Washington, T. "Career Counseling the Experienced Client." Journal of Career Planning and Employment 53, no. 2 (January 1993): 36-39, 67-68.
In conclusions knowing the Schlossberg's theory can help career counsellors to be aware of the factors that can influence the client's transition. And knowing the 4S model can help the career counsellor be the mediator of their feelings and the person who can encourage them to move ahead during the transition.
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...
Assessment is the term counselors use for the evaluation methods counselors use to better understand the characteristics of people, places, and things. The purpose of assessment in counseling is to help better understand and provide information for both the counselor and client so the counselor can better help the client and plan and evaluate programs (Hays, 2013, p. 6). “In addition, it can be therapeutic and can help clients understand both their past and present attitudes and actions as well as their plans for the future. Thus, assessments serve a diagnostic use, help to evaluate client progress, and are useful to improve or promote client awareness, knowledge, and skills” (Hays, 2013, p. 6). An assessment should be part of the
Corey, G. (1999). Theory and practice of group counseling. (3rd ed.). Belmont, CA: Wadsworth Publishing.
...s philosophically and clinically congruent for career counselors as a modality to promote career enrichment and vocational well being. Although the present consideration to make bridge between the two counseling modes is an inductive attempt, it has presented some interesting thoughts in search for more effective and efficient career counseling approaches (2006, p. 2003). As well the specific techniques of solution focused counseling, such as the use of; compliments, goal driven futures, scaling perspectives, and statements normalization and reconstruction only further the career counseling process by giving the client real and tangible forum to help and improve their lives.
For the number of members in the group, I would allow a number of 15 group members, involving parents, family members, and friends. This is a closed group, with an intake required. I chose fifteen members because I want to make sure the group is large enough to permit members to have a satisfying experience and to accomplish the necessary tasks efficiently and effectively. In addition, I want to make sure that the group is small enough to provide the members with a greater level of individualized attention and more opportunities for achieving cohesiveness. If I want to commit to this certain number of people in my group, I have to make sure this is the correct...
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.
Latané, B., & Nida, S. (1981). Ten years of research on group size and helping. Psychological Bulletin , 89(2), 308-324. doi: 10.1037/0033-2909.89.2.308