group Career Counseling Widely used Possible to be used Holland Constructivist Krumboltz’s Spiritual approaches social learning Cognitive information processing Myers-Briggs Gottfredson Hopson and Adams Social cognitive Super Trait and factor Work adjustment COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Theories Applied to Placement and Outplacement Counseling Slide 6 for Chapter 16 Theories Applied to Placement and Outplacement Counseling Holland - Use types to assess networking and Myers-Briggs - job search style Hopson and Adams - Respond to career crises Super - Determine values of various roles - View job search strategies differently depending on life stages Cognitive - Execution stage of the CASVE cycle Information COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Occupational Classification Systems Slide 7 for Chapter 16 Occupational Classification Systems Dictionary of Occupational Titles (DOT) Guide for Occupational Exploration (GOE) Holland’s six types Occupational Information Network (O*NET) Standard Occupational Classification System (SOC) COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.

Theories Most Concerned with Issues Slide 8 for Chapter 16 Theories Most Concerned with Issues Related to Women and Cultural Diversity Social cognitive career theory (women and culturally diverse populations) Gottfredson (women) Super’s life span theory (women and culturally diverse populations) COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc.