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Introduction to the Counseling Profession Chapter 14 Career Counseling

Introduction to the Counseling Profession Chapter 14 Career Counseling

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Page 1: Introduction to the Counseling Profession Chapter 14 Career Counseling

Introduction to the Counseling Profession

Chapter 14

Career Counseling

Page 2: Introduction to the Counseling Profession Chapter 14 Career Counseling

Chapter Topics

Page 3: Introduction to the Counseling Profession Chapter 14 Career Counseling

Foundations

“According to the Bureau for Labor Statistics (2012), 86% of men and 67% of women in the United States work more than 40 hours per week.”

Placement Services 1890-1919: American industrialization; WWI Veterans return and find themselves displaced; Frank Parsons and the Vocations Bureau in Boston; The National Vocational Guidance Association (NVGA) (now the National Career Development Association) (NCDA) was founded in 1913.

Educational Guidance 1920-1939: Increase in student population and shift in the job market away from industrialization.

Training for Career Counselor 1940-1959: WWII veterans and GI Bill of Rights.

Page 4: Introduction to the Counseling Profession Chapter 14 Career Counseling

Foundations

Organizational Development 1960-1979: The Vietnam War and Civil Rights Movement.

Career Counselors in Private Practice 1980-1989: Shift from industrialization to information technology.

Technology and Diversity 1990 to Present: Americans with Disabilities Act.

“Once thought of as being a separate domain from personal development, there has been a shift in the career counseling profession that recognizes that an individual’s career and personal concerns need to be viewed in a more holistic manner.”

Page 5: Introduction to the Counseling Profession Chapter 14 Career Counseling

FoundationsCareer Counseling Theories

Frank Parsons: Trait-and-Factor

Frank Parsons developed his approach in response to the poverty many new immigrants were experiencing during the early 1900’s.

The foundation of Parson’s approach is that individuals are drawn to prospective careers due to their personality and variables that influenced their upbringing.

Parson’s approach consisted of three steps. These three steps included self-exploration including one’s aptitudes, abilities, interests and limitations; having information about the current job market, and seeing what jobs make a good fit with that individual’s strengths and weakness as well as the job market influences.

Page 6: Introduction to the Counseling Profession Chapter 14 Career Counseling

FoundationsCareer Counseling Theories

John Holland

Holland’s work differed from his predecessors in that the focus of his theory has been on why career choice occurs and the outcomes of that choice, rather than on how or why personality orientations develop.

Holland’s theory is based on six key ideas:

1. Most people are one of six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional.

2. People of the same personality tend to "flock together." 3. People of the same personality type working together in a job

create a work environment that fits their type.

Page 7: Introduction to the Counseling Profession Chapter 14 Career Counseling

FoundationsCareer Counseling Theories

John Holland

4. There are six basic types of work environments: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional.

5. People who choose to work in an environment similar to their personality type are more likely to be successful and satisfied.

6. How one acts and feels at work depends to a large extent on that individual’s workplace environment .

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FoundationsCareer Counseling Theories

John Krumbultz: Social Learning Theory

Examines cognitive behavioral approaches and outcomes for career counseling.

Foundation rests on the importance of learning the theories that people learn through experiential experiences and observations.

Krumboltz identified four main factors that influence career development.

1. One’s genetics and special abilities2. Environment3. Learning Experience4. Task Approach Skills

Page 9: Introduction to the Counseling Profession Chapter 14 Career Counseling

FoundationsCareer Counseling Theories

Lent, Brown, and Hackett: Social Cognitive Career Theory

Derives from Albert Bandura’s social cognitive theory.

Examines the interaction between the clients’ environment and his or her belief system.

One’s self-efficacy affects one’s self-concept, which in turn, affects one’s career expectations and goals.

One’s self-concept and self-efficacy also influences one’s ability to overcome any perceived or real barriers.

SCCT also recognizes how a persons’ cultural background influence career choices and goals.

Page 10: Introduction to the Counseling Profession Chapter 14 Career Counseling

FoundationsDevelopmental Theories

Ginzberg, Ginsburg, Axelrad and Herma (1951) were theorists who were part of the paradigm shift in career counseling that began to explore the developmental process as it relates to career choice.

Ginzberg et al.(1951) observed that people go through phases in their career decision making at different developmental stages of their life.

1. Fantasy Stage2. Tentative Stage3. Realistic Stage

Page 11: Introduction to the Counseling Profession Chapter 14 Career Counseling

FoundationsDevelopmental Theories

Donald Super

Super’s theory is built on the foundation of Ginzberg and his associates.

One of Supers’ (1990) major contributions to career counseling is how a person’s developing self concept is affected by her/his life experiences.

Super’s developmental theory includes five stages.

1. Growth 2. Exploration3. Establishment4. Maintenance5. Disengagement

Page 12: Introduction to the Counseling Profession Chapter 14 Career Counseling

FoundationsDevelopmental Theories

Linda Gottfedson

A developmental approach that examines the influences of socialization and cultural expectations.

Children develop ideas about which career paths are acceptable to follow based on their early socialization.

Zone of acceptable alternatives

Four stages

1. Orientation to size and power2. Orientation to sex roles3. Orientation to social valuation4. Orientation to the internal and unique self

Page 13: Introduction to the Counseling Profession Chapter 14 Career Counseling

FoundationsDiversity

Americans with Disabilities Act

Was implemented to protect the civil rights of individuals with disabilities.

Provides individuals with disabilities equal opportunity to employment.

In order to practice competently, career counselors are required to be knowledgeable in the areas of policies, laws, and regulations as these relate to the ADA and career development.

Page 14: Introduction to the Counseling Profession Chapter 14 Career Counseling

Counseling, Prevention, and InterventionDecision Making

Olson, McWhirter, and Horan (1989) discuss four components in the decision making process for career counseling. The four components include:

• Conceptualization of the problem as one of choice.• Enlargement of the response repertoire.• Identification of discriminative stimuli.• Response selection.

Cultural competency is key when exploring the decision-making process with clients struggling with career concerns.

Page 15: Introduction to the Counseling Profession Chapter 14 Career Counseling

Counseling, Prevention, and Intervention

Consulting in Career Counseling

Career counselors utilize their expertise to provide consultation in public, private, educational and organizational settings.

The consultation process is a voluntary, nonjudgmental process in which the career counselor is providing indirect assistance by helping the consultees directly intervene with their clients.

There are three population models of consultation: Mental health, behavioral, and organizational.

“Consultation is ‘a process in which a human service professional assists a consultee with a work-related (or caretaking-related) problem with a client system, with the goal of helping both the consultee and the client system in some specified way.’”

Page 16: Introduction to the Counseling Profession Chapter 14 Career Counseling

Diversity and Advocacy

Career counselors should be able to choose a career theory and apply it to the client providing best practices to meet the needs of clients regardless of their diverse backgrounds.

It is just as important to carefully select an intervention that meets the needs of the client, regardless of the personal preference as a career counselor.

Career counselors need to have an awareness of workplace issues as it relates to various cultural groups.

“Many of the early counseling theories were initially developed from a white male perspective . As career counseling clientele continues to diversify, it is an ethical mandate and professional requirement that career counselors are knowledgeable about a clients’ worldview and cultural norms and whether they fit with the career counselors’ theoretical biases.”

Page 17: Introduction to the Counseling Profession Chapter 14 Career Counseling

Assessment

Career counselors do not direct clients as to what specific career they should work towards. It is a process of utilizing the counseling relationship that has been developed, along with various assessments that come together to provide the client with insight related to career decisions. At that point in counseling, clients are then able to make a determination as to what would work best in terms of their career path.

It is important to empower clients to make decisions that seem best for them and they will require help evaluating this information.

“Career counselors rely on the use of assessments in order to meet the needs of their clients.’’

Page 18: Introduction to the Counseling Profession Chapter 14 Career Counseling

Assessment

Interests

Research suggests that clients relate directly to interests. There are two ways to assess client interests: Qualitatively and Quantitatively.

Qualitative

o Career Genogramso Review client’s previous job history and what they enjoyed

about the position.

Quantitative

o Strong Interest Inventoryo Self-Directed Searcho Kuder Occupational Interest Inventory

Page 19: Introduction to the Counseling Profession Chapter 14 Career Counseling

Assessment

Aptitudes

Working with clients to identify their strengths, provides them with a connection to potential careers.

o Differential Aptitude Testo General Aptitude Test Battery

Values

Values clarification is an important part of the career counseling assessment process.

o Values Inventory

Page 20: Introduction to the Counseling Profession Chapter 14 Career Counseling

Research and Evaluation

It is good practice for counselors to end every counseling relationship with an evaluation of the process.

There is also a need in career counseling for more formal evaluations of the relative effectiveness of various interventions.

Another area of competence key to career counseling is research methodology.

There continues to be a disconnect in career counseling research versus career counseling practice.

“While many career counselors are aware of the immediate outcomes of counseling, such as the choice of a college major or a reduction of job stress, in general practice, there is very little formal follow-up.”

Page 21: Introduction to the Counseling Profession Chapter 14 Career Counseling

Diagnosis

Much of the pathology clients present can be a direct result of working in an unhealthy working environment.

It is important to do a thorough client history to examine whether the client’s presenting concerns are related to their working environment or long standing mental health issues.

Career counselors working with these at-risk populations need to be well versed and develop expertise in helping to empower these clients to confront social barriers such as prejudice in the work place.

“While many individuals think that career counseling is mainly about taking assessments and figuring out how they can guide the client’s career aspirations, there are many contextual influences that affect client outcomes.”

Page 22: Introduction to the Counseling Profession Chapter 14 Career Counseling

Program Promotion, Management, and Implementation

“Career counselors provide services in a variety of different settings. In order to meet the needs of these different settings successfully, career counselors need skills in understanding how to manage people and systems, and in allocating resources.”

Pasmore (2011) captured the five top skills needed to engage in strong leadership, these include, “inspiring commitment, strategic planning, leading people, and resourcefulness, and employee development.”

Regardless of the setting, career counselors managing career development programs in organizations will need to work on building relationships, organizing collaborative efforts, and team building.

Once goals have been met using strategic planning, organizations use a variety of different program evaluation methods to measure whether these goals have been met.

Page 23: Introduction to the Counseling Profession Chapter 14 Career Counseling

Information Resources“Career counselors often serve as gatekeepers to their clients by providing a variety of career related resources.”

It would behoove the beginning counselor to begin building a resource library that he/she can draw from in supporting her/his clients with career development concerns.

Counselors can support their clients by encouraging experiential learning (e.g., shadowing, talking to employees in the position they want to obtain, networking).

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