Career Development Comps
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- History of Career Counseling
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Industrial Revolution (started testing)
NCDA
Measurment Movement, 1900-1940
Intelligence, ability, apitude, vocational interest
- Smith-Hughes Act 1917
- Federal grants to support nationwide vocational education program
- Wagner-Peyser Act of 1933
- Established the US employment service
- George-Dean Act 1936
- supported vocational education movement
- George Merril
- developed a plan for students to explore the industrial arts (Voc. Ed)
- Jesse Davis
- A counselor and later principal who emphasized the benefits of occupational information
- Frank Parson
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Interested in helping individuals make occupational choices
3 part formula: self assessment, study of options, careful reasoning
Ignited the interest in career guidance - Edmun Williamson
- Directive counseling, he was a part of the group which later associated with the trait and factor approaches
- Carl Rogers
- Nondirective counseling
- WWII
- triggered the 2nd wave of testing movement
- Career Guidance Movement 1960
- child labor law, social services, women\'s movement
- Federal government
- funded head start, job corps, neighborhood youth corps, ect..
- National Occupational Information Coordinating Committee (NOICC)
- The national career development guidelines for establishing career counseling and guidance programs in schools
- SCANS Report
- Secretary Commission on Achieving Necessary Skills: Necessary knowledge to find and hold a job--employability skills
- 3 foundation skills
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Basic Skills
Thinking Skills
Personal Qualities - 5 competencies
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Resources
Interpersonal
Information
systems
technology - Title VII (7) of civil rights act of 1964
- prohibited discrimination
- The age of discrimination in employment act of 1967, 1978, 1986
- Disallowing mandatory retirement
- Title IX(9) of the Educational amendments of 1972
- designed to prohibit discrimination in educational agencies and institutions receiving federal assistance
- The equal pay act of 1963
- prohibits sex discrimination in pay
- the rehabilitation act of 1973, amended in 1978
- include alcoholism as a handicap
- the americans disability act of 1990
- prohibits discrimination against individuals with disability
- the civil right act of 1991
- prohibits intentional discrimination in hiring based on race, religion, sex, national origin, or disability
- Types of students: dependent
- frequent hand raisers- low achievement
- Types of students: Alienated
- potential drop out, hostile, disruptive, aggressive
- Types of students: Phantom
- Rarely noticed, average, fade in to the background
- CDOS Standards
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Career development
integrated learning
universal foundation skills
career majors - Trait and Factor Theory (Parsons)
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3 steps of career guidance
-study individual
- knowledge of occupations (survey occupations)
- match the individual with the occupation
Assumed individuals possess stable traits and career factors would experience little change
Develop a clear understanding of yourself, aptitudes, abilities, interests, resources, limitations and other qualities
- Test clients
-provide them with occupational information
- advise them as to which choices seem to offer a reasonable chance for their future success - Trait and Factor (E.G Williamson)
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6 steps to career counseling:
-analysis
-synthesis
-diagnosis
-prognosis
-counseling
-follow up
Emphasized the importance of DEVELOPMENT assessment and the use of career information
Became the foundation of many vocational counseling programs
Weaknesses: lack of DEVELOPMENTAL CONCERN (people change),over simplifies process, limited in focus to specific test results - Developmental Theory (Ginzberg, Ginsburg, Axelrad, and Herma)
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Leaders: Stanly Hall, Jean Piaget, Erikson
First prominent theory of career choice that was conceptualized from a developmental standpoint(Ginzberg ect)
- process begins around 11 ends age 17
- Stages of development- Ginzberg
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Fantasy
-before age 11
-play oriented, initial value judgement about the world of work
Tentative
-ages 11-17
-recognition of like and dislike
-capacity (ones ability)
-value (perceptions of occupational styles)
-transition (aware of career decisions and responsibilities)
Realistic:
- 17-adult
-exploration stage (focus on college entrance, narrow down career choices)
- crystallization(make committment to a specific career field)
Claimed- occupational choice is a life long process
- specification (Select a career) - Developmental Theory- Donald Super
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Most influential developmental career researcher
Major concepts:
-vocational stages
-vocational tasks
-implementation of the self concept in developing career identity
- development of vocational maturity
-career patterns
Career planning involves various ROLES in which one is involved
Developmental Stages:
growth (birth-14)
exploration (15-24)
establishment (25-44)
maintenence(45-64)
disengagement (65+) - Donald Supers Developmental Stages
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Growth 0-14
Exploration 15-24
Establishment 25-44
Maintenence 45-64
Disengagement 65+ - Donald Supers Vocational Tasks
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Crystallization 14-18
Specification 18-21
Implementation 21-24
Stabilization 24-35
Consolidation 35+ - Archway Model
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Vocational self concept development through physical and mental growth, observations at work, working environment, and individual experiences
Can recycle through stages - Decision making approach (David Tiedeman)
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Based on Erikson\'s stages of development, ego identify is the central importance in the career development
Individuals strive to integrate with society:
-self in situation, self in world, and orientation of work evolve after the developmental identity
if uniqueness of individual is congruent with uniqueness of the world of work, integration, synethesis, success, and satisfaction will follow
DECISIONS FORM AND CREATE CAREER DEVELOPMENT
2 period of decisions:
-anticipation
-implementation and adjustment - Vocational Personality Theory (John Holland)
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Career choice is an extension of personality in to the world of work
one chooses a career to satisfy one\'s preferred personality orientation
categorized 6 personality types:
-Realistic: auto mechanic, farmer, electrician
-Investigate: chemist, dentist, nurse
- artistic:music, painter, art teacher
- social: teacher, nurse, counselor, psychologist
- enterprising: salesperson, manager, supervisor, head coach
- conventional: bookkeeper, accountant, banker, secretary
Holland\'s Hexagon Model:
Consistency (the degree of fit between personality and work environment)
--Differentiation (individs. who fit a person. type show little resemblence to other types)
--congruence (you and environment)
vocational identity
- Personality Theory: Needs Approach (Ann Roe)
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Drew heavily from Maslow\'s hiearchy of needs:
--Higher needs: physiological needs
--Lower needs: need for self actualization
--Until higher need are met, the lower needs will not be attended too
Maslow\'s Hierarchy of needs:
1. Physiological
2. saftey
3. belongingness
4. esteem
5. cognitive
6. aesthetic
7. self actualization
8. self transcendence
Believed the needs structure of the individual would be greatly influenced by early childhood experiences
1. needs satisfied- career choice is less likely to be driven by needs
2. needs not satisfied- career choice will be impacted
- focus on early relations with the family
- parental style affect
- emotional concentration
- overprotection
- over demanding
- avoidance
- and acceptance
- Less likely to chooice a work situation that reflects your home life in which you grew up in
- Social Learning Theory (John Krumboltz)
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Based on Bandura\'s social learning theory to career decision making
individuals learning experiences with its developmental process can determine one\'s personality and influence one\'s behaviors
Life events that determine career selection
Learning experiences are combined to shape each person\'s career path
Career development involved 4 factors:
1. genetic endowment
2. environmental conditions and events
3. learning experiences
4. task approach skills - 4 factors involved in career development for Krumboltz
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1.Genetic endowment
2.environmental conditions and events
3.learning experiences
4. task approach skills - Key concepts of diversity in career world
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Latinos largest minority
Asians- value family, emotional restraint
Arab americans- extended family valued, men are heads of their families, family honor very important.
- Perkins III Grant
- developed more fully the academic, vocational, and technical skills of secondary students and postsecondary students who elect to enroll in vocational and technical education programs
- IDEA
- established the entitlement of children who receive special education services and transition services
- Characteristics of age levels in relation to career development
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Elementary School age:
- period for children to develop awareness of self and careers
Middle School Age:
- Students need to be provided with timely, relevent, and accurate educational and occupational information
- start exploring their educational and vocational goals
High School Age:
- have a growing understanding of world of work
- achieve emotional independence from parents
- set realistic vocational goals and make plans for achieving those goals - hollands hexagon model
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consistency- degree of fit between one\'s persononality type and work environment
differentiation- individuals who fit one personality type will shoe little resemblence in other types
congruence- personality type matches the work environment
vocational identity- clear and stable picture of their goals, interests, and talents - Realistic
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auto mechanic
farmer
electrician
- investigate
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chemist
dentist
nurse - artistic
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musician
painter
art teacher - social
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teacher
nurse
counselor
supervisor
head coach - enterprising
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salesperson
manager
supervisor
head coach
- conventional
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bookeeper
secretary