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50 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Women make up ___ percent of the workforce in own ___ percent of the businesses |
60%, 50% |
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Pervasive indecisiveness |
Lifelong pattern of severe anxiety related to decision-making |
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Career counseling |
A therapeutic counseling for adults outside the educational setting |
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Vocational guidance |
A Developmental and educational process within the school system |
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Bachelor's level workers earn _____ thousand more dollars annually than those with high school diplomas |
10-15 |
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Ranking of ethnicities with bachelor's degrees |
Asian / Pacific Islanders. whites African-Americans Latinos |
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Which kind of jobs have increased faster, Blue Collar jobs or white collar jobs? |
White Collar jobs |
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Changing view of work |
A change from the idea of work as drudgery to a vehicle for expressing identity and fulfilling emotional needs |
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Which impacts job performance more, experience or age? |
Experience |
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Avocation |
Leisure activity that one engages in for pleasure rather than money |
Dual-career couples report a lack of time for this |
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EEOC uniform guidelines on employee selection procedures |
An adverse impact on a group of people exist in hiring practices when their ratio is less than 4/5 |
The four fifths rule |
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Differential validity in assessments |
When an assessment is valid for one group but not another |
Such assessments should not be used for hiring purposes |
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Trait and Factor approach |
Using empirical data, one's personality can be matched with an appropriate occupation |
Also called the Actuarial or matching approach |
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Major proponents of the trait and Factor approach |
Frank Parsons Edmund Williamson |
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Structural theories of career counseling |
Emphasized individual differences between people over the developmental model |
Include trait and Factor, Roe, Brill, and Holland |
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Developmental approaches in career counseling |
Describe a process that can change throughout the lifespan and is tied to social, cognitive, and personality development |
Ginzberg and Ginsburg were pioneers |
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Anne Roe's person-environment Theory |
Psychoanalytic theory that states that early child-rearing practices influence later career choices. Jobs are chosen in order to fulfill a unconscious need. |
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Edwin Bordin |
Believes, like Anne Roe, that careers are chosen to resolve unconscious conflicts |
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A.A. Brill |
Emphasized sublimation as an ego defense mechanism in career exploration |
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Robert Hoppock |
Believed you must know your personal needs and find an occupation that meets a high percentage of them. Changing needs may lead to different occupations. |
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John Holland's four assumptions |
1. There are six basic personality types 2. most work environments correspond to these types 3. people search out an agreeable environment to express their personality type 4. behavior is determined by the interaction of personality and environment |
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Social type in Holland's Theory |
Social people prefer to solve problems using interpersonal skills and feelings |
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Realistic type in Holland's Theory |
Realistic people like machines |
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Investigative personality in Holland's Theory |
Investigated people like to think their way through a problem |
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Artistic personality in Holland's Theory |
Artistic people value feelings over pure cognitive ability and shun conformity |
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Ginsburg et al |
Believed that career choice was ongoing and represented an optimization of circumstances; the compromise between wishes and realistic possibilities |
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Three stages of ginsburg's theory |
Fantasy, tentative, realistic |
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Donald super |
Emphasized Career Development over career choice and focused on self-concept; that is, a career functions to allow self concept to be expressed |
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Super's five stages |
Growth, exploration, establishment, maintenance, decline |
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Decision-making theories of career choice |
Emphasize the individual's power to choose |
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David tiedeman and Robert O'Hara |
The decision-making process is twofold: first, anticipation, imagining self in a career; second, implementation, which is reality testing |
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John krumboltz |
Social learning approach based on Albert bandura. Emphasized the role of modeling in the acquisition of new behaviors, and believed that even changes in interest can be learned from others |
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Dictionary of Occupational titles |
Like the DSM but for career counselors; now lives on as O*NET |
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Occupational Outlook Handbook |
Revised every two years by the Department of Labor and published on the web |
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Average number of Lifetime jobs per person |
10 to 15 |
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Contrast effect |
An interviewers impression of an interviewee being affected by previous interviewees |
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Recency effect |
A Rater's Judgment of an employee reflects primarily his most recent performance |
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Leniency/strictness bias |
A rater tends to give either very high or very low ratings while avoiding the average |
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Central tendency bias |
A rater tends to give average ratings while avoiding extremes |
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Compensatory effect |
A worker compensates for things she can't do on the job when she's outside the job |
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Segmentation |
When work and family are kept separate |
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Spillover |
When work spills over into time off the job |
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Work interface |
The connection between family and work |
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Aptitude tests |
Measure potential and predict future performance |
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Achievement tests |
Measure present skill |
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Job evaluation |
Rates the value of a job within an organization to determine compensation |
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Schein |
Career anchor Theory |
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Job clubs |
Behavioristic group strategy in which clients share job leads and work on actual skills; highly recommended for those with disabilities |
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Client-centered approach |
The counselor will let the client find his or her own leads and contacts |
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Selective placement approach |
The counselor will give the client job leads and take an active stance |
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