Class 13 slides midterm review
- 1. ECPY 204 MIDTERM REVIEW MIDTERM REVIEW MIDTERM REVIEW 10 - 11 - 12
- 2. Teasing apart the terms... ✦ CAREER • The integration of one’s personality with work activities; a cumulative reference to one’s work experiences over time ✦ OCCUPATION • One’s business, profession or trade ✦ JOB • Series of tasks or activities that are performed within an occupation
- 3. CAREER DECISION-MAKING PROCESS ✦ Become aware and committed ✦ Study your environment ✦ Study yourself ✦ Generate alternatives ✦ Gather information ✦ Make the decision ✦ Implement the decision ✦ Get feedback
- 4. CAREER CHOICE THEORIES ✦Rational/Systematic Approach ✦Sociocultural Determinant Approach ✦Accidental Approach
- 5. GENERATIONAL DIFFERENCES • GEN Y (Millenials) • GEN X • BABY BOOMERS • MATURES/TRADITIONALS
- 6. HOLLAND’s THEORY • Each person has a HOLLAND CODE • Each work environment has a HOLLAND CODE • Holland’s theory matches you to compatible work environments based on which professions correspond with your HOLLAND CODE
- 7. Holland Personality Types ✦ Realistic ✦ Investigative ✦ Artistic ✦ Social ✦ Enterprising ✦ Conventional
- 9. SUPER’s SELF-CONCEPT THEORY ✦ Growth ✦ Exploration ✦ Establishment ✦ Maintenance ✦ Disengagement
- 10. DEFINITION ✦VALUES • Anything to which a person ascribes worth, merit, or usefulness • Deeply held convictions that influence your thinking when you are faced with choices
- 11. Teasing apart the terms... ✦VALUES vs. NEEDS • Values Important or significant • Needs Necessary or required
- 12. VALUES ✦ Why are they important? • Studying our values can give direction to life • Satisfying our values leads to personal fulfillment and happiness ✦ Where do we get them? • People + environment • Usually not taught consciously
- 13. Culture vs. Subculture ✦ Culture • Ways of thinking and living that are built up by a group of human beings and transmitted from generation to generation ✦ Subculture • A group with social/economic/ethnic and other characteristics distinctive enough to set it apart from other groups within the same culture
- 14. Cultural Values ✦ Cultural Values • What is considered to be right or wrong, important or unimportant in a culture
- 15. Work-Life Balance ✦ The ability to include all top priorities and values in your career and life plan ✦ Balanced individuals work harder ✦ Work-Life Balance = Career Satisfaction
- 16. Myers-Briggs Type Indicator Where you direct your attention Extroversion----------------------------Introversion How you gather information Sensing---------------------------------------Intuition How you make decisions Thinking----------------------------------------Feeling How you relate to the external environment Judging--------------------------------------Perceiving
- 17. Definitions ✦ Ability: ✦ The capacity to act with competence in an activity or occupation ✦ Aptitude: ✦ The ability to learn; potential ✦ Skill: ✦ A competency developed from learning and practice
- 18. Abilities ✦ Where do they come from? ➡ Partly heredity ➡ Partly environment ✦ Types of abilities ➡ physical ➡ intellectual ➡ artistic ➡ organizational ➡ relational ➡ special knowledge abilities...
- 19. Aptitudes ✦ The ability or capacity to learn ➡ “I don’t have the skill yet, but I have the potential to acquire it”
- 20. SCANS Report ✦ Secretary’s Commission on Achieving Necessary Skills by the U.S. Dept. of Labor ➡ Outlines essential skills of solid job performance in the 21st century job market
- 21. SCANS: Foundations ✦ FOUNDATIONS ➡ Basic Skills: Reading, writing, arithmetic, speaking, listening ➡ Thinking Skills: Creative thinking, decision making, problem solving, reasoning, knowing how to learn ➡ Personal Qualities: Individual responsibility, self-esteem, sociability,self- management, integrity ✦ The absence of any one of the foundations can disqualify any job seeker at any level!
- 22. SCANS: Foundations and Competencies ✦ COMPETENCIES ➡ Resources: The ability to identify, organize, plan, and allocate resources ➡ Interpersonal: The ability to work well with others ➡ Information: The ability to acquire and use information ➡ Systems: The ability to understand complex interrelationships ➡ Technology: The ability to work with a variety of technologies
- 23. Skills ✦ 3 TYPES: ➡ Functional (Transferable) Skills ➡ Content Skills ➡ Adaptive Skills
- 24. Functional Skills ✦ Skills you carry from one job to another ✦ TRANSFERABLE ✦ Can be used in many occupations ✦ Convey action ➡ Expressed as verbs ✦ Naturally developed from all aspects of life
- 25. Content Skills ✦ Skills involving learned subject matter ➡ Expressed as nouns ✦ Require: ➡ conscious, deliberate training ➡ the use of memory to master a particular vocabulary, procedure or subject matter
- 26. Adaptable Skills ✦ AKA Self-management skills ✦ Describe or characterize people ➡ Expressed as adjectives and adverbs ✦ Not really recognized as skills at all... typically thought of as ‘personal traits’
- 27. Gathering Information ✦ Important things to know when considering a particular career: ➡ 1. Nature of the work? ➡ 2. Education, training or experience? ➡ 3. Personal qualifications/skills/ abilities?
- 28. Gathering Information ✦ Important things to know (cont.): ➡ 4. Earnings, salary range, benefits? ➡ 5. Working conditions? ➡ 6. Location of employment?
- 29. Gathering Information ✦ Important things to know (cont.): ➡ 7. Personality characteristics of typical people in this profession? ➡ 8. Employment and advancement outlook? ➡ 9. Personal satisfaction?
- 30. Gathering Information ✦ Important things to know (cont.): ➡ 10. Advantages and disadvantages ➡ 11. Related occupations
- 31. Online Resources ✦ Occupational Information Network (O*Net) ➡ online.onetcenter.org ✦ Career Info Net (fast-growing jobs): ➡ www.Careerinfonet.org ✦ Occupational Outlook Handbook (includes salary ranges): ➡ www.bls.gov/oco
- 32. Common Decision-making Styles ✦ Planning (Rational/Linear) ✦ Intuitive ✦ Impulsive ✦ Compliant ✦ Delaying ✦ Fatalistic ✦ Agonizing ✦ Paralytic ✦ Defaulting
- 33. Factors adversely affecting decisions ✦ External, e.g.: ➡ family expectations ➡ family responsibilities ➡ cultural stereotypes ➡ gender stereotypes ➡ survival needs ✦ Internal, e.g.: ➡ lack of self-confidence ➡ fear of change ➡ fear of making the wrong decision ➡ fear of failure ➡ fear of ridicule
- 34. 3 Conditions Needed for Change ✦ Dissatisfaction with current condition ✦ Concept of something better waiting in future ✦ Belief that there is a way to get there Premise: The benefits of a change outweigh the costs of making that change.
- 35. Strategies and Risks in Decision Making ✦ Gelatt, Varenhorst,Carey, & Miller (1973) ➡ OPTION A: Wish strategy ➡ OPTION B: Safe strategy ➡ OPTION C: Escape strategy ➡ OPTION D: Combination strategy
- 36. Career Decision-Making: MATRIX MATRIX INTELLECTUAL INTERACTION MONEY STIMULATION WITH OTHERS 4 5 2 FLEXIBILITY 3 LOW STRESS 5 TOTAL DETECTIVE 2 (4) FOOD CRITIC 2 (4) RESEARCHER 2 (4) CHEF 1 (4) DOLPHIN 1 (4) TRAINER MARINE 3 (4) BIOLOGIST
- 37. GOALS VS OBJECTIVES ✦ GOALS ➡ Broad statements of purpose ➡ General and long-range ➡ Ongoing process ✦ OBJECTIVES ➡ Specific and practical steps toward goals ➡ Short-term
- 38. DEFINE ASSESS GATHER GOAL ALTERNATIVES INFORMATION ASSESS REFINE TAKE OUTCOME GOAL ACTION PROBABILITY/ DESIRABILITY
- 39. Informational Interview ✦ Definition? ➡ A brief meeting between a person who wants to investigate an occupation and a person working in that occupation ✦ Main goal? ➡ To obtain advice and information about what people do in their occupations and what the industry is like as a whole
- 40. “Trying on Jobs” ➡ Can get direct information about the job and its work environment ➡ Can check on the accuracy of information gathered from other sources ➡ Can ask questions you won’t find the answers to elsewhere ➡ Can afford networking opportunities
- 41. Herzberg’s Theory of Motivation (related to Maslow’s Needs) Learn on the job, use skills in challenging + interesting Text work Autonomy + recognition Relationships with colleagues, supervisors Company policies, work environment Job security, salary, benefits
- 42. Herzberg’s Theory of Motivation
Editor's Notes
- #9: When you take an inventory using Holland’s types, you get a score for each of the types The higher your score for a certain type, the more characteristics you share with that type The question is: which types are you MOST like? Order your score from highest to lowest. The first three form your Holland code. So you have a code, now what do you do with it? Remember that work environments also have their own Holland code. It’s almost like the work environment has a personality. Ideally, you want to get the best possible match between your code and your work environment. We’re going to talk about this in much more depth once you have the results from your SII.