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20 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Predictive Model (TWA) |
Focuses on the variables that explain whether individuals are satisfied with their work environment and whether they are satisfactory to their work environments (p. 30) |
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Career |
Sequence or collection of jobs one has held over the course of one's work life (p. 8) |
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Career Counseling |
Services offered to ameliorate or prevent problems with work behavior (p. 10-11) |
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Coaching |
Assisting workers, particularly managers or executives, to improve their work performance or to promote their career progress within a given work organization (p. 14) |
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Key figure of career counseling development |
Frank Parsons (1909) p. 21 |
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Correspondence (TWA) |
When an employee's needs are met by his or her work environment, and the work environment's needs are met the employee (p. 30) |
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6 Core Values (TWA) |
Achievement, comfort, status, altruism, safety, autonomy (p. 33) |
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Satisfactoriness (TWA) |
When a work environment is satisfied with the individual employee (p. 34) |
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Flexibility (TWA) |
How much discorrespondence people will tolerate before they reach a threshold of dissatisfaction that leads to some type of adjustment behavior |
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Process Model (TWA) |
How the fit between individuals and their environments is attained and maintained (p. 30, 35) |
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6 Types (Holland's Theory) |
Realistic, artistic, enterprising, investigative, social, conventional (RIASEC) p. 58 |
Social, etc. |
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Congruence (Holland's) |
When an individual's personality fits well with their work environment (p. 59-60) the degree of fit between an individual and his or her current or projected environment with respect to the RIASEC types |
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Identity (Holland's) |
The degree to which a person has a clear and stable pictures of one's goals, interests, and talents and can be assessed using the Identity Scale of My Vocational Situation p. 63 |
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Differentiation (Holland's) |
The degree to which a person or environment is clearly defined with respect to the RIASEC types, "pure" types p. 60 |
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Consistency (Holland's) |
When the types that make up a person's or environment's Holland code are adjacent on hexagon/more similar p. 62 |
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5 Developmental Periods of Vocation Development (Life-Span, Life-Space Theory) |
Growth, exploration, establishment, maintenance, disengagement (p. 93) |
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Self-Concept (Life-Span, Life-Space) |
Mental representations of self, individuals' perspectives on the self in a role (p. 88) |
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3 Keystone Segments of Life-Span, Life-Space Theory |
Differential Psychology, Developmental Psychology, Self-Concept Theory (p. 86-88) |
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Career Maturity |
An individual's readiness to cope with developmental career stage tasks (p. 86) |
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Crystallizing (Life-Span, Life-Space) |
Developing a clear and stable vocational self-concept reflecting one's preferences for occupational fields and ability levels (p. 94) |
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