Applying career development theory to counseling 6e

Applying Career
Development Theory to
Counseling, 6e
by Richard Sharf

Power Point Slides
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

1


Slide 1 for Chapter 1

DEFINITIONS
Career – Individuals’ work and leisure that
takes place over their life span
Career Choice – Decisions made during one’s
life about work or related activities
Jobs – Positions requiring certain skills within
an organization
Occupations – Similar jobs found in many
organizations
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

2


Slide 2 for Chapter 1

CAREER AND PERSONAL
COUNSELING
Career counseling includes personal issues

Personal counseling includes career issues



Goals may be explicit or implicit

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

3


Slide 3 for Chapter 1

THEORY DEVELOPMENT
Theories must be:
Explicit about rules and terms
Precise about predictions and limitations
Tested through research
Consistent and clear

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

4

Slide 4 for Chapter 1

CAREER DEVELOPMENT THEORY
To use career development theories, counselors should consider:
Their client populations

Their theory of personality and counseling
The theory’s ease of use in counseling sessions
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A division of Cengage Inc.

5


Slide 5 for Chapter 1

A VIEW OF PSYCHOLOGY AS A SCIENCE (DAWIS)
Person

Environment

(Person - Environment Fit)

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A division of Cengage Inc.

6

Slide 6 for Chapter 1

CAREER COUNSELING SKILLS
Helping skills

Knowledge of tests

Knowledge of occupational Information

Knowledge of career development theory
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A division of Cengage Inc.

7


Slide 7 for Chapter 1

HELPING SKILLS USED IN CAREER
COUNSELING
Attending

Continuation responses

Questioning

Giving information not opinion

Restating

Reinforcement
Family background exploration

Reflecting content
Reflecting feelings
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

Test and inventory
interpretation

8


Slide 8 for Chapter 1

CAREER COUNSELING SKILLS:
KNOWLEDGE OF ASSESSMENT INSTRUMENTS
Norms – Scores that are typical of a population –

usually presented in percentiles

Reliability – Dependable and consistent; scores taken
on two forms of a test should be similar

Validity – The test measures what it is supposed to
measure

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

9


Slide 9 for Chapter 1

TYPES OF VALIDITY
Content – Do the items measure the content that they are
supposed to measure
Concurrent – Compare the measure to a specific criterion
Predictive – Predicts a criterion in the future
Construct – Scales should relate to terms or variables
that are similar
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

10


Slide 10 for Chapter 1

OCCUPATIONAL INFORMATION
Common Sources:
Occupational Outlook Handbook
Encyclopedia of Careers and Vocational Guidance

Occtalk – Talk about occupations
Psychtalk – Talk about self

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company

A division of Cengage Inc.

11


Slide 11 for Chapter 1

CAREER COUNSELING SKILLS:
KNOWLEDGE OF OCCUPATIONAL INFORMATION
Knowledge of work

Knowledge of occupational classification systems

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

12


Slide 12 for Chapter 1

GOALS OF CAREER COUNSELING
EXPLICIT – Counselor and client agree on goals

Implicit – Assumptions about goals made by the counselor

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A division of Cengage Inc.

13

Slide 13 for Chapter 1

TWO TYPES OF THEORIES
Longitudinal
Age
Life Span Theories
Relational Theories

Cross sectional
Trait and Factor

Decision-Making

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

Social Learning Social Cognitive

14


Slide 14 for Chapter 1

ETHICAL PRINCIPLES
Autonomy – Respect that clients make their own decisions
Nonmalficence – Do no harm
Beneficence – Help clients by promoting health and well-being
Justice – Fairness in dealing with clients and other

professionals
Fidelity – Honoring commitments to clients, colleagues, and
students
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

15


Slide 1 for Chapter 2

TRAIT AND FACTOR THEORY
Step 1:
Gaining self-understanding
Step 2:
Obtaining knowledge about the world of work
Step 3:
Integrating information about self

(Step 1)

and the world of work

(Step 2)

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

16

Slide 2 for Chapter 2

GAINING SELF-UNDERSTANDING

Step 1:
Aptitudes

Interests

Scholastic Assessment Tests

Kuder Career Search

ACT Tests

Strong Interest Inventory

Differential Aptitude Tests

California Occupational
Preference Survey

General Aptitude Test Battery

Values

Armed Services Vocational Aptitude
Test

Study of Values
Super’s Work Values – revised

Achievement
Specific Occupations

Personality
California Psychological
Inventory

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

16 Personality Factors

17


Slide 3 for Chapter 2

OBTAINING KNOWLEDGE ABOUT THE WORLD OF
WORK
Step 2:
Types of Occupational Information
Description
Qualification
Education
Working conditions
Salary
Employment outlook

Advancement
Similar careers
Information for women and minorities
Brief examples
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A division of Cengage Inc.

18


Slide 4 for Chapter 2

CLASSIFICATION SYSTEMS
Step 2:
Dictionary of Occupational Titles (DOT)
Occupational Information Network (O*NET)
Standard Occupational Classification Manual (SOC)
Enhanced Guide for Occupational Exploration (GOE)

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

19


Slide 5 for Chapter 2

INTEGRATING INFORMATION ABOUT
SELF AND THE WORLD OF WORK
Step 3:

Compare test and occupational information

Compare interview and occupational information

Computer programs (such as SIGI3 and DISCOVER) include all
three steps
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A division of Cengage Inc.

20


Slide 6 for Chapter 2

TRAIT AND FACTOR DIFFERENCES
Gender

Cultural Groups

1.
Self Assessment
Aptitudes
(math)
Interests
(social, artistic,
working with hands)
Values
Personality
(Confidence)
2.

Occupational Information
(Bias)
(Access)
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

21


Slide 1 for Chapter 3

NON PSYCHOLOGICAL PERSPECTIVES ON
CAREER DEVELOPMENT
Sociological – Study social organizations rather than
individuals. Studies patterns of customs and
interactions of occupations and other institutions
Economic – Studies the production, distribution, and
consumption of goods and services. Examines
unemployment and pay.
COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

22


Slide 2 for Chapter 3

INEQUITIES IN THE LABOR MARKET
Youth (unemployment and underemployment)
Status Attainment Theory (advantages due to

family status)
The Structure of the Labor Market (limited advancement)
Discrimination
-

Women

-

Culturally diverse populations

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

23


Slide 3 for Chapter 3

FACTORS CONTRIBUTING TO AN INEQUITABLE
LABOR MARKET
Increased demand for lowpaying personal
service occupations
Great separation between
executive and
labor salaries
Limited access to
occupational information
Rapid technological change

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

Lack of loyalty by
employers
Racial discrimination
Gender discrimination
Psychiatric hospitalization
Media very accessible
Supply and demand is fickle
Illegal economy - Drugs,
theft

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Slide 4 for Chapter 3

YOUTH EMPLOYMENT
Part-time work
Quality of work
Quantity of hours worked
Underemployment
Discrimination against young workers,
especially culturally diverse populations

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company
A division of Cengage Inc.

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