Abstract The paper explores aspects of careercounseling and answers several questions on major issues in this field. This includes: How does fear of femininity impact men's career development? Compare characteristics of African American and Asian men and identify related careercounseling implications. How does the socio-economic status of parents impact the expectations parents have for their children?
From the Paper "Researchers examining issues concerning career development have noted the fact that many men exhibit a fear of femininity which affects their career path. This idea has been inculcated in men by means of the normal gender-role socialization process and some have suggested that this has created a masculine/feminine polarity. Zunker (1994) lists characteristics associated with each gender, based on the socialization process. Masculinity is therefore associated with the following: power and the exercise of power, strength and toughness, logical and analytical thought and ambition and achievement. These are all characteristics that are associated with success, with forging ahead, with taking charge, with achieving something in life."
Abstract While thousands of teens have become pregnant every year for centuries, it has only been in the last three decades that teen-pregnancy has been addressed in any kind of open manner. Now, we as a community have the opportunity to help our pregnant teenage girls achieve a full and rewarding life. The problem is that we have few structures developed within our school systems for career and life counseling specifically designed to help this population. The information that follows is a justification for the development of a comprehensive career-counseling program that will directly improve the current and future lives of pregnant teenage girls.
Abstract This paper defines the commonalities of jobsatisfaction. The author explores variations in national cultures. The paper contends that workers everywhere seek employment opportunities that provide acceptable rewards and a proactive work environment.
From the Paper "One of the most studied and discussed issues in the field of human resource management is job satisfaction or the degree to which workers in various occupations or work roles find the conditions of their employment their compensation opportunities for advancement and workplace environment to be sufficiently satisfying. Although variations in national cultures tend to predominate as explanations for the belief that universal approaches to management do not exist, there is some evidence that workers in all cultures countries and geographic regions share
Tags: business, jobsatisfaction, international workers
Abstract This paper examines if there are differences in attitudes regarding jobsatisfaction between men and women. It then discusses the reasons for any differences in jobsatisfaction attitudes. This paper aims to determine how likely it is that men and women have similar jobsatisfaction attitudes.
Table of Contents
Introduction
Literature Review
Research and Methodology
Results and Conclusion
Bibliography
From the Paper "It seems that men and women have little in common (Rosenberg, 2003). They do not think the same, they enjoy different types of movies, they do not even have the same amount of ribs. However, when it comes to job satisfaction, it is unclear as to whether or not men and women share similar attitudes. While many people say that women getting paid less that men is blatant sexism, the real reasons for the discrepancy are much more complex, some argue (Bort, 2003). According to Bort (2003), survey respondents say these issues are at heart."
Tags: methodology, literature, review, gender, career
This paper studies three books: 'Brief Counseling in Action' by John M. Littrell, 'Counseling Children and Adolescents' by Ann Vernon and 'CareerCounseling' by Norman C. Gysbers, Mary J. Heppner and Joseph A. Johnston.
Abstract This paper provides book report on three books regarding counseling. The three books discussed are: 'Brief Counseling in Action' by John M. Littrell, 'Counseling Children and Adolescents' by Ann Vernon and 'CareerCounseling' by Norman C. Gysbers, Mary J. Heppner and Joseph A. Johnston. The reports examine the author's main points. The writer of this article discusses the validity of these points, critical issues raised, language used, types of evidence (primary, secondary) and looks at what the books have in common. The paper also discusses the relevance of the books to a B.A. degree in Counseling and reveals what was learned from the books.
From the Paper "This book is an introduction to brief therapy for counselors and counseling students that will enable the reader to establish the mindset for brief counseling. It will help them master the key steps in the solution-focused model and acquire the necessary techniques for speeding up the action. The book uses many vignettes and three in-depth single-session cases demonstrating the use of brief counseling in different settings such as schools, counseling centers and in private ... "
Tags: brief counseling, child and adolescent counseling, careercounseling
Abstract This paper explains that jobsatisfaction and jobcounseling are both management and an employee issues. The paper quotes that the usual way of measuring jobsatisfaction through Total Quality Measurement (TQM) questionnaires is not effective because two people who do the same work for the same salary rarely record the same level of satisfaction as the motivation factor is missing from the questionnaire. The author concludes that jobsatisfaction is a component that can be tested through surveys and that can be promoted by means of in-house programs, but it is best promoted by good company policies that nurture an atmosphere that supports the needs and ambitions of workers and so motivates them to work their best.
From the Paper "The author further notes that the advent of the computer has contributed to the trend by placing a premium on innovation and creativity. To achieve this, a company must create an environment in which people do not feel alienated so that they only do what is required of them. The company needs commitment and loyalty, which are nurtured by affiliation, which is a product of the progressive management approaches characterized as giving attention to spirituality. This means a new emphasis on values and culture, though this as well may raise people's expectations too high. To decide which policies, programs, and cultures are merely "nice to have?, which actually have a positive effect on business, more, and more companies are routinely conducting attitude, productivity, and employee and customer satisfaction surveys."
Abstract In this article, the writer notes that to be an effective career counselor, a counselor must address the psychological needs and desires of a prospective client, not simply prescribe a career based needupon the individual's education as it fits into the current job market. However, the writer also points out that theories of matching personalities to career paths, or using an individual's hobby to suggest what he or she really ought to be doing, is only helpful in answering the question of what one would like to do. While answering this question is undeniably an important part of a career counselor's task, an equally frequent issue that occurs in counseling is when a person does not feel able to do a particular job. The writer discusses treating issues related to a lack of self-efficacy. The writer concludes that the counselor must help the client unburden him or herself of specific concepts of a lack of self-efficacy related to career skills and goals--but there also must be a more general component of raising the client's self-esteem and efficacy that is essential to fully realize the individual's maximum potential in the workforce.
From the Paper "Answering this question by empowering the client's self esteem requires a certain basic knowledge of the concept of self-efficacy, one of the core concepts developed from the larger psychological theory of attachment. Attachment theory was the brainchild of the British psychoanalyst John Bowlby who wished to explain the intense distress experienced by infants separated from their parents, even for a short time. Bowlby stated that this response was a necessary evolutionary mechanism to ensure that children were cared for by their parents, and that the separation between child and parent was taken seriously. Bowlby theorized that children who grew up in a household with accessible and attentive caregivers grew up feeling secure and became greater risk-takers and more sociable because their basic needs for secure attachment and attention were satisfied. A child without such an available caregiver who was forced to cry without being comforted developed a sense of learned helplessness, a low sense of self-efficacy or ability to affect the environment, and eventually may sank into despair and finally, depression as an adult. A person whose attachment needs was unsatisfied as a child may be highly avoidant of new tasks that may provoke anxiety, as well as fearful of others."
Abstract The paper provides a literature review of careercounseling of physically and mentally disabled individuals. The paper also discusses the types of programs that have been implemented and the outcomes of some of the programs. The review shows how careercounseling and development for the physically disabled is vitally important in ensuring that these individuals are able to acquire and keep jobs. The paper concludes that programs in the United States have been relatively successful. However, researchers have found lower occurrences of employment amongst women and African Americans that are disabled and have participated in such programs.
Contents:
Introduction
Literature Review
Discussion and Conclusion
From the Paper "Wadsworth et al (2004) explains that career development is essential to the promotion of a productive life for those with physical and mental disabilities. The authors also point out that most of the current research on the topic of career development for the disabled is focused on occupational choice instead of career development (Rumrill & Roessler, 1999; Wadsworth et al 2004). The authors explain that occupational choice concerns itself with a person's vocational decision at any point in time (Wadsworth et al 2004). On the other hand, career development is concerned with the sustained developmental process that integrates both personal and environmental information (Wadsworth et al 2004). In addition the authors assert that career development is a unique process that forces individuals to engage in the unending analysis, and combination of information about the workforce and self (Wadsworth et al 2004)."
Abstract In this article the writer firstly notes that no one wants to make wide generalizations about why some blue-collar employees, such as assembly workers, like their jobs, because every person is different and management needs to take these variations into account. Referring to studies the writer maintains that even though the degree differs, most people are achievement oriented. The writer looks at the issues of career development and training. The writer concludes that regardless of the type of work a blue-collar worker does, he needs to receive the amount of pay that will meet his essential needs. But beyond that, workers need to know that there is the opportunity for growth, that the company values their work, there is the ability for accomplishment and the company's employees are working together as a united organization, or community.
From the Paper "Many people volunteered for company committees or activities or took developmental training, but a large number of them were frustrated because the activities or training was not related to their specific job or to higher level ones. Instead they wanted refresher training to keep up with the latest developments in procedures and work rules, sessions using personality instruments to help employees learn about themselves and others, opportunities to see how their job fits into others and what others do on the job and more encouragement to learn and grow. Individuals who were dissatisfied with their current positions said that they were not being adequately rewarded for their work and do not see opportunity for advancement to gain additional pay or prestige. They want initiatives designed to update their current skills and knowledge so they can advance in the company."
Abstract This paper examines how today, jobs for ambitious and spiritually aware individuals do not only mean receiving a satisfying paycheck. Through a literature review, it looks at how jobsatisfaction is determined by various other factors and why today all the community colleges worldwide face the challenge of motivating their administrative staff, boosting their morale and maintaining high levels of jobsatisfaction among their administrative staff including managerial and executive members. It shows how the constant lack of interest in the job results in an alarming decrease in the degree of jobsatisfaction and ineffective leadership which directly affects the production level. It analyzes some ways of increasing jobsatisfaction of the administrative staff, the role of the community college chairperson and the attitude of the faculty and the CAOs in the community college environment which affects the jobsatisfaction of the administrative staff.
From the Paper "On the same account, Coats (2000) investigated the impact of departmental chairperson's interpersonal comportment on the directly proportionate leadership effectiveness and the related job satisfaction of the administrative staff. Research indicated that successful community college chairpersons believed in establishing and maintaining cordial relationships with their admin staff as a means to accomplish challenging working milieu and highly contented and motivated workforce (Coats, 2000, p. 773- 783). Another study indicated that the job satisfaction of the presidents that is the top management determines the job satisfaction of the administrative staff in the community college ambience. Thereupon, uninterrupted communication lines must be present and justified needs of the community college presidents must be promptly answered in order to have a successful, motivated environment (Evans, G., Jr., & Honeyman, D., 1998, p. 47- 48)."
Abstract This literature review gathers data to help determine the level of jobsatisfaction among school principals. The data for this study is collected from information obtained in a literature review of both current and earlier studies and reports that illustrate factors that affect the level of jobsatisfaction for school principals. The research attempts to demonstrate that the following factors can affect a principal's level of jobsatisfaction. It points out that these factors include, but are not limited to, location and demographics of the school, principal-teacher relationships, principal-student relationships, principal-parent relationships, community's attitude towards the school, gender, wages and benefits. The secondary purpose of this review examines some theories and concepts about jobsatisfaction in general.
Literature Review
Theories of JobSatisfaction JobSatisfaction Among Principals
Sources
From the Paper "Basically, job satisfaction is about liking your job and finding fulfillment in what you do. It combines an individual's feelings and emotions about their and how their job affects their personal lives. There is no one definition that sums up job satisfaction but there are many theories on what contributes positively or negatively to those feelings.
Stemple (2003) notes that "Today the classic theories of Maslow (1943), Herzberg (1968), and Vroom (1964) on job satisfaction are the basis for much of the modern day studies. These classic theories have served as a basis for the evolution of job satisfaction research and have served as a springboard for research inside and outside the field of education. Because these classic theories have transcended into the field of education, from a historical perspective, it is important to look at the classic theories of job satisfaction. In their book on theories of job satisfaction, Campbell, Dunnettee, Lawler, and Weik (1970) divide the present-day theories of job satisfaction into two groups, content theories which give an account of the factors that influence job satisfaction and process theories that try to give an account of the process by which variables such as expectations, needs, and values relate to the characteristics of the job to produce job satisfaction. Maslow's (1943) Needs Hierarchy Theory and its development by Herzberg into the two factor theory of job satisfaction are examples of content theory. Equity, fulfillment and Vroom's (1964) expectancy theory are examples of process theory."
Abstract Jobsatisfaction is one of those terms that might mean different things to different people. For some, there is no satisfaction in any kind of work. For others, all their personal dignity comes from their job. We can measure jobsatisfaction in terms of money, benefits, pension schemes, holiday bonuses. We can measure it in terms of the status the work confers on us or in the satisfaction we gain in performing a task well. A good employer will, of course, care about all of these issues. Productivity is, however, their main responsibility. At times, this sets up a conflict between a worker's jobsatisfaction and employers' needs. This then is when unions appear most necessary. Their stated goal is to assure worker's rights and create a decent working environment. Thus, jobsatisfaction does have an impact on union membership.
Abstract Culture is a critical variable in careercounseling and should enter into every part of the careercounseling process. This paper explains that, in order to effectively utilize a valid frame of reference in which to place cultural variables, counselors need to be familiar with theories of acculturation, world-views, aspirations and expectations, societal barriers and intra-group socialization, and racial and ethnic identity development.The writer explains that it is clear that career counselors working with multi-cultural students must be trained in such a way as to ensure that they are completely sensitive to and well-versed in matching individual students to the appropriate work environment. It discusses how careercounseling is a process occurring between two or more individuals and designed to help students reach a career decision. It concludes that, in order to be effective as a career counselor with racial and ethnic minority students, counselors must become skilled in cross-cultural counseling.
From the Paper "Good career counseling always takes place within a cultural context, which is true regardless of ethnicity. Current theoretical models may not be adequate to explain the career behavior of racial and ethnic minorities. Vocational assessment has to be culturally sensitive, and only culturally appropriate tools should be used in vocational assessment. The goal of career counseling is to help clients make career choices that are culturally appropriate, rather than to try to have all clients make the same choices. Today, with the changes in the balance of ethnic representations in the United States, and a greater recognition of the changing needs of racial and ethnic minority members, it is generally agreed that counselors must be competent to work with a diverse population and effectively deliver vocational counseling services to racial and ethnic minorities."
Abstract This paper examines jobsatisfaction in nursing and the health care field. Once the definition of jobsatisfaction is determined, the paper examines how to improve one's personal satisfaction in the nursing field by examining why someone chooses the nursing profession and why they choose to stay. Productivity is then examined to determine how it affects jobsatisfaction.
From the Paper "The future health care work environment will pose some significant challenges for employers and employees" (p.17). Job satisfaction, motivation, productivity, and retention are important in any profession. Nurses believe it is uncommon for the profession to experience these problems because of the current nursing shortage in the United Sates. Many nurses feel blessed to have chosen a profession that gives them personal and professional satisfaction everyday, and not in the monetary sense. Motivation and productivity is an economic aspect in the nursing profession."
Abstract This paper examines the telecommuting sector of the working public. The paper evaluates a series of seven hypotheses that specifically focus on the implications of teleworkers' Internet use levels. Specifically, the paper looks at why workers choose to telecommute in the context of their work/life balance objectives as well as what aspects of telecommuting jobs contribute or detract from jobsatisfaction. In addition, the paper attempts to validate that the Internet has become equally balanced as a media source relative to television and newspaper in the context of a telecommuters' use to stay informed.
Outline:
Introduction
Statement of the Problem
Implications of Work/Life Balance on Telecommuting
Purpose of the Study
- Needs Fulfillment Theory
- Judgment Theories of JobSatisfaction Telecommuting
Telecommuter Profile
JobSatisfaction and Telecommuting
JobSatisfaction, Telecommuting and Autonomy
Hypotheses
From the Paper "From the studies completed of telecommuters' demographics, a polarity is beginning to emerge of remote workers who are members of this trend. Of the 20.7 million employees worked at home at least one day of the cited year according the U.S. Bureau of Labor Statistics (2005), the challenge of demographic research is to discover through research the demographic segments of the most frequent telecommuters. While the definition of a telecommuter demographic model or taxonomy has not been specifically defined in previous research, there are dozens of studies that attempt to define telecommuters demographically. Bailey and Kurland (2002), and other researchers have been quick to define the traditional demographic segmentation criteria to telecommuters while Ford and Butts (1991) have proposed from their research that the polarity of telecommuting demographics are comprised of professional jobs requiring highly unique skills and insights on the high end, and routine, high quantity tasks that require little training or expertise on the low-end."
