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| The total constellation of economic, sociological, psychological, education, physical, and chance factors that contribute to shape one's career. |
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Time extended working out of a purposeful life pattern through work undertaken by a person. |
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| An activity that produces something of value for oneself and/or others. Examples: wage, fee, home, gift, learning. |
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| Structured Theorist. Focused on each career choice separately and independently. Emphasized the need for good information in career decision making. Person needs to carefully use logical, reasoning skills to decide what career is best. Self assesment combined with a skilled counselor is essential to helping solve career problems. |
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| Developed a Typologial Theory about personality types. Created RIASEC theory. Wrote an interest inventory, "The self directed search." His approach is applicable to many enviornments such as social, organizational, schools interpersonal relationships etc. |
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| Process theorist that said a person's career choice is based on "self-concept". Introduced the life/career rainbow. Individuals seek to implement self concept through occupation. Personality + Occupation = Career. |
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| View career problems and decisions as a lifelong developmental process of events/choices that become more complex as one grows older. |
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| Learning about One's self. Affected by positive and negative experiences. Personal believes and expectations. |
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| Ship as a metaphor for career choice. No horizon to guide the process. Compass, charts, currents. Introduced a model of "deciding". Anticipation: primarily in the mind. Implementation: Behavioral actions |
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| Cognitive Information Processing |
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| Based on how we think and feel. Problem solving activity. Based on what we know. Based on how we think about that knowledge. |
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| CASVE cycle of Information PRocessing Skills |
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| Communication, Analysis, Execution, Synthesis, Valuing |
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Identifying a Gap.
Assistance is sought when personal resources are inadequate. External (Family, friends events) Internal (Emotions, behavior, psychological or physical state) |
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Thinking about alternatives.
Clarifying self knowledge (values, interests, skills) Understanding how to make important decisions (self talk, self awareness) |
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Taking action to narrow the gap.
Converting thoughts into actions. Three implementation options: Planning trying and applying. |
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Creating likely alternatives.
Strategies may include creating an evaluation or screening metric for option management, logging external feedback, etc. ELABORATION-identify all possible outcomes. CRYSTALLIZATION-Narrow potential options to 3-5. |
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Prioritizing alternatives
Judge the costs and benefits of each option. A "first choice" is selected to narrow the GAP identified in the communication phase. Expand, then narrow the list of options. |
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| Things that are desirable, important, or necessary to you. |
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| The idea of work importance. |
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| High income, prestige, independence, helping others, security, variety, leadership, leisure |
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| Most people can be categorized as one of the 6 RIASEC types/enviornments: |
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| Realistic, Investigative, Artistic, Social, Enterprising, Conventional |
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7 Step Values Clarification Process-Choosing a Value
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1. Freely and Without Pressure
2. From Among Alternatives
3. After Thinking About the Results |
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7 Step Values Clarification Process-Prizing your Values
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4. Being Pleased With Your Choices
5. Being Willing to State Publicly |
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7 Step Values Clarification Process-Acting on your Values |
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6. Doing Something Behavioral
7. Acting Consistently & Repetitively |
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| Terminal Values (prosperous life) and Insturmental Values (hard-working) |
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| Rokeach's Terminal Values |
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(Prosperous Life)
"End States" of existence. Worth Personally/Socially striving for |
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| Rokeach's Insturmental Values |
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(hard-working)
Ways of Acting and Behaving |
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| Things that a person does for fun that they enjoy. |
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| involves things such as indentifying the problem in a situation or organization, thinking about the complexity of problems, gathering evidence through research, evaluating options to solve the problem, and deriving a conclusion or solution. |
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| May include initiating ideas within a team or having team members cooperate and negotiate with eachother. |
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| The ability to set goals and point out directions for the group to take. |
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| Managing time, both for long-term projects and activities, as well as day-to-day time management |
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| Skills include reading, speaking, writing, editing, listening, making presentations, and interpersonal relations. |
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| skills in the many different areas ex. literary, mechanical and social areas. |
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(aka project development)
Involves finding and using information for problem solving and decision making |
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| Myers-Briggs Type Indicator (MBTI) |
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| One of the most widely used personality inventories. Based on 4 dimensions of personality. Creates 16 possible outcomes (ex. ESTP) |
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| Skills relate to experiences in the social, biological and physical sciences. |
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| Respoecting individual and cultural differences. |
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| Dictionary of Occupational Titles |
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| Relatively Self-Determined Activities. Experiences that are available due to: Discretionary Income and Time, Social norms and traditions. Physical Intellectual, Volunteer, Creative or some combination therof. |
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| The role of Leisure Activites |
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| Complimentary (extends and magnifies job activies), Supplementary (enriches beyond job satisfaction) and Compensatory (Make up for deficits/ dissatisfactions.) |
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| may occur at either the secondary, postsecondary or adult exucational levels. Is designed in response to an assesd employer need for trainied workers for particular jobs in a local area. Usually involve completion of a certificate. |
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| Training for many skilled and techinical trades s uch as electrician and steel worker. May involve many years of supervised work |
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| Some schools provide academic credit for prior work. Based on careful documentation. |
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| Designation given by a professional association or governing group to a traning program. |
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| Designation that a professional assocation or independent group gives to you after you have completed a specified traning program. |
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| Unlike ceritifcation, is provided by a governmental agency, not a professional group. |
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| Career Decision Makers-Decided individuals |
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| People who indepdendently integrate knowledge about self and knowledge about opinions that enables them to develop a career plan that is satisfying and beneficial to themselves and society as a whole. |
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| Career Decision Makers-Undecided individuals |
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| People who have not made a commitment to an occupational or educational choice. |
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| Career Decision Makers-Indecisive Individuals |
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| People who are often unable ot make career decisions and continually experience considerable stress in their lives. |
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| External Problems in Decision Making |
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| Personal, Family, Society |
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| Internal Problems in Decision Making |
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| Lack of Planing, Role of influence |
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| Removing the Gap, Thinking or processing information, Only the first 4 steps of the cycle:CASV |
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| Broader concept. Includes additional steps in the CASVE cycle : E and C. Feelings and Behaviors. |
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C-Knowing I need to make a choice
A-Understanding myself and my options
S-Expanding and narrowing my list of options
V-Choosing
E-Implementing your choice
C-Knowing I made a good choice. |
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| The process of thinking about thinking. |
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| More complex ways of thinking about life are required in the modern world. |
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| Trends that have affected careers: |
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| New world economy, changing organizational cultures, new ways of working, changing career and family roles. |
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| The Four Macro-level Factors |
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| Global Economic Markets, changing work organizations, new ways of working, new relationships between family members at home and work. |
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| Strategic Career Thinking (the big picture) |
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| Goal Setting + Interests, Values Skills + 4 Macro-Level factors = Strategic Career Thinking |
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| World of transformation. By 2020, megastates with specific duties: knowledge workers and knowledge will be the Primary Resource Wrote book: Post-Capitalist Society. "World Civilzation" |
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Said information and technology travels, but we as American people a relatively immobile. Described new business organizations as "Global Enterprise Webs."
Idea of an “American economy” is becoming meaningless as money, technology, factories and equipment move across borders. |
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| "End of Work." Traditional 40-hour week jobs on decline as robots take over. Said we should move to 30 hour work weeks to make more jobs available. Needs to be an increase in the third sector-Volunteering, to balance out the public sector of government and the market sector of business. |
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| Flat World. Globalization has flattened the world-everyone can communicate and information is easily shared. 3 periods of globalization: 1492-1800, 1800-2000, 2000-present. |
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| Reich's Global Enterprise Webs |
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| Independent profit centers, spin-off partnerships, spin-in partnerships, licensing, pure brokering |
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| Independent Profit Centers |
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| Small subdivisions of a larger parent company are responsible for finding and producing goods. |
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| strategic brokers seek out new ideas that evolve into small, often temporary, businesses to meet specific needs. |
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| Good ideas are found at small businesses and these organizations are brought into the larger organization to be mutually beneficial to both. |
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| Strategic brokers contract with independent businesses to sell brand name merchandise. |
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| Most decentralized of the webs. Brokers partner with contractors to develop and produce products. |
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| Employed people, unemployed people, education and training programs, new people moving into the area, new/re-entrants to the labor force. |
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| Organizations are "special-purpose institutions" that are effective because they concentrate on one task. |
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| Characteristics of Organizations |
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Each individual's contribution to the organization is valued and important because organizations are social systems that are both independent and interdependent at the same time.
Organizations are always managed. |
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| Schein's Definition of Organizational culture |
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| Culture, common experiences, shared views, group experience |
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| A learned product of the group experience. Found in an organization with a significant history. |
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| 6 ways organizational culture is observable |
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| Regular behaviors, norms, dominant values, philosophy, rules, feeling or climate. |
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| Organizational Culture-Regular behaviors |
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| Common greetings, courtesies, how members dress |
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| Organizational Culture-Norms |
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| How hard one works, working more than 40 hours a week as the standard |
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| Values that are pervasive within an organization. "Customer service is #1" |
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| The relationship between the boss and subordinates (social power difference) |
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| Sub-groups within an organization have their own cultures that may sometimes conflict with other sub-groups |
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| Organizational Structures-Mohrman & Cohen |
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| Suggest that hierarchical structures will be phased out. |
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| Identified four boundaries that adversely affect organizational effectiveness: Vertical, Horizontal, External and Geographic |
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| Who is not considered part of the labor force? |
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| Persons under 16 years old, Inmates, non-civilian population, persons without jobs who have not actively sought work in the previous 4 weeks |
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| An increasing way to work in the US and throughout the world. Short term and time limited in nature. Work is uncertain, dependent on employer's needs. |
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| A leasing company leases employees back to an organization. Work at company X, paycheck written by management company Y. |
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| When the federal government hired many women for previously all-male jobs |
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| Artificial barriers based on attitutes and organizational bias that prevent qualified women from advancing into mid and senior level management positions |
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| The presence of both masculine and feminine qualities in each person |
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| Anne Fisher, Fortune senior writer |
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| Author of Find your Dream town, then a Job |
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| Jerry Useem Fortune magazine |
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| Author of How I make decisions |
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| Author of how to do what you love |
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| Author of Informational Interviewing |
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| Author of Work Life balance |
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| Author of youve got to find what you love |
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