Course Mind Map

Career Counseling and Development - CARD 1060

Rosa(Kwangsook)Jung

Page 1

specific
understanding of my
career and the career
of others

general understanding
of career

Thinking about careers

in terms of nine metaphor

to exercise a degree of agency in our careers

Action
Each have a unique starting point in our career

to express ouselves

to make career decisions

Inheritances

Be able to change only to a limited extent

finding a good fit --> key to a happy and successful career

Fit

There are natural rhythms in life

Cycles

Override predetermind plans or immediate action

gathering and applying knowledge about self and the world of

work --> enhance degree of fit

Career Metaphor
Careers--> conducted in social context

Relationships
Resources

The different stakeholders have different view of

how to conduct our working and nonworking lives
Career behavior involves determining and
negotiating roles with others

Roles

Career --> resource components of business system

Careers --> laregly subjective phenomena

Stories

Careers-> whole-of-life experiences

Myriad different routes that we can take

The ultimate societal purpose of careers is economic

Journeys

Issues of destination involved

Page 2

Help us to understand and express our identities and find

meaning at work

Fields impose
structural constraints
on career behavior

Qualifications

skills

Habitus is a worldview
that determines
individuals' respond to
the constraints

Inheritance is a significant factor

affecting careers, but many with
negative inheritances are able to
overcome them

possible to predict future career

beyond individual
control

power

Wealth

Social
Class

Sociological Concepts
of Field and Habitus

careers are predetermined beyond

by larger forces

Education

can trenscend socail structure

intergenerational
mobility

Social
Mobility

Social Structure

Individual's

Careers as
Inheritance

through thier own

energy

Gender

individual's
agency

Race
Vertical
segregation

Horizontal
segregation

Gottfredson's theory
Careers and Family

devides work
hierarchically

devides work
occupationally

into
men's job and women's job

genetic traits

aptitudes

ongoing
experience

into
more senior and more
junior

responsible and less

responsible
better paid jobs and
worse paid jobs

action

attitudes

career-related
opportunities

Page 3

framed in childhood

career interests,aspiration,pertaining to
careers

1. Individual differences play a large role in career development.

2. Individuals have many potentials.
3. Occupational ability patterns role in career development.
4. Identification and role modeling are important.
5. Personal adjustment is continuous.
6. Life progresses through stages
7. Career development is patterned.
8. Development can be guided.
9. Development is a result of interaction with the environment.
10. Career patterns are dynamic.
11. Job satisfaction is dependent on individual differences, status and role
12. Work is a way of life.

14 propositions

maxicycle
& minicycles

information

exploration

reality
orientation
planfulness

adaptability

maturity

Career
Adjustment

careerr adjustment is the result of career adaptability.

Donald Super
12 key
concepts

decision
making

adults' ability to
cope with career
changes

Daniel Levinson

Age/Stage Theory

Theory of Career
Development

Career cycle is one

facet of life cycle.

Cycle is patterns --> may

constrain us, but may predict
and use them to create better
future of ourselves

exploration

establishment

Women's Career Stage

maintenance

occupational
choice

The Seasons of a
Life

Career as
Cycles

growth

organizational
entry

preadulthood

Pre- and Early

Career Issues

early adulthood

Midcareer Issues

middle adulthood

disengagement

different dynamics
from men's

balance between
career and family

complex and
ambiguous sense

explore,focus,rebalance,revive

Page 4

midcareer
change
dealing with
the career
plateau

late adulthood

split dream

managing
career and
family

Late-Career

Issues

holding on

disengagement and
retirement

the state of being in action or

exerting power

more
characteristic
of men(then
women)

open oneselp to,

aceepting'
adjusting

by Marshll

essential for
career
development

1. Getting ahead
2. Getting secure
3. Getting high
4. Getting free
5. Getting balanced

the world and

other people

Agency

reputation

salary

objective

continuity over a
long period

individual's unique and

personal definition

five measures of

career success

status

subjective

Communion
independent
self-assertion
and control

creativity

Career Success

intuition

Career Craft

commercial
pressure

Good one
to summarize
the agency of
career actors

the expression of one's

feelings,thoughts,etc.

improvisation
financial
necessity

Careers as
Action

Self-Expression

often limited by
external forces

Theories of Career Development

gathering information about ourselves

model for the career

development movement

Career Self-Direction

gathering information wrld of work

Career planning and management

setting goals

assumption-we can actively

determine our own futures.

ensuring feedback loops

concept of the
protean career

measuring progress

career adaptability and

versatility

counselors
recommend

maximize the likelihood of

fortunate chances

Individual , not organization can

change career tasks and
opportunity.

unexpected
opportunity

too formulaic,
too organized unable to respond properly

self- direction

fast -changing
world of work

individual's sense
of identity

Theories of Career Development

adult development
approach

Career
Construction
Theory

embrace

Social Learning
Theory
Social learning
theory
+
Accident theory
+
Holland's theory

vocational fit
approach

developing and implementing a

vocational self-concept

An image of what one is like

in relation to the various
possible context of work

may change

or

intelligence
genetic
endowments

Readiness for coping with

current and anticipated tasks
of vocational development

The level and rate of

individual's development with
regard to career matters

ability to master the

tasks at each stage

increasingly
significant

external
events

adaptable
individual

Confidence

apperance

race

Control

educational
potential

environmental
event

Concern

shown by

be destabilized

transition

Krumboltz'Theory
gender

by
through
statage of
career

career adaptability

career maturity

based on socail
learning theory

Factors for
career decision
making

Curiosity

Social Cognitive
Career Theory
Outcomes

employment trends

cultural
influences

economic trends
technological
trends
technological
trends
learning
through
experiences
modeling
task approach
skills

operant
conditioning

Self-efficacy

skills
interests

goal

action

Outcome
expectiations

perfomance

task approach
skills

self-observation
generalization

act
Page 5

attitudes

values

habits

culturally
biased against
certain groups

Individual and jobs are complex

test raw ability

can be reduced by variables

ability
abilities
requirements
Correspondence

values

reinforcer
patterns

Vocational
Interest
Blank

Interests
developing

Six Personality
Types

RIASEC

Technical

Four Support
Constructs

Carrer
anchors

differentiation

Conventional

Enterprising

Investigative

sensing vs intuition
thinking vs feeling
judging vs
perceiving

10 catagories
by Katz

prestige
independence

Managerial

consistency

Artistic

more
specific

extroversion vs
introversion

Myers-Briggs
Type Indicator

variety

by
Edgat Schein

Making important distinctions

w/in personality types

agreeableness

differ by
person's
cultural
background

Values

Vocational
Personality
Theory
Holland's Theory

Describing occupational
environments

provide
motivation for
career -related
actions

Measuring CareerRelated Traits

Work Adjusment
Theory

Careers as
Fit

Defining personality types

Inventory

Personality

Personal Traits and

Occupational
Choice

mass test of military

personnel in second
World War

openness to
experience

conscientiousness

Job satisfaction

need assessment tool

Realistic

Abilities

neuroticism

NEO
personality

Correspondence

Job satisfaction

trait and
factor theory

general
intelligence to
special
aptitude

extroversion

congruence

Social
identity

Autonomy

Securitystability
Entrepreneurial
creativity

Pure
challenge

Lifestlye
Job
Page 6
flexibility

Service
Novel

Recognition
for skills

Career Decision
Making

income
security

helping of others

leadership leisure
work in
interestin field

early entry

Promotion
Three common
style

Increased
automony

dependent

Recognition
for loyalty

Income
Helping
others

rational
intuitive

based on
colleciton and
analysis of
information

based on
emotional
factors and
imagination

based on
ramdom events
/other people

an expedition

career ladder

fast track

a rollercoaster ride

career path
career
plateau

provide structure of
career opportunities
and barriers

white water
rafting

stuck

Type of route

a hard road

a train
journey

detailed description of a
town

flying

Careers are indeed

journeys. I lost my way for
the past few years, and I'
ve managed to find my
way out
-Rosa

fresh field

new territory

Destination

Journey
Metaphors

top

few job at the top

favored

destination
but

Topography

burn out
mostly end up

pyramid
shaped
organization

occupations

Careers as
Journeys

career
plateau

Career Maps

industries

job
advertisement

job

descriptions
libraries

rules for
accrediation

Alternative
Destination

judged less by the

destination

educational institutions

obsolete quickly

not be a specific jobs

judged by the
enjoyment of traveling

need constant
rechecking, redrawing

Career types

organizational
charts

professional,
occupational,industry
agencies

formal career
plans

employment companies

something more
intengible

informal
mental maps

personal networks
peace of
mind

satisfaction

the Internet

Organizational

restricted

high
standard

Employment
status

Level of jobs
ongoing
obsolescence of
knowledge base

Geographical

boundaries
crossed by
individuals

Occupational

Industry
Work-home

geographical
/interorganizational
mobility

Phychological

short term

International

insecurity

Occupational Careers
Boundaryless Careers

Transitory Careers
desultory
determined by
organization

directionless

Organizational
Careers

danger of
overspecialization

Careers
Types

Portfolio Careers

restructuring-->
problematic

less
secure

laid off

Entreprenuerial and
Self-employment
Careers

transfered

demoted

Who pursue?

seek
autonomy

tolerance for
ambiguity

internal locus
of control

risk-taking
propensity

more
flexible

International Careers

expatriate assignments

high need for

achievement

changing sequance of
various jobs

restricted to professional
and marginarial staff

organized by multinational
organizations

self-concept as
entrepreneurs

self-initiated foreign
experiences

permanent migration

initiated by individual

cultural difference

benefit from foreign

experiences

career disruption

broadening of cultural
experiences

lack of recognitiona of
qualifications

discrimination
Page 7

laid off

gaining higher
status

escaping a
disliked role

illness or
accident

transferred

demoted

stabilization

fired

work-family
balance

inadvertent

reducing the roles

downshifting

encounter

changing career
direction
finding more
interesting work

flexibility in
working
arrangement

preparation
work-nonwork

deliberately

part-time

balance

Role
Transitions
job descrirption

new,less
demanding work
role

adjustment

temporary
work

Work-Life
Balance

formal

expectations

contracting

Work Role
other's expections

informal
expectations

Careers as
Roles

Role
expectation

discordant

not clearly
defined

Dual-Career
Couples

incorporate

mutual
adjustment to
each other's
career roles

need

open
communication

Role
Innovation

too much
expectations in a
particular role

modify roles

occupations

Identity
conflict with
personal value
different and

two different role

held by the same
person

incompatible

personal
recognition

person-role
conflict

job titles

role
overload

role ambiguity
inter-role
conflict

find in

social roles

Roles Conflict

intrarole
conflict

Page 8

confident body
lanaguage

knowledge

motivation

reassurance

Network is a crucial asst

for career development.
Issue is how far to go in
cultivating relationships
solely for the purpose of
personal career benefit.

support
provide

or

Interpersonal
Influence

background
support

career
functions

affirmation of
the protege's
worth

psychosocial
functions

Mentorship

Careers as
Relationships

continuous

reciprocal

a major
handicap

Social
Capital

build other
forms of career
capital

knowledge

career
communities

an
industry

potential asset
for employer

v
mo

w
ne

ld

fie

narrowly
focused

power

accessible
resources through
contacts

provide

nto

ei

to

focus

motivational
energy

directly related
to career
development

instrumental

enhance
interpersonal
influence

Networks and
Networking

direct
interactions

communicating
positive expectations

using
networking
behavior

impression
management

purposely

on the bases of
reputation

listening

flattering

to access jobs

naturally
or

maintaining
eye contact

Types of
Networks

memberdefined
communities

networks and
communities vary in

the largest
professional
social network

a set of
alumni
a project

an
occupation

skill
a family a region

Page 9

an
ideology

an
informal
support

LinkedIn

density

strong tie
relationship

relevance

weak tie
relationship

diverse

an
organization
have advantages

wide

Champion your
industry

Keep good company

Both individual and

organization must
constantly seek to invest
in its development

Enhance the script

Take on a mess

Use your stuff

Improvise your part

six principles of investing

career capital

expertise

orienting new hires

capture from
outside

motivation

experience

knowing-whom
capital

develop inside

knowing-how
capital

to succeed in
business
organizations

have a vision of
core

competancies

stress internal
constitution of
the company

knowing-why
capital

Selection and
Training

job

security
by using

job definition

to encourage
loyalty

reinforce

security

remuneration

The Decliine in
Organizational Careers

regular promotion

health

promotion

'happy family'
metaphor

family
education

Page 10

build employee commitment

and perfomance
enablesemployees to be
developed for business
needs

career workshops

created pressure for cost

reduction and rationalization in
organizations

career workbooks

identify employees
with high potential

preretirement
workshops

organizational
restructuring

housing
generous
assistance

Organizational
Career and
Development

Globalization
(from 1980s)

lifelong employment

generous pention

development

Appraisal and
Assessment

improve career adaptability

and resilience

Organizational
Career Management

career
development

developmental
work assignment

Career Management
Interventions in
Organizations

Careers as
Resources

example Honda/
Mutsubishi

on-the-job development

Staffing
Systems

career system

to develop
employee's
career

facilitating
development
Human
Resource
Department

Career
Capitalism

focus on developing of

nature of
payment

off-the-job development

advertising

The ResourceBased View

theory of
company
strategy

outdoor
education

providing positive image of

the organization

hiring
employees

contacts
skills

Human
resources

build
confidence

training

reputation

can walk
away from
organization

teamwork

building employees'
commitment

values

qualifications

can add value

unique

networks

delayering

outsourcing

individual career
counseling

outplacement
counseling

casualization

downsizing

develop new paradigms

of career guidance

valuable means
of eliciting data

telling a good
story

using impression
management
techniques

offer informed criticism of

convetional career
thinking and practice

misleading

Facilitating
Career Change

Storytelling

through literature
or the mass media

protagonist,or main
character,the listener

requring the protagonist

to take action

as obstacle
appears

informative

background
situation

Public Stories
Stories

trial and
tribulations

Careers as
Stories
subjectivity

a turning point

Stories and
Reality

a resolution

when things
must change

involve

Function of
Career Stories

success or
tragic failure

personal
interpretation

personal
purpose

not single
unembellished
truth
reflect on the
future

establish our
identity

find meaning

make
retrospective of
our experience

value both to storyteller and to listener

Page 11

strongly
represent the
subjective
career

attuned to the dynamic

context of contemporary
careers.

emphasizes adaptibility,
learning, employability.

For undergraduate students(Inkson.2000)

for people who have

not formulated
precise career goals

Select your first job judiciously.

Do good work.
Present the right image.
Learn the power structure.
Gain control of resources.
Stay visible.
Get a promotion or transfer early.
Find a mentor.
Support your boss.
Stay mobile.
Think literally.

Be open to discontinuity.
Conduct self-designed apprenticeships.
Develop self-reliance through travel.
Conduct experiments.
Treat employers as temporary partners, not
permanent bosses.
Learn,learn, learn.
Build network and reputation.
Consider self-employment.
Leverage your experience.
Keep your options open.

Job hunting is about find a job that fits you and your
career.
A full time job->requiring high level of commitment.
Job hunting leads to many negative experiences.
Informal networking is a key activity.
The number of interview and job offered tends to be
propotional to the time spent.
The Internet is potential tool.
Information intervew can be arranged.
It is worth learning job-hunting skills.
Finding and accepting a job involves additional
issues.

Keys to successful career management(Robbin,1994)

Execution

Valuing

Career Strategies

forming meansends strategies

prioritizing
alternatives

Job Hunting
Synthesis
inheritance

story

Career Decision
Making

fit

roles
need different
interpretations

The Complexity
of Careers

cycle

Analysis

Careers in
Practice

interrelating
problem

relationships

resource

action

Communication

journey

Career
Stakeholers

contextual
influence

Individual

take responsibility
their own career

parent

Career
Management

help (or hinder) individuals

with their careers
career
counselor

relatives
and friends

guiding initial
career decision

creating likely
alternatives

managers
and
supervisors

information
gathering phase

implement a
strategy
achieve the goal

Page 12

aware of own
career resources

planning goal
setting
feed back for
individual

identifying a gap

aware of the
opportunities
available