The student spotlight served as an opportunity for mentors to recognize and acknowledge first-year students who were excelling in the CAE course and have demonstrated outstanding leadership quality through class participations. Mentors selected three students, one from each session. Selected students were presented with a certificate in their session and a description of why the student was selected was posted on the peer mentor bulletin board in the Center for Academic Excellence. Below were the written descriptions of the students by their peer mentor.
The Interest Profiler was based on Dr. John Holland’s theory of career choice. The inventory helps students find out what their interests are and how these interests relate to the world of
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It further states that different people’s personalities might find different environments more to their liking. The result of the Interest Profiler consisted of three codes corresponding to the above groups. However, for the purpose of this report, I will only report based on students’ strongest code.
Realistic (Doers): Individuals who have athletic ability, prefer to work with objects, machines, tools, plants or animals or to be outdoors.
Investigative (Thinkers): Individuals who like to observe, learn, investigate, analyze, evaluate, or solve problems.
Artistic (Creators): Individuals who have artistic, innovating, or intuitional abilities and like to work in unstructured situations using their imagination and creativity.
Social (Helpers): Individuals who like to work with people to enlighten, inform, help, train, or cure them, or are skilled with words.
Enterprising (Persuaders): Individuals who like to work with people, influencing, persuading, leading or managing for organizational goals, or economic
Career Cruising is an informational website and available at participating schools, public libraries, and employment agencies across North America. This program is intended to direct individuals towards appropriate career choices based on specific criteria, such as education, training and previous experience. Individuals can find this information database self-directed, user friendly and rewarding while presenting a variety of options to meet their personal needs. Not only does it offer assistance for the perspective individual in career development, but also on SAT/ACT preparation, online study guides, interview strategies and seminars by promoting growth and effective career opportunities.
Peter Tkach was enrolling for classes his last semester of his third year at Willamette University. He had done well throughout his educational career, matured through personal experiences, but he soon realized that his four years of college were coming to an end soon and that he needed to determine what he would be doing for the rest of his life, or at least post graduation. Peter decided to enroll in Dr. Houser’s Theories of Career Development in hope of discovering a career path that suited his formal education. Throughout the class he was exposed to Trait-Factor Theory, Personality Theory, Developmental Theory, and Social Learning Theory. He received great career lessons from The Adventures of Johnny Bunko, which he later applied into looking for an internship and career. Peter was able to use these theories and concepts to his own life through completing the assignments and by the end of the class, he was no longer lost in search of a career path, but had a career he wanted to pursue and got an internship for the following summer.
Kouzes, James, and Barry Posner. The Student Leadership Challenge. San Francisco, CA: A Wiley Imprint, 2008. Print.
You will most likely see career assessment and counseling in a broad range of employment settings. For example, mental health agencies, Veteran Affairs hospitals, rehabilitation centers, and school and college counseling offices. The most crucial types of career counseling measurements are interest, aptitude, and values better known as “the Big Three”. “ Other measures pertinent to career counseling include measure of career choice and development, such as the Career Maturity Inventory and Career Decision Scale. The different career assessment measures have been used to (a) increase client self knowledge, (b) help clients make career choices and (c) encourage client participation in career counseling” (Hays, 2013, p.16).
Application of career theories to my own life allows for analyzing past and future career decisions. Holland’s Theory of Careers states that one’s vocation is an expression of self, personality, and way of life. There is an indisputable and fundamental difference in the quality of life one experiences if they choose a career one truly enjoys, versus choosing a career one detests. A true testament to the validity of Holland’s theory, my job/career choices reflect my interests, as well as the evolution of my personality (internal self). My first job as a fine jewelry specialist and second job as a make-up artist echo my love of the fashion world. As I matured and became less fascinated by presumed “glamour” careers, I became captivated by physical fitness, nutrition, and medicine; I received my national fitness trainer certificate so that I may become a personal trainer. Nevertheless, my career decisions do not fit uniformly into merely one career theory.
Ultimately, this class helped me gauge and find a suitable career path, which will forever shape my future. Self-Exploration Over the course of this semester, I have learned a tremendous amount of information about myself from the self-exploration series. The results of my Personal Globe Inventory (PGI) presented me with a couple of different career paths to explore. The first type of career that brought to my attention was an enterprising career.
The tool is affordable, reliable, valid, easy to use, and yields a wide range of information that can be extremely useful in career counseling. Although anyone can use the tool to identify the best career option, it is important to seek the services of a career counselor in interpreting the instrument’s results. Career counselors are trained in career guidance and can accurately interpret and analyze the instrument’s results while considering an individual’s
Rising mostly through self-efficacy and outcome expectations, career-related interests foster educational and occupational choice goals (Bandura, 1997). Especially to the extent that they are clear, specific, strongly held, stated publicly, and supported by significant others, choice goals make it more likely that people will take actions to achieve their goals (Lent, Hackett, Brown, 1999). Their subsequent performance attainments provide valuable feedback that can strengthen or
The Keirsey Temperament Sorter II identified my temperament as artisan, and the classic temperament report identified me as an ISTP, or Introverted Sensing Thinking Perceiving. The description of my temperament was dead on with my view of myself, especially the more in depth classic temperament. My strengths include an excellent ability to apply logic and reason to solve problems or discover how things work, and being high;y practical and realistic, however I will not function well in regimented or structured environments, as I will become bored or feel stifled. This temperament profile also correlates to my learning style, as the Keirsey Temperament Sorter II results also mention that I learn best hands-on, and states that ISTP’s are a master of their physical environment.
The Interest Profiler is just one of five O*NET Career Exploration Tools. The other tools are: The Computerized Interest Profiler — helps you find out what your work related interests are. It is similar to the paper-and-pencil Interest Profiler, except that you answer and score the questions on a computer. The Ability Profiler — helps you find out what kinds of jobs you can learn to do well. It can help you recognize where your strengths are and where you might need more training or education. The Work Importance Locator — helps you decide what is important to you in a job. It can help you identify occupations that you may find satisfying. The Work Importance Profiler — a computer-based version of the Work Importance Locator (O*NET Resource Center, 2000). These tools can be helpful when you look for what interest you the most about a career. It can also help you to identify a career that would fit you.
Some observations on interest’s. We may make several observations’ about interests and types of interests.
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
...y you have enthusiasm for and do well in,” is advice often given by employers. Lynn Cheney, former Chairman of the National Endowment for the Humanities, agrees: “Students who follow their hearts in choosing majors will most likely end up laboring at what they love. They’re the ones who will put in the long hours and intense effort that achievement requires. And they’re the ones who will find the sense of purpose that underlies most human happiness.”
It is told that you need to identify your personality to find an appropriate career. Holland (1997) had developed his system that helps people to make occupational choices. Holland’s Hexagon
According to Holland (1985), the choice of a career is an extension of one’s personality into the world of work. Individuals choose careers that satisfy their preferred personal orientations. Holland developed six modal personal styles and six matching work envi¬ronments: realistic, investigative, artistic, social, enter¬prising, and conventional. A person is attracted to the particular role demand of an occupational environ-ment that meets his or her needs. For example, some¬one who is socially oriented would seek out a work environment that provides interactions with others, such as nursing in a hospital setting. Holland and his colleagues have developed a number of instruments (e.g., the Self-Directed Search) designed to assist in identifying individual personality traits and matching those traits to occupational groups. Holland’s theory assesses each individual in terms of two or three most prominent personality types and matching each type with the environmental aspects of potential careers. It is predicted that the better the match, the better the congruence, satisfaction, and persistence (Holland, 1985). Holland also elaborated five secondary assumptions which he calls key concepts that describe the theory. These assumptions