1. SALIENCE OF LIFE ROLES Indicators Participation Commitment Knowledge
Chapter 9
SALIENCE OF LIFE ROLES
Indicators
Participation
Commitment
Knowledge
Value
Expectations
Studying
Working
Community
Service
Leisure
Activities
Home and
Family
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2. Value Expectations Roles Ability utilization Studying
VALUES AND ROLE SALIENCE
Value Expectations Roles
Ability utilization Studying
Achievement Working
Aesthetics Community service
Altruism Home and family
Autonomy Leisure activities
Creativity
Economic rewards
Lifestyle
Physical activity
Prestige
Risk
Social interaction
Variety
Working conditions
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3. COMPARISON OF VALUES (Slide A) Work Adjustment
Values Needs Super’s Values
Achievement Ability utilization Ability utilization
Achievement
Comfort Activity
Independence Aesthetics
Variety
Compensation Altruism
Security
Working Conditions Autonomy
Status Advancement Creativity
Recognition
Authority Economic rewards
Social status
Lifestyle
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4. COMPARISON OF VALUES (Slide B) Values Needs Super’s Values
Altruism Co-workers
Moral values Physical activity
Social service
Prestige
Safety Company policies
and practice Risk
Supervision - human
relations Social interaction
Supervision - technical
Variety
Autonomy Creativity
Responsibility Working conditions
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5. 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
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6. 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
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7. SUPER’S LIFE STAGES FOR MEN AND WOMEN
AND BARDWICK’S VIEWS
All people Women
(Super) (Bardwick, 1988)
Establishment
Stabilizing Concern about child
Consolidating raising and
Advancing dependence
Maintenance
Holding Development of
Updating autonomy and
Advancing independence
Disengagement Retirement Decelerating independence due to
planning husband’s retirement
Retirement or death
living
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8. MULTICULTURAL VALUES OF ADULTS
Eurocentrism Africentrism
Independence Interdependence
Autonomy Communalism
Competitiveness Concern about others
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9. INTEGRATING SUPER’S LIFE SPAN THEORY AND
ATKINSON, MORTEN, AND SUE’S MINORITY IDENTITY
DEVELOPMENT MODEL
Super’s Stage Identity Development Issues
Exploration Attitudes towards self and others
Maintenance stage Conflict with organizational values
Disengagement Feelings of isolation or valuelessness
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10. ATKINSON, MORTEN, AND SUE’S IDENTITY DEVELOPMENT MODEL
Conformity – Prefer majority culture
Dissonance – Encounter conflict and confusion between values of own culture and majority
Resistance and Immersion – Reject dominant culture totally, accept minority culture
Introspection – Question total acceptance of minority culture
Synergetic Articulation and Awareness – Incorporate cultural values of dominant group and other minorities
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11. TRANSITIONS AND CRISES
Chapter 10
Types of Transitions (Schlossberg, 1984)
Anticipated
Unanticipated
Chronic hassles
Non-events
Categories of Transitions
Non-normative events
Normative role transitions
Persistent occupational problems
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12. Focuses on transition to retirement
SCHLOSSBERG’S 4 Ss
Focuses on transition to retirement
Situation – Is the transition positive or negative, voluntary or involuntary, does it come at a good time?
Self – Characteristics of the individual such as age, culture, and health
Support – Help or lack of it from others
Strategies – Ways to cope with change
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13. CAREER TRANSITIONS INVENTORY
Readiness – Motivation to make a change
Confidence – One’s sense of self-efficacy to make a successful change
Control – Ability to make one’s own decisions
Perceived Support – Amount of support felt from others
Decision Independence – Decision based on one’s own needs or those of others
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14. 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
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15. CAREER CRISES AFFECTING WOMEN
Leaving and re-entering the work force
Sexual harassment
Discrimination
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16. TILL’S FIVE LEVELS OF SEXUAL HARASSMENT
1. Gender Harassment
2. Seductive Behavior
3. Sexual Bribery
4. Sexual Coercion
5. Sexual Assault
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17. REACTIONS TO SEXUAL HARASSMENT
(Gutek & Koss, 1993)
Confusion/Self-Blame – Individual assumes responsibility
Fear/Anxiety – Fear for career and safety
Depression/Anger – Realization that one is not responsible, may become more angry
Disillusionment – Harassment charges take a long time and may have unsuccessful outcomes
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18. CAREER CRISES AFFECTING CULTURALLY
DIVERSE POPULATIONS
Discrimination
Abusive or insulting language
Poor pay or small raises
Lack of advancement
Double jeopardy – Being a female and a member of a minority group
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