Career Mccarthy Final 2010

Front 1

lack of empowerment in nickel and dimed

Back 1

LACK of Empowerment
Walmart→ time thief, no bonding by talking; could not create a union at walmart but no one was interested…she reached the wall and she gave up creating union
Maids→ friend had an injury, friend did not want to go home because of lost pay, no money to buy good lunch, eating chips just for lunch…
Resaturant→ purse could be searched at any time; housing problem; multiple hours on your feet…can’t just sit down
Still sharing despite the poverty…helping pregnant girl without asking for help…

Front 2

glbtq 3 models: client, program, advocacy

Back 2

GLBTQ
• 3 models
• Client-focused interventions
o Out to self, out to others
o Integrating gay culture with other culture
• Program focused
o Networking, role models
• Advocacy/ Social Action
o Social action

Front 3

sex

Back 3

• Sex=biological

Front 4

gender identity disorder

Back 4

Gender identity=your assigned sex conflicts with your identity; causes stress

Front 5

gender expression

Back 5

Gender expression= how you express your gender to the world
•

Front 6

gender

Back 6

Gender= social construction about
•

Front 7

sexual orientation

Back 7

• Sexual orientation=who you are attracted to…sexually, emotionally
•

Front 8

transgender

Back 8

Transgender= identity and expression are not aligned
•

Front 9

transsexual

Back 9

Transsexual= identitfy with beliefs/ practices of different sex

Front 10

problems with transitioning in workplace

Back 10

• Transitioning in workplace
o Loss of work history!
o Should they disclose past identity?
o Is this an ethical dillema?

Front 11

• Lesbian model Sophie (STID)

Back 11

• Lesbian model Sophie
o Self-awareness without disclosing
o Testing and exploring with little disclosure to straight individs
o Identity acceptance→ preference for gay community
o Dichotomous worldview→ have GLB world and straight world and live in both…

Front 12

why is recreation important

Back 12

• Recreation important—provides opportunity for networking, skills acquisition, and stress mgmt

Front 13

defining disability

Back 13

defining a disability→ any impairment that significantly reduces a major life functioning activity
• Condition of impairment, physical or mental, has to substantially limit one or more major life activity

Front 14

medical model

Back 14

• Medical model: something is wrong with you; fix it; most prominent in US

Front 15

moral model

Back 15

• Moral model: view that something morally wrong with you/your family

Front 16

minority model

Back 16

•inaccessible environment
Minority model: social or cultural model; there is an inaccessible environment that handicapping the person; there needs to be universal design

Front 17

language about disabilities

Back 17

• Person with a disability
o Avoid overextending the definition and making it disable person
don't say suffers from

Front 18

counseling people with disabilities

Back 18

• Career counseling issues
o Emphasize abilities versus limitations
o People are RESOURCES
o Few role models
o May not be aware of own abilities
o Decision about whether or not to disclose

Front 19

legal def. of disability

Back 19

Legal: one or more major life activities with record of impairment

Front 20

impairment

Back 20

• Impairment→ any loss or abnormality of physical/anatomical/ mental function
o Wearing glasses is example of impairment

Front 21

disability

Back 21

• Disability- one or more mjr life functions significantly limited
o Vision loss;

Front 22

handicap

Back 22

• Handicap→ reaction to environment
o Unable to drive at night…

Front 23

the commons

Back 23

• Commons→ resources we all share; water, air, public spaces
o Self-interest affects the commons
o Small decisions are adding up…knowing what other people do affects your actions and choices

Front 24

remedy for when people hurt commons

Back 24

• Remedy:
o Economic penalties→ fine for littering
o Moral concerns→ can change this…

Front 25

After Virtue: notion of a practice:

Back 25

• After Virtue: notion of a practice:
o Taking businesses out of private sector into the public sector so people won’t compete for education, medicine…
o You shouldn’t have to pay more to see the best teacher, best doctor…

Front 26

• Commercialization of social relations

Back 26

• Commercialization of social relations
o Time=more money, so they don’t spend as much time with friends
o So many contracts because of this…

Front 27

• What makes work meaningful?

Back 27

• What makes work meaningful?
o FUN, VALUABLE, MAKES A DIFFERENCE

Front 28

job
career
calling

Back 28

• JOB=work for money
• Career=work for advancement/ opportunity/stability
• CALLING=work for intrinsic reward
• Job can fit into other categories…

Front 29

historical reasons to keep jobs

Back 29

Historical reasons to keep “jobs”
1. Industrialist—make people replaceable, interchangeable…
2. Scientific management
3. Efficiency

Front 30

• Gender Identity model (PRESA)

Back 30

• Gender Identity
o Passive Acceptance
o Revelation
o Embededness/ Emancipation
o Sythesis
o Active Commitment

Front 31

things that help women achieve AND career counseling suggestions

Back 31

• Having role models, girls schools, parents help
o Encourage math, education, training
o Use appropriate career tests

Front 32

multiple roles for fulfillment potential

Back 32

• Fulfillment potential of homemaking
• Women should have multiple roles, outside of the home activities, to have satisfaction in life…

Front 33

women are doing ____work at home, but it is _____valued

Back 33

• Women are doing MORE work at home, but it is LESS valued…this is the Overworked American article…standards of cleanliness

Front 34

• CROSS model (PEIII/ encounter or cross paths...)

Back 34

• CROSS model
• Pre-encounter (place values in things other than blackness)
• Encounter (encounters move the person)
• Immersion/Emersion (immersed in world of blackness)
• Internalization (High salience to own blackness→ own identity)
• Internalization-Commitment (internalize own identity AND go against oppression)

Front 35

Racial ID model
CDR-IS...

Back 35

Racial identity model
• conformity (adhere to dominant culture)
• dissonance (beginning to counter conformist beliefs; could happen due to new information like discrimination)
• resistance and immersion(reject dominant culture; "all whites are bad"; immerse in culture of origin)
• introspection (question the negative beleifs about dominant culture)
• synergistic (objectively look at it; stand against oppression)

Front 36

Contact and participation

Back 36

Contact and participation
Contact and participation - the extent to which the individual becomes involved with other cultural groups.

Front 37

Level of acculturation styles
Integration style

Back 37

Level of acculturation styles
Integration style - contact maintained with original culture and new culture

Front 38

Level of acculturation styles
•Assimilation style

Back 38

•Assimilation style - contact not maintained with original culture but contact with new culture is developed.

Front 39

Level of acculturation styles
Separation style -

Back 39

Separation style - the individual holds on to his or her original culture, and avoids interaction with new culture.

Front 40

Level of acculturation styles
Marginalization style -

Back 40

Marginalization style - the individual has no interest in maintaining the original culture, and also has no interest in interacting with others.

Front 41

3 multi. considerations (AKS)
AWARENESS

Back 41

3 Multicultural considerations…
1. Awareness of your own Beliefs and attitudes (attitudes about family, success, women, gender expectations, work, education…)

Front 42

KNOWLEDGE

Back 42

2. Knowledge of their worldview, identity, acculturation (all of these play a role in their career and work decisions)

Front 43

3 multi. considerations:
SKILLS

Back 43

3. Skills for interventions, assessments, things you can do…(assess environmental barriers, career patterns, career assessments used with diverse groups…)

Front 44

career consideration of working with multi. clients.

Back 44

Development strong working alliance
•Maintain “creative uncertainty” - do not let unknown stifle the process
•Explore worldview/level of acculturation/racial identity status
•Explore how racism, sexism, poverty have influenced self-efficacy beliefs

Front 45

decision making confusion and external conflict with others around it

Back 45

Individuals with cognitive disabilities reported more decision making confusion and external conflict with others around DM

Front 46

Vocational identity in two groups

Back 46

Vocational identity was not different in two groups

Front 47

Relationship of career thoughts to identity// disability type

Back 47

Relationship of career thoughts to identity not moderated by disability type

Front 48

Should you incorporate type of disability as a factor to incorporate with career development

Back 48

Type of disability may be a factor to incorporate with career development

Front 49

Individuals with __________may have less confidence in decision making skills and less clarity about strengths and weaknesses

Back 49

Individuals with cognitive disabilities may have less confidence in decision making skills and less clarity about strengths and weaknesses

Front 50

type of disability and career self-concept

Back 50

No evidence that type of disability affects career self-concept

Front 51

recreation and disabilities

Back 51

Early experience with disabilities may restrict recreation and thus opportunities for learning
Inclusive recreation may expose employers to the notion that disabilities can be accommodated
Skill acquisition afforded by recreation
Alternate paths for job information and networking than public agencies
Stress management

Front 52

religion

Back 52

Religion – refers to relationship with organized faith community

Front 53

spirituality

Back 53

Spirituality – varied meanings, including higher power, belief in common good, etc.

Front 54

what does spirituality do in the workplace?

Back 54

Meaning making, meditation, sense of mission = productivity, satisfaction

Front 55

a strong corporate culture means ____performance

Back 55

Strong corporate culture = higher performance

Front 56

what does religion do to career choice/development

Back 56

Seems to provide similar support as attachment to people

Front 57

Seeing work as a ______ seems to lead to greater satisfaction, jobs with greater social interaction

Back 57

Seeing work as a calling seems to lead to greater satisfaction, jobs with greater social interaction

Front 58

counseling implications for Spirituality/Religious clients

Back 58

Assess role that S & R may play for the client
If meaning is not found in work, where is it found for the client?
Assess how S & R fits with other coping processes

Front 59

lack of empowerment/ injury of spirit

Back 59

Accutrac-interview testing process; weeds out employees who might rock the boat at walmart
name changed to barb

Front 60

The Maids

Back 60

The maids in maine--they sought ted's recognition b/c they were so deprived of physical/spiritual/human recognition
Backbreaking work
Degrading work (bathrooms)
Can't eat in a client's home
Being watched by secret cameras
Other worker injured and worried about losing job/ losing money from work missed
No vacation/medical leave/sick time/healthcare/few breaks
Eating crap for lunch

Front 61

Waitress job

Back 61

purse could be checked
looking busy at all times
couldn't handle both jobs