1. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 1 Instructor’s Manual Power Point Slides

2. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 2 Slide 1 for Chapter 1 Definitions Career Career choice Jobs Occupations

3. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 3 Career and Personal Counseling Career counseling includes personal issues Personal counseling includes career issues  Goals may be explicit or implicit Slide 2 for Chapter 1

4. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 4 Theory Development Theories must be: Explicit about rules and terms Precise about predictions and limitations Tested through research Consistent and clear Slide 3 for Chapter 1

5. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 5 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

6. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 6 A View of Psychology as a Science (Dawis) Person Environment (Person - Environment Fit) Slide 5 for Chapter 1

7. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 7 Career Counseling Skills Helping skills Knowledge of tests Knowledge of occupational Information Knowledge of career development theory Slide 6 for Chapter 1

8. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 8 Helping Skills used in Career Counseling Slide 7 for Chapter 1 Attending Questioning Restating Reflecting content Reflecting feelings Continuation responses Giving information not opinion Reinforcement Family background exploration Test and inventory interpretation

9. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 9 Career Counseling Skills: Knowledge of Assessment Instruments Norms Reliability Validity Slide 8 for Chapter 1

10. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 10 Slide 9 for Chapter 1 Types of Validity Content Concurrent Predictive Construct

11. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 11 Career Counseling Skills: Knowledge of Occupational Information Knowledge of work Knowledge of occupational classification systems Slide 10 for Chapter 1

12. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 12 Goals of Career Counseling EXPLICIT Implicit Slide 11 for Chapter 1

13. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 13 Two Types of Theories Longitudinal Age Life Span Theories Relational Theories Cross sectional Trait and Factor Decision-Making Social Learning Social Cognitive Slide 12 for Chapter 1

14. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 14 Ethical Principles Autonomy Nonmalficence Beneficence Justice Fidelity Slide 13 for Chapter 1

15. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 15 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

16. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 16 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

17. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 17 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

18. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 18 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)

19. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 19 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 SIGI and DISCOVER) include all three steps Slide 5 for Chapter 2

20. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 20 Trait and Factor Differences 1. Self Assessment Aptitudes (math) Interests (social, artistic, working with hands) Values Personality (Confidence) 2. Occupational Information (Bias) (Access) GenderCultural Groups Slide 6 for Chapter 2

21. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 21 Work Adjustment Theory Step 1: Gaining self-understanding Abilities - Encompass aptitudes (predicted skills) and acquired skills General Aptitude Test Battery general learningverbal ability numerical abilityspatial ability form perceptionclerical ability eye-hand coordinationfinger dexterity manual dexterity Interests - Derived from values and abilities Values - Represent a group of needs, measured by the Minnesota Importance Questionnaire Slide 1 for Chapter 3

22. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 22 Work Adjustment Theory: Values and Needs Achievement StatusSafety Ability utilizationAdvancementCompany policies AchievementRecognition and practices AuthoritySupervision - Social Status human relations Supervision - technical ComfortAltruismAutonomy ActivityCo-workersCreativity IndependenceMoral valuesResponsibility VarietySocial Services Compensation Security Working Conditions Slide 2 for Chapter 3

23. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 23 Slide 3 for Chapter 3 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 perceptionfinger dexterity numerical abilityclerical abilitymanual 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 StatusSafety ComfortAltruismAutonomy

24. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 24 Slide 4 for Chapter 3 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.

25. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 25 Slide 5 for Chapter 3 Work Adjustment Theory Assessment Instruments Minnesota Importance Questionnaire Minnesota Job Description Questionnaire Minnesota Satisfaction Questionnaire Minnesota Satisfactoriness Scales

26. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 26 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 From Thompson and Blain (1992). Low IMPORTANCEIMPORTANCE Moderate High Slide 6 for Chapter 3

27. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 27 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 EnterprisingSocial Slide 1 for Chapter 4

28. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 28 Holland’s Theory of Types Step 2 Obtaining Knowledge about the World of Work Holland’s six categories provide a means for classifying and learning about occupations (the environment). Realistic Investigative Conventional Artistic Social Enterprising Slide 2 for Chapter 4

29. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 29 Holland’s Theory of Types Step 3 Integrating Information about Self and the World of Work Use the information about self and environment to facilitate a match between the two. Person RI CA E S Environment RI C A E S Slide 3 for Chapter 4 Environment

30. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 30 Holland’s Theory of Types Example of High and Low Congruence High Congruence Low Congruence Person High Low SIAECRSIAER Environment C Person High Low ISACRERCAIE Environment S Slide 4 for Chapter 4

31. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 31 Holland’s Theory of Types Example of High and Low Differentiation High Differentiation Low Differentiation High Low ESCARI High Low ESCARI Slide 5 for Chapter 4

32. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 32 Holland’s Theory of Types Consistency Identify the Holland types that are consistent with each other and inconsistent with each other. Realistic Investigative ConventionalArtistic SocialEnterprising Slide 6 for Chapter 4

33. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 33 Holland’s Theory of Types Identity Slide 7 for Chapter 4 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

34. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 34 Slide 8 for Chapter 4 Research on Holland’s Concepts Congruence Holland’s types and other constructs Consistency Vocational identity

35. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 35 Slide 9 for Chapter 4 Holland’s Theory of Types Congruence Differentiation Distribution of Types Cultural GroupsMenWomen

36. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 36 Slide 10 for Chapter 4 Holland’s Theory Occupational Information The Occupation Finder The Education Finder The Dictionary of Holland Occupational Codes

37. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 37 Slide 11 for Chapter 4 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

38. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 38 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 5

39. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 39 Slide 2 for Chapter 5 Myers-Briggs Type Theory Preference Patterns PerceivingJudging SensingThinking IntuitionFeeling

40. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 40 Myers-Briggs Type Theory Four Letter Code Way of ViewingPreferred the WorldPerceivingJudgingMode ExtravertSensingThinkingJudging IntrovertIntuitionFeelingPerceiving Slide 3 of Chapter 5

41. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 41 Slide 4 for Chapter 5 Myers-Briggs Type Preferences and Work Situations Describe work situations or activities that fit each preference type. Extraversion Introversion SensingIntuition ThinkingFeeling Judging Perceiving

42. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 42 Slide 5 for Chapter 5 Myers-Briggs Type Theory Falsification of type and Women Culturally diverse populations

43. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 43 Slide 1 of Chapter 6 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

44. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 44 Slide 2 for Chapter 6 Piaget’s Periods of Cognitive Development Sensorimotor-0 to 2 Preoperational-2 to 7 Concrete operational-7 to 11 Formal operational-12 on

45. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 45 Slide 3 for Chapter 6 Gottfredson’s Career Development Theory Basic Concepts Socialization theory Modern nature –nurture partnership theory Niches

46. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 46 Slide 4 for Chapter 6 Gottfredson’s Theory of Career Development 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

47. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 47 Slide 5 for Chapter 6 Gottfredson’s Theory of 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.

48. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 48 School-to-Work in the Classroom Slide 6 for Chapter 6 Films Oral reports Interest centers in the classroom Skits Listing interests, abilities, and occupational descriptions Classroom visits Field trips Day on the job

49. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 49 Slide 1 for Chapter 7 Ginzberg’s Stages of Career Development Fantasy stage- up to 12 Tentative stage Development of interests-11 to 13 Development of capacities- 13, 14 Development of values-15, 16 Transition-17, 18

50. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 50 Slide 2 for Chapter 7 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

51. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 51 Slide 3 for Chapter 7 Marcia’s (1989) Modification of Erikson’s Theory Achievement Moratorium Foreclosure Diffusion

52. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 52 Slide 1 for Chapter 8 Salience of Life Roles Indicators Participation Commitment Knowledge Value Expectations Community Service Leisure Activities Home and Family WorkingStudying

53. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 53 Slide 2 for Chapter 8 Values and Role Salience Value Expectations Roles Ability utilizationStudying AchievementWorking AestheticsCommunity service AltruismHome and family AutonomyLeisure activities Creativity Economic rewards Lifestyle Physical activity Prestige Risk Social interaction Variety Working conditions

54. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 54 Comparison of Values (Slide A) Work Adjustment ValuesNeedsSuper’s Values AchievementAbility utilizationAbility utilization Achievement ComfortActivity IndependenceAesthetics Variety CompensationAltruism Security Working ConditionsAutonomy StatusAdvancementCreativity Recognition AuthorityEconomic rewards Social status Lifestyle Slide 3 for Chapter 8

55. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 55 Slide 4 for Chapter 8 Values NeedsSuper’s Values Altruism Co-workers Moral valuesPhysical activity Social service Prestige Safety Company policies and practiceRisk Supervision - human relationsSocial interaction Supervision - technical Variety Autonomy Creativity ResponsibilityWorking conditions Comparison of Values (Slide B)

56. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 56 Slide 5 for Chapter 8 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

57. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 57 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 Slide 6 for Chapter 8

58. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 58 Super’s Life Stages for Men and Women and Bardwick’s Views All people Women (Super) (Bardwick, 1988) Establishment StabilizingConcern about child Consolidatingraising and Advancingdependence Maintenance HoldingDevelopment of Updatingautonomy and Advancingindependence DisengagementDecelerating Independence due to Retirementhusband’s retirement planningor death Retirement living Slide 7 for Chapter 8

59. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 59 Slide 8 for Chapter 8 Multicultural Values of Adults EurocentrismAfricentrism IndependenceInterdependence AutonomyCommunalism CompetitivenessConcern about others

60. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 60 Slide 9 for Chapter 8 Integrating Super’s Life Span Theory and Atkinson, Morten, and Sue’s Minority Identity Development Model Super’s stageIdentity development issues ExplorationAttitudes towards self and others Maintenance stageConflict with organizational values DisengagementFeelings of isolation or valuelessness

61. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 61 Slide 10 for Chapter 8 Atkinson, Morten, and Sue’s Identity Development Model Conformity Dissonance Resistance and immersion Introspection Synergetic articulation and awareness

62. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 62 Transitions and Crises Slide 1 for Chapter 9 Types of Transitions (Schlossberg, 1984) Anticipated Unanticipated Chronic hassles Non-events Categories of Transitions Non-normative events Normative role transitions Persistent occupational problems

63. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 63 Slide 2 for Chapter 9 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

64. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 64 Slide 3 for Chapter 9 Career Transitions Inventory Readiness Confidence Control Perceived Support Decision Independence

65. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 65 Slide 4 for Chapter 9 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

66. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 66 Slide 5 for Chapter 9 Career Crises Affecting Women Leaving and re-entering the work force Sexual harassment Discrimination

67. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 67 Slide 6 for Chapter 9 Reactions to Sexual Harassment (Gutek & Koss, 1993) Confusion/Self-Blame Fear/Anxiety Depression/Anger Disillusionment

68. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 68 Slide 7 for Chapter 9 Career Crises Affecting Culturally Diverse Populations Discrimination Abusive or insulting language Poor pay or small raises Lack of advancement Double jeopardy

69. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 69 Constructivism PhilosophyPsychology PostmodernismConstructivism vs(Personal construct psychology) Modernism(Narrative counseling) (rationalism) Slide 1 for Chapter 10

70. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 70 Slide 2 for Chapter 10 Constructive Alternativism Individual as Scientist A Sample Vocational Construct System SureUnsure EasyHard InterestingBoring RelaxedFearful Informed aboutUninformed about occupations occupations

71. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 71 Figure 3 for Chapter 10 Assessment and Counseling Strategies in Personal Construct Career Counseling The Vocational Reptest Laddering Techniques Vocational Card Sort

72. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 72 Slide 4 for Chapter 10 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

73. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 73 The Client’s Story BeginningMiddleEnd The problem Description of obstacles Counselor and and instruments used client work to reach a goal together to reach client’s goal Slide 5 for Chapter 10

74. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 74 Slide 6 for Chapter 10 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

75. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 75 Slide 7 for Chapter 10 What to Listen for in the Client’s Story Coherence Continuity Causality

76. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 76 Slide 8 for Chapter 10 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

77. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 77 Slide 9 for Chapter 10 Techniques Used in Cochran’s Seven Episodes of Narrative Career Counseling (Slide A) EpisodeTechniques Elaborating a Career Problem - card sort, construct laddering, 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

78. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 78 Slide 10 for Chapter 10 Techniques Used in Cochran’s Seven Episodes of Narrative Career Counseling (Slide B) EpisodeTechniques 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 (using reptest if appropriate)

79. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 79 Slide 1 for Chapter 11 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

80. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 80 Slide 2 for Chapter 11 Patterns of Attachment Secure Anxious-Ambivalent Avoidant

81. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 81 Slide 3 for Chapter 11 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?

82. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 82 Slide 4 for Chapter 11 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

83. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 83 Slide 5 for Chapter 11 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

84. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 84 Slide 6 for Chapter 11 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

85. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 85 Slide 7 for Chapter 11 Phillips’s Developmental Relationship Model Actions of Others Self-Directedness

86. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 86 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

87. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 87 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

88. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 88 Slide 1 for Chapter 12 Bandura’s Triadic Reciprocal Interaction System Cognitive structures regulate Personal factors (memories, beliefs, preferences, self-perceptions) EnvironmentBehaviors

89. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 89 Slide 2 for Chapter 12 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

90. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 90 Slide 3 for Chapter 12 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

91. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 91 Counselor Techniques – Behavioral (Krumboltz) Slide 4 for Chapter 12 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

92. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 92 Slide 5 for Chapter 12 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

93. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 93 Slide 6 for Chapter 12 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

94. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 94 Slide 7 for Chapter 12 Applying Planned Happenstance Theory to Career Counseling Skills needed to deal with opportunities that arise by chance: Curiosity Persistence Flexibility Optimism Risk Taking

95. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 95 Slide 8 for Chapter 12 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.

96. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 96 Slide 1 for Chapter 13 Difference in Emphasis in Social Learning Theories KrumboltzSocial Cognitive Career Learning Theory Emphasis on cognitive-Emphasis on cognitive processes behavioral processes Focus on learningFocus on choice Focus on plannedFocus on self-efficacy happenstance Application focusedResearch focused

97. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 97 Slide 2 for Chapter 13 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

98. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 98 Slide 3 for Chapter 13 Contextual Factors in Social Cognitive Career Theory Barriers Supports ***** Background contextual factors Contextual influences proximal to choice behaviors

99. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 99 Slide 4 for Chapter 13 Social Cognitive Career Theory 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

100. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 100 Slide 5 for Chapter 13 Counseling Focus of Social Cognitive Career Theory Counseling women regarding self-efficacy Countering low self-efficacy of women in math and science Countering discrimination and stereotyping of minorities Exploring the relationship of low self-efficacy and the development of interests Reinforcing beliefs about under utilized capabilities Reducing anxiety to enhance self-efficacy

101. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 101 Slide 1 for Chapter 14 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

102. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 102 Slide 2 for Chapter 14 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

103. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 103 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

104. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 104 Slide 4 for Chapter 14 Spiritual Perspectives on Career Decision Making Religious perspectives Miller-Tiedeman’s Lifecareer Foundation Bloch and Richmond’s seven spiritual concepts

105. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 105 Slide 5 for Chapter 14 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

106. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 106 Slide 6 for Chapter 14 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

107. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 107 Slide 7 for Chapter 14 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

108. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 108 Slide 8 for Chapter 14 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.

109. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 109 Slide 9 for Chapter 14 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

110. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 110 Slide 10 for Chapter 14 Pyramid of Information Processing Domains in Career Decision-Making Meta- Cognitions Executive Processing Domain Generic Information Processing Skills (CASVE) Self Knowledge Occupational Knowledge Decision-Making Skills Domain Knowledge Domain

111. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 111 Slide 11 for Chapter 14 What’s Involved in Career Choice Thinking About My Decision Making Knowing How I Make Decisions Knowing About Myself Knowing About My Options

112. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 112 Slide 12 for Chapter 14 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

113. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 113 Slide 13 for Chapter 14 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

114. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 114 Slide 14 for Chapter 14 Categories of Career Decision-Making Using Cognitive Information Processing Theory Decided Undecided Indecisive * *** * Career Thoughts Inventory Scale Decision-Making Confusion Commitment Anxiety External Conflict

115. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 115 Slide 1 for Chapter 15 Non Psychological Perspectives on Career Development Sociological Economic

116. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 116 Slide 2 for Chapter 15 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

117. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 117 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 Slide 3 for Chapter 15

118. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 118 Slide 4 for Chapter 15 Youth Employment Part-time work Quality of work Quantity of hours worked Underemployment Discrimination against young workers, especially culturally diverse populations

119. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 119 Slide 5 for Chapter 15 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

120. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 120 Slide 6 for Chapter 15 Effect of the Work on the Individual Work EnvironmentPerson Tedious Repetitive Intellect not required Work EnvironmentPerson Challenging Exciting Intellectually stimulating

121. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 121 Slide 7 for Chapter 15 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 (Relocation, benefits) Assumption: All have equal access to the labor market

122. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 122 Slide 8 of Chapter 15 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

123. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 123 Slide 9 for Chapter 15 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

124. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 124 Slide 10 for Chapter 15 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)

125. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 125 Slide 1 for Chapter 16 Career Development Theories for Childhood and Adolescence Childhood Developmental Ginzberg Gottfredson Super Adolescence DevelopmentalTrait and FactorOther MarciaHollandConstructivist SuperWork AdjustmentSocial learning Social cognitive Spiritual Cognitive information processing

126. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 126 Slide 2 for Chapter 16 Career Development Theories for Adulthood Developmental Trait and FactorOther SuperHollandConstructivist Myers-BriggsSocial learning Work AdjustmentSocial cognitive Spiritual Cognitive information processing

127. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 127 Slide 3 for Chapter 16 Combining Theories Types of theories and how well they can be combined with similar theories or different types of theories. Decision-making Developmental Trait and factor possible good poor good Decision- making Developmental Trait and Factor

128. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 128 Slide 4 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

129. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 129 Slide 5 for Chapter 16 Using Theories in Group Career Counseling Widely usedPossible to be used HollandConstructivist Krumboltz’s Spiritual approaches social learning Cognitive information processing Myers-Briggs Gottfredson Hopson and Adams Social cognitive Super Trait and factor Work adjustment

130. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 130 Slide 6 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

131. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 131 Slide 7 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)

132. COPYRIGHT © 2006 Brooks/Cole*Wadsworth Publishing Company A division of International Thomson Publishing Inc. 132 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)