Applying career development theory to counseling 6e chapter 15 and 16

CHARACTERISTICS OF MILLER-TIEDEMAN’SLIFECAREER THEORY Each individual is his or her own theory maker Deep respect for the individual and the individual’s Life Process Theory Trust inner

Religion Philosophy

INDIVIDUALISTIC APPROACH TO

DECISION-MAKING

Personal reality – My sense of what is right for me

Common reality – My sense of what is right for you

and others

SUMMARY OF THE INDIVIDUALISTIC APPROACH

Growth of decision-making skills

Client-centered

Deal with seemingly unrelated issues

Humanistic and subjective

SPIRITUAL PERSPECTIVES ON CAREER-DECISION MAKING

Religious perspectives

Bloch and Richmond’s seven spiritual concepts

Miller-Tiedeman’s Lifecareer Foundation

CHARACTERISTICS OF MILLER-TIEDEMAN’S

LIFECAREER THEORY

Each individual is his or her own theory maker

Deep respect for the individual and the

individual’s Life Process Theory

Trust inner wisdom

Flow with, rather than fight your career

development

BLOCH AND RICHMOND’S SEVEN THEMES REFLECTING

A SPIRITUAL APPROACH TO CAREER DECISION-MAKING

Change – Internal or external

Balance – Work, play, relationships

Energy – Work, play, relationships, self

Community – Companionship, culture, cosmic

Calling – One’s ideal work

Harmony – From work, meditation, stillness

Unity – Connectedness with self, others,

community, culture, universe

MILLER-TIEDEMAN’S APPROACH TO CAREER COUNSELING

Clients have a career – Their life

Clients are the best judge of what works for them

Learn through assessing experience

Tests and inventories should not interfere with

HANSEN’S SIX TASKS IN AN INTEGRATIVE

APPROACH TO CAREER PLANNING

1 Finding work that needs doing in a changing global context.

2 Weaving our lives into a meaningful whole.

3 Connecting family and work.

4 Valuing pluralism and individuality.

5 Managing personal transitions and organizational change

6 Exploring spirituality and life purpose.

ASSUMPTIONS IN THE APPLICATION OF COGNITIVE INFORMATION PROCESSING THEORY TO

CAREER DECISION-MAKING COUNSELING

Both affect and cognitive processing are

important

To make career decisions individuals need

information about self, world of work, and the

PYRAMID OF INFORMATION PROCESSING DOMAINS

IN CAREER DECISION-MAKING

Cognitions

Meta-Executive Processing Domain Generic

Information Processing Skills (CASVE)

Self Knowledge

Occupational Knowledge

Decision-Making Skills Domain Knowledge Domain

WHAT’S INVOLVED IN CAREER CHOICE

Thinking About My Decision Making

Knowing How I Make Decisions

CASVE SKILLS IN COGNITIVE INFORMATION PROCESSING THEORY

Communication – Identifying a problem, input from self

Analysis – Interrelating problem components – self

and occupations Synthesis – Creating likely alternatives

Valuing – Prioritizing alternatives

Execution – Forming means - ends

strategies

THE EXECUTIVE PROCESSING DOMAIN

IN COGNITIVE INFORMATION PROCESSING THEORY

Self-talk – Expectations of ourselves

Self-awareness – Knowing what we are doing

and why Monitoring and – Monitoring the CASVE

Control process

CAREER DEVELOPMENT THEORY

Outline (Basic concepts)

Strengths and Weaknesses

Chapter 16

LAPAN AND TURNER – AN INTEGRATIVE APPROACH TO

CAREER DEVELOPMENT THEORY

A contextually responsive career-counseling system

1 Help clients develop self-efficacy beliefs to deal with barriers that affect outcome expectations and career goals (Chapter 14)

2 Develop vocational identity (Chapter 8)

3 Develop work-readiness skills

4 Gottfredson’s theory of circumscription and compromise (Chapter 7)

and trait and factor theory (Chapter 2) help students develop an understanding of themselves and work

5 Crystallize valued vocational interests, Super (Chapters 7 and 8)

Developmental Trait and Factor Other

Social cognitive Spiritual

Cognitive information

CAREER DEVELOPMENT THEORIES FOR

ADULTHOOD

Developmental Trait and Factor Other

Myers-Briggs Social learning Work Adjustment Social

cognitive

Spiritual Cognitive

poor good good

good good

Trait and Factor

NON COUNSELING APPLICATIONS OF THEORIES Screening methods – Super, Holland, Myers-Briggs

Paper and pencil methods – Holland

Computer assisted guidance systems – Trait and factor, Holland Internet – Career information, career counseling organizations,

education, occupations, job postings

USING THEORIES IN GROUP CAREER COUNSELING Widely used Possible to be used

Trait and factor Work adjustment

THEORIES APPLIED TO PLACEMENT AND OUTPLACEMENT COUNSELING

Holland or – Use types to assess networking

and Myers-Briggs – job search style

Hopson and Adams – Respond to career crises

Super – Determine values of various roles

– View job search strategies

differently depending on life stages Cognitive – Execution stage of the CASVE cycle

Information

OCCUPATIONAL CLASSIFICATION SYSTEMS

Holland’s six types

Dictionary of Occupational Titles (DOT)

Standard Occupational Classification System (SOC)

Occupational Information Network (O*NET)

Guide for Occupational Exploration (GOE)

THEORIES MOST CONCERNED WITH ISSUES RELATED TO WOMEN AND CULTURAL DIVERSITY

Social cognitive career theory (women and culturally diverse populations)

Gottfredson (women)

Super’s life span theory (women and culturally

diverse populations)