1. CPE 3200: BASICS OF GUIDANCE & COUNSELING
CAREER GUIDANCE

2. OBJECTIVES Definitions of career guidance Career guidance services
Career development theories
Career Interest Inventory (Self Directed Search, John Holland)

3. Definition of career guidance (Super, 1951)
A process of helping a person to develop and accept an integrated and adequate picture of himself and his role in the world of work, to test his concept against reality and to convert it into reality with satisfaction to himself and benefit to society

4. Definitions of career guidance
Encompasses services and activities related to counseling and guidance programs
(Zunker, 1990)
Encompasses of career activities like career choice, career planning, preparation, placement, and adaptability at workplace (Suradi, 1996)

5. Career Guidance Services
Career information (educational programs and training, job opportunity, economic information)
Administration and assessment of career inventories
Career counseling

6. Definition of career counseling (National Career Develpment Association – NCDA, USA)
A one-to-one or small group relationship between a client and a counselor with the goal of helping the client(s) integrate and apply understanding of self and the environment to make the most appropriate career decisions and adjustment

7. Definitions of career counseling (Brown & Brooks, 1991)
A process of helping an individual with career development problems– help to choose, integrate and promote oneself in the workplace
Life-long process

8. Career problems (Brown & Brooks, 1991)
Unable to make career choice
Productivity or work performance decline
Stress and adaptability
Conflict of personality and work environment
Unsatisfactory & inadequate integration of life roles

9. Strategy to choose a career
Know one self
Know your career choice
Suitability between yourself and the job

10. Career Developmental Theories
Trait-Factor Approach
Decision-Making Approach
Psychological/ Personality- Based Approach
Developmental Approach

11. Trait-Factor Approach
Knowledge of self + knowledge of work + counseling = ability to choose
Identification of personal characteristics or traits and the matching of these traits with factors necessary in different occupations, correct vocational decisions can be made

12. Decision-making Approach
Social learning approach by Krumboltz; identified four types of factors that influence the making of career decisions
Genetic endowment and special abilities
A person’s race, sex, physical appearance, intelligence, musical and artistic abilities
Environmental conditions and events
External factors like war, earthquakes, floods, economic recession, educational facilities, financial assistance, government policies or regulations

13. Decision-making Approach
Learning experiences
A person’s attitude and interests are affected by his previous learning experience; repairing a bicycle or observing others at work
Task-approach skills
Work habits, emotional responses, values, and problem solving skills

14. Psychological/ Personality- Based Approach
Personality-based theorists – Holland – the major factor influencing career choices is the type of personality or behavioral style of the individual
The personality type is the result of genetic and environmental factors
Four major assumptions
Six types of personality – realistic, investigative, artistic, social, enterprising, or conventional

15. Environment can be classified into 6 categories
Environment can be classified into 6 categories. Each environment is dominated by people of similar personality type
People search for environments in which they can comfortably express their interests, skills, and abilities and take on agreeable problems and roles
A person’s behavior is determined by the interaction between the personal characteristics of the individual and the characteristics of the environment

16. Enam jenis personaliti & bidang pekerjaan Holland
Realistik
Investigatif
Artistik
Sosial
Enterprising
Konvensional

17. Developmental Approach
Lifelong process; depends on a person’s life stage
Donald Super; developed 12 testable statements
Vocational development is an ongoing, continuous, generally irreversible process
Vocational development is an orderly, patterned, and predictable process
Voc Dev is a dynamic process
Self-concepts begin to form prior to adolescence, become clearer in adolescence, and are translated into occupational terms in adolescence

18. Reality factors (personal characteristics and social reality) play an increasingly important part in occupational choice with increasing age, from early adolescence to adulthood
Identifications with parent or parent substitute – relate to development of consistent and harmonious relationship in term of vocational plans
The direction and rate of the vertical movement from one occupational level to another are related to intelligence, parental socio-economic level, status need, values, interests, skills in interpersonal relationships, and the supply-and-demand conditions of the economy
The occupational field the individual enters is related to interests, values, and needs, the identification of parental or substitute role models, the community resources used, the level and quality of educational

19. Background, and the occupational structure, trends, and attitudes of the community
9. Although each occupation requires a characteristic pattern of abilities, interests and personality traits, the tolerance are wide enough to allow both some variety of individuals in each occupation and some diversity of occupations for each individual
Work satisfaction depends on the extent to which the individual can find adequate outlets in a job for his or her abilities, interests, values, and personality traits

20. 11.The degree of satisfaction the individual attains from work is related to his or her ability to implement self-concept
12. Work and occupations provide a focus for personality organization for most men and many women, although for some persons this focus is peripheral, incidental, or even nonexistent, and other foci such as social activities and the home are central

21. Stages of Super Developmental Approach
Growth (birth – 14)
Exploration (14 – 24)
Establishment (24 – 44)
Maintenance (44 – 64)
Decline (64 - )

22. Growth
Self-concept develops through identification with key figures in family and school
Fantasy (4-10) – needs and fantasy (role-playing) are dominant
Interest (11- 12) – likes are the major determinant of aspirations and activities
Capacity (13 -14) – abilities are given more weight and job requirements (incl. training) are considered

23. Exploration
Self-examination, role tryouts and occupational exploration take place in school, leisure activities, and part-time work
Tentative (15- 17) – needs, interests, capacities, values, and opportunities are all considered; tentative choices are made and tried out in fantasy, discussion, courses, work, etc.
Reality considerations are given more weight as the person enters the labor market or professional training and tries to implement a self-concept

24. Establishment
Having found an appropriate field, an effort is made to establish a permanent place in it.
Thereafter changes which occur are changes of position, job or employer, not of occupation
Trial-commitment and Stabilization (25-30)- settling down – securing a permanent place in the chosen occupation.
Advancement (31-44) – effort is put forth to stabilize, to make a secure place in the world of work. The most creative years; seniority is acquired; superior performance is demonstrated; qualifications are improved.

25. Maintenance How to secure the job or how to hold on to the job?
Little new ground is broken, continuation of established pattern
Concerned about maintaining present status while being forced out by competition from younger workers in the advancement stage

26. Decline
As physical and mental powers decline, work activity changes and in due course ceases
New roles must be developed; first, selective participant and then observer
Individuals must find other sources of satisfaction to replace those lost through retirement
Many men find part-time jobs to replace their full-time occupations