NCE/CPCE Terms - Lifestyle and Career Development, Questions sections with accurate answers, rated A+

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NCE/CPCE Terms - Lifestyle and Career Development, Questions sections with accurate answers, rated A+ Career Development - ✔✔-A process by which individuals grow and change to cope with and ... accommodate career issues that arise throughout their lifetime. Industrial Revolution - ✔✔-A period that transformed America's agriculturally based economy into an industrial and manufacturing economy. National Vocational Guidance Association (NVGA) - ✔✔-The first career-guidance organization, it worked to legitimize and increase the number of guidance counselors by offering credentialing. American Personnel and Guidance Association (APGA) - ✔✔-Known today as the American Counseling Association (ACA). American Counseling Association (ACA) - ✔✔-The largest professional association for counselors. ACA was established in 1952, to promote the growth and development of the profession. One-Stop Delivery System - ✔✔-U. S. Employment Service program that provides a variety of labor exchange services under one roof in easy-to-find locations. National Defense Education Act (NDEA) of 1958 - ✔✔-Passed in response to the Soviet Union's launching of Sputnik; sought to expand K-12 counselor education programs by offering reimbursement to programs that offered counselor training institutes and stipends to graduate students. Vocational Education Act of 1963 - ✔✔-Legislation that expanded career education programs to include career services for elementary schools, technical institutions, and public community colleges. Job Training Partnership Act (JTPA) of 1982 - ✔✔-Law passed by the U. S. government to address the needs of disadvantaged students, technical education programs, and unemployed workers. Carl D. Perkins Vocational and Technical Education Act of 1984 - ✔✔-Provides access to vocational assessment, counseling, and placement services for the economically disadvantaged, those with disabilities, individuals entering nontraditional occupations, adults in need of vocational training, single parents, those with limited English proficiency, and incarcerated individuals. School-To-Work Act of 1994 - ✔✔-Provides all students with equal opportunities to participate in programs that combine academic and occupational education, combine school-based learning with work-based learning, and prepare students for postsecondary education. Americans with Disabilities Act (ADA) of 1990 - ✔✔-Prohibits discrimination against persons with disabilities in employment, public services, and telecommunications, and requires accommodations for access. George A. Merrill - ✔✔-A pioneer and forerunner in career guidance. He developed a curriculum that combined academic instruction with technical and vocational training. Frank Parsons - ✔✔-Referred to as the "father" of vocational guidance; known for his trait and factor approach, which proposes that individual's choosing a career must obtain self-understanding, an understanding of the world of work, and true reasoning (i.e., the ability to combine an understanding of self with knowledge about the world of work). Parsons also authored the well-known book Choosing a Vocation. Edmund Williamson - ✔✔-Best known for his approach to counseling, the Minnesota point of view. Williamson's theory of outlines five steps: assessing the problem and obtaining/reviewing client records and testing results; organizing and synthesizing the client information gathered to fully understand the problem; interpreting the problem; providing counseling to assist the client in reaching a solution; and following up with the client after a solution is reached. Minnesota Point of View - ✔✔-A career guidance theory considered a directive counseling approach, derived by Edmund Williamson from the work of Frank Parsons. It proposes that counselors should share their wisdom with clients to help them reach a career decision. Donald Super - ✔✔-One of the first career theorists to develop a lifespan developmental approach to career counseling. He also proposed a career rainbow that represented many roles an individual has throughout life. Super also developed several career inventories: Work Values Inventory, Career Development Inventory, and Adult Career Concerns Inventory. John Crites - ✔✔-A leading vocational psychologist of the 20th century who researched the area of career maturity and developed the Career Maturity Inventory. John Holland - ✔✔-Known for developing a theory of vocational types, which involves matching persons to work environments. John Krumboltz - ✔✔-Developed the social learning theory of career counseling. Krumboltz espoused that individuals' learned experiences lead them to develop specific career beliefs, which influence their career decisions. Joanne Harris-Bowlsbey - ✔✔-Developed computerized vocational systems such as CVIS, DISCOVER, and VISIONS and is known for her work in training career development facilitators internationally and for writing print-based career curriculum for high school and college-age students. Fair Labor Standards Act (FLSA) of 1938 - ✔✔-Established a national minimum wage, provided minimum standards for overtime entitlement, and prohibited the employment of minors. Today, FLSA remains the primary legislation for enforcing and protecting the rights and wages of employees. Occupational Safety and Health Act of 1970 - ✔✔-Ensured safe and healthful working conditions for employees through the creation of Occupational Safety and Health Administration (OSHA). OSHA works to prevent work-related injuries, illnesses, and death by issuing and enforcing workplace safety and health standards. Section 504 of the Rehabilitation Act of 1973 - ✔✔-Prohibits its discrimination against an individual with a disability in its programs sponsored by federal agencies or receiving federal financial assistance, in federal employment and federal contracting employment. Family and Medical Leave Act of 1993 - ✔✔-Allows employees to take up to 12 weeks of unpaid leave when an employee is unable to perform his or her job, to care for a sick family member, or to provide care to a child (including birth, adoption, or foster care). The Act ensures that employees will not be terminated from the unpaid leave. Individual with Disabilities Education Improvement Act (IDEA) of 2004 - ✔✔-Ensures that children with disabilities receive special education and related services that are designed to meet their individual needs and prepare them for further education, employment, and independent living. It also mandates that individuals with disabilities receive transition services to facilitate their move from school to employment or further education. Job - ✔✔-A position within an organization or company that requires a specific skill set. Occupation - ✔✔-The primary activity that engages one's time. Often, occupations refer to a group of similar positions/jobs found across different organizations and industries (e.g., manager). Career - ✔✔-The lifetime pursuits of an individual. While the term can be broadly defined to include all the roles people play throughout their lifetime, many theorists maintain that the term career is largely concerned with an individual's work and leisure roles. Work - ✔✔-Activities that serve as one's regular source of livelihood; commonly associated with a job position. Leisure - ✔✔-Engaging in activities as a means of passing time; leisure activities are often referred to as hobbies. Career Choice - ✔✔-The decisions individuals make at any point in their career about which work and leisure activities to pursue. Role - ✔✔-Broadly refers to a set of interconnected behaviors, rights, and obligations that are associated with a particular social situation. Super (1953) described six major roles (i.e., child, student, leisurite, citizen, worker, homemaker) that individuals play throughout their lifetime. Individuals are often required to play multiple roles in their day-to-day life and can experience (a) role overload (expectations associated with multiple roles exceed an individual's time, energy, and ability to perform the role adequately); (b) role conflict (demands and expectations of an individual's multiple roles conflict with each other); (c) role spillover (one role's demands and expectations carry over into another role). Career Salience - ✔✔-The significance or importance an individual places on the role of career in relationship to other life roles. Career salience is often defined by an individual's participation, commitment, and value expectations. Values - ✔✔-Beliefs that guide an individual's behavior and emotional responses. Work values specifically reflect needs that a work environment must reinforce to ensure an individual's work satisfaction and success. They can be intrinsic (values satisfied from performing the work itself) or extrinsic (values satisfied as a result of completing the work). Career Interests - ✔✔-Preferences for particular life activities. Thought to play a key role in career decision making and choice. Three types are typically distinguished: expressed, manifested, and tested. Career Adaptability - ✔✔-An individual's readiness and available resources for coping with changing work and employment conditions. It involves the ability to cope with predictable career development tasks (e.g., preparing and locating a job) as well as a future orientation that permits individuals to continually capitalize on their skills and abilities. Career Adjustment - ✔✔-A worker's ability to adapt or adjust to the work environment. Job Satisfaction - ✔✔-How content individuals are with their jobs. Said to result from a match between individuals' self-concept and the characteristics of their work environments. Career Decision-Making Self-Efficacy - ✔✔-The degree to which individuals feel competent in their ability to make a career decision. Persons with high career decision-making self-efficacy will readily engage in career decision-making behaviors, whereas those with low career decision-making selfefficacy may give up easily if they run into barriers or avoid engaging in these behaviors altogether. Occupational Stress - ✔✔-The chronic physiological and psychological strain that results from ongoing job-related stressors. The experience of ongoing occupational stress can lead to a phenomenon known as burnout. Trait and Type Career Theories - ✔✔-Also known as person-environment fit theories; assess the traits of characteristics of individuals in order to "match" them with an occupation that has similar characteristics. Theories falling under the person-environment fit classification include the trait and factor theory, theory of work adjustment, Holland's theory of types, and Myers-Briggs type theory. Trait and Factor Theory - ✔✔-A career theory heavily influenced by the work of Frank Parsons and Edmund G. Williamson. This theory maintains that an individual must gain self-understanding and knowledge about the world of work, and integrate these understandings (of self and the world of work) in order to choose an occupation that will result in satisfaction and success. Theory of Work Adjustment (TWA) - ✔✔-A career development theory developed by Dawis and Lofquist (1984) that describes the relationship between individuals and their work environments. TWA proposes that this relationship is reciprocal (i.e., complementary), and that, therefore, both the individual environment and the work environment must continue to meet each other's needs (i.e., correspondence). Correspondence - ✔✔-The degree to which the individual and work environment continue to meet each other's needs. Work Adjustment - ✔✔-The continuous process by which an individual achieves and maintains correspondence with the work environment. Satisfaction - ✔✔-In the theory of work adjustment, an employee's contentment with the work environment. Satisfactoriness - ✔✔-In the theory of work adjustment, the employer's satisfaction with an individual's job performance. Tenure - ✔✔-In the theory of work adjustment, how long an individual will remain with a company. Davis and Lofquist (1984) proposed that the degree of an employee's contentment with the employer (satisfaction) and the degree of an employer's satisfaction with the work (satisfactoriness) predict tenure. Tenure is said to be the principal indicator of work adjustment. Holland's Theory of Types - ✔✔-A trait and type career theory developed by John Holland (1966); Congruence - ✔✔-In Holland's theory of types, the relationship between an individual's personality and the work environment. The more similar an individual's personality traits are to the work environment characteristics, the more congruent the relationship. Differentiation - ✔✔-An individual of work environment's level of distinctiveness between each of the six Holland types. Differentiation is calculated by subtracting the lowest score of any type from the highest score of any type on the Self-Directed Search or Vocational Preference Inventory. Low scores are indicative of undifferentiation, which can lead to career indecision. Consistency - ✔✔-The degree of similarity between the six different Holland types. Holland developed the hexagon model to illustrate the degree of similarity among the di [Show More]

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