Applying career development theory to counseling, 6e chapter 13 and 14
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Chapter 13
BANDURA’S TRIADIC RECIPROCAL INTERACTION SYSTEM
Cognitive structures
regulate
Personal factors
(memories, beliefs, preferences, self-perceptions)
Environment
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Behaviors
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KRUMBOLTZ’S VIEW OF
CAREER DECISION MAKING
Genetic Influences
Environmental Conditions and Events
Learning experiences
Social conditions
Parents and caretakers
Instrumental (H)
Peer group
Structured educational
setting
Occupational
conditions
Associative (O)
Task approach skills
Goal setting
Values clarification
Generating
alternatives
Obtaining
occupational
information
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2
CLIENT RESOURCES AND SKILLS (KRUMBOLTZ)
Self-observation generalizations about
Abilities
Interests
Values
The world (occupational information)
Task approach skills
Goal setting
Values clarification
Generating alternatives
Obtaining occupational information
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3
COUNSELOR TECHNIQUES – BEHAVIORAL
(KRUMBOLTZ)
Reinforcement
Positive
Aspects of information
Aspects of career
Of reinforcement
Role playing
seeking
decision making
Client plays self
Client plays other
Audio or videotape
Role models
Associative learning
experience
Counselors as role
models
Family and community figures as role models
Simulation
Job Experience Kits
Introductory courses
Volunteer work
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4
COUNSELOR TECHNIQUES – COGNITIVE (KRUMBOLTZ)
Goal clarification: Examine goals specifically; break into smaller goals
Counter a troublesome belief: Look for inaccurate generalizations about
beliefs about self or
others
Look for inconsistencies between words and actions
Cognitive rehearsal: Practice or rehearse positive statements to reduce
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.
negative self-thoughts
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HAPPENSTANCE LEARNING THEORY
FUNDAMENTAL GOALS FOR CAREER COUNSELING
1. To help clients learn to take actions to achieve more satisfying
and career and personal lives – not to
make one decision.
2. Career assessments are used to stimulate learning, not to match
traits with occupational characteristics.
3. Clients learn to engage in exploratory actions to develop
beneficial unplanned events.
4. Counseling goals are measured by the client’s accomplishments
outside the counseling session.
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.
6
APPLYING HAPPENSTANCE LEARNING
THEORY TO CAREER COUNSELING
Skills needed to deal with opportunities
that arise by chance:
Curiosity – Explore opportunities resulting from chance events
Persistence – Learn when there are setbacks
Flexibility – Change attitude to deal with chance events
Optimism – Pursue new events; find that actions can pay off
Risk taking – Responding to new events
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7
APPLYING HAPPENSTANCE LEARNING
THEORY TO CAREER COUNSELING
Four counseling steps:
1.
Normalize planned happenstance in client’s
background.
2.
Help transform curiosity into learning and exploration
opportunities.
3.
Teach clients to produce desirable chance
events.
4.
Teach clients to overcome blocks to action.
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.
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Chapter 14
DIFFERENCE IN EMPHASIS IN
SOCIAL LEARNING THEORIES
Krumboltz
Social Cognitive Career Learning Theory
Emphasis on cognitive-
Emphasis on cognitive processes
Focus on learning
Focus on choice
Focus on planned
Application focused
Focus on self-efficacy
behavioral processes
happenstance
Research focused
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SOCIAL COGNITIVE CAREER THEORY
BASIC CONCEPTS
Self-efficacy – Judgments of one’s abilities to
organize and carry out actions
Outcome
– Estimates of the probability of
expectations
Goals
an outcome
– Set objectives that guide
actions
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10
CONTEXTUAL FACTORS IN SOCIAL COGNITIVE CAREER THEORY
Barriers
Supports
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Background contextual factors
Contextual influences proximal to choice behaviors
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11
SOCIAL COGNITIVE MODEL OF CAREER CHOICE
Self-efficacy effects
Choice actions
Learning experiences and
outcome expectations
and interests
effect performance domains and attainment
which effect choice goals
which effect
which effect choice actions
Self-Efficacy
which effects learning
experiences and outcome
expectations and interests
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.
12
WAYS OF DEALING WITH BARRIERS
Identify possible barriers to achieving career goals
Examine the likelihood that client will have to deal with barriers
Develop strategies for dealing with barriers if they occur
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Decisional Balance Sheets –
List positive and negative consequences
Estimate chance barrier may be encountered
Write down strategies for preventing or managing barriers
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.
13
WAYS OF DEALING WITH SUPPORTS
Identify ways families, friends, teachers, and others can help in achieving career goals
Provide support in achieving career goals
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14
OTHER SOCIAL COGNITIVE MODELS OF CAREER
DEVELOPMENT
Model of Interests
Model of Performance
Model of Work and Life Satisfaction
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.
15
SOCIAL COGNITIVE CAREER THEORY
EMPHASIZES ATTENTION TO THESE POPULATIONS
Women
Culturally diverse peoples
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