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33 Cards in this Set
- Front
- Back
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Interest inventories
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Determines the likes and dislikes. It's a good predictor of job satisfaction.
1) Strong Vocational Interest Inventory 2) Self-Directed Search 3) COPS- Career Occupational Preference System Interest Inventory |
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Holland hexagon
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It's made up of 6 personality types: Realistic, Investigative, Artistic, Social, Enterprising, Conventional
The heaxagon shape determines which have more in common: adjacent sides have more in common. |
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Mechanical Aptitude Tests
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Measure ability to learn mechanical principles and manipulate mechanical objects.
Example: Wiesen Test of Mechanical Aptitude |
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ASVAB
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Armed Services Multiple Aptitude Battery
Measures many abilities required for military and civilian job. Traditional- eight power tests (e.g. math knowledge, mechanical comprehension) FYI- Find Your Interest, |
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Multiple Aptitude Test
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Measures abilities in different areas.
Used to predict how well one will do in different jobs |
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Differential Aptitude Test (DAT)
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Given to children 7-12
Measures how successful a child will be in learning in certain areas of occupation Includes CII (Career Interest Inventory) to examine interests along with abilities |
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Special Aptitude Test
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Measures aptitude in one specific area (music, post office)
How successful on will be in one area |
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What does the DSM-IV describe for each disorder?
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1) disorder's main features
2) subtypes and variations of presentation 3) the typical pattern of symptoms 4) how to differentiate from other similar disorders |
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What are the 5 axes?
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Axis I- All clinical disorders except personality and mental retardation
Axis II- Personality disorders and mental retardation Axis III- General Medical Conditions (use code of ICD) Axis IV- Psychosocial and environmental problems Axis V- Global assessment of functioning (GAF) |
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Personality Disorders
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Tend to be lifelong and hard to treat. Deeply engrained, inflexible and enduring pattern of relating to the world that impairs functioning.
Cluster A- odd, eccentric Cluster B- dramatic, emotional, overly sensitive, erratic Cluster C- anxious, fearful traits |
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GAF
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Global Assessment of Functioning: psychological, social and occupational functioning.
Scale from 0- 100. 1 is the lowest level of functioning, 0 means unable to classify and 100 is highest level of functioning. |
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Structured Interview
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Pre-established questions.
PROS Broad approach High reliability Not influenced by embarrassment CONS Can't go deeper following hunch Client may feel dehumanized Less likely to clarify confusions Not enough depth |
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Unstructured Interview
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Questions are asked based on client's responses
PROS Builds rapport with client Discuss what's important Greater depth CONS Might not be as broad spend too much time in one topic |
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Semi- Structured Interview
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Allows flow between structured and unstructured approaches. The PROS and CONS are the same as of Structured and Unstructured approaches.
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Tips for writing a good report
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1) Omit passive verbs
2) Be nonjudgmental 3) Reduce jargon 4) Do not patronize 5) Use subheadings' 6) Reduce acronyms 7) Use less difficult words 8) Shorter sentences 9) Be concise with good flow 10) Don't try to dazzle reader 11) Describe behaviors related to concerns 12) When possible, avoid labeling 13) Take a stand when necessary |
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Mental Status Exam
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Assessment of client's:
-Appearance and Behavior (things that can be observed) - Emotional state (affect and mood) - Thought (content and process- what's on their minds and how they perceive it). - Cognitive Functioning (are they able to be in the here and now having an understanding of time,...) |
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Pros and Cons of Diagnosis
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PROS
- Federal and State laws require it - medical insurance reimbursement - DSM is widely used- easier way to communicate with other professionals - provides information on biological influence - Part of total assessment practice- you need it in order to understand the whole client and develop good treatment plan CONS - Labeling that leads to stigmatization - Dehumanization |
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Interest inventories
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Determine likes & dislikes from career perspective; good @ predicting job satisfaction
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Interest inventories test examples
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Strong (H), Self-Directed Search (H), COPSystem (3): COPS, CAPS, COPES (Int, Abil, Val);
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Holland Codes—Holland hexagon.
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RIASEC: Real, Invest, Art, Social, Enterprise, Convent.
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What does hexagon mean?
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A model of personality types developed by Holland to link three of six personality types which share common elements.
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Mechanical aptitude tests
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measure 2 learn mech. prin. & manipulate mech. objects
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Special aptitude tests
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predict vocational area success (clerical, mechanical, artistic, musical)
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Special aptitude test examples
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CBT2 (Clerical), MAT-3C (Mechanical), Meir Art, Iowa Music Literacy, USPS 473, Wiesen (Mech.), Arco (Mech. & spatial), Tech. T.B., Bennet Mech. Comp., Keynotes Music, Group T. Musical Abil., Adv. Measures Music Audiation
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Multiple Aptitude Test examples
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ASVAB CEP (ASVAB app. T. + FYI), Differential App. T., Differential App. T., DAT & DAT PCA.
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Choosing a career is related to
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(one’s interests and aptitudes?)
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ASVAB
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Armed Services Vocation Apt. Batt. (& Career Expl. Prog.); measures abilities for military & civ. jobs
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Axis I
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All clinical disorders except personality and mental retardation
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Axis II
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Personality disorders and mental retardation
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Axis III
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General Medical Conditions (use code of ICD)
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Axis IV
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Psychosocial and environmental problems
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Axis V
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Global assessment of functioning (GAF)
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5 Axes (not-) Anagram
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(Everything but the) Kitchen Sink
Narcissists & special needs GenMedCon/ICD ("I Can't Decide") Outside Global Funk |
