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NCE Career
| Term | Definition |
|---|---|
| Father of Vocational Guidance, Wrote Choosing a Vocation, Trait and factor theory | Frank Parsons |
| Minnesota point of view based on Parsons Trait and factor | Edmund G Williamson |
| life span, life space theory | Donald Super |
| Developed Career Maturity Inventory | John Crites; continuous developmental process moving through series of stages |
| John Holland | Theory of Types, RIASEC (realistic, investigative, artistic, social, enterprising, conventional) |
| LTCC | John Krumboltz; learning theory of career counseling genetic endowment and abilities, environment, learning experiences |
| Developed comupter assisted career guidance systems CVIS, DISCOVER, and VISIONS | Joanne Harris Bowlsbey |
| American Disabilities Act | prohibits discrimination based on disability; ADA disabilities include both mental and physical medical conditions. A condition does not need to be severe or permanent to be a disability |
| Individual with Disabilities Education Improvement Act (IDEA) | federal law that guarantees all eligible children with disabilities between the ages of 3 and 21 (or until the child graduates) the right to a free appropriate public education designed to meet their individual needs |
| Career | lifetime pursuits of different life roles |
| Job | position with specific skill set |
| Occupation | primary activity; similar jobs at a company |
| Career Salience | significance placed on role of career in relation to other life roles |
| Expressed Interests | interests verbally stated/reported |
| Manifest interests | activities one actually engages in |
| Career adaptability | Donald Super individuals readiness to cope with changing employment conditions |
| Career adjustment | the ability to adapt or adjust to one's work environment |
| self efficacy | belief that one is capable of performing specific behaviors to attain a certian goal |
| Theory of work adjustment | one must be able to adjust skills to perform required job taks and achieve job satisfaction |
| differentiation | RIASEC profile of 6 types has significant highs and lows |
| undifferentiated | RIASEC profile of 6 types tends to be flat |
| consistency | RIASEC adjacent pairs of types are more alike than non adjacent pairs |
| Myers Briggs Type Indicator | based on Carl Jung personality theory; match personality type with compatible occupation |
| Theory of Circumscription and Compromise | Linda Gottfredson size and power 3-5 idenitfy occupations sex roles 6-8 gender roles social vaulation 9-13 social class; choose based on family internal unique self 14+ complete circumscription and compromise |
| Ginzberg career development theory | fantasy: 0 -11 work related play tentative: 11-17 interests, capacity, value, transition realistic: 17-20 exploration, crystallization, specification |
| career maturity | physical, psychological, and social characteristics that contribute to the individuals readiness to deal with developmental challenges that may occur at any given career stage |
| recycling | Donald Super; re-entering a stage of the of career development completed before |
| life span | Donald Super; career development is a lifelong process that unfolds through adulthood |
| life space | Donald Super; one has many life roles beyond work which provide meaning |
| Teideman and O'Hara Theory of career of decision making | career development occurs as part of cognitive development; aligned with Erik Erikson developmental stages |
| Positive Uncertainty | H. B. Gelatt; decision making process should be flexible, ambidextrous approach to managing change |
| Cognitive Information Processing | CASVE: communication, analysis, synthesis, valuing, execution |
| Planned happenstance | John Krumboltz; take advantage of unpredictable social, educational, and occupational conditions |
| Social Cognitive Theory | belief in ability to complete tasks plays a role in vocational interests and potential career choices |
| Needs Approach | Anne Roe; 6 levels and 8 fields; based on abraham maslow hierarchy of needs |
| Career construction theory | Mark Savickas; post modern approach; individuals construct careers through stories that are deconstructed and reconstructed with the counselor |
| Self Directed Search and Vocational Preference Inventory | John Holland |
| Occupational Outlook Handbook | 300 occupations, 25 categories, published every 2 years; shows job trend data |
| Occupational Information Network (ONET) | US Department of Labor; 1,1770 occupations, use SOC System - Standard Occuaptional Classification |
| CACG | Computer Assisted Career Guidance System |
| Career Counseling | counselor facilitates individual development of a life career; review values and attitudes, self understanding in relation to career formation plannning and decision making |
| Career Development Program Implementation | marketing, deliver program - adhere to design of session length, skill and prepardeness, participation |
| Donald Super Vocational Development Stages | (GEEMD) growth: develop interest, self - concept exploratory: find choices establistment: trial choices and stablize maintenance: continue adjustment and learning decline/disengage: prepare for retirement |
| Donald Super Vocational Development Tasks | crystallization: awareness specification: tentative choice implementation: training and employment stablilization: confirm choice perform job consolidation: established, advance, achieve |
| Circumscription | eliminate career alternatives believed not compatible with self concept |
| Compromise | give up highly preferred career alternatives for that are less compatible but more accessible |
| Career Development Program Planning | define population, conduct needs assessment, establish goals and objectives, design program |
| Career Development Program Evaluation | goals and objectives, behaviors, skills, data sources, data collection tools |
| Anne Roe levels | professional and managerial - highest, professional and managerial - regular, semi professional and managerial, skilled, semi skilled, unskilled |
| Anne Roe fields | service, business contact, managerial, general cultural, arts and entertainment, technology, outdoor, science |
| Actuarial career theory | focus on structure of the individual |
| developmental career theory | career development occurring over time in stages |
| Life career rainbow | Donald Super; roles we play in life are: child, student, citizen, spouse, homemaker, parent, worker, leisurite, pensioner |
| Archway model | a graphic representation of the many determinants that comprise one's self-concept. |
| Career Beliefs Inventory | John Krumboltz; identify client's mental barriers preventing action |
| Teideman and O'Hara Theory of career of decision making Phases of Adjustment | Induction: implement choice, change takes place Reformation: enter group Integration: accepted or not by group; newness wears |
| Constructivism | individual construct their own reality or truth |
| trait and factor | study the individual (traint) survey occupations (factor) match the person with an occupation |
| John Crites career problem diagnoses | differential: what are the problems dynamic: why have problems occured decisional: how are problems addressed |
| undecided | implied the individual needs more information to make a decision |
| indecisiveness | ongoing trait of the individual; even with more information still cannot decide; beyond career decisions |
| portfolio career | workers engaged in more than one line of work |
| encore career | retired individual returns to work by choice or necessity; not same line of work |
| compensatory theory | compensate for what you cannot do at work |
| spillover theory | work spills over into other leisure time |
| career counseling process | establish relationship, problem identification, assessment, provide information, decision making, implementation and followup |
| World of Work Map | developed by ACT based on Holland codes ; 44 careers 500 occupations |
| SIGI 3 | System of Interactive Guidance and Information |
| DOT | 12,000 jobs, 20,000 job titles; 9 digit number that identify category, division, and group |
| Teideman and O'Hara Theory of career of decision making phasees of anticipation | exploration crystallization choice clarification |
| ASVAB | Aptitude test; Armed Services Vocational Aptitude Battery |
| Aptitude test | potential performance |
| Achievement test | what you know or will accomplish |
| displaced homemaker | a woman with children who was a homemaker but is currently in need of work to support her family (reentry women) |
| glass ceiling phenomenon | women are limited in terms of how far they can advance in the world of work |
| leisure time | time away from work; self determined; compensate for dissatisfaction with work |
Created by:
krlynt