Sharf, R.S. Applying Career Development Theory to Counseling. 2d ed. Pacific Grove, CA: Brooks/Cole, 1997.
The Louvre is one of Paris’ most beautiful and historic monuments. It’s one of the world’s largest museums and is a central landmark of Paris itself. The museum today contains nearly 35,000 works of art and is held within an area of 60,600 square meters. With nearly 10,000 visitors a year, the Louvre has become the world’s most visited museum. Out of all the wonderful sights in Paris it was the Louvre’s grand and architectural presence that captured my attention most. The contrast between old and new jumps out at you, but at the same time they work well together. The striking glass pyramid sits seamlessly in the Cour Napoléon, which is the main court of the Louvre Palace, whilst being wrapped by the old palace itself.
Wyld, D. "The 13th Generation and Its Revolutionary Definition of `Career.'" Journal of Career Planning and Employment55, no. 1 (November 1994): 26-28, 58-60. (ERIC No. EJ 497 317)
Ehrenreich opens the book by seeking out a “career coach”, in other words, someone who will help her navigate the sea of job opportunities. From Ehrenreich’s description, the biggest thing the coaches bring to the table is enthusiasm and support. Many results have been positive from someone having a coach to guide them. Barbara was off to a good start in her journey.
OA has a complex pathology, with numerous environmental and genetic risk factors. Generally, OA is thought to be caused by a complex interaction between environmental and genetic factors (Valdes et al., 2009). A variety of epidemiological studies have demonstrated that genetic susceptibility is a key regulator of OA aetiology (Peach et al., 2005). Genetic variations may influence several OA risk factors, including obesity, skeletal shape, bone mass and synovitis (Valdes et al., 2011a). Furthermore, it has been shown that generalized OA phenotype, sensitivity to pain and disease progression may be also determined by genetic susceptibility (Valdes et al., 2010a; van Meurs et al., 2009; Kerkhof et al., 2010).
According to Maree and Beck, traditional career counseling involves a heavy emphasis on psychometric tests, work sheets and computer programs were utilized to form an objective image of the individual. As a result the assessment drives a “image” that is usually matched with the character and traits suited to a logically matched specific career. If the values, interests and abilities of the individual were considered congruent with the requirements of a specific career, the assumption was made that the individual would find that career stable, productive and satisfying. The 'matching', 'objective' image was accepted as generally seen as concrete, real, and true. However, the traditional method deprives an individual of the opportunity explore their interests because the heavy testing emphasis generally created a label for a cl...
You will most likely see career assessment and counseling in a broad range of employment settings. For example, mental health agencies, Veteran Affairs hospitals, rehabilitation centers, and school and college counseling offices. The most crucial types of career counseling measurements are interest, aptitude, and values better known as “the Big Three”. “ Other measures pertinent to career counseling include measure of career choice and development, such as the Career Maturity Inventory and Career Decision Scale. The different career assessment measures have been used to (a) increase client self knowledge, (b) help clients make career choices and (c) encourage client participation in career counseling” (Hays, 2013, p.16).
Analyzing career theory is an important task, not only as an individual but also on a large scale. If everyone has the career they are best at and enjoy above all others, the world would be a much happier place. Imagine a world where each individual viewed work as not something they have to do, but as something they want to do. Productivity would increase at all levels. Charitable foundations and businesses would be abundant. Whereas this ideal may not be fathomable at this point, if each person used this information, it would be only a matter of time before we are moving in that harmonious direction.
Adolescents often have their first experience with career counseling in their high school guidance counselor’s office (Scharf, 2013). Often times adolescents are bombarded their junior and senior years with career inventories like Meyers Briggs or other trait and factor assessments. These assessments provide an opportunity for students to identify different types of career clusters they are interested in in order to develop their vocational identity. The adolescents who often fall behind are the ones that have a difficult time seeing past tomorrow or next week. This may be due to stressful family situations, mental health conditions, or other psychosocial factors. In theories like Super’s Life-span Theory, he says to evaluate a student’s career
The notion of the career doldrums is not a new one. Individuals have suffered from the symptoms associated with this concept for as long as jobs and careers have existed. What is new is the more open acknowledgment of the phenomenon. Judith Waterman, a career counselor in San Mateo, California, has seen her client base change significantly during the last 20 years. After beginning with reentry women in the 1970s, Waterman reports that "during the 1980s, [she] was seeing high achievers who were thinking, 'How did I get here and why am I not happy?' but they were keeping it under wraps." By the mid-1990s, however, she reports that it had become more acceptable to admit career dissatisfaction (Hornaday 1995, online).
Finding a career that overlaps personal and professional concerns is the focus of most career counseling. O*net (2000) has created two assessment tools that help individuals navigate this difficult impasse. This paper focuses on my individual results, reactions and conclusions regarding these two assessments.
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
Pope, M. (2000, Mar). A brief history of career counseling in the United States. The Career