SALIENCE OF LIFE ROLES Indicators Participation Commitment Knowledge Chapter 9 SALIENCE OF LIFE ROLES Indicators Participation Commitment Knowledge Value Expectations Studying Working Community Service Leisure Activities Home and Family COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 1

Value Expectations Roles Ability utilization Studying 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 © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 2

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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 3

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 © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 4

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 © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 5

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 © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 6

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 Retirement Decelerating independence due to planning husband’s retirement Retirement or death living COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 7

MULTICULTURAL VALUES OF ADULTS Eurocentrism Africentrism Independence Interdependence Autonomy Communalism Competitiveness Concern about others COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 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 © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 9

ATKINSON, MORTEN, AND SUE’S IDENTITY DEVELOPMENT MODEL Conformity – Prefer majority culture Dissonance – Encounter conflict and confusion between values of own culture and majority Resistance and Immersion – Reject dominant culture totally, accept minority culture Introspection – Question total acceptance of minority culture Synergetic Articulation and Awareness – Incorporate cultural values of dominant group and other minorities COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 10

TRANSITIONS AND CRISES Chapter 10 Types of Transitions (Schlossberg, 1984) Anticipated Unanticipated Chronic hassles Non-events Categories of Transitions Non-normative events Normative role transitions Persistent occupational problems COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 11

Focuses on transition to retirement SCHLOSSBERG’S 4 Ss Focuses on transition to retirement Situation – Is the transition positive or negative, voluntary or involuntary, does it come at a good time? Self – Characteristics of the individual such as age, culture, and health Support – Help or lack of it from others Strategies – Ways to cope with change COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 12

CAREER TRANSITIONS INVENTORY Readiness – Motivation to make a change Confidence – One’s sense of self-efficacy to make a successful change Control – Ability to make one’s own decisions Perceived Support – Amount of support felt from others Decision Independence – Decision based on one’s own needs or those of others COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 13

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 © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 14

CAREER CRISES AFFECTING WOMEN Leaving and re-entering the work force Sexual harassment Discrimination COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 15

TILL’S FIVE LEVELS OF SEXUAL HARASSMENT 1. Gender Harassment 2. Seductive Behavior 3. Sexual Bribery 4. Sexual Coercion 5. Sexual Assault COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 16

REACTIONS TO SEXUAL HARASSMENT (Gutek & Koss, 1993) Confusion/Self-Blame – Individual assumes responsibility Fear/Anxiety – Fear for career and safety Depression/Anger – Realization that one is not responsible, may become more angry Disillusionment – Harassment charges take a long time and may have unsuccessful outcomes COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 17

CAREER CRISES AFFECTING CULTURALLY DIVERSE POPULATIONS Discrimination Abusive or insulting language Poor pay or small raises Lack of advancement Double jeopardy – Being a female and a member of a minority group COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 18