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introduction and background of career development
introduction and background of career development
introduction and background of career development
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Placing information in context is benefit when making a decision. It is helpful to review the historical events and available information to create a picture of where to go next. The purpose of this paper is to review the personal information from the career assessments taken in HS 585 Career Counseling at Bellevue University. The review will focus on this author’s personal results. This paper will combine the assessments with the author’s personal history to provide a context for future career goals.
Assessment Summary
The primary assessment performed and examined within the HS 585 course was the Strong Interest Inventory (SII). This assessment provided a profile of this author’s interests and values. Throughout the class, several assignments required informal online assessments and career theory application. Having personally taken the Meyers-Briggs Type Indicator (MBTI) and StrengthFinder (SF) assessment allowed this author to incorporate those assessment results into the self-analysis exercises. The next two sections review how these assessments and exercises reflect this author’s career choices.
Strong Interest Inventory
The results of this author’s SII suggested a wide range of occupational themes and career matches. The themes of highest personal interest were Artistic, Social, and Conventional (Prince, 2010). Through the analysis of the SII results, this author made two interesting conclusions. One, the wide variety of interests is a reflection of personal philosophy of keeping career opportunities open. Two, the Personal Style Scales outcomes suggest a preference for balance when working with others, leading others, and risk taking (Prince, 2010). Based on these conclusions, this author plans to thoroughly research ...
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...any different business models and career paths. The key to achieving the ultimate goal of owning a business to develop these assessed qualities into functioning skills. This author plans to pursue additional education and certifications to develop these skills. Continued personal growth is this author’s ultimate goal, and the HS 585 Career Counseling course has heavily into reaching that goal.
Works Cited
Briggs, K.C., & Briggs-Meyers, I.B., July, 2010. Myers-Briggs Type Indicator for D. Ryan McCann, Palo Alto, CA: Consulting Psychologists Press, Inc.
Buckingham, M., & Clifton, D.O., (2001). Now, Discover Your Strengths New York, NY: The Free Press.
Prince, Jeffrey P., December, 2010. Strong Interest Inventory for D. Ryan McCann, CPP Inc, www.cpp.com.
Sharf, R.S. (2006). Applying career development theory to counseling. 5thed. Belmont
CA: Thomson.
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.
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.
The focus of this paper is to critically compare and contrast the two founders of Career Therapy, John L. Holland and Donald E. Super. Both these theorists spent a life time dedicated to refining helpful tools for use in making vocational choices. Mark Savickas a protégé of Super talks about how both these amazing theorists have influenced his own Narrative approach.
Capuzzi, D., & Stauffer, M. D. (2012). Career counseling: Foundations, perspectives, and applications. (2nd ed.). Boston, MA: Pearson Education
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.
Niles, S. G. (2009). Career development interventions in the 21st century. Upper Saddle River, NJ: Pearson Education.
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.
This article is a summary of the 16PF Personal Career Development Profile (PCDP), another version of the 16PF. The authors provide the nature of the tool, its application, and technical aspects (standards and reliability) thereof. The PCDP provides a report summarizing people’s career strengths based on elements of his/her personality; additionally it can determine which careers are most suitable for individuals. The PCPD can be used for career and personal counseling, employee and managerial development, and career transition training. The PCDP has
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
Each individual’s career path is distinctive and depends upon the individual’s outlook, behavior, work experiences, and activities. The incentives associated with career development are universal and include increasing one’s earning potential and acquiring additional skills and abilities that are attractive to any organization. Training and development are important factors in helping individuals develop talent, motivation, and leadership skills that will contribute to a successful personal and professional career.
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
The career services program is as effective as the career professional and support staff design and implement it to be. Despite the challenges that Cynthia Matson faces in her position, she is consistently in the top ten percent of ITT Tech campuses for student job placement and has always made the goal of a minimum 80% job placement rate for new graduates. The key to success in this field is to build a relationship early with students and nurture their goals and desires while working closely with academics to assure students are ready for the workforce. "Companies need people who can come in and get up and running without a lot of investment in time." (Lee, 2001).
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.
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...
Choosing a career is very important in a person’s life. Over the past two decades, many professions have change significantly with the influx of technological developments. One needs to think about the things that interest them and what kind of lifestyle they want to have. Some things a person should think about are what qualifications are needed, what type of training is necessary, and the future need of the career they choose. Some other things to consider would be how much money they will make, what is the probability of advancement, and does the career satisfy their need for an enjoyable life.