Applying career development theory to counseling, 6e chapter 3 and 4

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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.

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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

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FACTORS CONTRIBUTING TO AN INEQUITABLE LABOR MARKET

Increased demand for

low-paying personal

service occupations

Great separation between

executive and

labor salaries

Limited access to

occupational information

Rapid technological change

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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YOUTH EMPLOYMENT

Part-time work

Quality of work

Quantity of hours worked

Underemployment

Discrimination against young workers,

especially culturally diverse populations

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SOCIOLOGICAL PERSPECTIVES ON COUNSELING YOUTH What are attitudes toward work, toward

employers and co-workers?

Examine actual work demands

What are expectations about work: money?

to explore interests? advancement?

What are advantages and disadvantages of

part-time and full time work?

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EFFECT OF THE WORK ON

THE INDIVIDUAL

Tedious

Repetitive

Intellect not required

Work Environment (Substantive Complexity) Person Challenging

Exciting

Intellectually stimulating

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HUMAN CAPITAL THEORY

Invest in the individual’s abilities, interests, and values Education + Training + Work + Other = $

(Relocation, benefits)

(Modified Human Capital Theory) Education + Training + Work + Other = Satisfaction

(Relocation, benefits) Assumption: All have equal access to the labor market

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THE STRUCTURE OF THE LABOR MARKET

Primary (core)

Advanced technology, high skills, much training, high wages, job stability, advancement

Secondary (peripheral)

Low skill, little training, low wages, high turnover, little

advancement

Difficult to move to primary sector

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WOMEN AND DISCRIMINATION IN THE

WORKPLACE Similar unemployment rates to men, but move in and out of the work force more frequently than men

Women’s jobs pay less than men’s

Women’s jobs have less prestige than men’s

Gender segregation- difference in distribution of men and women in various occupations

Men entering more jobs in the service sector previously held by

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CULTURALLY DIVERSE INDIVIDUALS AND

DISCRIMINATION IN THE WORK PLACE

Unemployment rate for African American and Latinos is greater

than the rates for Asians and Caucasians

Relatively few Latinos and African Americans in high skill jobs

African American men have higher unemployment rates because of fewer opportunities for less educated workers

When African Americans and Caucasians have similar resumés, African American men, at all education levels, experience

discrimination

African Americans are involuntary minorities who have different attitudes towards work than voluntary minorities (Ogbu)

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WORK ADJUSTMENT THEORY

Step 1:

Gaining self-understanding

Abilities - Encompass aptitudes (predicted skills) and acquired skills

General Aptitude Test Battery

General learning Verbal ability

Numerical ability Spatial ability

Form perception Clerical ability

Eye-hand coordination Finger dexterity

Manual dexterity

Interests - Derived from values and abilities

Chapter 4

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WORK ADJUSTMENT THEORY:

VALUES AND NEEDS

Achievement Status Safety

Ability utilization Advancement Company policies

Achievement Recognition and practices

Authority Supervision -Social Status human relations

Supervision technical

Comfort Altruism Autonomy

Activity Co-workers Creativity

Independence Moral values Responsibility

Variety Social Services

Compensation

Security

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PERSONALITY STYLES

(How Abilities and Values Interact with a Work Situation) Celerity – Speed in doing task

Pace – Effort spent in working

Rhythm – Pattern of one’s pace or effort

Endurance – How likely one is to stay working on a task

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Step 2:

Obtaining Knowledge about the World of Work

Ability Patterns - Abilities that are important to an occupation as determined

by job analysts and GATB scores.

Verbal ability Form perception Finger dexterity

Numerical ability Clerical ability Manual dexterity

Spatial ability Eye-hand coordination

Value Patterns - values that are reinforced by an occupation as determined by patterns of responses to the Minnesota Job Description Questionnaire.

Achievement Status Safety

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Step 3:

Integrating Information about Self and the World of Work

The Minnesota Occupational Classification System matches

Abilities General Aptitude Test Battery Ability Pattern

Values Minnesota Importance Questionnaire Values Pattern

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QUALITIES DESCRIBING FIT BETWEEN ABILITIES, VALUES, AND WORK Flexibility – Ability to tolerate unpleasant or difficult aspects

of a job Activeness – Trying to change one’s environment

Reactiveness – Changing oneself in a work environment

Perseverance – How long one can tolerate bad conditions before changing jobs

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ADAPTIVE PERFORMANCE

(Satisfaction and Well Being While Dealing with Change)

Proactive behavior

Reactive behavior

Tolerant behavior

(Griffin & Hesketh, 2005)

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WORK ADJUSTMENT THEORY ASSESSMENT INSTRUMENTS Minnesota Importance Questionnaire

Minnesota Job Description Questionnaire

Minnesota Satisfaction Questionnaire

Minnesota Satisfactoriness Scales

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Satisfaction Satisfactoriness

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