As young adults emerge in to choices of work and career, often times these choices are a result of compatibilities of our personalities. However, the ability understands that self-knowledge is a critical element in career decision making for future career development may go unnoticed (Broderick & Blewitt, 2015). Nonetheless, as young adults emerge into decisions of careers it is also equally important for them to be familiar with self-concept development. The key to successful career choices are young adults knowing who they are and how their personalities validate their identity development of adults while making appropriate career choices. Significance of work and career on individual development Often times as young adults entering into …show more content…
The ability to have the qualifications and skills as a counselor, is an individual reward. New experiences, and future endeavors are uniqueness cultivated into my experience in bedside patientcare and mental health. Although clinical practice has it rewards, I always felt, true healing started from psychological level. Therefore, at the maintance stage, I have acquired a love for not only an occupation, but a true awareness empathy for mental health. Summary The process and acknowledgement of understanding what career choices are important to one as a young adult may be challenging, overwhelming, and confusing most especially at the young adult stage. However, based on both theories of Super’s theory is that career process is continued growth for some, and Holland proposes that personalities are matched with occupations that fits one’s personality, which I concur. Moreover, the import ingredient of career is the requirement of self-understanding and the ability to apply self-knowledge to make the right decisions in choosing a
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...
My professional identity is fundamentally grounded on my commitment to social welfare through which I achieve my sense of purpose. Furthermore, I support the humanistic values that uphold the core philosophy of the counseling profession and uniquely distinguish counseling from other helping professions. Specifically, I endorse the wellness model wherein optimal health is achieved via holistic integration of mind, body and spirit (CITATION). Likewise, I believe that successful integration begins and ends with the counselor-client relationship; a secure, genuine and empathic relationship is at the heart of well-being and personal growth. Finally, my academic studies as well as the experiential learning process thus far have imparted a sincere sense of pride in the field of counseling; I value the dedication that is required to become a counselor and I am confident in our abilities and our mission as a profession. For that reason, I strive to exemplify those values which promote professional competence and enhance the collective identity of the counseling profession.
Peter Tkach was enrolling for classes his last semester of his third year at Willamette University. He had done well throughout his educational career, matured through personal experiences, but he soon realized that his four years of college were coming to an end soon and that he needed to determine what he would be doing for the rest of his life, or at least post graduation. Peter decided to enroll in Dr. Houser’s Theories of Career Development in hope of discovering a career path that suited his formal education. Throughout the class he was exposed to Trait-Factor Theory, Personality Theory, Developmental Theory, and Social Learning Theory. He received great career lessons from The Adventures of Johnny Bunko, which he later applied into looking for an internship and career. Peter was able to use these theories and concepts to his own life through completing the assignments and by the end of the class, he was no longer lost in search of a career path, but had a career he wanted to pursue and got an internship for the following summer.
Sometimes individuals consider becoming counselors after overcoming some major life challenge such as addiction or a history of bad relationships. Perhaps an individual has encountered a particularly effective counselor or therapist and has a desire to follow in those footsteps. Others may have had a bad experience with counseling and concluded that it can be done better. People do not think of this work so much as a job, or even as a career. More typically, a constellation of life experiences that demand explanation and a sense that others seek one out for assistance and emotional sustenance become driving forces leading one toward the counseling profession” (An invitation to). .
Throughout life, a person can expect to endure many challenges, trials, experiences, accomplishments and disappointments. How one recovers, from those challenges, and can set the lifespan is a lifelong process from birth to death and includes the formation of identity (Broderick & Blewitt, 2015). I will cover in the paper six life events that influence my identity development from childhood to middle adulthood. Each life event will be explained based on the significance of the event as well as the impact the event had on my development. Also, theories will be discussed as they relate to my development.
Application of career theories to my own life allows for analyzing past and future career decisions. Holland’s Theory of Careers states that one’s vocation is an expression of self, personality, and way of life. There is an indisputable and fundamental difference in the quality of life one experiences if they choose a career one truly enjoys, versus choosing a career one detests. A true testament to the validity of Holland’s theory, my job/career choices reflect my interests, as well as the evolution of my personality (internal self). My first job as a fine jewelry specialist and second job as a make-up artist echo my love of the fashion world. As I matured and became less fascinated by presumed “glamour” careers, I became captivated by physical fitness, nutrition, and medicine; I received my national fitness trainer certificate so that I may become a personal trainer. Nevertheless, my career decisions do not fit uniformly into merely one career theory.
In the past, individual’s identities were often assigned to them by the hegemonic culture, largely based on their conceptualization of sameness. The hegemonic culture dominated identity discourse by drawing distinct boundaries between racial and cultural groups, separating and defining them. Modern discourse however, has seen individuals taking the power of assigning identity signifiers for themselves often in periods of great social change. While times of resistance are often the most easily recalled examples of this, subtle trends in society a tremendous impact, often without the conscience knowledge of the society. In the past two decades, Western Culture has been witness to a radical transformation in identification processes. Technology has become increasingly pivotal to popular culture, and as such, it has had a profound influence on the way we create and affirm our sense-of-self. Identification categories have become less rigid compared to thirty years ago, and people are on average more open to identifying across boundaries. The process of blurring identity lines between distinct groups has re-distributed the power of assigning signifiers from the hegemonic element of popular culture to the individual. Means of instant information distribution and exchange, discourse and academic retrieval, such as instant messengers, social networking sites, Wikipedia, et al are perhaps some of the most influential because of their instantaneousness. While the lines have become blurred on a social level, individual identities are often affirmed.
The first step of career management process is self-assessment. Self-assessment is refers to the employees using some information that help them to decide which career they really interested to pursue, ability, skills, and behavioural tendencies. According to Allen (2005), self-assessment is a process to identify skills, abilities, knowledge of the employees. During this step, the employees need to do some tests such as the Strong-Campbell Interest Inventory and the Self-Directed Search. The tests help the employees to identify the value of work that they place on their work and also leisure activities. Self-assessment is also involved with some exercises which able the employees to identify their career future plan, where are they for now and also how their career match with the current situation and resource that available (Noe, 2010). After done with the exercises, career counsellors usually used to assist the employee in their self-assessment process and also provide explanation about their result of psychology tests. Then the employees assess their current skills and abilities and also capabilities they are lacking with some informa...
The Career Decision Self-Efficacy Scale (CDSE) was developed by Karen Taylor and Nancy Betz to apply Albert Bandura’s theory of self-efficacy expectations to the domain of career decision making. Career decision self-efficacy was originally defined by Taylor and Betz as the individual’s belief that he or she can successfully complete tasks necessary in making career decisions. To define these tasks, the theory of career maturity of John O. Crites was used. Crites’s theory defined career maturity as the individual’s degree of possession of five career choice competencies and five career choice attitudes. The five career choice competencies and sample items are: 1. accurate self-appraisal, 2. occupational information, 3. goal selection, 4. planning, and 5. problem
Of the many examples of teachers who impacted students’ identity development Dr. Beverley Daniel-Tatum provides in Identity Development in Adolescence, the example with which I resonated the most was the role Terri’s teacher Mrs. Campbell played in her life. Terri, a young Black woman attending a predominantly White school, experienced rejection from the other Black students at her school, and was described as “not really bring Black” by White students. Coupled with the racial tensions at school, Terri lacked positive Black friends and mentors on the home-front. Fortunately, her teacher, Mrs. Campbell, recognized Terri’s
Adolescences has always been the most crucial time for developing identity. The purpose of this paper is to investigate the relationship between racial identity development of African American adolescents and the role of education. This paper will discuss the effects race has on identity and adolescent development. Following, it will compare students education from a racial perspective and the lasting effects after adolescence.
A mental health counselor develops a professional relationship that empowers diverse individuals, families and groups to accomplish mental health and career goals. Helping others to accomplish their goals and listening to various stories of hardship have always played a part in my life. Stories of others have helped me get through rough times, and so did my own personal stories do the same for others. My story may help save a life tomorrow. It is a rewarding career path that one may enjoy which requires excellent communication skills and a commit between each other.
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
Career counseling over the lifespan has more than an occupational focus, it deals with the person’s entire being with a vision that includes one’s lifespan. Career counseling takes into consideration character development, character skills, life roles, individual life and work history, goals, and obstacles. A career counselor not only assists a client with a career plan, but also with a life plan. This paper focuses on two categories of career counseling. The first focus is the history of career counseling as a field of study with the emphasis on when and why career counseling began (1800s as a study of how the shape of one’s head relates to vocational choice), who and what influenced it (Sizer, Parsons, and Davis), and how it has changed (from an individual/community vocational view to an individual/world lifespan view). The second focus is on the application of career counseling by researching two leaders, John Holland’s and Donald Super’s, contributions to career counseling, their theories and assessments and on the biblical aspects of career counseling and how each theory relates to the Bible.
According to Holland (1985), the choice of a career is an extension of one’s personality into the world of work. Individuals choose careers that satisfy their preferred personal orientations. Holland developed six modal personal styles and six matching work envi¬ronments: realistic, investigative, artistic, social, enter¬prising, and conventional. A person is attracted to the particular role demand of an occupational environ-ment that meets his or her needs. For example, some¬one who is socially oriented would seek out a work environment that provides interactions with others, such as nursing in a hospital setting. Holland and his colleagues have developed a number of instruments (e.g., the Self-Directed Search) designed to assist in identifying individual personality traits and matching those traits to occupational groups. Holland’s theory assesses each individual in terms of two or three most prominent personality types and matching each type with the environmental aspects of potential careers. It is predicted that the better the match, the better the congruence, satisfaction, and persistence (Holland, 1985). Holland also elaborated five secondary assumptions which he calls key concepts that describe the theory. These assumptions