DB 1 Joseph M
RE: Techniques
Brown (2017) states:Some leading researchers have concluded that cultural values may be a greater source of influence in the decision-making process than traditional career planning variables, such as interests. In addition, they concluded that cultural values may influence a host of other career development variables, such as career adaptability (p. 145). This statement speaks to the importance of multicultural competence in career counseling. Career counseling professionals’ use, understanding, and application of theory and techniques should be employed with a heightened understanding and awareness of their impact on marginalized populations (Brown, 2017; Killam et al., 2016; Strauser et al., 2015). The following techniques are commonly used within the career counseling profession. They may result in multicultural issues of application: relationship/alliance building, collaboration, self-exploration, cultural values/acculturation assessment, assessment, and goal setting. According to Brown (2017), assessing cultural values and acculturation levels is a crucial technique because it allows the counselor to develop an awareness of their level of cultural sensitivity while also taking the first step toward utilizing cultural sensitivity within the treatment process. According to Killam et al. (2016), “Many culturally diverse women will experience injustices that are due to racism, discrimination, oppression, sexism, and heterosexism” (p. 140). Killam et al. (2016) further explain that career counselors are ethically responsible for addressing clients’ unique challenges, which may impact their ability to work or find a career; counselors have an ethical obligation to create awareness within the client of the societal and institutional challenges. Within the counseling and human services profession, establishing a trusting and strong therapeutic alliance is the cornerstone of a positive therapeutic experience; this notion is no different within the career counseling profession (Brown, 2017; Killam et al., 2016; Strauser et al., 2015). Building on the technique of assessing cultural values, building a solid therapeutic relationship involves displaying respect for the client and developing trust (Stauser et al., 2015). This technique may be challenging for counselors working with clients outside of their race and culture because it involves a heightened awareness and knowledge of the client’s culture and level of acculturation; different cultures have varying nonverbal communication preferences, which may impact the development of rapport and a therapeutic alliance (Brown, 2017). Another essential technique within the career counseling profession is the use of collaboration. According to Brown (2017), collaboration within career counseling is critical because it involves a decision that tremendously impacts the client’s life; collaboration practices differ between clients relative to their cultural values and beliefs. Brown (2017) states, “Culturally appropriate goals are set by the individual if he or she has an independent social value or with the family or reference groups (e.g., tribe) if the client has a collateral, social value” (p. 153). The collaboration process may be challenging with culturally diverse clients who identify with a collectivist culture because career decisions must involve other familial opinions; counselors must utilize cultural sensitivity when working with families to ensure respect within the client’s culture and family unit (Brown, 2017). Within the collaboration technique, career counselors may utilize assessment and goal establishment as techniques within the career counseling process. According to Brown (2017), assessment practices within career counseling provide insight and information about what issues the client may be challenged with, the client’s strengths and weaknesses, employment areas of interest, mental health challenges, and much more. The assessment process is a crucial part of career counseling, so it must be done thoughtfully and with cultural sensitivity. According to Brown (2017), assessment practices must be done with careful consideration of the cultural sensitivity of the type of assessment used, how the assessment is conducted, and how the information is interpreted; professionals must be thorough in their choice of assessment practices relative to the established construct validity and reliability of the client population. Goal setting is another important technique in career counseling and should also rely on collaboration. According to Brown (2017), “When clients and their reference groups have different social values, expectations about the process and perhaps the goal itself are likely to conflict” (p. 153). Brown (2017) further explains that the career counselor’s job is to help clients, and their families, translate their social values into mutually agreed-upon objectives. Career counselors must be cautious of their theory or approach because the tenets may be subject to gender or racially biased-goal-setting techniques (Brown, 2017). For example, many African Americans desire jobs that White Americans desire. However, the goals established for African American clients should involve the racial and oppressive challenges they are likely to face compared to White Americans (Brown, 2017). ReferencesBrown, D. (2017). Career Information, Career Counseling, and Career Development, 11th Edition. [VitalSource Bookshelf version]. Retrieved from vbk://9781323626221Killam, W. K., Degges-White, S., & Michel, R. E. (2016). Career counseling interventions: Practice with diverse clients (W. K. Killam, S. Degges-White, & R. E. Michel (Eds.)). Springer Publishing Company. https://doi-org.postu.idm.oclc.org/10.1891/9780826132178Strauser, D. R., Tansey, T. N., & O’Sullivan, D. (2015). Career and vocational counseling. In F. Chan, N. L. Berven, & K. R. Thomas (Eds.), Counseling theories and techniques for rehabilitation and mental health professionals., 2nd ed. (pp. 335–354). Springer Publishing Company.Roseella JRE: TechniquesTechniques of career counselors such as: Developing a therapeutic relationship as with all forms of counseling, career counseling is most successful when the counselor forms a meaningful connection with the client. Defining goals: The top career counselor sets specific goals with their clients and redirects their clients toward those goals if the conversation drifts too far toward other concerns. Creating room for self-exploration: Top career counselors don’t just hand their clients the result of vocational tests. Understanding the job market: It does little good to be told you`re well suited for a career that is in steep decline. Helping turn life themes into career goals: the best career counselors don’t just recommend possible professions. According Mary & Wendy (2017) the technique was designed to be used in a one-to-one vocational session either completed as part of the session (usually immediately before seeing the counsellor) or as ‘homework’ to be completed between counselling sessions. This allows greater flexibility in the use of the technique and may also provide a more confidential, empathic and emotionally comfortable context in which the individual might want to explore deep emotional joys or hurts (Mary & Wendy, 2017). It also enables the counsellor to supplement the exercise with exploratory and clarifying questions to assist the person to explicate the nature and extent of the influences specified (Mary & Wendy, 2017). However, at a less intense emotional level, the technique can be used to explore influences in a group context. The career counsellor can explain the exercise, encourage individuals to complete the material and then to share the results with one or two members of the group and to listen to one or two other members explain their responses (Mary & Wendy, 2017). Groups may then want to report ‘publicly’ to the counselor, or individuals can simply use the results themselves (Mary & Wendy, 2017). They might also want to discuss the exercise further subsequently with the career counsellor. Career development and graduate counseling courses provide an opportunity to engage counselors-intraining in their own career development to evoke a parallel experience in their future clients (Luke et. al., 2022). One approach to engaging students in these courses is through experiential education. The authors describe a pilot project using an experiential group technique embedded in a graduate-level career development and counseling course. The first author implemented a six-session group experience using peer facilitators to explore students’ own career-related attitudes and behaviors and then transfer that experience to work with future clients (Luke et. al., 2022). The inclusion of an experiential group in a career development and counseling course can help students make important connections across counseling curriculum and demonstrate the close ties between career and mental health concerns (Luke et. al., 2022). Good career counselors use the principle of guide, coach, dialogue, so there is flow of conversation between themselves and clients in order to guide clients through their career development journey (Luke et. al., 2022). Multicultural concerns cover a broad range of topics and identities including race, religion, ethnicity, culture, sexual orientation, and/or disability (Durodoye, 2013). Multicultural factors may affect how a person is medically treated or whether they receive medical treatment at all (Durodoye, 2013). Cultural views of health problems may differ and create a problematic dynamic in medical treatment. Misunderstanding of and/or ignorance toward cultural differences may lead to physical violence, which may require medical treatment (Durodoye, 2013). In the United States, ethical considerations in counseling have reached a cultural turning point. Society’s continually changing demographics have mandated that the profession and its attending ethical processes and procedures be expanded to consider people and situations in broad and intersecting contexts (Durodoye, 2013). Hays (2008) guided practitioners to do this with her ADDRESSING model. The name of the model is an acronym for the cultural distinctions of age, developmental and acquired disabilities, religion and spirituality, ethnicity, socioeconomic status, sexual orientation, indigenous heritage, national origin, and gender (Durodoye, 2013). Although the model does not encompass every identity, counselors are challenged to mind the significance of expanded viewpoints in their work with clients (Durodoye, 2013). This chapter captures this philosophy to examine issues, frameworks, and strategies relevant to ethical practice with diverse client populations (Durodoye, 2013). References Durodoye, B. A. (2013). Ethical issues in multicultural counseling. In C. C. Lee (Ed.), Multicultural issues in counseling: New approaches to diversity., 4th ed. (pp. 295–308). American Counseling Association. Luke, C., Budesa, Z., & Diambra, J. (2022). Using an Experiential Group to PromoteEngagement in a Career Counseling. Journal of Counselor Preparation & Supervision, 15(4), 1–20. Mary McMahon, & Wendy Patton. (2017). Ideas for Career Practitioners: Celebrating Excellence in Career Practice. Australian Academic Press.DB 2 Roseella JRE: AssessmentThe career assessment process involves various tests, questionnaires, and forms. These measures are only part of the assessment procedure. Career counselors can often find out a lot about individuals just from informal discussion. A good career assessment helps students increase their self-awareness and their understanding of the job market. Most career assessments follow the methodology that a student needs to understand their interests, aptitudes, values, and skills to determine where they fit within the job market. One-on-one career counseling has been established as the most effective type of career intervention. Prior research results have suggested that process quality determines counseling success. In this multilevel study, career counseling process quality is validated as a predictor of job seekers’ reemployment at three Swiss job centers (Behrendt et. al., 2021). While in many countries, the counseling of the unemployed is predominantly an administrative process, the findings should encourage investments in process quality of career counseling to promote reemployment (Behrendt et. al., 2021). Furthermore, the study calls for further research on the underlying factors of career counseling process quality and the respective career counselor behaviors (Behrendt et. al., 2021). Many interventions are effective at tackling unemployment: they increase job seekers’ reemployment success and decrease the mental health decline due to unemployment (Behrendt et. al., 2021). Meta-analyses have established one-on-one counseling as more effective and efficient than counselor-free computer interventions and purely text-based interventions (Behrendt et. al., 2021). Furthermore, one-on-one career counseling is more effective than financial interventions that offer reemployment bonuses or wage subsidies. It is also more effective than tighter monitoring of job seekers’ eligibility and compliance. Therefore, career counseling “forms a key part of active labor market policies” in most countries (Behrendt et. al., 2021). Meta-analyses conclude that counseling’s intensity (e.g., the number and duration of sessions) is unrelated to its outcome in contrast, preliminary research results have suggested that process quality determines counseling success (Behrendt et. al., 2021). However, only a few studies have investigated career counseling’s process quality, and to our knowledge, none has tested the effect of varying levels of process quality on counseling success (Behrendt et. al., 2021). To shed more light on process quality in career counseling, career counseling’s process quality is tested as a predictor of objective reemployment success (Behrendt et. al., 2021). Validation of process quality as predictor of reemployment points governments and agencies to focus their policies on improving process quality of one-on-one career counseling to battle unemployment (Behrendt et. al., 2021). Furthermore, the study explores a field-proof measurement of counseling process quality, which equips practitioners in career counseling agencies to direct their quality improvements (Behrendt et. al., 2021). One-on-one career counseling has been proven to speed-up job seekers’ reemployment. While in many countries, the counseling of the unemployed is predominantly an administrative process, this study stresses the importance of the counseling process’ quality for fast reemployment (Behrendt et. al., 2021). To improve the life of the unemployed and to simultaneously realize economic savings, the findings should encourage investments in process quality to promote reemployment and stimulate further research on the underlying factors of career counseling process quality and the respective career counselor behaviors (Behrendt et. al., 2021). References Behrendt, Peter, Anja S. Göritz, and Katharina Heuer. 2021. “Career Counseling Process Quality Promotes Reemployment.” Journal of Career Development 48 (5): 599–606.Kathryn CRE: AssessmentClass- This article focuses on the reliability and validity of several personality tests (many used in career counseling): https://www.scientificamerican.com/article/how-accurate-are-personality-tests/. Which one do they identify as being more reliable and valid? What was special about this tests’ construction to help garner these properties? Could you see yourself using it in your practice? Why or why not?DB 3 Autumn KRE: Special GroupsProfessor and Class, This writer lives in the state of Connecticut. In researching the various resources that are available for individuals with disabilities, there are several options. The World Health Organization (WHO) terms disability as, “A disability is any restriction or lack of ability (from an impairment) to perform an activity in a manner or within the range considered normal for a human being.” (Brown, 2017). Types of disabilities include physical, sensory, cognitive, intellectual impairment, mental illness, and some types of chronic or disabling diseases such as fibromyalgia. According the this week’s reading, Brown (2017) states that out of the total of 135 million workers in the country, 5.2 million were classified as disabled and nearly 80% of disabled people are either “not in the workforce or unemployed” (Brown, 2017). Brown (2017) highlights an interesting point in his mention of ‘rehabilitation’ which is the ‘process by which people with disabilities are prepared for work and life in general’, has broadened the concept to apply to other types of disabling factors which include mental illness, alcoholism, drug addiction, delinquency, and chronic involvement in criminal activity. This writer currently works with incarcerated youth and young adults. These ‘students’ as we refer to them in the school environment, many come to the facility with pre-existing mental health or cognitive deficits. Many have suffered a life of trauma from a young age. Even more of them have not had consistent educational experiences and often felt they had to ‘survive’ in their environment therefore formal schooling was not always top priority. Within the prison system, there are Correctional Counselor’s who are available to help assist our clients with various groups which include self-help and addiction services. There is a mental health department which also assists with our client’s meeting their mental health needs and connecting to community agencies to assist with housing, transportation, employment, and counseling services. This writer works with students who are incarcerated that are identified as special education students. Most of these students have mental health needs and limited access to community resources to gain employment skills or post-secondary skills. These identifieds students are protected under the Individuals with Disabilities Education Act (IDEA). This act requires that not only special education students receive an education that is the ‘least-restrictive environment’ by qualified teachers over the age of 16 to be able to pursue post-secondary education and work (Brown, 2017). As part of their Individualized Education Plan (IEP), special education students receive both employment, post-secondary, and if necessary, independent living goals in order for them to have the same opportunities as students without disabilities. The Bureau of Rehabilitation Services (BRS) is an organization that our students are commonly referred to due to their limited knowledge or access to community supports. Although BRS does not work with current incarcerated individuals, they take referrals so our students are able to work with an assigned case manager to bridge the connection from prison to community. This aims to stop the recidivism that commonly occurs. Brown (2017) further stresses the importance of school counselors to be familiar with Public Law 101-476, The American with Disabilities Act (ADA) which ‘prohibits discrimination against disabled clients in the hiring and worker-retention processes’. In reviewing the services that are available for individuals with disabilities in the state of Connecticut, this writer was impressed that services are available for many individual needs. Not only do the services focus on the individual, but for families that can advocate for a loved one. In order to better advocate for an individual with a disability, Connecticut offers the Protection and Advocacy Organization (OPA) which is a federally-funded P&A system. This organization helps to provide disabled individuals the ability to expand and defend their rights, including supporting self-advocacy groups and legal assistance. The Aging and Disability Resource Centers (ADRC) offer access for long-term supports and services for older adults and people with disabilities, including home-health care and assistive technology. The state offers free legal assistance for low-income individuals and assistance with Social Security and Medicaid benefits. The state of Connecticut offers crisis services for people in need of immediate help or someone to talk to. Within the Department of Correction, there is a program called Employee Assistance Program (EAP) in order to help any DOC individual in a crisis or assistance with almost any crisis or free service, including legal advice. The state offers free or low-cost resources for senior citizens to assist with independent living skills. The Department of Developmental Services (DDS), has been helpful, similar to BRS, with incarcerated individuals. Unlike BRS, DDS provides disabled individuals who are cognitively or severely mentally ill, to find support. This writer has referred some incarcerated students to this agency as well as the Department of Mental Health and Addiction Services (DMHAS) for asssistance. These are just a few of available federal, state, or local agencies to help those that are disabled in any capacity. There is a growing need to include some of the major cultural groups within our country when considering career counseling needs. Brown (2017), highlights that “one-third of the labor force is made up of minorities, with Hispanics, African Americans, Asian Americans, and American Indians, inclusive of Native Alaskans”. The first group includes African Americans who, until recently, were the largest minority group in the U.S. Brown maintains that this group has been disadvantaged due to discrimination and limited educational experiences. As a result, there has been a link to lower income, high unemployment rates, and growing uncertainty due to the unstable economy (Brown, 2017). Hispanic Americans face career-related issues due immigration, limited English proficiency, and ‘substandard’ educational opportunities. They also are at risk for culture shock as they adapt to their new environment (Brown, 2017). Asian Americans are another major culture group in the U.S. with their cultural values are different from the mainstream culture. Brown (2017) discusses that their, “time orientation is more likely to be past-future than is that of other ethnic groups” as they may place greater emphasis on the needs of the group and hold high social values to the elders within their group. It is essential for a career counselor to keep this in mind when they are focusing on cultivating self-determination in planning for a college major with their client. The client may find it ordinary to choose a college major that would be in their parents best interest. Brown (2017) maintains that Asian-American clients may experience more stress when making a decision than the other major cultural groups in that social relationships are values are different. They may experience more ‘intergenerational’ conflict which can increase their indecisiveness about careers. According to Brown (2017), American Indians are socialized to respect their “tribal values, traditions, and expectations” when considering a client for career services. When compared to other cultures, American Indians are more in tune with natural events rather than clocks and calendars. Brown (2017) continues that they value self-control of their thoughts and emotions and may have their unique communication style. American Indians historically have been subjected to, “poverty, discrimination, geographic isolation, lack of occupational information, and geographic relocation resulting in loss of family and tribal support as barriers” to their success in the workforce (Brown, 2017). Concerns that could arise in this culture may relate to punctuality and unpredicted religious ceremonies when obtaining employment. Career counselors should take caution when working with individuals with disabilities, are marginalized, or disadvantaged. Assessing individual and group cultural factors, their communication style, and looking at the workforce through their worldview could prove to be helpful and develop a positive working relationship.Reference:Brown, D. (2017). Career Information, Career Counseling & Career Development, 11th ed. Pearson Learning Solutions.Kathryn CRE: Special GroupsClass- This Power Point contains information on a career counseling model for helping those with disabilities: https://pdxscholar.library.pdx.edu/cgi/viewcontent.cgi?article=1000&context=coun_fac. Why is fostering self-determination an important component of this process? What are three contextual factors that help to foster this? What are your thoughts on the session model described in detail? Do you feel that you could utilize this with your own clients? Why or why not?
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
