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NCE - Lifestyle...De
lifestyle and career development
| Question | Answer |
|---|---|
| Frank Parsons father of | vocational guidance |
| glass ceiling phenomenon | women are limited in terms of how far they can advance in work world |
| lavender ceiling | gay, lesbian, bisexual, transgendered are limited in terms of how far they can advance |
| displaced homemaker | woman with children who was a homemaker but is currently in need of work to support her family |
| reentry women | women re entering the work force after being homemakers |
| Most students (HS & MS) want more | help in the area of career planning |
| Victor Vroom's motivation & management expectancy theory | employee's performance is influenced by valence (will work provide rewards?); expectancy (what is he/she capable of?); instrumentality (will manager give employee proposed reward?) |
| In dual-career families, woman | are secure in career before she has children |
| career means | total work one does in lifetime + leisure |
| avocation | leisure activity for pleasure not money |
| women earn about 76 cents for each ____ a man earns | dollar |
| trait & factor theory | one's personality could be matched to occupation which stressed particular traits |
| profile matching | personality or skills profile is matched to that of successful workers |
| developmental theory views career decisions as | longitudinal and reversible |
| trait & factor model is grounded in ___ psychology | differential (study of individual differences) |
| Parsons & Williamson & C.F. Patterson is associated with | trait & factor career counseling |
| Criticism of trait & factor is it | assumes choice of occupation is 1 time process |
| Computer career guidance programs often adhere to the | trait & factor model |
| Roe & Brill | espoused personality theories of career choice |
| Holland suggested that personality needs to be congruent w/ | work environment |
| Super emphasized | career development rather than career choice |
| Tiedeman & O'Hara | decision-making theory |
| Parsons suggested 3 steps to implement trait & factor | 1-knowledge of self & aptitudes & interests; 2-knowledge of jobs, including advantages/disadvantages; 3-matching individual w/ work |
| 4th force in counseling refers to | multiculturism |
| 3rd force in psychology refers to | humanistic |
| psychometric data refers to | use of test results in counseling |
| Roe suggested personality approach to career choice based on | job that satisfies unconscious need |
| Roe utilized 2 dimensional system of occupational classification as | fields & levels |
| Roe's 8 fields are | service, business contact, organizations, technology, outdoor, science, general culture, arts/entertainment |
| Roe's 6 levels of skills are | professional & managerial 1; professional & managerial 2; semiprofession/small business; skilled; semiskilled, & unskilled |
| Roe's 3 basic parenting styles are | overprotective, avoidance, acceptant |
| Roe's theory relies on Maslow's hierarchy of needs b/c | the job meets the most urgent need |
| Roe Review; career choice is influenced by | genetics, parent-child interaction, unconscious motivators, current needs, interests (people/things), education & intelligence |
| Job = | given position or similar positions w/in organization |
| occupation= | refers to similar jobs occupied via different ppl |
| career | person's lifetime positions + leisure |
| most specific to general (JOC) | job, occupation, career |
| Krumboltz worked with a ___ model | behavioristic or cognitive approach |
| Bordin also felt career choices could used to solve ___ conflicts | unconscious |
| Roe, Bordin, A.A. Brill draw upon ___ doctrines | psychoanalytic |
| sublimation | person expresses unacceptable need in a socially acceptable manner (i.e. person likes to cut will become a butcher or surgeon) |
| Holland most popular approach to | career choice |
| Holland's 6 personality types are | "as rice" artistic, social, realistic, investigative, conventional, enterprising |
| Holland's SDS | self-directed search to measure 6 personality types |
| Roe, Brill, & Holland are classified as ___ theorists | personality or structural |
| Holland's social modality refers to | teachers, counselors, speech therapists, social workers (problem solving using interpersonal skills & feelings) |
| Holland's enterprising | likes to sell to others or perform leadership tasks (bus. owners, real estate agents, tv producers, hotel managers) |
| Holland's realistic (or motoric) | likes machines (truck drivers, auto mechanics, plumbing) |
| Holland's investigative | likes to think his way thru a problem (scientists, design engineers, geologists, mathematicians, philosophers) |
| Holland's artistic | value feelings over pure intellect or cognitive ability (self-expression) (ballerina, author, singer) |
| Holland's conventional | values conformity, structure, rules (bankers, statisticians, controllers, bookkeepers) |
| Holland uses the SII | Strong Interest Inventory based on his model |
| Hoppock's theory is based on work of | Henry Murray |
| Henry Murray created | needs-press theory & TAT (w/ Christina Morgan) |
| Needs-press theory is | occupation is used to meet a person's current need |
| Robert Rosenthal | research regarding experimenter effect |
| Developmental career theorists view career choice as | ongoing & longitudinal |
| theorists that 1st forsake matching models are | Ginzberg, Ginsburg, Axelrad, & Herma |
| Until 1950, what model was king? | trait and factor |
| According to Ginzberg, Occupational choice takes place over a ____ to ____ time period | 6-10 year |
| Developmental theory postulated 3 stages | fantasy, tentative, realistic |
| fantasy was until age 11 | based strongly on impulses |
| tentative (ages 11-17) | interests & abilities are examined |
| realistic (age 17) | choice is made by weighing abilities & needs & making compromise |
| exploration leads | crystallization |
| Ginzberg modified theory from irreversible to ___ & ____ and from compromise to ____ | open-ended & lifelong ; optimization |
| most popular developmental career theorist is | Donald Super |
| Super emphasized | self-concept (which allows self-concept to be expressed) |
| Super's theory emphasizes how many life stages? | 5 |
| Super's 5 stages are | GEE MD - growth (birth -14); exploration (15-24); establishment (24-44); maintenance (44-64); decline (65+) |
| Super's theory includes | life career rainbow |
| Super's roles are | parent, homemaker, worker, citizen, leisurite, student, or child |
| John Crites is associated with | career maturity or vacational maturity |
| David Tiedeman and Robert O'Hara associated with | decision making theory |
| decision making theory refers to | periods of anticipation, implementation, adjustment |
| implementation phase | accommodation or induction - person engages in reality testing regarding expectations |
| anticipation phase | individual imagines himself in given career |
| John Krumboltz known for | social learning approach to career choice |
| Krumboltz is closely associated w/ | Albert Bandura |
| social learning means | learning from others (vicarious learning) |
| RJP - realistic job preview | person interviews worker |
| guided imagery | client imagines a day in future working in job |
| human capital theory | get training & education to get best possible income |
| accident theory of career development | chance factors influence career (i.e. liked teacher so becomes teacher) |
| status attainment | child secures job commensurate with family status |
| Krumboltz could be categorized as ___ ___ behaviorist model of career development | decision making |
| Nathan Azrin & job club | exposes clients to job experiences |
| Azrin known for | token economy |
| Gelatt decision model refers to info as | fuel of the decision |
| Gelatt model asserts that info can be organized in 3 systems | predictive, value, decision |
| predictive system | probable alternatives, actions, & possibilities |
| value system | relative preferences regarding outcomes |
| decision system | provides rules & criteria for evaluating outcome |
| Linda Gottfredson's developmental theory of career focuses on | circumscription and compromise theory |
| circumscription | when ppl restrict choices |
| compromise | when ppl sacrifice the field of work before they sacrifice sextype or prestige |
| OOH | Occupational Outlook Handbook |
| OOH shows what factors? | job, necessary training, earnings, advancement opportunities |
| DOT list over ___ job titles | 30,000 |
| O*NET replaced the | DOT |
| DOT = | Dictionary of Occupational Titles |
| DOT jobs are given a ___ digit code | 9 |
| 9 digit code is | 1st 3 digits are occupational category; middle 3 are tasks in relation to data; last 3 are to alphabetize titles |
| SOC Standard Occupational Classification Manual | codes job clusters via similar work functions (teachers, librarians, counselors) |
| SIC Standard Industrial Classification Manual | classifies businesses in regard to type of activity they are engaged in (i.e. type of service or product) |
| OOH is ___ to read | easiest |
| underemployment is | working at a position below your skill level |
| GOE Guide for Occupational Exploration | lists groups of jobs in 14 interest groups |
| self-efficacy theory is based on work of | Albert Bandura |
| 3 key terms in career counseling | contrast effect, compensatory effect, spillover |
| contrast | heightened sense of awareness regarding difference between successive juxtapositions of 2 stimuli |
| compensatory | worker makes up for things can't do on the job (librarian get loud after work) |
| spillover | job spills over into leisure time |
| subjective biases of individual's who rate employee performance (3) | recency effect, leniency/strictness bias, central tendency bias |
| recency | last performance is rated & not whole job performance |
| leniency/strictness | rater rates lenient or strict not average |
| central tendency | rater rates average |
| Strong Interest Inventory (SCII or SII) based on Holland's theory created by | E.K. Strong measures interests only |
| SDS self-directed search based on work of Holland & yields scores on his 6 types (self-administered & self-scored) | as rice (artistic, social, realistic, investigative, conventional, enterprising) |
| sedentary | max lifting is 10lbs |
| light work | max lifting is 20lbs |
| medium work | max lifting is 50lbs |
| heavy work | max exceeds 100lbs |
| Kuder Occupational Interest Survey (KOIS) | is an interest inventory as well |
| GATB General Aptitude Test Battery is utilized for | state employment |
| GATB was created by | US Employment Service |
| aptitude tests measures | potential or predict future performance NOT skill |
| dislocated worker | loses job b/c company downsizes or relocates |
| reentry woman | woman who goes from working at home to outside of home |
| "What Color is Your Parachute?" by Richard Bolles | book recommended as best selling job hunting book |
| Job clubs are behavioristic & clients share | job leads, work on actual skills, & they are highly recommended for disabled |
| Crites is well known for | CMI Career Maturity Inventory |
| CMI measures | attitudes & competencies related to career choice process |
| Hoppock feels we choose a job to meet our | needs |
Created by:
zhenry88
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