1. Career Orientation Tammy Pannells July, 2006

2. Three Steps in the Career Planning Process Step One: Knowing More About Self Step Two: Exploring Careers Step Three: Planning for next step

3. Contributions of Three Theorists  John Krumboltz: planned happenstances  JoAnn Harris-Bowlsbey: Technology and Career guidance  John L. Holland: Holland’s typology

4. Krumboltz and “planned happenstances”  Purposed: we know that chance factors play an important role in most people’s careers, we should cultivate the capacity to create, recognize and incorporate chance events into our ongoing career management. most people will admit that unplanned events played a role in their careers what they may not see is how their own actions contributed..  “planned happenstance”—creating and transforming unplanned events into career opportunities.

5. John Kruboltz 1. Recognize that planned happenstance is already in your career history. Consider: How have unplanned events influenced your career? What actions did you take before or after the unplanned event that led to a positive outcome for your career? 2. Use your curiosity to lead you to new opportunities for learning and exploration. Consider: What arouses your curiosity? What are you voluntarily reading? How could you further explore what excites you? 3. Take concrete steps to produce desirable chance events. Consider: What steps could you take to create a chance event, such as visiting sites of interest, taking classes or networking via email with others working in your area of interest? How can you act now to increase the likelihood of a desired event?

6. JoAnn Harris-Bowlsbey, Ed.D  long and distinguished career in the field of career development, including positions as high school counselor, director of guidance, university professor,  career counselor in a university counseling center,  developer of DISCOVER® (a computer-based career planning system), http://www.act.org/discover/overview/index.html http://www.discover.arkansas.gov  Executive Director of ACT’s Educational Technology Center.  senior advisor for National Career Assessment Services, Inc.  developed national and international versions of the Career Development Facilitator curriculum.  She is a past-president of the National Career Development Association and a recipient of its Eminent Career Award.  Co-author of Guided Career Exploration, a high school career planning curriculum, published by The Psychological Corporation, New York, NY (1977).  Author of Take Hold of Your Future, published originally by ACT, Inc. and now by NCASI, Inc., a one-semester course for college students (five editions, 1981-2004).  Author of Realizing the Dream, published by ACT (1994), materials to use with both parents and students to assist with career choice and development.  Co-author of Develop Your Future I and II, curricula for providing career guidance to students in middle school and high school (2000-2004), published by NCASI, Inc.

7. John Holland  typological theory (Holland, 1997) theoretical connection between personality and environment same RIASEC classification system  if a person and an environment have the same or similar codes, e.g., Investigative person in an Investigative environment, then the person will likely be satisfied and persist in that environment (Holland, 1997).  His theory of vocational personalities and work environments revolutionized the delivery of vocational assistance worldwide

8. Holland’s influence  The Holland Hexagon Model or Holland Codes is the basis for most of the career inventories used today.  The Holland Codes is a system to classify jobs into job categories, interest clusters, or work personality environments. work personalities  Work personalities Realistic Investigative Artistic Social Enterprising Conventional.

9. Holland’s influence Assessments using Holland Personality Styles link vocational interests to job families. Assessments use a two or three-letter RIASEC or Holland code. Different assessments provide information on the relationship between job personalities and key characteristics, college majors, hobbies, abilities, and related careers. Reference: John Holland (1985) Making Vocational Choices (2nd ed.) Odessa, FL.: Psychological Assessment Resources, Inc.

10. Data Idea People Things Business Contact Operations (enterprising) (conventional) Social Technical (Social) (Realistic) Arts Scientific (artistic) (Investigative)

11. The Career Decision Making System CDM Authors: Thomas F. Harrington Ph.D. and Arthur J. Oshea Ph.D Match abilities, interests, and values to possible career options Identify occupational interests Acquire specifics about education and training requirements  Based on Holland’s typology theory  Incorporates theoretical foundation of Harris-Bowlsbey’s http://www.cdmcareerzone.com/  Benefits Self-assesses abilities, interests, and work values all in one instrument Easy and fast to administer, with results in less than 45 minutes Ideal individual or group career exploration tool Profiles the current United States job market CDM software offers four separate administration and scoring methods for quick, efficient results

12. Other websites that may be helpful  http://www.quintcareers.com/online_career_assessment s.html http://www.quintcareers.com/online_career_assessment s.html  http://www.personalitytype.com http://www.personalitytype.com  http://www.jobhuntersbible.com/counseling/ctests.shtml http://www.jobhuntersbible.com/counseling/ctests.shtml  http://www.iccweb.com/careerfocus/UserInput.asp?Page =1 http://www.iccweb.com/careerfocus/UserInput.asp?Page =1  http://www.mpc.edu http://www.mpc.edu  http://www.uwm.edu/Dept/CDC/online_tools.html http://www.uwm.edu/Dept/CDC/online_tools.html