Assessment Component The main assessment tool that will be used will be the Self-Directed Search (SDS). This test was designed to measure personality type and interest in six different occupational groups. There are various forms for different ages but its’ suggested use is for high school students, college students, and adults. The test is available on the Web (Niles & Harris-Bowlsbey, 2013). The Self-Directed Search is a career intervention based on John Holland’s RIASEC theory (Realistic, Investigative, Artistic, Social, Enterprising, Conventional). The basic form of the SDS consists of several booklets designed to be self-scored and self-administered, however, it is also available online. It simulates what a practitioner and an individual might do together in a counseling session (e.g., review preferred activities and occupations, and review competencies and abilities) Rationale for Using the SDS The SDS was developed to multiply the number of people a counselor can serve and to provide a vocational counseling experience for people who do not have access to counselors. The SDS multiplies counselor services by eliminating or reducing the time needed to proctor, mail, score, and interpret. It also eliminates unnecessary individual counseling. Consequently, counselors have more time for people who need individual counseling, and for program planning and evaluation (Walsh, 2013). Traditionally, interest inventories have been evaluated only in terms of their reliability and validity. These psychometric characteristics are important, but the impact of taking an interest inventory is equally important. The interest inventory is both an assessment of vocational potential and vocational treatment and studies show that the S... ... middle of paper ... ...nd daily survival and basic needs. However, regardless of the diversity in our schools, I believe we must focus on producing valuable citizens and work with our students to ensure their futures are successful. By designing this program in the format of a class meeting weekly, I believe the students will take ownership of their learning outcomes. Although this format does require students to attend class, they are allowed the freedom to explore and research potential careers that would be best for them based on their skills, personalities, and interests. Students appreciate the freedom of making choices and will have buy in by being allowed to have input in their futures. For the most part, we are driven by having a purpose and the need for acceptance and approval, therefore, giving students the ability to make their own decisions is beneficial in multiple ways.
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.
Subsequently what is done is that selected high schools develop a curriculum that is organized around a specific career cluster, which are like a specialized charter school. The goal is to feature a series advanced “pathway” courses that can help students to enrich their knowledge through work-based learning and academics. In turn, this specialized education will allow student to demonstrate their understanding through assessments and industry credentialing opportunities. As well these schools are enrolled in a learning exchange that have partnerships that are organized to support the programs of study by coordinating statewide networks of education partners, businesses, industry associations, labor, and other organizations (2013, p. 21-23). Consequently, the program is driven to help high school students develop a career path and to receive exploratory education that will given them an advantage in either college endeavors or in the job market.
Career Cruising is an informational website and available at participating schools, public libraries, and employment agencies across North America. This program is intended to direct individuals towards appropriate career choices based on specific criteria, such as education, training and previous experience. Individuals can find this information database self-directed, user friendly and rewarding while presenting a variety of options to meet their personal needs. Not only does it offer assistance for the perspective individual in career development, but also on SAT/ACT preparation, online study guides, interview strategies and seminars by promoting growth and effective career opportunities.
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.
Time sure does fly; in the blink of an eye, yet another 7.5-week class has come and gone. Just like life, it is scary to think that in just a few short years I will be graduating college and be in search of a future career. The magnitudes of readings, assignments, PowerPoint lectures, and videos have all contributed to the valuable knowledge I have gained since taking this course. Nothing that was presented or required was seen as invaluable towards my progression of career development. This career development course has allowed me to do some self-exploration, career research, and help me understand what influencing factors were related to the job market. Ultimately, this class helped me gauge and find a suitable career path, which will forever shape my future.
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 tool is affordable, reliable, valid, easy to use, and yields a wide range of information that can be extremely useful in career counseling. Although anyone can use the tool to identify the best career option, it is important to seek the services of a career counselor in interpreting the instrument’s results. Career counselors are trained in career guidance and can accurately interpret and analyze the instrument’s results while considering an individual’s
Rising mostly through self-efficacy and outcome expectations, career-related interests foster educational and occupational choice goals (Bandura, 1997). Especially to the extent that they are clear, specific, strongly held, stated publicly, and supported by significant others, choice goals make it more likely that people will take actions to achieve their goals (Lent, Hackett, Brown, 1999). Their subsequent performance attainments provide valuable feedback that can strengthen or
"Personality Test Based on C. Jung and I. Briggs Myers Type Theory."Personality Test Based on C. Jung and I. Briggs Myers Type Theory. Humanmetrics, 1998. Web. 11 June 2014. .
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
Mccrae, R. R. and Costa, P. T. 1989. Reinterpreting the Myers-Briggs Type Indicator From the Perspective of the Five-Factor Model of Personality. Journal of personality, 57 (1), pp. 17--40.
Documented career counseling dates back to the mid 1800s with forward thinkers such as Nelson Sizer, ...
The career services professional supports the educational mission of a college by assisting students to develop, evaluate, and pursue career aspirations with the goal of securing employment. Career services professionals accomplish these goals with a range of programs, counseling and services designed to help students make the connection between the academic environment and the workplace. Career Counseling, or Career Services depending on the institution, is frequently offered on a one-on-one basis, but at times this service is provided through group workshops, classes, or computerized guidance systems. Traditionally a standard function of the career services role is to help students develop job search skills however the scope of the career development services has broadened considerably in recent years (Komives, Woodard, & Associates, 2003, p. 344). Career services professionals may teach resume writing, critique students' resumes and cover letters, provide resources on resume and employment letter writing, job interviewing skills, and planning job search strategies.
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
Some of the careers that this code produced as interests for me are post-secondary teacher, high school teacher, nurse, occupational therapist and mental health counselor (V...