Aspects of Career Counceling

Career counseling is not limited to a particular trade or skill or type of people but includes a wide range of individuals who possess all kinds of skills, passions, and values as well as career motivations. In this paper, we investigate the practical applicability of Super's Developmental Self-Concept Theory-based model for career counseling. This theory or model of counseling encompasses the entire lifespan of an individual and divides it into a number of segments.

This paper tries to understand how each of the stages identifies the needs and aspirations of individual clients and sets a benchmark that best suits the needs in every stage. This theory is based on self-concept and hence is applicable at an individual level. The paper also looks into the possible assessment tests for career counseling. Such tests are based on personality or psychology of a client, the interest of that individual and the aptitude of the client.

These tests help in identifying the most reliable and apt career or job for an individual. This paper also looks into the importance of cultural diversity and addressing it while conducting career counseling.

Contents Introduction 3 A possible practice choice - Super's Developmental Self-Concept Theory 4 Growth Stage 6 Exploration Stage 6 Establishment Stage 7 Maintenance Stage 7 Disengagement or Decline Stage 8 Application of the model of approach in work 8 Why Super's Developmental Self-Concept Theory is best-fit for practice as a career counselor 10 Specific assessment test (s) used 11 Personality or Psychology-based tests 11 Interest-Based Career Tests 12 Aptitude-Based Career Tests 12 Multiculturalism in counseling 13 Conclusion 13 References 15 Introduction Career counseling, or work counseling as it is sometimes known, deals with the confidential support and advice that is sought by and is given to individuals' needs related to different areas of study and about the possible career movements, career developments, and potential helpful changes.

Working with a professional who has an understanding of the difficulties involved in the navigation of a career in a manner that is rewarding, career counseling provides an opportunity to people to better their careers or choose an appropriate career through a series of discussions that can lead to discovering of opportunities in career plans and work (Kelley, 2015).

Career counseling is not limited to a particular trade or skill or type of people but includes a wide range of individuals who possess all kinds of skills, passions, and values as well as career motivations. The basic concept of career counseling hinges on the better understands of an individual's thoughts and feelings related to work and career along with considerations related to their education (Chopra, 2005).

Career counseling is primarily based on verbal interaction and is most often a verbal process where a counselor establishes a dynamic and a collaborative relationship with an individual and focuses on the identification and acting of the individual according to the goals set by the counselor. For this purpose, a repertoire of various techniques, theories and processes are employed that help to bring about an individual's self-understanding, the understanding of the behavioral options that are available and resulting in an informed decision making (Zunker, 2012).

Over the years, a number of career counseling theories have been formulated that have been helpful in the development of various models, and processes that are used by counselors to provide quality advice to individuals. Experts like E. Ginzberg, J. D. Krumboltz, B. Law, K. Roberts, D. E. Super and A.G. Watts have immensely contributed to the creation of models, theories, and processes of career counseling in the last twenty years.

While there are many others who have contributed and written about career and added to current understandings of career counseling, four major categories have emerged for career counseling over the last 75 years. These have helped develop various models that are based on trait factor which matched personal traits with occupations, psychological assumptions where personality types are matched with the work environment, the decision making or the situational or sociological needs-based models and processes and self-developmental concepts over life span (James Chopra, 2005).

A possible practice choice - Super's Developmental Self-Concept Theory Since the basic aim of career counseling is to provide quality advice to people from all walks of life and for all ages and stages in their career, the practice choice or the model that is best suited for this purpose is Super's Developmental Self-Concept Theory-based model. This model was proposed by Donald E.

Super and follows a theory of career counseling that he developed in the 1960 and 70s and which is perhaps the most widely known and followed theory-based model for career counseling. This model basically helps counselors to get a life-span view about the career of an individual which helps in making quality suggestions for career development (Martin, Goldwasser, & Harris, 2015).

This model is based on the recognition of the assumption that as individuals mature and age, they also go through inherent changes and hence a life-span approach for selection of the right career and adaptation is proposed in this model and theory (Chopra, 2005). This model or approach to career counseling generally partitions individuals' working life into a number of stages and then tries to specify the assumed typical vocational behaviors that are exhibited by such individuals at each stage.

Super stressed on the continuity in career development by focusing the life course of vocational behavior and emphasized the role of self-concept in career development of an individual. In this theory, he also brought forward the importance of multiple social roles of an individual and how they interact across a lifespan of an individual.

Since this model or theory takes into account the course of an entire lifespan of an individual as well as the psychological and social needs at every stage in the life span, this model has been approved to be applicable at all times and at all places irrespective of the cultural and social diversity (Martin, Goldwasser, & Harris, 2015). The overall stress in this model for career development and counseling is in the process of developing and implementation of a self-concept.

The vocational choice and behavior become more realistic and stable as self-concept develops. This development allows people to choose occupations which permit them an expression of their self-concepts. The degree to which an individual is able to implement self-concepts is directly related to the work satisfaction achieved. The supermodel also stresses on career maturity which develops as one's actual vocational behavior develops and according to what is expected at a particular that stage of development.

The readiness of an individual to cope with developmental tasks at any given stage of their career has been described as career maturity and it is affective and cognitive. Super's ideas and models have impacted a large number of career education programs and provide a gradual exposure to the aspect of self-concept and related work concepts.

The stages in Super's career counseling theory and model are as follows: Growth Stage The Growth stage that starts from birth till the mid-teens period where the major developmental tasks include the development of self-concept and moving from play towards a work orientation (James Chopra, 2005). There are a number of sub-stages in this stage. They are: Fantasy stage (between ages 4-10 years) -- Super's theory states that at this stage the needs dominate all forms of career fantasies and there is little reality orientation.

Interest (between 11-12 years) -- at this stage career choices are identified on the basis of likes and dislikes Capacity (between 13-14 years) -- this is a more reality incorporated stage where an individual can relate one's own skills with specific requirements for jobs. The vocationalizing of the self-concept actually begins at this stage (Mannebach, n.d.). Exploration Stage This stage begins in the mid-teens and runs through to the early 20's according to Super.

At this stage, the major tasks include the development of a realistic self-concept and its implement through a vocational preference using role tryouts and exploration of the alternatives presented. Individuals with the right degree of self-concept are able to gradually narrow choices that lead to the implementation of a preference.

The sub-stages in this include: Tentative Stage (between 15-17 years) -- at this stage individuals make tentative choices that incorporate their needs, interests and abilities and are often tried out in fantasy, sometimes in coursework or in part-time work or while volunteering (Mannebach, n.d.). Crystallization of Preference (between 18-21 years) - specific choices develop from general preference at this stage and reality begins to dominate as one steps into the job market after high school.

At this stage often one can be helped in choosing a college major or a particular field of training Specifying a Vocational Preference (in the early 20's) -- at this stage often an individual views the first job as a trial for life's work and may go back through the crystallizing and specifying process if the job is not found appropriate. Establishment Stage This begins generally during the mid-20's and runs through till the mid-40's.

At this stage, one tries to find a secure niche in the particular field one chooses and tries to advance within it. The sub-stages within this stage are: Trial and Stabilization (between 25-30 years) -- individuals might take one or two more chances at this stage if the process of settling down is unsatisfactory. This goes on till one finds the right job (Kelley, 2015).

Advancement (between 30-40 years) -- this period is generally focused on securing one's position and acquiring seniority in addition to developing skills and demonstrating superior performance this is also a period for resume building actions. Maintenance Stage This stage starts in the 40's and runs through till early 60's. Development of non-occupational roles related to things that have been fancied by an individual and preserving one's gains are the major trust areas at this stage.

Continuing the establishment of work patterns is important at this stage as one generally faces competition from the younger workers. For some, there can be a plateau at this stage. Disengagement or Decline Stage This is the period goes from the late 60's through retirement. At these stage individuals gradually disengage from work through deceleration of career. Individuals tend to look for other sources of satisfaction which can include part-time jobs intended to suit declining capacities.

Application of the model of approach in work The Super's approach towards career counseling is easy to implement. Since the entire model or the theory is based on the segregation of an individual's career into sections or stages, it is very easy to identify the stage that an individual belongs to understand the psychological and career needs and transformations that are applicable at that stage.

Accordingly, a career counselor can ma equality and adequate suggestions to the individual during a short time period -- the tie period of that particular stage, or even draw a pattern for the entire life span. While doing so the model also allows that use of the personal preference and self-concept.

The application of this model also entails utilizing the role of self-concept in career development and the importance of how social duties and roles impact the needs of an individual during the various stages or at a particular stage of career development (Zunker, 2012). The individual ideas, beliefs and preferences are focused on this model and are compared with corresponding aspects of a job or a career.

The assumption that vocational choices and behaviors become more realistic and stable as self-concept develops is also an important parameter in deciding the type of career suggestions that should be given to an individual. At every stage of the lifespan as described by Super's theoretical model, the development of self-concept allows people to be able to choose occupations and career that permit the individual's expression of their self-concepts. The job satisfaction levels of individuals are also related to the degree to which an individual is able to implement self-concepts.

Super's model of career counseling process can be applied to an individual when he or she comes in for advice in the following manner: Identification of the particular career development stage that an individual is in and then set the goals for mastery related to the tasks that that is unique for each stage (Kelley, 2015). Help in the enhancement of vocational maturity by helping individuals to clearly understand self-concept since enhancement of self-knowledge would inevitably increase vocational maturity. The self-knowledge can then be related to occupational information.

Since personal preferences that turn into choices tends to get narrower overt time, it is apt that a counselor informs individuals to a wider range of careers. One also has to relate the consequent lifestyle implications related to the suggestions made and the vocational and avocational relevance of the choice alternatives (Maree & Di Fabio, n.d.). Consider ways and means to fulfill personal desires in relation to an individual's aspirations, quality, skills and job opportunities along with the social aspiration and expected roles of the individual.

Super's theoretical model, though formulated a few years back, is very apt for the 21st-century workplace as it takes into account the personal aspirations of individuals, the special role expected from them and the commitments and requirements of a job. Why Super's Developmental Self-Concept Theory is best-fit for practice as a career counselor There are some obvious advantages of Super's Developmental Self-Concept theory and its application in real life experiences of career counseling.

It is easier to determine the best goals for an individual as the career life span is divided into a number of stages. Since it takes into account the changes in experience vocational development through the many stages and is based on individual self-concepts, it gives the counselor a benchmark to work with (Maree & Di Fabio, n.d.). With the development of age, counseling becomes easier as it is assumed that self-concept tends to become more realistic and stable.

This model is realistic as this is based on one's experiences. Councilors are able to help individuals to choose occupations that can best express their self-concepts (James Chopra, 2005). The counselors are also able to enhance work satisfaction or help chose an occupation that gives work satisfaction as it is directly related to the degree of self-concept development which can be enhanced and developed over time by the councilors.

This model also allows for the setting of goals and achieving of mastery that is best suited and unique for a particular stage. Self-knowledge can be easily related to occupational information which is helpful for counselors in making quality advice to clients. Since occupational options tend to get narrow over time, this model helps councilors to present a wider range of choice for occupation as it takes into account self-concept and self-knowledge n comparison to career and occupations. Lifestyle implications are helped defined by this model.

It also highlights the importance of experience derived from direct work as it states that experience as one of the most important ingredients to attaining vocational maturity. However, while this is among the most and best-known theories and models for career development many criticize this model as being one where most of the research has been conducted some time back and is not always applicable to modern career choices.

The research work for the development of this theory and model was limited and it was conducted only on white middle- upper-class men and excluded women, non-whites and the low SES people (Coogan & Chen, 2007). Specific assessment test (s) used Career tests are used by counselors to help clients to make the right choice for a job or choose a better career. These tests are generally mostly verbal with the counselor asking clients questions and taking notes of the answers. There are primarily three different types of career tests.

As a counsellor one can apply all the three forms of tests to arrive at the best decision. These tests are based on personality or psychology of the client, the interest-based tests and the aptitude and ability-based career tests. Personality or Psychology-based tests The Personality or Psychological career tests help identify the careers and jobs that are best suited for the brain and the values that are inherent to a client.

This test helps to identify the career or work that a client would like to do the most among a wide range of jobs or career. These tests involve finding answers from the client about how his or her brain works and how the clients prefer to live lives.

According to Super's theory which is the model of choice for this question, the emphasis is also on self-concept or the realization of what one wants and believes in and hence augurs well with the personality or psychology test which brings out the career that best gels with the functioning of the brain (Sheridan, 2002). Interest-Based Career Tests As the name implies, this test identifies the interests of a client and then matches the results with a career. This test is often the basis for success in early career.

If an individual likes to do the work that one is engaged in, there are chances that the success rate would be high compared to work that one does not like to do or hates to do. Hence being aware of one interest helps in matching them with different types of and hence helps in picking a career that has chances of being successful and satisfactory. One example of this test is the Holland Code System that uses six letters to help describe six fundamentally different forms of work.

At the same time, a combination of these letters can help to described all work and.