Applications+of+theories+in+counseling+guide

How the theories are applied in counseling

__**Trait and Factor Theories**__ __**Holland's Theory of Vocational Choice**__ -**Goal:** Help client identify occupations that are congruent with their own personality characteristics. -Likely uses one of several instruments with the end result of producing Holland profile (code): -The Self-Directed Search -The Strong Interest Inventory -Wide Range Interest and Occupation Test -Congruence between personality and environment leads to more career stability, greater career achievement, higher academic achievement, greater satisfaction

__**Theory of Work Adjustment**__ **Goal:** Help clients match aptitudes, skills, personality structure and values to occupations with jobs that have similar ability requirements and desired reinforcer patterns __Counseling Steps:__ 1. Assess ability patterns (what abilities does client possess?) 2. Assess needs and values (what occupational needs does client have?) 3. Compare occupational ability patterns, needs and values to occupations that will meet client requirements __**Brown's value based theory of occupational Choice**__ 1. Comfort level with expressing work values 2. Availability of career choices that will satisfy their work values 3. Availability of information about career choices based on their work values 4. Difficulty level of application of career choices 5. Availability of financial resources to support application of favored choices __**Developmental Theories**__
 * 1) Confirm that match benefits client (through increased job satisfaction) and employer (increased satisfaction of client performance)
 * Goal:** Help Clients identify their work values and match their values with occupations that cooperate with them. Work values can be very influential on people’s career choice if they place high importance on individualism
 * These clients will be affected by several factors including;

__**Super's Life Span, Life Space Theory**__ __**Goal:**__ Development of career maturity. Career maturity has six components to work on as measured by the Career Development Inventory: -__Career Planning__(CP) -__Career exploration__(CE) -__Decision making__(DM) -__World of work information (having accurate information about work)(WWI)__ -__Knowledge of preferred occupations(PO):__ WWI and PO are combined in CDI to get career development knowledge and skill score -__Career Orientation:__ global measure of career maturity on CDI

__**Gottfredson's Theory of Circumscription and Compromise**__ >>> -Problem may be lack of self or occupational knowledge, or unwillingness to choose an alternative. It may be due to stereotypes or discrimination as well. >>> -Is disatisfaction due to compromising interests? Does sexual orientation cause concern about appropriateness of considered occupation?
 * Goal: ** Diagnose developmental problems.
 * 1) Does the client have occupational alternatives?
 * 1) Do occupational demands match client characteristics?
 * 2) Is the client satisfied with alternative occupations being considered?
 * 1) Has client restricted occupational choices due to lack of self or occupational knowledge or unexamined sex role stereotypes?
 * 2) Is client aware of pathways to occupations chosen? Have alternatives been eliminated because of lack of skill or knowledge of pathways?

__**Learning Based Theories**__

__**Krumboltz's Social Learning Theory**__ -Clients should:
 * Goal: ** Facilitate the acquisition of self-knowledge and the skills needed to negotiate an ever changing world filled with uncertainty. Help people identify beliefs and integrate them with their interests. Teach clients to recognize and benefit from learning opportunities.
 * 1) Prepare to expand knowledge and skills. Map current status and plan for growth.
 * 2) Prepare for an ever changing occupational landscape.
 * 3) Be empowered to cope with stressors of a changing world.
 * 4) Learn to tackle the array of job related problems confronting them.

__**Social Cognitive Career Theory**__ **Goal(step 1):** Gather data regarding needs, values and aptitudes. Use data to identify skills that can be used that would result in satisfaction. **Goal(step 2):** Determine occupational self efficacy and interests. Increase interest which affects self efficacy through modeling, encouragement and performance enactments.

__**Career Information-Processing Model of Career Choice**__

**Goal:** Determine complexity factors and assess readiness of client to make well reasoned career choices. Create and implement individual learning plan.

Seven step process:
 * 1) Conduct initial interview
 * 2) Conduct preliminary assessment (is client ready to engage in career decision making?)
 * 3) Mutually define problem and analyze causes
 * 4) Formulate Goals
 * 5) Develop individual learning plan
 * 6) Implement individual learning plan
 * 7) Evaluate goal attainment

__**Postmodern Theories**__

__**Contextualist Theory of Career**__


 * Goal:** To understand individuals in the context of their environments as they experience them and understand the meaning of these experiences (Brown, p. 67).

5 Step Process suggested by Savickas:
 * 1) The counselor evokes stories allowing the identification of themes.
 * 2) The counselor describes themes to the client.
 * 3) The client and counselor interpret the problem in the context of the theme, edit, or change the theme.
 * 4) The client and counselor extend the theme into the future.
 * 5) The counselor helps the client develop the behavioral skills necessary for implementing the future narrative theme.

__**Chaos Theory of Career Development**__ Four Aspects of the Process: Seven Themes:
 * Goal:** create goals, processes, and techniques with the client based off their attractors (point attractors, pendulum attractors, torus attractors, and strange attractors)
 * 1) Trust the universe
 * 2) Feel connected to the people around them
 * 3) Focus their energy
 * 4) Be active in their community
 * 1) Change
 * 2) Balance
 * 3) Energy
 * 4) Community
 * 5) Calling
 * 6) Harmony
 * 7) Unity

__**Savicka's Postmodern Theory**__ Process: __**Solution-Focused Brief Career Counseling**__ Process:
 * Goal:** draw out narratives from client and utilize them to understand and reconfigure the plot of their life story and apply it to their career development
 * 1) Construction
 * 2) Deconstruction
 * 3) Reconstruction
 * 4) Coconstruction
 * 5) Action
 * Goal:** facilitating clients in career change by helping them identify their own strengths and goals
 * 1) Relationship development
 * 2) Client presentation of issue(identification of goals)
 * 3) Search for Exceptions(search for strengths)
 * 4) After exceptions are found, what strengths can be identified to attain goals.
 * 5) Develop a plan and scale the goal. (how close is client to attaining goal?)
 * 6) Follow up sessions (Discuss progress, roadbloaks, etc.)
 * 7) Ask second order questions(e.g. What will happen if career problem is not addressed?

Brown, D. (2012). //Career information, career counseling, and career development// (10th ed.)//.// Upper Saddle River, NJ: Pearson Education Inc. Savickas, M.L. (1995). Constructivist counseling for career indecision. //Career Development Quarterly, 43//(1), 363-373.