Applying career development theory to counseling, 6e chapter 9 and 10
Bạn đang xem bản rút gọn của tài liệu. Xem và tải ngay bản đầy đủ của tài liệu tại đây (85.26 KB, 18 trang )
Chapter 9
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.
1
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.
2
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.
3
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
4
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.
5
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.
6
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.
7
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.
8
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.
9
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 4 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
1. Gender Harassment
2. Seductive Behavior
3. Sexual Bribery
4. Sexual Coercion
5. 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
