Lifestyle and Career Development

In: Philosophy and Psychology

Submitted By ferndog
Words 1308
Pages 6
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 possible quality of life and overall welfare of the client. Counselors ensure this by assuming responsibility and accountability for their actions. They also imagine career ideas that help promote creative ways of helping their clients by relating their experiences, asking questions, and sharing dreams. Counselors can build trust through an honest, open-minded, and empathetic attitude. They…...

Similar Documents

Career Development

...Print Form CAREER DEVELOPMENT COMPETENCIES ASSESSMENT  Congratulations on taking a positive step toward your career development.  Taking this assessment  will help you get started on your journey toward a more fulfilling work life.    PRINT THIS ASSESSMENT, ANSWER THE QUESTIONS, AND SCORE USING THE INSTRUCTIONS BELOW.   GUIDANCE ON YOUR NEXT STEPS IS PROVIDED AT THE END.  What allows some people to effectively manage their careers while others do so less successfully?   Often, it is the mastery of several key competencies that allow people to be successful in developing  their careers.  As you read the following list of career management behaviors, assess your own level  of competency in each area of our career development model using the following scale:  Not True (1)  Somewhat True (2)  Very True (3)  Self‐Assessment Competencies  • • • • • • •   Career Awareness Competencies  • I know what makes work environments personally satisfying and productive to me and am able  to create these environments _____  • • • • • • I understand the culture of my workplace _____  I am able to identify desired organizational values and goals _____  I understand industry changes and their impact on my career effectiveness _____  I have a sense of future options and opportunities for my career _____  I am effective at building relationships and support systems for my career growth _____  TOTAL CAREER AWARENESS COMPETENCY SCORE: __________ ......

Words: 744 - Pages: 3

Career Development

...Career Barriers Since making the choice to pursue a career in the field of counseling, I have discovered a few barriers to my own development. Many of these are internal and ones I have not truly looked at before and some are just a factor of my environment. Putting these barriers down on paper is a major step for me in addressing them. I have come to realize that my own self confidence in my ability to do this type of work is my biggest barrier. Beginning a Master’s level program has brought up some hesitations about my potential success as a counselor. I wondered how much I really knew about inspiring change, trust and confidence. I found that the way I have gone about connecting with clients in the past may work with a specific population, but may not necessarily work with others. I have often utilized my personal experiences in order to build rapport, and now question whether I have done so at the risk of over-disclosing. I have utilized self-disclosure with resistant clients, but yet still keeping the clients agenda at the forefront. During a role-playing (“fishbowl”) exercise in another class, I found myself at a loss quite a few times while playing the role of counselor. It resulted in some frustration because I have worked one on one with clients for over six years. I discussed my feelings with my therapist, where I realized that though I have received positive feedback from clients, I have not necessarily received positive feedback regarding my......

Words: 568 - Pages: 3

Career Development Iv Compensation

...Career Development IV Compensation Compensation Plan In today’s challenging and unpredictable economic market, companies are trying to redefine sales strategies, incentives, and pay compensation. Labor commands a high level of overhead for a company; therefore, pay policies, benefits, and compensations are critically important to be evaluated closely because it affects the livelihood and lifestyle of all workers. Ideally, an effective and sound sale compensation plan enables the company directly tie sales activities toward the expected outcome, and these outcomes should be rewarded with incentives and compensation base on the achievement level. Employers that want to succeed in this increasingly competitive environment must have a well-designed compensation plan that motivates employees, controls compensation costs, and ensures equity. The best compensation plans mirror the culture of the employer. To achieved a successful sales compensation plan, the sales goal has to be defined clearly, realistically, and challenging. Performances have to be track closely and measured toward goals. To determine a salary, a pay structure has to be created that will put employees in a grading system which includes experiences, education, and other qualifications. Compensation plan for new sales team department comprise off: • Sales Bonuses-based incentives • For short term incentives: Periodic bonuses (Quarterly) when sales quota was reached. 40 % Percentage off daycare for......

Words: 1065 - Pages: 5

Career Development Iv Compentation

...Career Development IV Compensation Compensation Plan Sherry Martin HRM/531 In today’s challenging and unpredictable economic market, companies are trying to redefine sales strategies, incentives, and pay compensation. Labor commands a high level of overhead for a company; therefore, pay policies, benefits, and compensations are critically important to be evaluated closely because it affects the livelihood and lifestyle of all workers. Ideally, an effective and sound sale compensation plan enables the company directly tie sales activities toward the expected outcome, and these outcomes should be rewarded with incentives and compensation base on the achievement level. Employers that want to succeed in this increasingly competitive environment must have a well-designed compensation plan that motivates employees, controls compensation costs, and ensures equity. The best compensation plans mirror the culture of the employer. To achieved a successful sales compensation plan, the sales goal has to be defined clearly, realistically, and challenging. Performances have to be track closely and measured toward goals. To determine a salary, a pay structure has to be created that will put employees in a grading system which includes experiences, education, and other qualifications. Compensation plan for new sales team department comprise off: • Sales Bonuses-based incentives • For short term incentives: Periodic bonuses (Quarterly) when sales quota was reached. 40 % Percentage......

Words: 1069 - Pages: 5

Career Development

...Career Development Plan Part III- Performance and Career management Tina Young HRM 531 Anne Selcer, Ph.d., SPHR University of Phoenix October 25, 2010 There are new changes implemented and designed to achieve the maximum results to meet the objectives and goals of the organization. During the newest stages of the merger, we explained how a managers behavior could affect productivity and how management action has to align with employment laws and we described the best practices for working in a diverse environment. In the second phase we implemented a job analysis, which included new duties and specifications pertinent to the new sales department. This included creating a workforce planning system. This reviews the hard and soft skills of employees, and identified the needs and positions required to fulfill the organizations needs. During the third phase of the development plan for the new sales team, we came up with training and mentoring program that met the objectives of Interclean and Envirtech. This included a specific time frame of when everything would be accomplished. We also concluded that the best use of monitoring each individual’s progress was through observations and peer reviews. We also decided that we would give feedback to the employee in a timely manner so that each team member will be able to improve his or her performance. We are at the fourth phase of the career development plan; this plan will clarify how feedback is given to......

Words: 980 - Pages: 4

Career Development

...Employee Career Development Manager Resources Understand As a leader, you play a key role in career development at the UW. Encouraging staff to reach their career goals not only makes individuals' work lives more satisfying, it helps ensure the University's continued success. By encouraging career development, you can motivate your employees to achieve their best work, which in turn may increase their contributions to your organization and help you reach your own goals. Act As a manager, you can encourage your employees to pursue career development opportunities and support their continued professional growth. Even in tough times, it's important to allot time and money for classes, training, and other professional development opportunities. Career Counseling for Employees In talking to your employees about their career goals, you may wish to encourage them to take advantage of POD’s career counseling services. Training and Organizational Development Consultant Susan Templeton is available for one-hour career counseling sessions to help employees assess their career fit, write a résumé or cover letter, conduct an effective job search, or gear up for a job interview. There is an $95 charge per one-hour counseling session if paid with a UW budget number (with supervisor approval), or $109.82 per hour if paid with cash, check, or credit card (due to a mandatory institutional overhead fee). To set up an appointment, email Susan at stemplet@uw.edu. POD Quarterly......

Words: 533 - Pages: 3

Career Development

...inventory of your most marketable career-related skills (minimum 15), instances where you have demonstrated these skills (minimum three), and the core values you want your work to reflect (minimum five). Take into consideration the traits employers are seeking, including technical and transferable skills and general abilities. (30 POINTS) SELF-ASSESSMENT EXERCISES & MY RESULTS | I completed the following assessments/inventories as part of my self-assessment activities: My most marketable career-related skills are . . . (minimum 15) (Remember to include technical and transferable skills on this list!) Examples of instances where I have demonstrated these skills include . . . (minimum 3) | Core values I want my work to reflect are . . . (minimum 5) Part 2: Describe your ideal job. (20 POINTS) MY IDEAL JOB | In my ideal job, Part 3: Identify your one-, two-, and five-year career goals, create a list of possible employers of choice in your career field (minimum 3), possible job titles for your one-, two-, and five-year goals (one for each goal), and current salary ranges for those job titles. (30 POINTS) CAREER GOALS | Career Goals | Potential Employers (minimum 3) | Possible Job Titles (minimum 3) | Current Salary Ranges (for each job title) | My one-year career goal is to start my career My two-year career goal is decide exact desires regarding my career My five-year career goal is be fully established in my career | Part 4: Provide a summary......

Words: 506 - Pages: 3

Career Development

...Kudler Career Development Plan In light of the changes taking place here at Kudler Foods it is my recommendation that upper management examine the possibilities of adding five new positions. With the high stress and high pressure demands of everyday operations which our store managers are currently under it is my recommendation that we fill our opening in lower management and create a purchasing department. Our new job offerings will consist of the following position openings: • 1- Lower level Manager • 1- Purchasing Manager • 3- Purchasing Agents (One in charge of each store location) Lower Level Manager responsibilities will consist of over seeing daily operations at all three of our locations. Lower level manager will be in charge of all department managers at each store and are responsible for obtaining the best price, quality, and delivery possible. All department managers will report to the lower level manager. All candidates should have 3-5 years of mid – low management experience. Candidates will need to have MBA. Purchasing manager responsibilities are to determine the purchasing requirements of our three stores. Manager will need to determine the items each department sells and place purchase orders directly with suppliers using a purchase order form that is standard between the three stores. Candidates should have 1 – 2 years of management experience. Candidates will need to be able to multi task as well as be......

Words: 2101 - Pages: 9

Career Development

...How Can Mangers Assist Employees with Career Development BUS 375: Employee Training How Can Mangers Assist Employees with Career Development Although it is a good idea for employees to take charge of their own career development, managers can still assist these employees with the process. One may even go so far as to say that is an essential for management to be involved with the development of the employees. This is not only beneficial to the employees; it also increases the human capital assets of the organization. Being proactive and looking at the future needs of the organization and keeping the employees’ training in line with those needs aids in the success of the organization. When it comes to promotions or special assignments, the organization will have a very knowledgeable and skilled pool of great applicants to choose from. Managers should be mentors. “The process of establishing a mentoring relationship involves: 1. understanding the mentoring process, 2. initiating mentoring opportunities, 3. making the most of mentoring situations, and 4. formalizing the mentoring relationship” (Knippen, 1991, para. 1). Managers should want to ensure that the employees are continuously being prepped for greater roles within the organization. According to Matthews (2006), mentoring could be used successfully as a means of enhancing the contribution that an organization's human resources can make to achieving, maintaining and building organizational competitiveness...

Words: 984 - Pages: 4

Career Development

...PrintSyllabus 1/13/15 8:23 PM 2015 Spring P450 Syllabus (Published) - Last update: 1/11/2015 2015 Spring P450 Details Course Title P450 - Career Development Prerequisite Schedule /Location Instructor Mon 4:15 PM / South - 311 Online Credits Load False 1.0 1.0 15.0 Contact Mr. Banafa, Ahmed (ahmed.banafa@mail.npu.edu) Hours Course Information Course Description This course is designed for graduate students to take in preparation for becoming working professionals. Topics include effective communication strategies, emotional intelligence, diversity and cultural awareness, and interview skills. This course is intended for all the engineering graduate students to take to sharpen the soft skills required for professionals and learn professionalism in preparation for their career development and job search. Emphasis will be placed on professional ethics and leadership behaviors. Major objectives are: 1. To learn about career paths, career planning, as well as the essentials of professional development ( P.D.), such as personality assessment, communicative techniques, networking skills, resume preparations, interview skills as well as professional behaviors, such as professional etiquette and professional images. 2. To learn about Silicon Valley business and technology trends, workforce demands, and job opportunities, 3. To gain exposure and learn to network with Silicon Valley business and high-tech professionals for expanded professional networks. Instruction Method......

Words: 1897 - Pages: 8

Career Development

...Career Development Plan Part II - Development of Training and Mentoring Program HRM 531 October 6, 2010 Career Development Plan Part II - Development of Training and Mentoring Program InterClean has completed the staff selection process and the new sales team has been announced. The next step in moving toward the projected goals as outlined by the strategic plan is training of the selected employees. The concept associated with training is training will improve performance. This improvement will be evident in the actions of the selected employees. Trained employees will display learned changes in knowledge, skills, attitudes, and social behavior (Cascio, 2005). InterClean has accessed the training needs of the outside sales representatives and has outlined a comprehensive training and development plan that each employee in the sales department will be required to complete. Training and Mentoring Needs In order for this to be a successful proper training and mentoring must be given to the new sales team. When adjusting to a new company, employees must be willing to behave in a new way. Training will provide necessary but innovative ideas for employees. Training consists of planned programs designed to improve performance of the individual, group, and organizational levels (Cascio, 2005). A new training plan is essential after the transition to allow the employees to operate as a team. Training will allow the formation of new relationships among employees, and......

Words: 1828 - Pages: 8

Career Development

...the veterans sacrificed their mental and physical skills to the service of the nation. This explains why the veterans that leave the military service deserve a smooth transition into the work force. The number of veterans grows on daily basis. The Department of the Veteran Affairs states that there are two-hundred service members transitions into the work force yearly. The current military population is approximated to nearly 1.4 billion. Those on active duty are approximated 1.2 billion men in the reserve (Ostovary and Dapprich, 2011). This number is expected to grow in years to come. Veterans specifically need to support those that have been disabled or wounded in their service to the American people (Ostovary and Dapprich, 2011). Developments in the medical support sector save lives that earlier would have been lost. However, most lives are protected, but these individuals have been left with disabilities, scars, wounds, and burns. Over 22, 000 service members have been disabled or wounded since the 9/11 attack. This leads to the imperative question on the how the veterans are performing as they enroll to the civilian work force. Veteran’s Choice Card The Veteran’s choice card is designed to give any veteran, like many of those in Jacksonville, who waited longer than 30 days for an appointment or who lives more than 40 miles from a VA facility, the ability to seek civilian health care. Congress funded the program with $10 billion as part of the Veterans Choice Act,......

Words: 2666 - Pages: 11

Career Development

...Training and development With a new sales team put together, there are some things that the new members of the team need to learn. Although they all excel in their different fields of knowledge, we still need to train them on proper sales skills that they need to operate fluently in this company. OBJECTIVES • This training will look to teach and improve their knowledge and performance standards. • With the company switching to a different style of satisfying customers via sales and service, the primary objective of the training will be customer service/ relations. • To educate employees on how to use new technologies that will be used on the job. • Most of the employees inducted into the new sales team previously worked personally rather than with a team so we will look to teach interpersonal skills. This training will help fashion a new team orientation within the employees and help them work interdependently with their team members to achieve organizational goals. PERFORMANCE STANDARDS The performance will be rated per quarterly. These standards will be rated both quantitatively and qualitatively. The ratings will be based on; Sales figures The sales figures are a major part of the organization so it requires a lot of attention. With the primary motive of the organization being to maximize profit, the achievement of quarterly sales goals will be a major determinant of performance standards. If the figures achieved by an employee are below the goals set at the......

Words: 1559 - Pages: 7

Career Development

...University of Phoenix Human Capital Management/531 Career Development Plan Part III – Performance and Career Management January 11, 2011     Career Development Plan Part III – Performance and Career Management   InterCleans new strategic plan has gone in to affect and the growth of the business has created the need to preform appraisals for team members. The goal for InterClean is to retain top talent integrated with new members and growing a world class sales team. Part of building and retaining this team is to have a career management plan in action for the team members. Feedback is very important along with avenues for employees to achieve goals, reach promotions and educational goal along with providing dual career parents opportunities that other companies are not. There are different costs associated with this plan and it will be discovered how Interclean will approach this matter in more detail with how to adapt to the diversity of the newly developed team. Feedback To obtain a world class sales team training and feedback is necessary. The overall goal of this training is to ensure the sales team is fully up to speed on the services available through InterClean. The training will also educate the sales representatives on the OSHA standards and environmental regulations. While an employee is in training a large portion of the training will be while the employee is working. Feedback is one tool that will be necessary while employees are training so they can...

Words: 1209 - Pages: 5

Career Development

...Personal Career Development Essay Choosing the right major is complicated and so complex. There are some majors that sound interesting and some are boring. However, choosing the right major is important. It doesn't only give you good paid job, but it serves as your key to a better future goal. Moreover, deciding what major you want to take takes time, you have to do some research about the course description; and where and what colleges or universities you can go to that focus best regarding the majors. Furthermore, opinion, help, guidance, and influence from other people affect the decision of what major you want to take. However, even with the help and guidance of other people, there will still be obstacle that will come your way. You must ready to face it. First, knowing what your abilities are is important in choosing what you want to major. Before I decided to go into accounting, I was still so undecided. I change my decision from one major to another, and back and forth. I researched some well-known colleges and universities that offers good major, or sounds like a good major for me. Unlike for others, that it goes other way around. They decide what they want to major first; before they decide which school they would go. However, after some unsuccessful research for colleges and universities, I tried to give a little twist or more effort in doing research. I tried to research in specific areas, like accounting, business administration, business management, nursing,...

Words: 800 - Pages: 4