PSYX 233 Occupational Selection and Development
PSYX 233 Occupational Selection and Development PSYX 233 - 01
Popular in Fund of Psychology of Aging
PSYX 233 - 01
verified elite notetaker
Popular in Psychlogy
This 3 page Class Notes was uploaded by Rachel Notetaker on Friday December 11, 2015. The Class Notes belongs to PSYX 233 - 01 at University of Montana taught by Christa Marie Neuman (P) in Fall 2015. Since its upload, it has received 23 views. For similar materials see Fund of Psychology of Aging in Psychlogy at University of Montana.
Reviews for PSYX 233 Occupational Selection and Development
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 12/11/15
Ch 12 Occupational Selection and Development 10 December 2015 1 The meaning of work a Specific occupation does t affect workers need to derive meaning from work b Four meanings that describe work i Developing self ii Union with others iii Expressing self iv Serving others c Meaningmission fit i Corporate executives with better personalmission alignment care more about employees happiness job satisfaction and emotional wellbeing 2 Occupational choice a Career construction theory i people build careers throughout their own actions that result from the interface of their own personal characteristics and the social context b Two theories i Holland s personalitytype theory 1 Choose occupations to optimize personoccupation fit 2 Six personality types that represent different combinations have beeniden ed a Investigative social realistic artistic conventional enterprising ii Social cognitive career theory 1 Career choice is the result of the application of Bandura s social cognitive theory especially selfefficacy 3 Occupationaldevelopment a People have expectations about what they want to become and when they hope to get there i Expectations change as a result of 1 Realizing that one s interests have changed or the dream was not a good fit 2 Age race or sexual discrimination lack of opportunity and obsolescence of skills b Reality shock the realization that what you learn in the classroom does not always transfer directly into the quotreal word and does not represent all that you need to know 4 Role of mentors a A mentor or developmental coach is a coworker who teaches a new employee the unwritten rules and fosters occupational development b Mentorprot g relationships develop over time through stages like other relationships i Working relationships often blur with personal relationships ii Being a mentor helps middleaged workers achieve generativity c Women and minorities have an especially important need for mentors i Salience of people in the field doing similar work 5 Job satisfaction a The positive Evelin39s that result from an appraisal of one s work b Low to moderate increases with age i Older workers report higher satisfaction than younger workers 6 Alienation and burnout a Alienation i Feeling that what one is doing is meaningless or cannot see the connection between what they do and the final product b Burnout i A depletion of a persons energy and motivation the loss of occupational idealism and the feeling that one is being exploited ii Best counteracted be practicing selfcare 7 Passion a A strong inclination toward an activity individuals like value and where they invest time and energy b Two types i Obsessive makes it difficult to engage in other activities ii Harmonious freely choose to engage in the enjoyable activity 8 Gender differences in occupational choice a Traditionally women were expected to enter secretarial teaching and social workjobs b Women who do enter nontraditional occupations and are successful are viewed more poorly by both men and women i Women in traditional female occupations changed jobs less often 9 Bias and discrimination a Gender discrimination i Denying a job to someone solely on the basis of whether the person is a man or a woman ii Gender discrimination is a major issue in terms of getting jobs occupational development and also in pay b Glass ceiling i The level to which women may rise in a company but not go beyond ii This is a barrier to promotion women and ethnic minority39s often expenence c Glass elevator i In traditionally female occupations men may rise much faster than female counterparts d Equal pay for equal work i Women get paid a fraction of what men with similarjobs earn ii Eliminating the salary disparity between men and women has proven more difficult than initially believed e Sexual harassment i Victims are usually single or divorced young adult women ii The reasonable person standard is used to decide whether an act constitutes harassment 10 Age discrimination a Making employment decisions or denying employment solely on the basis of age b Protects worker over the age of 40 11 Occupational insecurity a A growing problem in America as anxiety increases b The fear the one may lose one s job is a better predictor of anxiety than the actual likelihood ofjob loss c People who do believe their hob is in jeopardy even if it is not show levels of stress similar to unemployed people i Coping methods include emotionfocused coping and problemfocused coping 1 Focusing on the feeling or the problem instead of avoiding them 12 Backup care a Emergency care for dependent children or adults so the employee does not need to lose a day of work when the usual care is unavailable 13 Workfamily conflict a The feeling of being pulled in multiple directions by incompatible demands from one s job and one s family b Truly equitable divisions of labor are the exception c Work family conflict peaks when there are at least two preschool children in the home d Dualearner couples have difficulty finding time for one another too The issues faced by dualearner couples are global f In general women feel worktofamily spillover more than men do i But both genders feel the pressure
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'