Career Counseling -- Systems Theory
The Case of Alex: Applying Systems Theory

The work and personal life challenges that Alex is facing can be explained through various lenses; however, in this particular case, systems theory as applied in the multicultural environment context will be most useful to develop possible interventions that will help Alex re-establish his career in a new social environment (North Carolina).

Systems theory, as defined in Arthur and McMahon's (2005) study, is a "theoretical foundation that accounts for systems of influence on people's career development, including individual, social, and environmental/societal contexts" (p. 208). An important insight into this theoretical framework is that it accounts for both the whole system and the sum of its parts -- that is, its approach is both general and specific or macro and micro in perspectives. Analysis is done two-way: an event is explained through its "parts" or components, and eventually, a similar analysis will…...

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Reference

Arthur, N. And M. McMahon. (2005). "Multicultural career counseling: theoretical applications of the systems theory framework." The Career Development Quarterly.

No matter how intelligent a person is and how successful he can be, there are many reasons for him to choose a career not really worthy of his talents. This can be due to the conception that some races do not succeed in a certain field. Similarly some women might want to become a space technician but not really take it up believing that women are not welcomed there or that it is a male dominant occupation. Cook, Heppner, and O'Brien (2002) note: "occupational success can be largely attributable to individual merit has never applied to everyone because of pervasive and powerful contextual barriers" (p. 294).
In order to have the required competencies to deal with a diverse population as a career counselor, Fouad and Bingham and some others suggest a culturally appropriate framework. They maintain that this framework must include:

Maintaining a relationship which is considered appropriate by the person

Information…...

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References

Brown, D. "The Role of Work and Cultural Values in Occupational Choice, Satisfaction, and Success: A Theoretical Statement." JOURNAL of COUNSELING & DEVELOPMENT 80, no. 1 (Winter 2002): 48-56.

Carter, R.T., and Constantine, M.G. "Maturity, Life Role Salience, and Racial/Ethnic Identity in Black and Asian-American College Students." JOURNAL of CAREER ASSESSMENT 8, no. 2 (Spring 2000): 173-187.

Cook, E.P.; Heppner, M.J.; and O'Brien, K.M. "Career Development of Women of Color and White Women: Assumptions, Conceptualization, and Interventions from an Ecological Perspective." CAREER DEVELOPMENT QUARTERLY 50, no. 4 (June 2002): 291-305.

Hartung, P.J.; Fouad, N.A.; Leong, F.T.L.; and Hardin, E. "Cultural Value Orientation, Family Expectations, and Career Development." Paper presented at the Annual Meeting of the American Psychological Association, Chicago, IL, August 22-25, 2002. (ED 470-007)

From the list of personal dimensions of development produced by the Association for Multicultural Counseling and Development (Arredondo et al., 1996), gender is the dimension most neglected or ignored, in spite of the fact that gender intersects with all other dimensions across cultures (see Hansen, Gama, & Harkins, 2002).
Whether internal or external, one major weakness is the need to motivate more counselor educators to value career counseling and to be excited enough to learn contemporary approaches and methods, including qualitative methods of research (Gama, 1992). The approved position paper of the NCDA/ACES Commission on Preparing Counselors for Career Development in the 21st Century offers several recommendations available to counselor educators and practitioners (Hansen & Associates, 2001). The position paper, the joint effort of 12 career counseling leaders and counselor educators, can be found on the NCDA Web site at www.ncda.org.Founded in 1998, the commission is continuing its work, developing…...

Sixth, I look at Alex's vocational personality. I do this by looking at her stories through with Holland's IASEC hexagon. Using this tool I see that she most resembles the Enterprising type (Holland's Theory of Career Choice and You, 2009). She likes to be a leader, act with enthusiasm and enjoys being the center of attention.

In Alex's case it appears that her choice of becoming an attorney and possibly getting into the political arena at some point would be a good fit for her. She posses the required characteristics that are necessary for a person to be a good attorney. She is outgoing and enjoys being in the spotlight. She is not afraid of social situations and sees herself as a strong person. These are all qualities that a person must have to practice law.

eferences

Savickas, Mark L. (2005). The Theory and Practice of Career Construction. In Steven Douglas

Brown and obert…...

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References

Savickas, Mark L. (2005). The Theory and Practice of Career Construction. In Steven Douglas

Brown and Robert William Lent (Eds.). Career development and counseling: putting theory and research to work p. 42-60. New Jersey: John Wiley and Sons.

McMahon, Mary. (2007). Career Counseling: American Psychological Association

Psychotherapy Series II: Specific Treatments for Specific Populations. Australian Journal of Career Development. Retreived June 21, 2010, from bNet Web site:

RT, in his mid-30s, has worked for the services sector in the past 7 years as a Business Development manager. He is currently out of work because the agency he used to work for 'folded up' when it was badly hit by the economic recession in 2008. He has tried setting up a small business right after his resignation, but he has not managed to improve his company's financial status in the next two years, and just this year, he also finally closed his business. RT is known for his easygoing personality and ability to maintain long-term relationships with people he has met or worked with.

onsidering that RT's strongest asset is his personality, he could take advantage of this characteristic and help him 'launch' his career again, either as an employee or owner of a business that truly reflects his passion and expertise. It might be that RT's enthusiasm for…...

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Citing a hypothetical example, MC shares how 'job hopping' could be attributed to the individual's poor value for commitment and/or inability to recognize a person of authority, i.e., his/her boss/superior at work. Going further into the person's psyche, MC might learn that the individual is having personal problems with his/her father, who wanted to control his/her career, which resulted to a falling out between them. Thus, it is highly probable that the individual sees in his/her superior or boss the persona of a father, who is the 'personal' person of authority in the individual's life. Job hopping could also be one way of avoiding this 'father persona' s/he sees in persons of authority s/he encounters at work. However, MC acknowledges that establishing linkages is more an exploratory and analytical way of understanding peoples psyche and personalities; admittedly, this is not a fool-proof way to specifically determine the root causes of the person's career challenges. But this is an effective method that helps initiate reflection of the self, and help the individual reconcile these unsettled issues and conflicts in his/her (career and personal) life.

RT, in his mid-30s, has worked for the services sector in the past 7 years as a Business Development manager. He is currently out of work because the agency he used to work for 'folded up' when it was badly hit by the economic recession in 2008. He has tried setting up a small business right after his resignation, but he has not managed to improve his company's financial status in the next two years, and just this year, he also finally closed his business. RT is known for his easygoing personality and ability to maintain long-term relationships with people he has met or worked with.

Considering that RT's strongest asset is his personality, he could take advantage of this characteristic and help him 'launch' his career again, either as an employee or owner of a business that truly reflects his passion and expertise. It might be that RT's enthusiasm for setting up parties or get-togethers with friends can be seen as a potential for establishing an events organizing or events management company. Another approach, which is more secure than the first, is to undergo 'apprenticeship' with a known events planner. It is critical that RT must look beyond his age and expertise for this task, and take value for the learnings and experiences he would likely get from the events management company he will work for. Once he is able to re-establish his contacts and sharpen his knowledge and skills in establishing an events organizing company, he could then push through with his plan to be 'his own boss' and have his own events management company.

Career Counseling and Multicultural Students in School-to-ork Transition
Good career counseling always takes place within a cultural context, which is true regardless of ethnicity. Current theoretical models may not be adequate to explain the career behavior of racial and ethnic minorities. Vocational assessment has to be culturally sensitive, and only culturally appropriate tools should be used in vocational assessment.

The goal of career counseling is to help clients make career choices that are culturally appropriate, rather than to try to have all clients make the same choices.

Today, with the changes in the balance of ethnic representations in the United States, and a greater recognition of the changing needs of racial and ethnic minority members, it is generally agreed that counselors must be competent to work with a diverse population and effectively deliver vocational counseling services to racial and ethnic minorities.

Thesis - Culture is a critical variable in career counseling, and should enter…...

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Works Cited

Arbona, C. (1990). Career counseling research and Hispanics: A review of the literature. The Counseling Psychologist, 18300, 323.

Arbona, C. (1995). Theory and research on racial and ethnic minorities: Hispanic-Americans. In E.T.L. Leong (Ed.), Career development and vocational behavior of racial and ethnic minorities, (pp. 37-66). Mahwah, NJ: Erlbaum.

Arbona, C. & Novy, D. (1991). Career aspiration and expectations of Black, Mexican-American, and White students. The Career Development Quarterly, 39, 231-239.

Fouad, N.A. & Bingham, R.P. (1995). Career counseling with racial and ethnic minorities. In Osipow, S.H. Osipow and W.B. Walsh (Eds.). Handbook of Vocational Psychology: Theory, Research, and Practice (2nd ed.). (pp. 331-364).

Career Counseling Workshop for a Hispanic Population
PowerPoint Introduction

Two-Day Career Counseling Workshop for All School District Hispanic Students!

Location

Aaronson Auditorium, 9:00 A.M. -- 3:00 P.M., January 5 and 6, 2015

efreshments

Bottled water, soft drinks and doughnuts will be available

Workshop Goals

Identify and assess your skills, interests, and abilities

Identify potential career opportunities

Establish career and education goals

Workshop Agenda

Monday, January 5, 2015

a.m.

Welcome and orientation by Mr. Jackson, vice principal

Overview and importance of career counseling and its goals by Ms. Leslie,

career counselor

30 a.m.

Break

11:30 a.m.

Self-assessment: Using the Briggs-Meyer self-assessment and developing an inventory of interests, values and skills, part one, by Mrs. West, career counselor

11:30 -- 12:30 P.M.

Lunch -- school cafeteria

12:30 -- 1:30 P.M.

Self-assessment: Developing an inventory of interests, values and skills, part two, by Mrs. West, career counselor

1:30 -- 2:15 P.M.

Career exploration: Learning about job opportunities and employment resources such as the National Career Development Association

(http://ncda.org/aws/NCDA/pt/sp/home_page) and the National Career

Development Guidelines (http://acrn.ovae.org/ncdg.htm) by Ms. Leslie,

career counselor

2:15 -- 2:30…...

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References

Dunn, R. (1999). Multiculturalism and learning style: Teaching and counseling adolescents.

Westport, CT: Praeger.

Kolodinsky, P. & Schroder, V. (2009, December). The career fair as a vehicle for enhancing occupational self-efficacy. Professional School Counseling, 10(2), 161-169.

Lee, C.C. (2012, Spring). Introduction to this issue. Career Planning and Adult Development

Next challenge would be to help Alex work his way from socializing within his family towards the next immediate support group he has, potential or existing. This method of socially networking himself to his family and community would increase the "number of fortuitous encounters," which could increase his chances of knowing and taking advantage of new work opportunities.
Once Alex is familiar on the needs and gaps in the construction industry in North Carolina, it is recommended that he first start out his career in North Carolina by doing small-time contracts/projects. At this point, working on a project basis would be more helpful for Alex as he gets a feel of his 'return' to the construction industry and be able to adjust gradually to the requirements of the job as a contractor. Given Alex's personality's strengths and weakness, particularly his high sense of responsibility and love for autonomy, it is…...

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References

Bandura, A. (1999). A social cognitive theory of personality. In L. Pervin & O. John (Ed.), Handbook of personality (2nd ed., pp. 154-196). New York: Guilford Publications.

(Reprinted in D. Cervone & Y. Shoda [Eds.], The coherence of personality. NY: Guilford Press.)

Cervone, D. (2001). "Social-cognitive theory of personality assessment." Personality and Social Psychology Review, (5)1.

hen a client reports, during a counseling session, that he or she is unable to master a specific domain of behavior, the counselor should focus on the causes of these perceptions in the client's background experiences" and examine how a lack of skills and unsubstantiated perceptions of a lack of self-efficacy are holding the client back (Betz 2004:4). Using "The Career Decision Self-Efficacy Scale...can be used to assess a person's beliefs concerning her or his capabilities to take the steps in career decision making" (Betz 2004:5).
Ideally, treating issues related to a lack of self-efficacy requires a two-pronged approach. Firstly, the counselor must help the client unburden him or herself of specific concepts of a lack of self-efficacy related to career skills and goals -- but there also must be a more general component of raising the client's self-esteem and efficacy that is essential to fully realize the individual's maximum…...

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Works Cited

Bartholomew, K. (1990). Avoidance of intimacy: An attachment perspective. Journal of Social and Personal Relationships, 7, 147-178. Model Available 15 Apr 2007 at  http://www.personalityresearch.org/attachment.html#references 

Betz, Nancy. (2004). "Contributions of self-efficacy theory to career counseling: a personal perspective." Career Development Quarterly. Retrieved 15 Apr 2007 at  http://www.findarticles.com/p/articles/mi_m0JAX/is_4_52/ai_n6148412 

Bolles. Richard Nelson. (2002) What Color is Your Parachute? New York:

Ten Speed Press.

A high school counselor advising a highly motivated student about preparing to apply to college may need to provide advice about narrowing down an appropriate list of colleges, help the student manage the stress and time pressures of the application process, and determine how best to market the student to a school -- in short, primarily fulfilling the supporting and delegating functions of Step Two. The same counselor dealing with an unmotivated student might have to work with the student first to find out why and if he or she wants to go to college at all and actively motivate the student to take constructive steps in planning his or her life outside of high school in ways similar to the author's behavior with his class of at-risk youths.
While with the highly motivated student, the counselor might seem overly directive if he or she pressed the student with many…...

Unlike with Emerich's book, I found that many times I would expect the "happy thought" solution to conflict generated in the story, but get realism instead. ut even though that unrealistic approach does not seem to be present, Decker deals with the real pressures and conflicts of office life, particularly in a "changing workplace." The conversations are real; the pressures are real; the conflicts are real; the language is real; and all of the personalities seem real to me.

Decker does also seem to teach some lessons in this book through his characters and the circumstances they go through. One of the more important ones, it seems to me, is that he shows how opportunity as well as challenge and obstacles can come from changes in an organization. And though these were specifically related to a corporate takeover, to me, Decker's message was broader than just that context. He also points…...

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Bibliography

Decker, C. (2004). Lessons from the hive: The buzz on surviving and thriving in an ever-changing workplace. New York: Kaplan Business.

CAEE COUNSELLING MODELS- A STUDY OF HOLLAND'S THEOY
Holland's approach to career development

The greatest contribution Holland made and his most popular work has to do with his theory (Holland, 1959, 1966b, 1973, 1985, 1997c) of work environments and vocational personalities. The idea that most people have close resemblance with a combination of six different personality types is the theory's core foundation. The personalities are Investigative, ealistic, Artistic, Social, Conventional, Enterprising (commonly known with the acronym IASEC). Each of these personality types is characterized by a collection on interests, beliefs, preferred activities, abilities, characteristics, and values. A Holland system (usually the first three IASEC types the person has more resemblance for) can be produced based on analyses, though Holland (1997c) made the recommendation of making use of the class ordering of the six different types to make a description of the individuals. In the same way, job environments can be grouped based…...

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References

Cornell, K.L. (2006). Person-In-Situation: History, Theory, and New Directions for Social Work Practice. PRAXIS, 53.

Ego Psychology. (n.d.). Retrieved from Sciencedialy.com:

 http://www.sciencedaily.com/terms/ego_psychology.htm 

Esbroeck, V., & Athansou, J. (2008). International Handbook of Career Guidance. Springer Science and Business Media.

human existence, work has been a critical factor in social organization and development. Even cultures such as the Greek and Roman civilizations had a complex occupational structure. The diversity and complexity of occupations have, naturally, evolved along with the more advanced technological society. The Industrial Revolution accelerated employment specialization and, more recently, the computer and its offshoots have produced huge growth in the number and types of jobs available. More than ever, individuals need support from professionals in making career decisions based on such factors as skills, interests and strengths/disabilities. Career counseling, or assisting a person with a career choice or change, involves a number of different factors such as establishing a rapport, assessing the nature of the problem, goal setting and intervention (Brown 16).
A number of theories have been suggested to help people with their career choice and development. One of these is Krumboltz's Social Learning Theory. Based…...

Another important part of the article that affects the career development process is assessment tools. A major portion of career development depends on the assessment tools and tests the counselor uses to assess their clients. A thorough knowledge of these tools and what they hope to accomplish is vital for every career development professional. The authors note, "Numerous themes are evident in the review of the assessment literature. Many instruments are being developed in different languages for more effective cross-cultural evaluation as well as a more global understanding of career constructs and their application" (Patton & McIlveen, 2009). The article also stresses the importance of career development in childhood, and how to assess the needs of children to help them form their future goals and objectives.

Ultimately, the authors believe that the career development process is rapidly evolving, and that counselors must keep up with those changes. They write, "New understandings…...

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References

Patton, W., & McIlveen, P. (2009). Practice and research in career counseling and development-2008. The Career Development Quarterly, 58(2), 118+.

individual from childhood, and they are biological, socio-cultural, psychological, and life-cycle in nature. Counselors are expected to have a full understanding of all the biological forces and psychological developments that lead to maturity. This includes certain things like the genes of the individual, hormones, nutrition, and several other biological factors. The sole concern of the biological forces is the body and its development processes. They equally need to have a full understanding of all the psychological forces involved, which are normally a group of related thoughts, emotions, as well as behavioral development that lead to maturity, personality development, learning, and choices. They are also expected to understand all the socio-cultural forces such as ideas, values, and all beliefs that influence maturity. Examples of such forces include habits, morals, and practices (Kowalczyk, n.d).
Career Counseling

Choosing a definite career and deciding on your career goal is of utmost importance. It is also…...

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References

Kowalczyk, D. (n.d.). The Forces of Adult Development: Biological, Psychological, Sociocultural & Life-cycle. Retrieved October 3, 2015, from  http://study.com/academy/lesson/the-forces-of-adult-development-biological-psychological-sociocultural-life-cycle.html 

Pinto. (2012, January 25). Career Counseling. Retrieved October 3, 2015, from http://www.iqeducationconsultants.com/resource/counseling-importance.php

The government can play a crucial role in supporting schools in rural areas by implementing various measures. Here are some ways in which the government can help:

1. Infrastructure development: The government can provide funds for the construction and renovation of school buildings, classrooms, libraries, laboratories, and other essential facilities. This will ensure that rural schools have adequate physical infrastructure to provide quality education.

2. Technology integration: The government can facilitate the integration of technology in rural schools by providing funds for the purchase of computers, projectors, internet connectivity, and other necessary equipment. This will enhance the teaching and learning experience for....

Topic 1: The Nature of Self-Concept

Explore the different theoretical perspectives on self-concept, discussing the cognitive, social, and developmental factors that shape its formation.
Analyze the relationship between self-concept and identity, examining how individuals construct a coherent sense of self across different contexts and experiences.
Discuss the malleability of self-concept, examining evidence for its ability to change and adapt over time.

Topic 2: The Impact of Self-Concept on Behavior and Well-being

Examine the relationship between self-concept and academic achievement, exploring how positive and negative self-perceptions can influence motivation, effort, and performance.
Analyze the impact of self-concept on physical health and well-being,....

I. Introduction
A. Explanation of career exploration
B. Importance of career exploration

II. Benefits of career exploration
A. Helps in making informed career decisions
B. Allows for the exploration of various career options

III. Tools and resources for career exploration
A. Online career assessment tests
B. Career counseling services
C. Networking with professionals in various fields

IV. Steps in career exploration
A. Self-assessment of interests, values, and skills
B. Researching various career options
C. Gaining hands-on experience through internships or job shadowing

V. Challenges in career exploration
A. Fear....

Government Programs to Support and Protect Vulnerable Workers

In the contemporary workforce, a significant proportion of individuals face various forms of vulnerability, rendering them susceptible to exploitation and economic hardship. Government programs play a crucial role in mitigating these vulnerabilities and ensuring workers' well-being. By adopting comprehensive and well-designed programs, governments can empower vulnerable workers, promote equitable opportunities, and foster a more inclusive and sustainable labor market.

1. Wage and Hour Protections:

Minimum wage laws, overtime pay regulations, and wage theft prevention measures are essential pillars of worker protection. Governments should ensure compliance with these regulations and provide robust enforcement mechanisms. This safeguards....