Autumn K
RE: Occupational Information
Professor and Class,
Occupational information is necessary in making effective career decisions. The term ‘Occupational Information’ refers to the collection of information on occupations and educational opportunities. Collecting information from a client is essential in order to help them discover their interests, strengths, values, aptitudes, and skills. Occupational information can provide the details on job outlook, education and training, salary, related occupations, and job duties. There are several occupational classification systems which connect the client’s vocational interests with an occupation. A few of the occupational systems include the Standard Occupational System (SOC), Holland’s Hexagon, and the World-of-Work Map (WWM). The SOC system is used to classify occupations based on the nature of work performed on the occupational skills, education, and training requirements for the job. Holland’s hexagon classifies occupations in six personality dimensions based on Holland’s theory of personality. These include Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E), and Conventional (C) (Brown, 2016). Holland’s theory suggests that individual’s will be more satisfied with their occupations when their personalities are linked with their respective job. The WWM is a system that is used to suggest occupations to individuals who enter the map with a set of attribute scores. The placement of occupations for the user is formulated based on the degree ot which the occupation requires working with data, ideas, people, and objects. This is similar to Holland’s hexagon in that the identified occupations are determined on the interest the individual places on working with data, ideas, people, and objects.
Occupational information also includes labor market information which is generated by government agencies (Brown, 2016). An example may include a client seeking information on the unemployment rate in a particular geographical area which may have an impact on their choice in where to seek employment. Brown (2016) further states that labor market information may inlcude data and statistics about occupational structure and trends as this could be viewed as an advantage to a client who may not be sure about a particular career interest but may require information about that career based on the labor market trend to determine if the career would be a good fit. Furthermore, the Bureau of Labor Statistics collects information about hiring, job closures, and layoffs which they use the data to predict the demand for particular jobs. This could prove to be helpful for a client that may have been layed off and is seeking sustainable employment (Brown, 2016). A disadvantage to occupational information may be the fact that the information is derived from government agencies and reports the need for funding for certain programs. Individuals or progams that rely on government funding may not be able to access this funding as they face potential program closure or layoffs. This writer finds another disadvantage of occupational information that is based on computerized programs is the notion that they may not include cultural sensitivity issues, gender bias, and the disabled. Individual’s that face significant mental health issues or who are socioeconomically disadvantaged may not have access to these computerized programs or understand how to navigate the system. A client may live in an area of high unemployment and due to limited financial means, have difficulty moving to another location to seek a meaningful job.
Reference:
Brown, D. (2016). Career Information, Career Counseling, and Career Development(11th ed.). Pearson Learning Solutions
Roseella J
RE: Occupational Information
Hello all,
The term “occupational information” refers to reliable, accurate information on employment and occupations (Brown, 2016). It contains information on labor supply and demand, occupational trends, and training facilities. Personal liability protection, company security and continuity, and easier access to financing are benefits of forming a corporation (Brown, 2016). A corporation’s drawbacks include the time commitment, double taxes, and stringent formalities and procedures that must be followed (Brown, 2016).
According to Frielink et. al., 2021, The use of eHealth in support for daily functioning of service users with intellectual disability (ID) is a rather unexplored domain. Therefore, the current study identified the a) level of familiarity, b) advantages/disadvantages, and c) facilitating/impeding factors for the use of eHealth in support for daily functioning of people with ID according to service users, relatives, and professionals (Frielink et. al., 2021). Four focus groups and one semi-structured qualitative interview were conducted. Results: Participants were familiar with numerous eHealth applications (Frielink et. al., 2021). Benefits were related to service users (e.g., increased independence) and relatives/professionals (e.g., providing more efficient support). Adequate informing and involving all stakeholders and centrally positioning of the needs and possibilities of service users were reported as important facilitators (Frielink et. al., 2021). Contrary, impeding factors were malfunctioning Internet, expenses of eHealth, and lack of proper IT-support (Frielink et. al., 2021).
Another example provided by the participants is to fill in an individual support plan on a tablet during a dialogue between support staff and a service user him/herself, so according to service users, relatives as well as professionals less time is needed for reporting afterwards and hence, more time remains available for direct contact with the service user (Frielink et. al., 2021). Moreover, due to eHealth applications such as online health platforms and electronic health records, all stakeholders, including for example general practitioners, are, when granted access, able to read individual support plans and daily reports of support staff (Frielink et. al., 2021). Relatives indicated to find that convenient, not with the aim to control, but in order to keep up to date. The results provide imperative information for future eHealth implementations and direct its use more specifically to people with ID (Frielink et. al., 2021).
References
Brown, D. (2016). Career information, career counseling, and career development.
(11 ed.). Upper Saddle River, NJ: Pearson.
Frielink, N., Oudshoorn, C. E. M., & Embregts, P. J. C. M. (2021). eHealth in support for daily functioning of people with
intellectual disability: Views of service users, relatives, and professionals on both its advantages and disadvantages
facilitating and impeding factors. Journal of Intellectual & Developmental Disability, 46(2), 115–125.
Roseella J
RE: Computer Assisted Programs
Hello all,
Today, there are four main types of computer-assisted career counseling: online career counseling, electronic sources of educational and vocational information, comprehensive systems, and computerized career evaluation (Brown, 2016). Computer based guidance system provides systematic career exploration and career decision programs that may be accessed at any given time. Access to large databases of up-to-date information for local, state, national, and international locations is immediately available (Brown, 2016). Systematic career exploration and career decision programs are available through computer-based guidance systems and may be accessed at any time. There is quick access to enormous databases with current information for local, state, national, and worldwide areas (Brown, 2016).
According to Osborn et. al., 2021, Computer?assisted career guidance (CACG) systems provide a comprehensive intervention for career exploration and decision?making. Ninety students completed a CACG system bookended by pre? and postintervention surveys as part of an undergraduate career class (Osborn et. al., 2021). Results indicated high expectations for CACG systems but lower experience ratings. Interaction with CACG systems was associated with increases in students’ metacognitive beliefs and experiences associated with career development, with most students progressing in their career decision?making as defined by cognitive information processing theory (Osborn et. al., 2021). When experience with the CACG system exceeded expectations, students reported larger gains in their belief that they had the knowledge necessary to make a career decision (Osborn et. al., 2021). The CACG system intervention used in this study positively influenced students’ self?ratings in the CIP?related domains of self?knowledge, options knowledge, career decision?making skills, and executive processing skills, as well as CASVE Cycle progression. Participants believed that the CACG system was useful in helping them with their career decisions (Osborn et. al., 2021). Theoretical relationships among CIP pyramid of information processing components (i.e., self?knowledge, options knowledge, career decision?making skills, and self?talk) were confirmed (Osborn et. al., 2021). High expectations for what CACG systems can and cannot do, as well as the benefits found when client expectations are met, suggest the importance of providing orientation to CACG systems and processing the results afterward. (Osborn et. al., 2021). Ultimately, our study’s outcomes provide support for using CACG systems with students to enhance their career decision?making and problem?solving process (Osborn et. al., 2021).
To be culturally competent in social work, one must be aware of the cultural diversity of those who seek out social services. Human services professionals that exhibit cultural competency work hard to comprehend the cultures of the clients they support and provide them with care and respect. According to Lowell (2016) Cultural competence and responsiveness are considered essential for classroom teachers who teach diverse groups of students. Teacher training programs have tremendous opportunities to develop the cultural competence of pre-service teachers in the classroom, in the field, and as ongoing professional development. The first chapter of this book explores pre-service teachers’ perceptions of their needs in regard to cultural competence preparation (Lowell, 2016).Cultural competency in understanding psychopathology and psychological distress has become an explicit goal. Systematically reviews a range of relative literature to form a cohesive view on aspects that promote further development of cultural competencies in mental health service settings (Lowell, 2016). The chapter gives particular attention to collectivistic cultures and explores pathogenic, pathoselective, pathoplastic, pathoelaborating, and pathoreactive influences that culture exerts on psychopathology, as well as its link to culture-related phenomena (Lowell, 2016). The elements of decision-making responses used by occupational therapy practitioners when confronted with conflict within an international context when there are differences in beliefs and practices between practitioner and client (Lowell, 2016).
References
Brown, D. (2016). Career information, career counseling, and career development.
(11 ed.). Upper Saddle River, NJ: Pearson.
Lowell, K. (2016). Cultural Competence: Elements, Developments and Emerging Trends. Nova Science Publishers, Inc.
Osborn, D. S., Brown, C. A., & Morgan, M. J. (2021). Expectations, Experiences, and Career?Related Outcomes of
Computer Assisted Career Guidance Systems. Journal of Employment Counseling, 58(2), 74–90.
Autumn KRE: Computer Assisted ProgramsProfessor and Class,
One of the major computer-assisted systems that this writer has found useful in her practice is the Occupational Information Network (O*NET) and the Occupational Outlook Handbook (OOH). The O*NET is a “comprehensive system for organizing, describing, distributing, and collecting data on occupations and the workforce” (Brown, 2016). The O*NET contains six domains of information; Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. The O*NET can be linked to the OOH and provide a comprehensive career report for the individual than include information about the Military. The O*NET can be a useful tool in helping people transition from the Military to the workforce (Brown, 2016). An advantage to the OOH is that it provides the individual with useful websites to gain access to further information on a chosen career or one that is similar. This writer utilizes the O*NET and the OOH as a guide for the student to complete a job report on their career of highest interest. They are able to seek further information based on the additional resources listed.
The OOH provides information about the nature of the work, working conditions, distribution of work, training requirements for job entry and advancement, the average earnings, and projected employment outlook. The OOH is a career resource that offers information on hundreds of occupations, most of which are in the U.S. All profiles have “Quick Facts” that give information on Median Pay which is based on the Bureau of Labor Statistics (BLS), Typical Entry-Level Education which is the level of education that most workers need to enter and occupation. The OOH includes Work Experience in a Related Occupation which is the skills the worker can receive in another occupation which is considered necessary or a substitute for more formal types of training or education. On-the-job training is considered postemployment training that is necessary to attain the competency required for that specific job. The training is specific to the job and skills can be transferred to another job within the same occupation. Number of jobs includes the employment, size, or the occupation in the base year of employment projections. The job outlook is the projected percent change in employment over the decade, and employment change which is the projected number change in employment over the decade (U.S. Bureau of Labor Statistics). The OOH provides a comprehensive look at the Summary of the occupation, What they do in that particular occupation, the work environment and work schedules, how to become employed in the occupation of interest. This section includes details of the level of education and training necessary for the job, which also includes what licenses, certifications, and registrations that are required. The OOH outlines the pay or median wage for a particular job. Another aspect explored is the job outlook in careers of interest. An advantage to the OOH is that a client may research a certain area of vocational interest but may find the requirements are not financially possible. The client can explore other jobs within that field as they may be a better fit for the client’s needs. The OOH provides the opportunity for the client to understand the details of the career such as the typical work schedule, particular work experience or qualities necessary for the job. The job outlook may be of high interest to a client that may feel worried about layoffs from a previous layoff. They would want to ensure the career of choice has potential for future growth or advancement.
References:
Brown, D. (2016). Career Information, Career Counseling & Career Development (11th ed.). Pearson Learning Solutions
U.S. Bureau of Labor Statistics. Retrieved from:
https://www.dol.gov
Autumn K
RE: Inventories
Professor and Class,
This writer identifies a need as something that an individual desires or strives to obtain or meet. This writer thinks of Maslow’s hierarchy of needs such as physiological, safety, love, esteem, and self-actualization. Needs are essential to be met as once they are satisfied, they no longer are a need. Basic needs such as food, shelter, and clothing to name a few, are necessary for an individual to survive. If the basic needs are not met, an individual may not be able to develop a framework as what is of value and interest in their lives. Interests are defined as likes or preferences for things people enjoy. Brown (2016) states that there are several types of interests such as expressed interest which are verbal statements or claims of interest. Manifest interest is exhibited through actions and participation. Inventoried interests are ‘estimates’ of interests based on responses to a set of questions concerning likes and dislikes. The Strong Interest Inventory examines this arena. Tested interests are revealed under controlled situations. This type of interest is not an open interest as it is under a set of conditioned interests that are provided for the individual (Brown, 2016).
Holland’s interest inventory is of interest to this writer as interests are important factors for an individual to consider when exploring preferences for types of work activities. Interests are what motivate an individual and are reasons why individual’s pursue careers that bring enjoyment and satisfaction to their lives. John Holland’s Theory of Vocational Types (Dik, 2019) recognizes this primary model as a means of categorizing and understanding individual’s interests based on the RIASEC model or as Holland’s interest codes. Dik (2019) maintains that Holland’s framework is the most widely-accepted model of interest among professionals and researchers in the field of psychology as it defines the six dimensions or interests that help professionals guide individual’s into identifying their preferences and comprehending which types of careers that can satisfy their needs, values, and interests. This writer finds the career interest inventories highly useful in her current practice. Many of this writer’s students have extreme difficulty identifying what they are interested in pursuing as a potential job. This writer can agree with Holland’s use of the six dimensions such as Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Many of this writer’s students find high interest within the Realistic and Enterprising dimension. This writer’s students have the ability to access the vocational education program offered at the correctional facility as they can gain certficates of completion for these courses that can jump-start their ability to seek supported or competitive employment. Overall, Holland’s career choice theory is helpful in that it can align the individual’s work with their interests which can lead to their ability to get their needs met and gain satisfaction with the job.
This writer believes that due to the complex nature of a person, we are always evolving in our needs, desires, interests, and goals. Career counselor’s should continually use both quantitative and qualitative assessments in order to keep up with those changes. Environmental or socioeconomical reasons could be attributed to the need to administer various assessments. Job exploration tools can vary and be used periodically within the counseling process. This writer did not partake in many assessments throughout her childhood and even into high school. A career interest inventory that was administered as a whole-class lesson in this writer’s senior year was utilized and was similar to Holland’s RIASEC model. The assessment brought to light some of the careers of interest to this writer such as social work or nursing. In this writer’s opinion, partaking in a career assessment that started with gauging her interests was very effective in leading me to my present career, after a few bumps in the road.
References:
Brown, D. (2016). Career Information, Career Counseling & Career Development(11th ed.) Pearson Learning Solutions
Dik, B. (2019). Holland’s Interest Inventory: Finding the Right One. Retrieved from:
Kathryn C
RE: Inventories
The Career Ability Placement Survey (CAPS) is another inventory that would be helpful to familiarize yourself with. The CAPS assesses vocational abilities and provides feedback to the examinee. This assessment provides information on both strengths and areas of growth; and provides information on which occupations the examinee might be best suited for. What are your thoughts on the assessment providing dual information on both general strengths and specific occupation suggestions? Take a look at the overview of the eight domains that the CAPS assesses for; as well as the link to the web-based tutorial:
https://www.edits.net/support/interpretation-support/copsystem-web-based-tutorial.html
https://www.edits.net/products/career-guidance/caps.html
What are your thoughts on the assessment as a whole? How might you incorporate this into your career counseling work?
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