Disadvantages Of Career Counseling

In order for me to complete this career assessment paper, I initially took an Interest Inventory survey. Upon completing this process, it revealed that my personality profile score was (I, C, A). These three letters represented my strengths and interests in determining which career field would best suit me.

Dr. John Holland created a theory and inventory to help describe personality types that can be used to identify occupations that are best suited for a particular personality type, or “Holland Code.”

As this class has progressed, I believe that the most helpful activities we have done so far are these assessments. I have learned a little more about the careers type that I would be fit and it has also brought to my attention a few other jobs that I have not thought of so far. Of the three Interest Assessments, I think the Basic Interest Survey gave me the best fit for my career. Overall I felt it had more options that were related to careers and because there were more questions I felt that I was getting a comprehensive score. My three-letter code was ASE or Artistic, Social, and Enterprising. I think that out of the three the Holland party class activity was the least helpful because I could tell that I was putting it in order based off

I have performed similar quizzes in the past and each have had similar results to the Holland Career Assessment. I have began to seriously consider going into politics after my time in the Navy is through. I want to have a positive impact on people around me and each of the jobs I have chosen can do just that. This kind of tool is great way to narrow different degree paths for potential college students and the earlier this kind of assessment is performed, the better. A young person can begin to tailor jobs or apprenticeships in different areas to eliminate careers that are not interesting. An adult can do the same thing when changing careers to find a new career that matches his or her personality. It is also important to know the different

The main point of the article is how to include assessments into a career counseling session when clients are making decisions. The article strongly supports using assessments by showing only the benefits of using assessments. This is unlike the textbook that shows that some counselors see using assessments labels clients and that there is cultural bias. Like the textbook, it supports the idea the counselors have to select the assessment based on the client's needs. The article uses the Cognitive Information Processing Model (CIP), a seven- step process on how to use assessments to help the client. The steps include the preliminary interview, preliminary assessment, defining the problem and analyzing the cause, forming goals, developing a learning plan, executing the learning plan, and summative review and generalization. In the CIP model, this happens in the second step, the preliminary assessment. Unlike the textbook, the article describes screening assessments. These assessments are used gather information on the client's career problems, the level of readiness, and factor's impacting career decisions. These assessments seem to be another way to better understand the mind state of the client.

In our generation today High School students are at the age of having to know what they want to do for a career and what are the components the students need to have to achieve this. When choosing a career or career choices this is a main focal point in a young person’s life. There are many practical approaches and beliefs when approaching career selecting and it can be an intensive process. A first step in a career planning process would be assessing an individual/client with evaluating their willing/eagerness in the process (Gerstan, 2013). When looking into a specific career, planning with a high school

I selected career assessments because an employment or career change can happen to any client at any point during their lives. Drummond, Sheperis, & Jones (2015) state that individuals may benefit from vocational tests after high school, after college, or during a career change. Additionally, Drummond, Sheperis, & Jones (2015) state that some advantages of career assessments are helping a client discover new occupational interests that match their personality, as well as measuring their skillsets for varying occupations. There are several approaches to career assessments that include interest, beliefs, and capability types of inventories. Interest inventories have been available as early as 1914 and have continued to evolve over the decades (Harrington & Long, 2013). Currently, The U.S. Department of Labor, Bureau of Labor Statistics (2013) has a section on their website allocated for K-12

In the beginning, career counseling was strictly developed to help with job placement, but it became so much more than that after the career development was further researched by a group of theorist that focused on career process. What is it that drives us to choose a specific career path? According to Zunker (2012), different theorists such as Parsons, Holland, Krumboltz, Bandura, Super, and Gottfredson all developed theories on career development and their perspective on the importance of occupational process. Throughout this paper one will discuss the John Holland’s Typology and the significance of this particular career theory. Some of the points that will be covered in this paper include: history of theory, strengths and weaknesses, assessments used, population best fit for this theory, and diversity and

As already mentioned existing career theories dealing with vocational personality and environment Holland (1976) and Scheine’s anchors (1978) have been well respected and very adequate for many years.Those theories were helping many people to form and succeed in their career paths.

Taking the assessments from the Career Path enhanced my understanding of my abilities and my future career opportunities. I believe the results from the Career Path accurately reflected my career goals. For instance, the majority of my results included either psychology or sociology, which are the two careers I am most interested in. The top two results for my leisure interest included clinical sociologist and educational psychologist. Though I am not interested in either of these two careers, I was relieved that they were both included in my interests and field of study. However, my personality did not reflect the results of my dream job of becoming a military or a child psychologist. In fact, not one of my hopeful future careers were listed on the results from my personality assessment. According to the personality assessment, I am logical, analytical, base my decisions on solid facts, and adapt to changes in a situation. Nonetheless, I believe some of these results are

After taking the career inventory assessments last week, I found the results to be very interesting. For the interest profiler instrument, my scores were high in both social and artistic which I found to be not surprising. My first highest score that I received for the social was a ten, and the second highest score that I received for the artistic area was a one. As for the scores in realistic, investigative, enterprising, and conventional, my score was a zero in those areas. For the work importance locater instrument, my highest scores were in achievement and recognition. I received a score of thirty in achievement, and a score of twenty six in recognition. For the scores in the other work values: independence (16), working conditions (16),

     According to Ratts and Santos (2012), the definition of multiculturalism has been expanded to include sexual orientation, economic status, age, and religion (p. 113). The original definition of the term contained only the social constructs of race and ethnicity.  Traditional methods of career interventions are limited because multicultural issues were not considered in the development of technique and theories (Ratts & Santos, 2012). Before a career counselor can become culturally competent they much first explore their own unconscious biases and be willing to consider how they might negatively and positively affect clients (Teal, Gill, Green, & Crandall, 2012).

Though a generally overlooked and unappreciated field of work, career counseling has made significant impact in the field of psychology. Frank Parsons’ 1906 lecture, “The Ideal City,” emphasizes the need for young people to receive assistance in choosing a vocation (Niles & Harris-Bowlsbey, 2013). Further, Parsons was one of the pioneers in linking personality traits to vocational success, thus coining him as the father of vocational guidance (Niles & Harris-Bowlsbey, 2013).

For many people, finding a career that is both fulfilling and practical is a strenuous task. Fortunately, there is a plethora of different interventions, techniques, assessments, and inventories designed to aid those individuals in making the wisest career choices possible. But are any of those routes inherently better than the others? Or are all the differing options separate but equally effective? Donald Super’s Life Span Theory and John Holland’s Theory of Vocational Choice are just two of the many theories used for career counseling. Both methods are distinct in the way they approach career issues, yet despite their differences, there are some resemblances between the two theories as well. Comparing and contrasting these two theories will make it easier to see if one theory is better than the other for career counseling or if they are both equally effective.

Career assessments are very beneficial when an individual is trying to determine what career path they may be wanting to take. Sometimes new information will become apparent and other times information that is already known to that individual will just be simply solidified. It is important to answer the questions as accurately to oneself as possible. My personal results only reassured me of what I already knew.