Benefits Of Career Counselling

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.

When I first starting to read the chapters I never thought that there would be five theories that I could see myself using with my clients. I learned from this paper how even though my clients are coming to me for personal counseling and not necessary career counseling these theories are ones I need to know about. I am going to have clients who will have career problems and now I have tools to help them work through them. I can see myself using these theories with children as many pointed out that your career story starts from a young age.

After discussing future’s plan with Amanda, she discussed her future plans of becoming Human Resources Director in ten years. Career development and planning serves five essential purpose: encourage, develop new skills, alleviate plateauing, satisfy employment, and increase employment. My ultimate goal when developing a model a career planning for Amanda, I would want to use the Waterloo University Model. I would want to model each essential factors of the key points stages. These stages include

Patton and McMahon (2006) developed a systems theory framework for development of careers called the Therapeutic Framework. The system categorizes the various factors that influence the choice of career into individual factors (for both the learner who is to choose their career and their counselor), organizational factors, or environmental factors (Patton & McMahon, 2006). The system also recognizes the effect of timing on these factors; thus incorporating the aspects of past, present and future (McMahon, Forde, & Dickson, 2015).

I have chosen to become a counseling psychologist who specializes in helping people choose their careers. I chose this career because I would like to help people who are struggling to find the career that is right for them. According to the American Psychological Association, counseling psychologists assist people in understanding and taking action on career and work issues, they notice how issues and human beings vary across the lifespan, and they have a huge appreciation for the “influence of differences” among people (race, gender, sexual orientation, religion, disability status) on mental well-being (n.p). I wish to help people choose the best career for them based on their interests.

I think the purpose of this assignment is to explore different career planning option. It has many assessments

While career counselors have a wide range of assessment instruments they can utilize; choosing an instrument that is effective, reliable, economical, and cross-cultural can be challenging; however, when assessment instruments are chosen correctly, they can provide counselors with wealth of information regarding their client. Be that as it may, if career counselors neglect to consider all aspects of their client’s lives such as their worldview, cultural background, and ethnicity etc. assessments can yield invalid results and thus ineffective career counseling. Utilizing the O*Net Online as part of Naomi’s career assessment is recommended as it provides current trends within the workforce. An assessment that would benefit Naomi to prioritize what is important in her life would be occupational card sorts, which are created on a case by case basis by counselors to specifically address the needs of each client. According to Brott (2004), “personalized card sorts can be used to verify the counselor 's understanding of the client story and to validate the client 's preferred ways of being” (p. 194). Additionally, specific intruments such as Interest Inventories, Assessment of Aptitude tests, and Personality Assessments would also be benefical for Naomi’s

Savickas (2013) discussed the life design model to narrative career counseling, as it pertains to individuals already involved in a career. He stated that this model assists

Career adaptability is defined as “the readiness to cope with the predictable [and unpredictable] tasks of preparing for and participating in the work role” (Savickas, 1997, p. 254). Career development is an important factor to achieve success in life. Every person needs prosperity and happiness in life and has some targets to achieve. Accomplishing those targets is the basic goal for every individual. In this competitive era, analysing and setting up a career plan is the most crucial part of our lives. Everybody has desires in life and particular levels they might want to reach. To do so one must know what is important for them. Map out your strengths, weaknesses, identify your career paths including analysing your passions. This promotes

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).

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.

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.

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.

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