| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "PSYCHOLOGY CAREER": |
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Psychology as a Career, 2002.
A look at the factors to be considered for psychology as a career.
1,400 words (approx. 5.6 pages), 12 sources, $ 53.95
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Abstract
This six-page undergraduate paper discusses psychology as a career. The paper refers to typical career path; tech trends; salary scales; skills used; professional organizations; education requirements and certification amongst other things.
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Psychology Career, 2002.
An examination of the expectations of a person entering a career in psychology.
1,495 words (approx. 6.0 pages), 2 sources, MLA, $ 49.95
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Abstract
This paper looks at what a student embarking on path of psychology studies, should expect from a curriculum. It also examines what personal traits are needed by a psychologist in order to be a successful professional - compassion, insight, awareness, non-judgemental, etc. It also shows how a person needs to have a strong personality because the stories one is exposed to during sessions are often very emotional.
From the Paper
"A career in psychology can be one of the most rewarding jobs a person can have. A therapist helps patients cope with their problems and helps them understand why they have these problems. They act as an advisor, a problem solver, and a listener. A good therapist can help a dismal person find happiness in everyday life. Learning to become a therapist takes dedication, and a sturdy work ethic. There are many valuable skills that must be acquired before a therapist can begin his or her trade. These skills can be acquired by taking undergraduate coursework in a school of liberal arts. To become a therapist, one must take the necessary psychology courses to gain a complete understanding of the human mind. They must also learn certain other skills that are not related to psychology. These classes are offered as part of the college liberal arts curriculum. While only a bachelor?s degree is necessary to become a therapist, post graduate and doctoral study is needed if a student chooses to become a psychologist."
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Abraham Maslow and Third Force Psychology, 2006.
This paper examines the studies of psychologist Abraham Maslow and third force psychology also known as the humanistic approach to psychology which believes that all people are inherently good.
3,029 words (approx. 12.1 pages), 28 sources, APA, $ 89.95
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Abstract
This in-depth paper explores Maslow's career as a trained experimental and quantitative psychologist who rebelled against the current model of abnormal psychology and began to investigate normal individuals for aspects of mental health. This paper also discusses Maslow's critical view of Sigmund Freud's theories. During his career Maslow studied great figures in history including: Abraham Lincoln, Albert Schweitzer and Mahatma Gandhi while he concentrated on the healthy aspects of the human psyche.
His theory of hierarchical needs and the concept of self-actualization arose out of this historical investigation.
Topics covered in this report include:
A Short History of Psychology
Maslow's Rebellion Against Freud, Watson and Skinner
Maslow's Emphasis on the Healthy Personality
The Hierarchy of Needs
Peak Experiences Defined
Maslow's Research on Self Actualizing Personalities
Maslow and Management - a Renaissance of Third Force Psychology
How Can Self-Actualization Assist Societal Growth in the Future?
Conclusion
Footnotes
References
From the Paper
"Abraham Maslow was one of the great personality theorists to emerge from the school of Neo-Freudism. This was a period when therapists were attempting to go beyond Freudian concepts and redefine clinical psychology through other techniques. Some of the reasons they felt compelled to try new ways of communicating with their patients were multi fold. First, psychoanalysis was a very long and expensive process for the patient and it also required that the therapist become a Doctor of Medicine before studying psychoanalysis."
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The Philosophy of Psychology, 2005.
This paper examines Wittgenstein's ideas of psychology as a poor substitute for the philosophy of knowledge or mind.
2,025 words (approx. 8.1 pages), 2 sources, $ 80.95
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Abstract
This analytical philosophy paper addresses Wittgenstein's method in relation to the debates with Gottlob Frege and Bertrand Russell early in his career. The paper addresses the focal point of the provided question on why Wittgenstein would reject psychology as closer to the natural sciences than philosophy. The paper also discusses the position of psychology within philosophy of knowledge; the relational and inductive method, as opposed to the reduction of today that, the paper maintains, Wittgenstein probably would not tolerate.
From the Paper
"For Ludwig Wittgenstein (1889-1951), the theory of knowledge would serve as the philosophy of psychology, avoiding altogether psychology's claims of belonging to the natural sciences. Much has to do with Wittgenstein's perception of the human mind and reality, in producing his argument in Tractacus. This paper examines why Wittgenstein would see psychology as a poor substitute for the philosophy of knowledge or the philosophy of mind, as driven by methodological and conceptual factors."
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Career Planning for Women, 2007.
This paper discusses women's career planning and career path management.
1,974 words (approx. 7.9 pages), 9 sources, APA, $ 62.95
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Abstract
In this article, the writer discusses that for the woman who chooses to pursue a career, managing that career means making choices not only about which path to follow at work, but also how to structure one's life and relate to one's goals of family, children, marriage and home. The writer points out that highly talented, ambitious women face enormous hurdles when attempting to achieve success in a traditionally male field of employment. The writer further notes that work as career, and achievement defined as climbing to the top of the corporate pyramid are viewed as attributes of a quintessentially male world. The writer concludes that career development for a woman presents issues that are absent from the same kinds of career choices made by most men. Further, the writer notes that a woman's choices are often determined by powerful social and cultural forces that shape her decisions.
From the Paper
"Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's."
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Career Choice, 2002.
A study on the importance of career planning and why the author of the paper chose business administration as a career choice.
877 words (approx. 3.5 pages), 1 source, APA, $ 31.95
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Abstract
The paper shows that in today?s fast changing world, where a secure life long career or job can no more be guaranteed or taken for granted, career and life planning at an early age has become crucially important for ones success and well-being in life. It explains how one has to be proactive and take charge of one?s life instead of reacting to the circumstances. The author of the paper explains the reasons he chose Business Administration (Management/ International Business) as a career. He discusses the importance of business administration and describes his career and personal objectives and the labor market trends in this field.
From the Paper
"The next important process in career planning is setting up your long-term and short-term goals. In practical terms, this would mean deciding about what work you would like to do, now, in 2 years from now and 5 years from now. In my case, I have decided to make my career in Business Administration and Management. As far as my short-term and long-term goals are concerned, I am quite certain about them. My short-term goal is to find an entry-level Management position in a corporation engaged in International business. My long-term career goal is to become the best in the business. I realize that the long-term goal that I have set for myself is ambitious but I believe that if the aim is not high enough, a person does not challenge him/herself to the limits of his/her capabilities."
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Career Development Among Chinese Women, 2007.
An analysis of the relationship between culture and occupation among Chinese women working in the banking industry in New Zealand.
20,420 words (approx. 81.7 pages), 22 sources, APA, $ 249.95
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Abstract
This study attempts to investigate career development among Chinese women in the banking sector in New Zealand. It discusses career, not only in terms of the relationship between the organization and occupation, but it also looks beyond to factors such as family and religion. The paper then discusses how culture and religion influence an individual in the way they dress and eat as well as many other customs.
Table of Contents:
Abstract
Chapter 1
Introduction
Chapter 2 - Women and Career Development
Career Theories
Career Planning
Differences Between Men & Women In Career Development
Barriers for Women
Career Development For Non-White Women
Chapter 3 - Minority Women in Careers
African-American Women as Minority
Remuneration Issues for Minority Women
Bi-culturalism
Family and Education Issues
Immigrants in Workforce
Chapter 4 - Chinese Women
Chinese Women In History
First Generation Chinese
Second Generation Chinese
Chinese in New Zealand - Current Situation
Chapter 5 - Banking Industry
Climate in the Banking Industry
Barriers for Women
Current Situation for Women in Banking
Chapter 6 - New Zealand Labor Market
Employment in New Zealand
The Effects of Immigrants
Women in the Labor Force
Other Issues
Chapter 7 - Methodology
Qualitative Research
Face To Face Interview
Participants
Sampling
Reason For Choice Of Method
Advantages and Limitations
Data Analysis
Chapter 8 - Findings
Education
The Predicaments Of Chinese Women In The Banking Industry In New Zealand
Glass Ceiling for Chinese Women
Negative Social Stereotyping
Issues In Future Career Development
Chapter 9 - Conclusion
From the Paper
"The changes in the immigration policy of New Zealand are serving as tools to increase the country's human capital which is necessary for the nation's economic growth and development (Trlin & Henderson, 2000). However, with the increase in New Zealand's number of participants in the labour market, issues regarding the immigration policies have surfaced. Among the problems that trigger issues on immigration policy are the apparent rate of unemployment among the nation's locals as well as the unemployment of some migrants."
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Counter Intelligence Career, 2005.
This paper discusses that a career in the counter intelligence field is an exciting, demanding career that offers many benefits and a high salary potential
765 words (approx. 3.1 pages), 7 sources, APA, $ 27.95
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Abstract
This paper explains that intelligence careers require a person to be well-rounded and to demonstrate a variety of skills to perform the many tasks required including preparing and presenting an oral presentation or write a comprehensive report. The author points out that, in addition to government work, there are many companies within the private sector that perform intelligence services for government agencies such as Sytex, Inc., which has a counterintelligence department whose primary efforts are to support counter terrorism and force protection missions and to provide technological protection. The paper relates that government agencies have a starting annual salary between $28,620-$35,452 with automatic pay increases through the first three years and thereafter promotions based on reviews can raise that salary as high as $135,136.00 a year.
Table of Contents
Introduction
Body
Tasks Required
Skills Needed
Other Requirements
Government Agencies
Private Sectors
Employment Fields
Salary
Govt. sector
Starting
Higher pay bracket
Private sector
Benefits
Advancement
Government sector
Private sector
Conclusion
From the Paper
"After achieving the right skill set and education, there are many different paths a person interested in an intelligence career can pursue. An intelligence agent can choose from a variety of areas in either the government or private sectors. Some well-known government agencies with intelligence departments are the CIA, the FBI, the U.S. Department of State, and the Defense Intelligence Agency. All of these agencies can be applied to with an online application available at the agency's website."
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Career Managment and Development in South Africa, 2001.
A look at the challenges, issues and demands of career managment and development in the new world of work for both individuals and organisations in the South African context.
3,705 words (approx. 14.8 pages), 11 sources, $ 102.95
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Abstract
This essay identifies and explains the issues, challenges and demands of career management and development in the new world of work, for both individuals and organizations. It then recommends some practical ways to address the most important of these. In doing this, it first defines what is meant by career management and career development. It then places the essay in the context of the new world of work. This is done through a short explanation of the impact of e-commerce and globalization. It then looks at how this has impacted on the world of work in general, before looking at how it has effected career management and development for individuals and organizations.
From the Paper
"E-commerce has radically changed organizational structure, co-ordination systems and task specification, and thus the world of work. Job designs have become increasingly flexible, and a whole range of new issues are being raised. In fact, Furnham (2000) believes that, due to e-commerce, the world of work has changed. He looks at what he calls ?alternative work arrangements?. These include part-time employment (defined as varied work, taking up less than 30 hours per week), contingent employment (defined as when an individual is working for an organization, but is not considered a regular employee), flextime (defined as when employees vary their starting and quitting times, but are required to work a standard number of hours within a specific time period), compressed work weeks (defined as re-allocating the work time by condensing the total hours in the traditional five-day week into fewer days), and teleworking (defined as working at a location away from the traditional place of work, and involving the use of telecommunications and the electronic processing of information) ( Furnham, 2000)."
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Culture and Career Counseling, 2004.
The importance of incorporating all cultures when considering approaches for career counseling.
3,943 words (approx. 15.8 pages), 18 sources, MLA, $ 107.95
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Abstract
Culture is a critical variable in career counseling and should enter into every part of the career counseling 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 career counseling 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."
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Gender, Career and Communication, 2007.
This paper discusses gender as it affects career development.
1,842 words (approx. 7.4 pages), 10 sources, APA, $ 59.95
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Abstract
In this article, the writer looks at career choices and achievements as they relate to gender. The writer discusses that women's career development presents issues absent from the same kinds of strictly career choices made by most men. The writer maintains that a woman's choices are often determined by powerful social and cultural forces that shape her decisions in accordance with frequently false assumptions in regard to women's needs, abilities and aspirations. The writer concludes that a woman's career path is more often interrupted - and ultimately destroyed - as she sacrifices for the benefit of her husband or partner's career. The writer also notes that the prejudices that operate against almost all women are far worse for members of many minority groups.
From the Paper
"Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's. Necessarily this choice makes the woman's career secondary. Her achievement is placed on hold not merely by this one interruption, but potentially, by a pattern of interruptions that ultimately results in a vastly reduced opportunity for advancement and success. In these instances, a woman is continually starting over while making sacrifices so her husband or partner can advance."
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Career Counseling, 2007.
This paper looks at the value of attachment theory within career counseling.
1,436 words (approx. 5.7 pages), 5 sources, MLA, $ 47.95
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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."
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Career Development of Minorities, 1991.
This paper compared the career development of minorities to that of European-Americans in the U.S.: Discrimination, career progression, types of jobs, earning power and statistics.
1,350 words (approx. 5.4 pages), 11 sources, $ 47.95
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From the Paper
" ... report that the career development of all minorities, particularly those who are of African-American, Native-American and Hispanic descent, remain sorely lacking despite the progress that has ensued from the enactment of the 1964 Civil Rights Act. ... concurs, noting, "Unquestionably, minority Americans have been and continue to be denied equal access to educational and occupational opportunities because of their racial or ethnic background." Although Title VII of the 1964 Civil Rights Act made illegal any form of discrimination against minorities relative to employment (i.e., applications, interviews, hiring, evaluations, promotions), not until 1971 did employers, government agencies, and the armed forces insure that ... "
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Career Counseling: Two Theories, 2002.
Explores the two theories of career guidance scholars, John Holland and Donald and Ann Roe to determine the similarities and differences between them.
1,400 words (approx. 5.6 pages), 6 sources, $ 53.95
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Abstract
Career counseling, from the outside, appears to be little more than an established network of people who maintain binders of job postings and help people with tips about interviews. At the high school level, they are seen as the people who carry binders of college materials and help students fill out applications and write essays. These misconceptions do a significant injustice to the field of career guidance, for they miss the entire point of what it is that the career counselor does. Helping a person discover what it is that they want to define their life with and helping them achieve that goal requires the analytical skills of a psychologist, the patience of a priest and the business eye of a CEO. At the core of career guidance are schools of philosophy and thought which center upon the work of scholars the like of John Holland and Donald and Ann Roe. It is the purpose of this paper to explore these two theories of career guidance and to find their common and uncommon ground.
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Career-Planning Websites, 2004.
This paper discusses career-planning websites.
1,560 words (approx. 6.2 pages), 5 sources, MLA, $ 51.95
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Abstract
This paper explains that career assessment, important to determining the correct career path, can be attained through many sources including online websites. The author evaluates two sites and finds them defective: Maryland?s CareerNet and a website by the Arizona State University Career Services. The paper suggests that an improved career-planning site includes an online interactive quiz to give people an idea of careers of which they might be interested, links to available jobs in their area, capability to post resumes and to review information about the employer, and has counselors available by telephone and Instant Messenger.
From the Paper
"The first CareerNet link I followed was to the ?My Future? website (http://www.myfuture.com). The first note about this site is that it is extremely pro-military, while trying to hide behind the facade of a non-biased website, and this not-very-subtle propaganda is undeniably in poor taste. The Career Toolbox section of this site includes assistance with resume and cover letter writing, interview preparation, more military propaganda, and quizzes. The Work Interest Quiz is the main career assessment activity. These 60 statements each have a check box next to them, and if any of these activities line up with the interests of the quiz-taker, they are to be marked."
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