COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of Cengage Inc.. 2 VALUES AND ROLE SALIENCE Value Expectations Roles Ability utilization Studying Achievement Worki
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SALIENCE OF LIFE ROLES
Indicators
Participation
Commitment
Knowledge
Value
Expectations
Service
Leisure Activities
Home and Family
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VALUES AND ROLE SALIENCE
Value Expectations Roles
Ability utilization Studying
Achievement Working
Aesthetics Community service
Altruism Home and family
Autonomy Leisure activities
Creativity
Economic rewards
Lifestyle
Physical activity
Prestige
Risk
Social interaction
Variety
Working conditions
Trang 3COMPARISON OF VALUES
(Slide A)
Work Adjustment
Achievement Ability utilization Ability utilization
Achievement
Achievement Comfort Activity
Variety
Security
Recognition
Social status
Lifestyle
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Values Needs Super’s Values
Altruism Co-workers
Moral values Physical activity Social service
Prestige Safety Company policies
and practice Risk Supervision - human
relations Social interaction Supervision - technical
Variety Autonomy Creativity
Responsibility Working conditions
COMPARISON OF VALUES
(Slide B)
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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
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(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
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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
independence due to
planning husband’s retirement Retirement or death
living
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MULTICULTURAL VALUES OF ADULTS
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INTEGRATING SUPER’S LIFE SPAN THEORY AND ATKINSON, MORTEN, AND SUE’S MINORITY IDENTITY
DEVELOPMENT MODEL
Super’s Stage Identity Development Issues
Exploration Attitudes towards self and others
Maintenance stage Conflict with organizational values
Disengagement Feelings of isolation or valuelessness
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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
Trang 11TRANSITIONS AND CRISES
Chapter 10
Types of Transitions (Schlossberg, 1984)
Anticipated
Unanticipated
Chronic hassles
Non-events
Categories of Transitions
Non-normative events
Normative role transitions
Persistent occupational problems
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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
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Readiness – Motivation to make a change
Control – Ability to make one’s own decisions
others
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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
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Leaving and re-entering the work force
Sexual harassment
Discrimination
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TILL’S FIVE LEVELS OF SEXUAL HARASSMENT
1 Gender Harassment
2 Seductive Behavior
3 Sexual Bribery
4 Sexual Coercion
5 Sexual Assault
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(Gutek & Koss, 1993)
Fear/Anxiety – Fear for career and safety
become more angry
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CAREER CRISES AFFECTING CULTURALLY
DIVERSE POPULATIONS
Discrimination
Abusive or insulting language Poor pay or small raises Lack of advancement