...Lifestyle and Career Development Fernando De La Cruz Jr. Webster University Abstract Counselors should let people choose their own careers. By doing this, counselors allow their clients be who they are. No two people are alike and therefore they will make their own decisions even if it is a mystery. Instead, counselors can help the client by asking direct questions, using mental imagining, and focusing on their accomplishment Counselors should use their skills as an art by applying, adapting, and integrating a counseling style that works best for them while working along with and helping their clients. Key skills of the career counselor include, but are not limited to clarifying content, reflecting feeling, open-ended questioning, skill identifying, value clarifying, creative imagining, information giving, role-playing, spot-checking, summarizing, task setting, and establishing the “yes and buts.” Some other skills include an open invitation to talk, focusing, leading, and encouraging. However, counselors should use the “client-centered” theory approach of Carl Rogers; refraining from giving advice to their clients because it encourages the client to be dependent on the counselor’s insights, and the counselor cannot know what is best for the client. Keywords: counselor, client, career Objectives of Career Counseling Career counseling objectives focus on the counselor-client relationship that helps foster the best...
Words: 1308 - Pages: 6
...Organizational Behavior Mayur M. Mohite MET MMS 2012-2014 Roll No.96, Div-B Managing Stress And Work Life Balance-Buddhism Pali quote 1 (Verse 81 of Dhammapada): Selo yathā ekaghano vātena na samīrati Evaṃ nindāpasaṃsāsu na samiñjanti paṇḍitā English Translation: As a solid rock is unshaken by the wind, even so the wise are unshaken by praise or blame. Meaning: The wise remain unmoved and unruffled both by praise and humiliation. The wise remain unshaken under all vicissitudes of life, like the solid rock that withstands the buffering of wind, unmoved. The ordinary people tend to be shaken by the changing vicissitudes of life.when something goes wrong, they are depressed. When things go well, they are elated. But, the wise are unshaken, whatever the fortune they face. It is said that the people in generally face eight kinds of vicissitudes : (1) gain (2) loss (3) neglect (4) attention (5) humiliation (6) praise (7) pleasure (8) Pain. These eight are described as the eight vicissitudes of life. The ordinary masses are shaken by these vicissitudes, but the wise remain unshaken by them. The wise ones are aware of the changing nature of the world; in response they remain unmoved by it. The wise person considers the circumstances carefully and notes that they are subject to fluctuations. His mind is not shaken by good fortune.nor he is depressed by misfortune. Analysis: According to me, nothing in this world is permanent, everything changes, if we are going through...
Words: 3453 - Pages: 14
...As I begin to write this paper I realize that some people might be wondering “Aren’t there already women going to combat in Iraq and Afghanistan?” Well, the answer to that question was one of the driving forces behind wanting to write a paper on the subject. The short answer is “Yes”. The long answer is no, there have been no women who have gone to combat in a direct Combat Military Occupational Specialty in the history of the American Soldier. “Well how can the answer be both yes and no at the same time”? The answer comes in the forms of rules and regulations that once prohibited women from even training to take on the jobs that are considered the Combat Arms of the military. Sometimes non-military members don’t have the luxury of seeing how the military operates from the inside. The military is like a small microcosm of the world and the citizens that they protect. There is a specific job for every task, no matter how menial or prominent, that must be trained for before being allowed to officially have it as a job title. This is especially true when it comes to Combat Arms; these are jobs that will intentionally put the Soldier in the direct line of fire. The training is intense and grueling and requires a lot of very physical strength and stamina to complete the courses to become members of their ranks. Women are currently allowed to serve in Combat support roles, but the fight has been for women to be able to serve in combat positions such as Infantry, Field Artillery and...
Words: 2095 - Pages: 9
...Quiz 5 Study Guide 1. Private logic includes which of the following: a. lifestyle goals, b. hidden reasons, c. immediate goals. d. All of the above 2. Adler believed that problems that come to therapy are related to: a. Career, love relationships and friendships b. Attention, power, inadequacy c. Career, sex, and power d. Revenge, career, relationships 3. Adler believed people need to be educated to value and exhibit: a. superiority b. social interest c. achievement d. career competency 4. Adler’s concept of style of life refers to: a. A person’s picture album b. The way a person meets personal needs c. The direction in which the person is moving d. The family constellation 5. Which of the following is a personality priority according to Adlerians? a. Disputing others b. Emotional liability c. Seeking revenge for inferiority d. Pleasing 6. Which of the following did Adler consider a barometer of mental health? a. Social interest b. Goals of misbehavior c. Lifestyle d. Inferiority complex 7. Which of the following is an Adlerian concept? a. a few people develop some sense of inferiority b. masculine protest - a striving for power is common to both sexes c. sexual pleasure is the prime motivator of behavior d. individual interest is more important than social interest 8. Which of the following are true of Adlerian psychology? a. behavior is mechanistic b. one's level of social interest is not a good measure...
Words: 3469 - Pages: 14
...Personal, Social, Academic and Career Problems Expressed by Minority College Students. By: Lucas, Margaretha S., Journal of Multicultural Counseling & Development, 08838534, Jan93, Vol. 21, Issue 1 by providing an environment conducive to personal development without the level of conflict and isolation minorities experience at most White universities retention, but also progression and social-academic productivity are difficult for them highlighted in their writings covert, intrapsychic factors such as emotions, attitudes, perceptions, aspirations, and expectations about college, and interpsychic factors such as institutional climate, faculty, and professional staff employed by the university. reported African-American students' struggles with finances, academic adjustment, living conditions, emotional-psychological concerns, career-vocational concerns, and to a lesser degree, health, peer relationships, and family relationship concerns It seemed appropriate to survey freshmen for this project because an early assessment of potential problems and an early introduction to the university's counseling center and other relevant services might result in timely detection and possible solution of academic and psychological problems. Early detection of problems and familiarity of resources are crucial The majority of students in this sample of minority students did not want counseling (66.7%), and when they did they wanted career guidance, not personal or social guidance or a...
Words: 3068 - Pages: 13
...adolescents Chapter I THE PROBLEM AND ITS BACKGROUND Introduction Social rejection happens when one individual is purposely excluded from social situations. This rejection can be performed by either an individual or group of people, and it can be active or passive in nature. Since 1990’s, when a whole slew of school shooting began to occur across the United States, there have been numerous studies, centred around social rejection. These studies have shown that this type of rejection can lead to variety of negative psychological effects on the sufferer, including aggression and withdrawal. Humans are social creatures, by nature, and rejection is always emotionally painful. Some rejection is normal in life, and just about everyone has experienced, or will experience, some sort of social exclusion during his lifetime. Repeating rejection can be malicious or otherwise; can have negative impact on a person. These rejections can be much more devastating for highly sensitive individual, or if fitting in with in a certain person or group is extremely important to the shunned person. Active social rejection can manifest itself in such form as bullying or teasing. Passive rejection, on the other hand, can be a bit harder to recognize, and it can include ignoring a certain individual and excluding him from certain activities. Although passive rejection may seem to be less cruel, it can have effects that are just as detrimental. Psychologists have over the years...
Words: 11516 - Pages: 47
...Human Resource Management, 12e (Dessler) Chapter 7 Interviewing Candidates 1) Which of the following is the most commonly used selection tool? A) telephone reference B) reference letter C) interview D) personality test E) work sampling technique Answer: C Explanation: Interviews are the most widely used selection procedure. Not all managers use tests, reference checks, or situational tests, but most interview a person before hiring. Diff: 1 Page Ref: 229 Chapter: 7 Objective: 1 Skill: Concept 2) Which of the following refers to a procedure designed to obtain information from a person through oral responses to oral inquiries? A) work sample simulation B) writing test C) interview D) reference check E) arbitration Answer: C Explanation: An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries. Diff: 1 Page Ref: 230 Chapter: 7 Objective: 1 Skill: Concept 3) When an interview is used to predict future job performance on the basis of an applicant's oral responses to oral inquiries, it is called a(n) ________ interview. A) verbal B) group C) selection D) benchmark E) background Answer: C Explanation: Selection interviews are designed to predict future job performance based on the applicant's oral responses to oral inquiries. Interviews may be one-on-one or may be conducted in group settings. Diff: 1 Page Ref: 230 Chapter: 7 Objective: 1 Skill: Concept 4) Which type of interview follows a performance appraisal...
Words: 11009 - Pages: 45
...PYC4802/101/0/2015 Tutorial letter 101/0/2015 Psychopathology PYC4802 Year module Department of Psychology IMPORTANT INFORMATION: This tutorial letter contains important information about your module. CONTENTS Page 1. INTRODUCTION ..................................................................................................... 3 1.1 Turorial material ....................................................................................................... 4 2. PURPOSE OF AND OUTCOMES FOR THE MODULE ......................................... 4 2.1 Purpose ................................................................................................................... 4 2.2 Outcomes ................................................................................................................ 4 3. LECTURER(S) AND CONTACT DETAILS ............................................................ 6 3.1 Lecturer(s) ............................................................................................................... 6 3.2 Department .............................................................................................................. 7 3.3 University ................................................................................................................. 7 4. MODULE-RELATED RESOURCES ....................................................................... 7 4.1 Prescribed book.....
Words: 20674 - Pages: 83
...SEMESTER 2 2011 CPA 118 ETHICS AND GOVERNANCE CPA - ETHNIC SEMESTER 2 2011 MODULE 1 ACCOUNTING AND SOCIETY 1.05 1.05 Part A: Ineraction with society Depictions of A/cting Depiction Defeating depictions defeat Fig 1.1 new bean counter How to become professional? 3 aspects 1.06 Recruiting the best Beard(1994),Smith and Briggs(1999) and Simnik and Felton(2006) Friedman& Lyne(2001);Albrecht and Sack(2000);Coate et al.(2003) Jeacle: colourful accountant linked to corporate collapses 1.07 Moral agency Biddle(2006) Value creation - key to maintain high standards Moral agent - refer to individual making moral judgement for others Moral agent theory based on concept " act appropriotely and professionally" 1.08 Technical functions and social impact Understanding A/cting A/cting defination - Macquarie Dictionary - Technical practice - bookkeeping Not Prefect def - AAA(American A/cting Association) -communication skill… 1.09 Social impact of A/cting + impact - based on historic A/cting info professional capabilities - technical knowledge,soft skill & experience 1.10 Social impact example - A/cting and the GFC "mark-to market" Lonergan (2009) - if A/cting causative factor in GFC 2008/2009 1.11 Q 1.1 Logergan 'standard setters'slow reaction only cause GFC ? NO How wisdom come out? - experience /knowledge Distinguishing feature - building relevant wisdom over time Parker et al. (1989) - induce other behaviour Miller(1994) - intrinsically and inredeemable social impact IMPACT Macro level:...
Words: 3786 - Pages: 16
...Coping Mechanisms: strategies and outcomes. Coping with Crisis and Overwhelming affect: Employing coping mechanisms in the acute inpatient context. Isabel Clarke Consultant Clinical Psychologist Address for Correspondence: Isabel Clarke, Consultant Clinical Psychologist, AMH Woodhaven, Loperwood, Calmore, Totton SO40 2TA Email: isabel.clarke@hantspt-sw.nhs.uk Website: www.isabelclarke.org Abstract When mental health breaks down, the human being grasps at ways of coping with the crisis. The goal of coping is escape from intolerable affect and the means are familiar as 'symptoms' of mental illness. For example, to shut down physically and cease to compete is depression (Gilbert 1992), and drugs and alcohol provide a straightforward way out. As psychological therapists, our task is to devise, evaluate and, most importantly, persuade the client to adopt alternative, healthier, ways of coping; ways that offer less immediate relief, but which do not trap the person in a diminished quality of life. By explaining breakdown in terms of coping with intolerable affect, this approach, developed and evaluated in an acute hospital setting (Durrant, Clarke & Wilson 2007), enables us to offer more adapted skills for coping with affect as the solution. This 'third wave Cognitive Behavior Therapy (CBT)' approach (Hayes, Strosahl, & Wilson, 1999) takes seriously the discontinuities in human information processing (Teasdale & Barnard 1993) and employs mindfulness...
Words: 8338 - Pages: 34
...SEMESTER 2 2011 CPA 118 ETHICS AND GOVERNANCE MODULE 1 ACCOUNTING AND SOCIETY 1.05 1.05 Part A: Ineraction with society Depictions of A/cting Depiction=描述 Defeating depictions defeat =挫败 Fig 1.1 new bean counter How to become professional? 3 aspects 1.06 Recruiting the best Beard(1994),Smith and Briggs(1999) and Simnik and Felton(2006) Friedman& Lyne(2001);Albrecht and Sack(2000);Coate et al.(2003) Jeacle: colourful accountant linked to corporate collapses 1.07 Moral agency Biddle(2006) Value creation - key to maintain high standards Moral agent - refer to individual making moral judgement for others Moral agent theory based on concept " act appropriotely and professionally" 1.08 Technical functions and social impact Understanding A/cting A/cting defination - Macquarie Dictionary - Technical practice - bookkeeping Not Prefect def - AAA(American A/cting Association) -communication skill… 1.09 Social impact of A/cting + impact - based on historic A/cting info professional capabilities - technical knowledge,soft skill & experience 1.10 Social impact example - A/cting and the GFC "mark-to market" Lonergan (2009) - if A/cting causative factor in GFC 2008/2009 1.11 Q 1.1 Logergan 'standard setters'slow reaction only cause GFC ? NO How wisdom come out? - experience /knowledge Distinguishing feature - building relevant wisdom over time Parker et al. (1989) - induce other behaviour Miller(1994) - intrinsically and inredeemable social impact IMPACT Macro level: all types of business...
Words: 3783 - Pages: 16
...Chapter 5 Organizational Development and Change Chapter Overview The organizational development (OD) tradition is a practitioner-driven intervention-oriented approach to effecting organizational change via individual change, with view to increasing effectiveness. It is implemented within a problem-solving model, places a heavy accent on survey-based problem diagnosis and subordinates people to a vision of the future. Commitment-based strategies of effecting change assume that the impetus for change must come from the bottom up, whilst compliance-based strategies involve the creation of behavioural imperatives for change. Various ‘employee involvement’ strategies are reviewed, but there is little evidence for their effectiveness either as a means of securing commitment or enhanced performance, or as a means of leverage for change. Culture is assumed to be the primary vehicle for change within the OD tradition, although the relationship between culture and the change process is ill understood. Finally, the assumptions underpinning team development, and its implementation, are critically examined. The organizational culture literature itself is fraught with epistemological debate. Practitioners are interested in management by measurement and manipulation of culture. Theoreticians of culture, however, aim to understand the depth and complexity of culture. Unresolved issues remain regarding how to define culture, the difference between culture and climate, measurement/levels...
Words: 13784 - Pages: 56
...Chapter 5 Organizational Development and Change Chapter Overview The organizational development (OD) tradition is a practitioner-driven intervention-oriented approach to effecting organizational change via individual change, with view to increasing effectiveness. It is implemented within a problem-solving model, places a heavy accent on survey-based problem diagnosis and subordinates people to a vision of the future. Commitment-based strategies of effecting change assume that the impetus for change must come from the bottom up, whilst compliance-based strategies involve the creation of behavioural imperatives for change. Various ‘employee involvement’ strategies are reviewed, but there is little evidence for their effectiveness either as a means of securing commitment or enhanced performance, or as a means of leverage for change. Culture is assumed to be the primary vehicle for change within the OD tradition, although the relationship between culture and the change process is ill understood. Finally, the assumptions underpinning team development, and its implementation, are critically examined. The organizational culture literature itself is fraught with epistemological debate. Practitioners are interested in management by measurement and manipulation of culture. Theoreticians of culture, however, aim to understand the depth and complexity of culture. Unresolved issues remain regarding how to define culture, the difference between culture and climate, measurement/levels...
Words: 13784 - Pages: 56
...Organizational Development and Change The organizational development (OD) tradition is a practitioner-driven intervention-oriented approach to effecting organizational change via individual change, with view to increasing effectiveness. It is implemented within a problem-solving model, places a heavy accent on survey-based problem diagnosis and subordinates people to a vision of the future. Commitment-based strategies of effecting change assume that the impetus for change must come from the bottom up, whilst compliance-based strategies involve the creation of behavioural imperatives for change. Various ‘employee involvement’ strategies are reviewed, but there is little evidence for their effectiveness either as a means of securing commitment or enhanced performance, or as a means of leverage for change. Culture is assumed to be the primary vehicle for change within the OD tradition, although the relationship between culture and the change process is ill understood. Finally, the assumptions underpinning team development, and its implementation, are critically examined. The organizational culture literature itself is fraught with epistemological debate. Practitioners are interested in management by measurement and manipulation of culture. Theoreticians of culture, however, aim to understand the depth and complexity of culture. Unresolved issues remain regarding how to define culture, the difference between culture and climate, measurement/levels of analysis, and the relationship...
Words: 13780 - Pages: 56
...Chapter 4 Workplace Emotions, Attitudes, and Stress Y Learning Objectives After reading this chapter, you should be able to: LO1 Explain how emotions and cognition (conscious reasoning) influence attitudes and behaviour. LO2 Identify the conditions that require, and the problems associated with, emotional labour. LO3 Describe the four dimensions of emotional intelligence. LO4 Summarize the consequences of job dissatisfaction in terms of the exit-voice-loyaltyneglect model. LO5 Discuss the effects of job satisfaction on job performance and customer service. LO6 Distinguish affective and continuance commitment, and discuss their influences on employee behaviour. LO7 Describe five strategies to increase organizational (affective) commitment. LO8 Define stress and describe the stress experience. LO9 Explain why a stressor might produce different stress levels in two people. LO10 Identify five ways to manage workplace stress. ou know the fun is about to begin at Suntech Optics when employees spot the pineapple wearing sunglasses. The bespectacled fruit is mascot for the North Vancouver-based eyewear supplier’s Have Fun Team, which is responsible for creating various forms of workplace levity. Employees might discover a puzzle on their desk, with a prize awarded to the person who first solves it. Dozens of stuffed bears are brought to work on Bring Your Teddy Bear to Work Day. Halloween is a special treat as staff dress up...
Words: 15522 - Pages: 63
