Chapter SALIENCE OF LIFE ROLES Studying Working Indicators Community Leisure Home and Service Activities Family Participation Commitment Knowledge Value Expectations COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc VALUES AND ROLE SALIENCE Value Expectations Ability utilization Roles Studying Achievement Working Aesthetics Community service Altruism Autonomy Home and family Leisure activities Creativity Economic rewards Lifestyle Physical activity Prestige Risk Social interaction Variety Working conditions COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc COMPARISON OF VALUES (Slide A) Work Adjustment Values Needs Achievement Ability utilization Super’s Values Ability utilization Achievement Achievement Comfort Activity Independence Aesthetics Variety Compensation Altruism Security Status Working Conditions Autonomy Advancement Creativity Recognition Authority Economic rewards Social status Lifestyle COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc COMPARISON OF VALUES (Slide B) Values Altruism Needs Co-workers Moral values Social service Super’s Values Physical activity Prestige Safety Company policies and practice Supervision - human relations Supervision - technical Risk Social interaction Variety Autonomy Creativity Responsibility conditions COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc Working 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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc SUPER’S LIFE STAGES FOR MEN AND WOMEN AND BARDWICK’S VIEWS All peopleWomen (Super) (Bardwick, 1988) Establishment Stabilizing Concern about child Consolidating raising and Advancing dependence Maintenance Holding Development of Updatingautonomy and Advancing independence Disengagement Retirement Decelerating independence due to planning Retirement husband’s retirement or death living COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc MULTICULTURAL VALUES OF ADULTS Eurocentrism Africentrism Independence Interdependence Autonomy Communalism Competitiveness Concern about others COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc INTEGRATING SUPER’S LIFE SPAN THEORY AND ATKINSON, MORTEN, AND SUE’S MINORITY IDENTITY DEVELOPMENT MODEL Super’s Stage Exploration Identity Development Issues Attitudes towards self and others Maintenance stage Conflict with organizational values Disengagement Feelings of isolation or valuelessness COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 10 Chapter 10 TRANSITIONS AND CRISES Types of Transitions (Schlossberg, 1984) Categories of Transitions Anticipated Unanticipated Non-normative events Chronic hassles Non-events Normative role Persistent COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc transitions occupational problems 11 SCHLOSSBERG’S 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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 12 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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 13 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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 14 CAREER CRISES AFFECTING WOMEN Leaving and re-entering the work force Sexual harassment Discrimination COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 15 TILL’S FIVE LEVELS OF SEXUAL HARASSMENT Gender Harassment Seductive Behavior Sexual Bribery Sexual Coercion Sexual Assault COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 16 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 unsuccessful COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc time and may have outcomes 17 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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc minority group 18 [...]... individual such as age, culture, and health Support – Help or lack of it from others Strategies – Ways to cope with change COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 12 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... REACTIONS TO SEXUAL HARASSMENT (Gutek & Koss, 199 3) 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 unsuccessful COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc time and may have outcomes 17 CAREER. .. of Cengage Inc 13 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 COPYRIGHT.. .Chapter 10 TRANSITIONS AND CRISES Types of Transitions (Schlossberg, 198 4) Categories of Transitions Anticipated Unanticipated Non-normative events Chronic hassles Non-events Normative role Persistent COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc transitions occupational problems 11 SCHLOSSBERG’S 4 Ss Focuses on transition to retirement Situation... – Understanding feelings about self and others Internalization – Changing values and lifestyle COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 14 CAREER CRISES AFFECTING WOMEN Leaving and re-entering the work force Sexual harassment Discrimination COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc 15 TILL’S FIVE LEVELS OF SEXUAL HARASSMENT... and may have outcomes 17 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 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc minority group 18 ... MEN AND WOMEN AND BARDWICK’S VIEWS All peopleWomen (Super) (Bardwick, 198 8) Establishment Stabilizing Concern about child Consolidating raising and Advancing dependence Maintenance Holding Development. .. SPAN THEORY AND ATKINSON, MORTEN, AND SUE’S MINORITY IDENTITY DEVELOPMENT MODEL Super’s Stage Exploration Identity Development Issues Attitudes towards self and others Maintenance stage Conflict... 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