COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 1 Chapter 3 NON PSYCHOLOGICAL PERSPECTIVES ON CAREER DEVELOPMENT Sociological – Study social organizations rather than individuals. Studies patterns of customs and interactions of occupations and other institutions Economic – Studies the production, distribution, and consumption of goods and services. Examines unemployment and pay.

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 2 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

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 3 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

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 4 YOUTH EMPLOYMENT Part-time work Quality of work Quantity of hours worked Underemployment Discrimination against young workers, especially culturally diverse populations

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 5 SOCIOLOGICAL PERSPECTIVES ON COUNSELING YOUTH What are attitudes toward work, toward employers and co-workers? Examine actual work demands What are expectations about work: money? to explore interests? advancement? What are advantages and disadvantages of part-time and full time work?

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 6 EFFECT OF THE WORK ON THE INDIVIDUAL Work Environment Person Tedious Repetitive Intellect not required Work Environment (Substantive Complexity) Person Challenging Exciting Intellectually stimulating

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 7 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

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 8 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 Difficult to move to primary sector

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 9 WOMEN AND DISCRIMINATION IN THE WORKPLACE Similar unemployment rates to 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

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 10 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)

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 11 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 Chapter 4

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 12 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

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 13 PERSONALITY STYLES (How Abilities and Values Interact with a Work Situation) Celerity – Speed in doing task Pace – Effort spent in working Rhythm – Pattern of one’s pace or effort Endurance – How likely one is to stay working on a task

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 14 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

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 15 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 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.

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 16 QUALITIES DESCRIBING FIT BETWEEN ABILITIES, VALUES, AND WORK Flexibility – Ability to tolerate unpleasant or difficult aspects of a job Activeness – Trying to change one’s environment Reactiveness – Changing oneself in a work environment Perseverance – How long one can tolerate bad conditions before changing jobs

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 17 ADAPTIVE PERFORMANCE (Satisfaction and Well Being While Dealing with Change) Proactive behavior Reactive behavior Tolerant behavior (Griffin & Hesketh, 2005)

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc. 18 WORK ADJUSTMENT THEORY ASSESSMENT INSTRUMENTS Minnesota Importance Questionnaire Minnesota Job Description Questionnaire Minnesota Satisfaction Questionnaire Minnesota Satisfactoriness Scales

Satisfaction Satisfactoriness