COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company

Applying Career Development Theory to Counseling, 5e by Richard Sharf Power Point Slides
COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Definitions Career Career choice Jobs Occupations
Slide 1 for Chapter 1 Definitions Career Career choice Jobs Occupations COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

(Person - Environment Fit)
Slide 5 for Chapter 1 A View of Psychology as a Science (Dawis) Person Environment (Person - Environment Fit) COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Counseling Skills
Helping skills Knowledge of tests Knowledge of occupational Information Knowledge of career development theory Slide 6 for Chapter 1 COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Counseling Skills: Knowledge of Assessment Instruments
Norms Reliability Validity Slide 8 for Chapter 1 COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Types of Validity Content Concurrent Predictive Construct
Slide 9 for Chapter 1 Types of Validity Content Concurrent Predictive Construct COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Occupational Information
Slide 10 for Chapter 1 Occupational Information Common Sources: Occupational Outlook Handbook Encyclopedia of Careers and Vocational Guidance Occtalk Psychtalk COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Counseling Skills: Knowledge of Occupational Information
Slide 11 for Chapter 1 Career Counseling Skills: Knowledge of Occupational Information Knowledge of work Knowledge of occupational classification systems COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Goals of Career Counseling
Slide 12 for Chapter 1 Goals of Career Counseling EXPLICIT Implicit COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Two Types of Theories Longitudinal Age Cross sectional
Slide 13 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Ethical Principles Autonomy Nonmalficence Beneficence Justice Fidelity
Slide 14 for Chapter 1 Ethical Principles Autonomy Nonmalficence Beneficence Justice Fidelity COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 SIGI3 and DISCOVER) include all three steps COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Non Psychological Perspectives on Career Development
Slide 1 for Chapter 3 Non Psychological Perspectives on Career Development Sociological Economic COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Inequities in the Labor Market
Slide 2 for Chapter 3 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Factors Contributing to an Inequitable Labor Market
Slide 3 for Chapter 3 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Youth Employment Quality of work Quantity of hours worked
Slide 4 for Chapter 3 Youth Employment Part-time work Quality of work Quantity of hours worked Underemployment Discrimination against young workers, especially culturally diverse populations COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Sociological Perspectives on Counseling Youth
Slide 5 for Chapter 3 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Effect of the Work on the Individual
Slide 6 for Chapter 3 Effect of the Work on the Individual Work Environment Person Tedious Repetitive Intellect not required Work Environment (Substantive Complexity) Person Challenging Exciting Intellectually stimulating COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

for Chapter 3 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

The Structure of the Labor Market
Slide 8 of Chapter 3 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Women and Discrimination in the Workplace
Slide 9 for Chapter 3 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Culturally Diverse Individuals and Discrimination in the Work Place
Slide 10 for Chapter 3 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

General Aptitude Test Battery
Slide 1 for Chapter 4 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Work Adjustment Theory: Values and Needs
Slide 2 for Chapter 4 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

for Chapter 4 Personality Styles (How Abilities and Values Interact with a Work Situation) Celerity Pace Rhythm Endurance COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Work Adjustment Theory
Slide 4 for Chapter 4 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Work Adjustment Theory
Slide 5 for Chapter 4 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Qualities Describing Fit Between Abilities, Values, and Work
Slide 6 for Chapter 4 Qualities Describing Fit Between Abilities, Values, and Work Flexibility Activeness Reactiveness Perseverance COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

(Satisfaction and Well Being While Dealing with Change)
Slide 7 for Chapter 4 Adaptive Performance (Satisfaction and Well Being While Dealing with Change) Proactive behavior Reactive behavior Tolerant behavior (Griffin & Hesketh, 2005) COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Work Adjustment Theory Assessment Instruments
Slide 8 for Chapter 4 Work Adjustment Theory Assessment Instruments Minnesota Importance Questionnaire Minnesota Job Description Questionnaire Minnesota Satisfaction Questionnaire Minnesota Satisfactoriness Scales COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Satisfaction Grid for Work
Slide 9 for Chapter 4 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. From Thompson and Blain (1992).

Holland’s Theory of Types Gaining Self - Understanding
Slide 1 for Chapter 5 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 5 Realistic Investigative Conventional Artistic Enterprising Social COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Holland’s Theory of Types
Step 3 Integrating Information about Self and the World of Work Slide 3 for Chapter 5 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Holland’s Theory of Types Example of High and Low Congruence
High Congruence Slide 4 for Chapter 5 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Example of High and Low Differentiation
Holland’s Theory of Types Example of High and Low Differentiation High Differentiation Slide 5 for Chapter 5 High Low E S C I A R Low Differentiation High Low E S C I A R COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Consistency Identify the Holland types that are consistent with each other and inconsistent with each other. Slide 6 for Chapter 5 Realistic Investigative Conventional Artistic Enterprising Social COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Identity Slide 7 for Chapter 5 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Research on Holland’s Concepts
Slide 8 for Chapter 5 Research on Holland’s Concepts Congruence Holland’s types and other constructs Consistency Vocational identity COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Slide 9 for Chapter 4 Holland’s Theory of Types Men Women Cultural Groups Congruence Differentiation Distribution of Types COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Occupational Information
Slide 10 for Chapter 5 Holland’s Theory Occupational Information The Occupation Finder The Education Finder The Dictionary of Holland Occupational Codes COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Assessment Instruments
Slide 11 for Chapter 5 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 6 COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Slide 2 for Chapter 6 Myers-Briggs Type Theory Preference Patterns Perceiving Judging Sensing Thinking Intuition Feeling COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Four Letter Code Myers-Briggs Type Theory
Way of Viewing Preferred the World Perceiving Judging Mode Extravert Sensing Thinking Judging Introvert Intuition Feeling Perceiving Slide 3 of Chapter 6 COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Development of Children
Slide 1 of Chapter 7 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Piaget’s Periods of Cognitive Development
Slide 2 for Chapter 7 Piaget’s Periods of Cognitive Development Sensorimotor - 0 to 2 Preoperational - 2 to 7 Concrete operational - 7 to 11 Formal operational - 12 on COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

(Giannantonio & Hurley-Hanson, 2006)
Slide 3 for Chapter 7 Image Norms Perceptions of occupational stereotyping One’s physical self image Organizational images (Giannantonio & Hurley-Hanson, 2006) COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Gottfredson’s Career Development Theory
Slide 4 for Chapter 7 Gottfredson’s Career Development Theory Basic Concepts Self-creation theory Circumscription Compromise COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Gottfredson’s Self-Creation Theory
Slide 5 for Chapter 7 Gottfredson’s Self-Creation Theory Internal compass Cognitive map of occupations Compatible Accessible COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Bloom’s Taxonomy Remember Understand Apply Analyze Evaluate Create
Slide 6 for Chapter 7 Bloom’s Taxonomy Remember Understand Apply Analyze Evaluate Create COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Self- Creation Overview
Slide 7 for Chapter 7 Self- Creation Overview Interaction of biological and environmental factors Impact of parents on intellectual ability Vocational Interests affected by interaction of biological and environmental factors Nonshared events- Unique, important impact on choices Genes-Drives-Experience Theory- Role of biological factors on our development Internal genetic compass as guide to development Self-concept- Our continuing developmental view of ourselves COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Gottfredson’s View of Factors Affecting
Slide 8 for Chapter 7 Gottfredson’s View of Factors Affecting 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

for Chapter 7 Gottfredson’s View of Factors that Limit or Circumscribe Vocational Choice 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Factors Affecting the Process of Compromise
Slide 10 for Chapter 7 Factors Affecting the Process of Compromise Not knowing enough about how to enter an occupation or get educational information Not knowing how behavior of individuals affects their access to occupational or educational information Need to know which factors young people are most and least willing to give up when they can’t get their first choice COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

School-to-Work in the Classroom
Slide 11 for Chapter 7 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Super’s Stages of Adolescent Career Development
Slide 1 for Chapter 8 Super’s Stages of Adolescent Career Development Fantasy stage in early childhood Development of interests - Start at about 7 Development of capacities - Range from 11 to 14 Development of values - Different values may emerge at different times Transition to the crystallizing substage COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Super’s Career Maturity
Slide 2 for Chapter 8 Super’s Career Maturity Five Major Components 1. Orientation to vocational choice, using occupational information 2. Information about planning an occupation 3. Consistency of vocational preference 4. Crystallization of traits 5. The wisdom of vocational preference COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Super’s Career Maturity
Slide 3 for Chapter 8 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Marcia’s (1989) Modification of
Slide 4 for Chapter 8 Marcia’s (1989) Modification of Erikson’s Theory (Developed by Vondracek) Achievement Moratorium Foreclosure Diffusion COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Occupational Information in Adolescence
Slide 5 for Chapter 8 Occupational Information in Adolescence Psychtalk Occtalk COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Salience of Life Roles Indicators Participation Commitment Knowledge
Slide 1 for Chapter 9 Salience of Life Roles Indicators Participation Commitment Knowledge Value Expectations Studying Working Community Service Leisure Activities Home and Family COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Values and Role Salience
Slide 2 for Chapter 9 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 9 COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Comparison of Values (Slide B) Values Needs Super’s Values
Slide 4 for Chapter 9 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 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 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 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 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 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 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Super’s Adult Life Stages
Slide 5 for Chapter 9 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Super’s Adult Stages (Slide B)
Slide 6 for Chapter 9 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 Retirement Decelerating Independence due to planning husband’s retirement Retirement or death living Slide 7 for Chapter 9 COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Multicultural Values of Adults
Slide 8 for Chapter 9 Multicultural Values of Adults Eurocentrism Africentrism Independence Interdependence Autonomy Communalism Competitiveness Concern about others COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Integrating Super’s Life Span Theory and
Slide 9 for Chapter 9 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Atkinson, Morten, and Sue’s Identity Development Model
Slide 10 for Chapter 9 Atkinson, Morten, and Sue’s Identity Development Model Conformity Dissonance Resistance and immersion Introspection Synergetic articulation and awareness COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Transitions and Crises
Slide 1 for 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Louis’s (1980 a, b) Normative Transitions
Slide 2 for Chapter 10 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Types of Careers (Hall and Colleagues)
Slide 3 for Chapter 10 Types of Careers (Hall and Colleagues) Boundaryless Protean COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Transitions Inventory
Slide 4 for Chapter 10 Career Transitions Inventory Readiness Confidence Control Perceived Support Decision Independence COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Hopson and Adams Model of
Slide 5 for Chapter 10 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Crises Affecting Women
Slide 6 for Chapter 10 Career Crises Affecting Women Leaving and re-entering the work force Sexual harassment Discrimination COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Till’s Five Levels of Sexual Harassment
Slide 7 for Chapter 10 Till’s Five Levels of Sexual Harassment 1. Gender Harassment 2. Seductive Behavior 3. Sexual Bribery 4. Sexual Coercion 5. Sexual Assault COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Reactions to Sexual Harassment
Slide 8 for Chapter 10 Reactions to Sexual Harassment (Gutek & Koss, 1993) Confusion/Self-Blame Fear/Anxiety Depression/Anger Disillusionment COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Crises Affecting Culturally
Slide 9 for Chapter 10 Career Crises Affecting Culturally Diverse Populations Discrimination Abusive or insulting language Poor pay or small raises Lack of advancement Double jeopardy COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Philosophy Psychology Postmodernism Constructivism vs
Slide 1 for Chapter 11 Constructivism Philosophy Psychology Postmodernism Constructivism vs Modernism (Narrative counseling) (rationalism) Social constructionism COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Narrative Career Counseling
Slide 2 for Chapter 11 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

The Client’s Story Beginning Middle End
Slide 3 for Chapter 11 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Goals of Assessment in Narrative Counseling
Slide 4 for Chapter 11 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Cochran’s Narrative Career Counseling Episodes
Slide 5 for Chapter 11 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Techniques Used in Cochran’s Seven Episodes
Slide 6 for Chapter 11 Techniques Used in Cochran’s Seven Episodes of Narrative Career Counseling (Slide A) Episode Techniques Elaborating a Career Problem - card sort, 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Techniques Used in Cochran’s Seven Episodes
Slide 7 for Chapter 11 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 COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Savickas’s Career Construction Theory
Slide 8 for Chapter 11 Savickas’s Career Construction Theory Vocational personality- Holland’s theory Developmental tasks of career adaptability Dimensions of career adaptability Life themes COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Developmental Tasks of Career Adaptability
Slide 9 for Chapter 11 Developmental Tasks of Career Adaptability Growth Exploration Establishment Management (Maintenance in Super’s theory) Disengagement COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Dimensions of Career Adaptability
Slide 10 for Chapter 11 Dimensions of Career Adaptability Concern Control Curiosity Confidence COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Life Themes Lifestyle Early recollections
Slide 11 for Chapter 11 Life Themes Based on Adlerian Theory Lifestyle Early recollections Five major life tasks reflect social interest Self-development Spiritual development Occupation Society Love COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Style Interview
Slide 12 for Chapter 11 Career Style Interview Three role models Magazines Favorite television show Hobbies Favorite sayings What were your favorite subjects in school COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Counseling using the Career Construction Theory
Slide 13 for Chapter 11 Career Counseling using the Career Construction Theory Reviewing counseling goals Attending to verbs Moving from preoccupation to occupation Role models as a suggestion for a plan Profiling adaptability Appraising vocational personality Crafting a success formula The life portrait COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Roe’s Three Types of Parental Attitudes
Slide 1 for Chapter 12 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Attachment Theory and Career Development
Slide 3 for Chapter 12 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Pattern Identification Exercises
Slide 4 for Chapter 12 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Parent Involved Career Exploration Counseling
Slide 5 for Chapter 12 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Family Systems Therapy: Implications for Career Development
Slide 6 for Chapter 12 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Phillips’s Developmental Relationship Model
Slide 7 for Chapter 12 Phillips’s Developmental Relationship Model Actions of Others Self-Directedness COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Bandura’s Triadic Reciprocal Interaction System
Slide 1 for Chapter 13 Bandura’s Triadic Reciprocal Interaction System Cognitive structures regulate Personal factors (memories, beliefs, preferences, self-perceptions) Environment Behaviors COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Decision Making
Slide 2 for Chapter 13 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Client Resources and Skills (Krumboltz)
Slide 3 for Chapter 13 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Counselor Techniques – Behavioral (Krumboltz)
Slide 4 for Chapter 13 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Counselor Techniques – Cognitive (Krumboltz)
Slide 5 for Chapter 13 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Goals of Career Counseling: Krumboltz
Slide 6 for Chapter 13 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Applying Planned Happenstance Theory to Career Counseling
Slide 7 for Chapter 13 Applying Planned Happenstance Theory to Career Counseling Skills needed to deal with opportunities that arise by chance: Curiosity Persistence Flexibility Optimism Risk taking COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Applying Planned Happenstance Theory to Career Counseling
Slide 8 for Chapter 13 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Difference in Emphasis in Social Learning Theories
Slide 1 for Chapter 14 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Social Cognitive Career Theory
Slide 2 for Chapter 14 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Contextual Factors in Social Cognitive Career Theory
Slide 3 for Chapter 14 Contextual Factors in Social Cognitive Career Theory Barriers Supports * * * * * Background contextual factors Contextual influences proximal to choice behaviors COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Social Cognitive Model of Career Choice
Slide 4 for Chapter 14 Social Cognitive Model of Career Choice 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Ways of Dealing with Barriers
Slide 5 for Chapter 14 Ways of Dealing with Barriers Identify possible barriers to achieving career goals Examine the likelihood that client will have to deal with barriers Develop strategies for dealing with barriers if they occur * * * * * * * * * * * * * * * Decisional Balance Sheets- List positive and negative consequences Estimate chance barrier may be encountered Write down strategies for preventing or managing barriers COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Ways of Dealing with Supports
Slide 6 for Chapter 14 Ways of Dealing with Supports Identify ways families, friends, teachers, and others can help in achieving career goals Provide support in achieving career goals COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Other Social Cognitive Models of Career
Slide 7 for Chapter 14 Other Social Cognitive Models of Career Development Model of Interests Model of Performance Model of Work and Life Satisfaction COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Social Cognitive Career Theory
Slide 8 for Chapter 14 Social Cognitive Career Theory Emphasizes Attention to These Populations Women Culturally diverse peoples COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Influences on Career Decision-Making Models
Slide 1 for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Individualistic Approach to
Slide 2 for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Spiritual Perspectives on Career Decision Making
Slide 4 for Chapter 15 Spiritual Perspectives on Career Decision Making Religious perspectives Miller-Tiedeman’s Lifecareer Foundation Bloch and Richmond’s seven spiritual concepts COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Characteristics of Miller-Tiedeman’s Lifecareer Theory
Slide 5 for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Miller-Tiedeman’s Approach to Career Counseling
Slide 7 for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Hansen’s Six Tasks in an Integrative Approach to Career Planning
Slide 8 for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Assumptions in the Application of
Slide 9 for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Pyramid of Information Processing Domains in Career Decision-Making
Slide 10 for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

What’s Involved in Career Choice
Slide 11 for Chapter 15 What’s Involved in Career Choice Thinking About My Decision Making Knowing How I Make Decisions Knowing About Myself Knowing About My Options COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

CASVE Skills in Cognitive Information Processing Theory
Slide 12 for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

for Chapter 15 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

A contextually responsive career-counseling system
Slide 1 for Chapter 16 Lapan and Turner – An Integrative Approach to Career Development Theory A contextually responsive career-counseling system 1. Help clients develop self-efficacy beliefs to deal with barriers that affect outcome expectations & career goals (Chapter 14) 2. Develop vocational identity (Chapter 8) 3. Develop work-readiness skills 4. Gottfredson’s theory of circumscription and compromise (Chapter 7) and trait and factor theory (Chapter 2) help students develop an understanding of themselves and work 5. Crystallize valued vocational interests, Super (Chapters 7 and 8) 6. Help students to achieve academically and to value lifelong learning. (Chapter 9) COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Development Theories for Childhood and Adolescence
Slide 2 for Chapter 16 Career Development Theories for Childhood and Adolescence Childhood Developmental Super Gottfredson Adolescence Developmental Trait and Factor Other Marcia Holland Constructivist Super Work Adjustment Social learning Social cognitive Spiritual Cognitive information processing COPYRIGHT © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Career Development Theories for Adulthood
Slide 3 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Noncounseling Applications of Theories
Slide 5 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Using Theories in Group Career Counseling
Slide 6 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Theories Applied to Placement and Outplacement Counseling
Slide 7 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

Occupational Classification Systems
Slide 8 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage 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 © 2010 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.

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