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7 Cards in this Set

  • Front
  • Back
Self-Concept: (product of aptitude, physical makeup, social learning); job satisfaction/stability/success depends on match between job and self-concept

Career development over the lifespan: growth (0-14), exploration (14-25), establishment (25-45), maintenance (45-65), disengagement (65+)

Life Space: social roles adopted at different points in life span, Life-Career Rainbow relates to major life roles
matching personality to characteristics of the work environment. Good fit = more satisfaction, longer on the job, more productive

6 basic personality/job types:

high differentiation = high scores on one interest and low scores on others = most accurate as predictor of job related outcome
occupational choice linked to personality and basic needs (which are largely determined by the early family atmosphere)
Tiedman and O'Hara
career identity is an aspect of ego identity development.

2 repetitive sequential processes:
-differentiation (maintaining uniqueness and individuality)
-integration (becoming part of a career or other social system)

2 phases:
-anticipation/preoccupation (explores different possibilities and makes a vocational choice)
-implementation/adjustment (enters situation and achieves balance between demands of the work situation and own needs)
social learning theory; career path has 4 influencing factors (genetic endowment, environmental conditions, learning experiences, task approach skills).

Career counseling emphasizes continual learning and self-development (in contrast to matching jobs to personalities)
Brousseau and Driver
4 career concepts involving three dimensions (frequency of job change, direction of change, change in job content):

-linear career concept (progressive upward)
-expert career concept (lifelong commitment to occupational speciality)
spiral career concept (periodic movement across specialities)
-transitory career concept (frequent job changes often in unrelated fields)
Herzberg's 2 factor theory
regarding satisfaction and motivation

lower-level needs (pay, benefits, supervision, job security): dissatisfaction if unfulfilled

higher-level needs (responsibility, advancement, recognition, achievement): increased satisfaction/motivation when they are fulfilled