Ruby Career Counseling

The theoretical career development framework that I chose to assist in Catherine’s career counseling process is Donald Super’s counseling theory. I decided to chose this particular career development framework because I thought it would be the most effective and appropriate to use with the client. The client is thirty-seven years of age and is dealing with a lot on her plate. Equally important, people grow and change throughout their lives and this theory respects that.

A professional who holds a Master’s degree in counseling my also chose to have a career as a Vocational counselors. They may also be referred to as a career or employment counselors. These counselors offer counseling services in places other than the school setting. Their main objective is to help individuals with career choices, examine an educational background, employment history, skill and abilities, personalities and other aspects to help them. Additionally, career counselors may offer support services to people who have lost their jobs or experiencing career change issues (Baxter, 1997).

During the interview, Stashia presented issues of career changed frequently as she diverted from majoring in one career path to another. She divulged in the interview that she had once listened to others and not decided on her own path. She reported changing her major, considered doing things differently if she could, and not having taken any vocational assessments that would have helped her. The writer will conceptualize interviewees barriers with theories of career counseling.

I have always desired a career that would allow me to improve the lives of those around me while caring for a family of my own. I desire to feel successful through continual learning and challenge. Radiologic Technology will provide me this with ever changing tasks with different circumstances and challenges that require problem solving, critical thinking, and determination. Radiologic Technology will allow me to have interaction on a personal level with patients and their families and provide the opportunity to improve their lives by searching for the things that don’t appear on the

On the first night of my Lifestyle and Career Development class we each were assigned a partner to work with for the purpose of learning how to initiate a career counseling case study. My partner for this assignment was Ellen, she and I have collaborated for the last three in a half months, providing one another with as much information as possible to make the outcome of this experience as authentic as possible.

The counselor then empowers the client to tell how some unplanned or unexpected events have influenced their life. The counselor takes this information to help the client learn to see unplanned events as career opportunities. From there, the counselor works with the client to overcome irrational beliefs that block the client from taking action (Krumboltz, 2009). With the direct steps of Planned Happenstance and an integration of CCUSP and CICC, a very powerful and yet simple multicultural theory of career counseling can be created. Planned Happenstance would be the core of my own career theory and CCUSP and CICC would be main concepts of the client that need to be focused on during the career counseling process. To me, clarifying ideas, exploring unplanned events as opportunities, removing irrational thoughts that block action, and a focus on the entire life and culture of the client would be very beneficial to the career counseling

I interviewed Mrs. Regina Bowman, a semi-retired case manager/career counselor for the city Workforce Program, Job Link (personal communication, March 18, 2014). Mrs. Bowman spent 35 years with the city, 20 of those years at Job link and 15 years with the police department. The purpose of the interview was to discover how Mrs. Bowman selected career counseling as her profession or life’s purpose.

quarterly reports on the procedures that was completed. Ruby, with seniority she feels this task is tedious and leaves her feeling like she has more responsibility, less satisfaction, and less autonomy in her role. At this point during the intake interview I asked Ruby what her “dream” job will be. She said her dream job is to obtain her master’s in radiology and open her own x-ray and ultrasound center in her community. Ruby response to this question shows first theme of her personality; she is self-motivated in advancing her career and seeking her own business to maintain a stable financial income for her family.

What I have learned over the time in this course is career counseling incorporates all aspects of the individual. Yes, career counseling is focused on helping people find that career that fits them best matching their interests and personality but deals with other issues in the individuals’ life. The theory that resonates most with me is Holland’s theory and the use of Self-Directed Search (SDS) to identify interests, abilities, and personality (Sharf, 2013). When we were able to complete the Strong Interest Inventory and Myers-Briggs Type Indicator Career Report and compare the result with the SDS to recognize the consistencies. These assessments reinforced my choice of becoming a professional counselor, although with my past career history

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 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

To help clients through the process about their career goals they can explore their skills and limitation while balancing their interest and openness to the idea. As readily apparent, the information collected during the evaluation phase enables the counselor and client to use occupational information resources to access the appropriateness of the client’s expressed vocational objectives (Rubin and Roessler, 2008). Clients can utilize The New Guide for Occupational Exploration, use The Self-Directed Search, Occupational Outlook Handbook, also The Worker Traits Data Book. These resources inform the client on professional requirements, intellectual limitation in the profession and/any other needs the clients may need to explore for their given goal. Transferable skills

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.

Gysbers (2003) proposes that the value of career theories comes from providing practitioners with a framework to examine client behaviour, help understand the possible meanings of or explanations for the behaviour and subsequently, enables them to identify and respond to clients’ goals or problems. Significantly then, such theories may help explain an individual’s vocational behaviour, such as their initial career choice or later aspects of career development. This essay attempts to identify the theoretical framework that will underpin my guidance practice in the future.

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