Implementation Individuals enter workforce learn firsthand about jobs

Implementation individuals enter workforce learn

This preview shows page 42 - 45 out of 48 pages.

•Implementation: Individuals enter workforce, learn firsthand about jobs. •Stabilization: Select specific occupation during young adulthood, confirms occupational choice through to mid 30s. •Consolidation: Begins mid 30s throughout working life, advance in career. •Holland’s personality-type theory: Explains how people choose the specific careers based on their individual traits and occupational interests, people find work fulfilling when it fits their personality. •Social cognitive career theory: Builds on Holland’s theory; not only interests, but also what people think they can do (self-efficacy), and what they believe are likely outcomes of their behaviors (outcome expectations). The world of work What is the world of work like for youth and young adults? •Canadian youth (age 15 to 24) long-term unemployment around 5% (doing well compared to other OECD countries). •In 2011, 68% of young people aged 25 to 29 held a post-secondary degree or diploma, including trade certificates, compared to 43% who had earned a diploma in 1981. •Yet wages are not keeping up. •What is the average debt? -$27 000 (for those who take loans). •Type of work is also changing. -How does this impact young people? Barriers faced by youth •Who experiences more barriers and challenges? -Youth with less education. -Neet youth not in employment education or training. -Recent immigrant youth. -Youth with disabilities. -Indigenous youth. •Common barriers for youth; -Uninformed about labour market and training program options. -Underrated by employers who hold negative stereotypical views of youth. -uncertain job security. -Unprepared for work. -Unaccepted and discriminated against. 42
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-Under-resourced, EX: Indigenous youth, underfunding in education and lack of other services and supports, additional barriers and discrimination related to legacy of colonization). How does this affect job satisfaction? •Most important features for long-term job; -Look forward to each day. -Pays a lot of money. -Makes best use of my talents and abilities. -Low stress. Current, future work •Job satisfaction; -What predicts job satisfaction can be similar and can differ across cultures. -Typically as you get older, job satisfaction increases. Middle childhood Why is our work, career so important? •Purpose and Identity. •Want to make sure it is something you actually want to do for the rest of your life, you want to be able to enjoy and love your job since you will spend a lot of time there. •Sense of accomplishment. •Support your lifestyle. What do we look for in a job? •Monetary incentives; Slide 7 -Social-oriented mission, such as non-profits, corporate social responsibility, feeling company is providing a valuable service. Slide 8 •doing good in life. Slide 9 - - -EX: Salary, promotions. 43
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Slide 10 •Variability: Control, can make decisions, accomplishing tasks. Slide 12 •Outgoing, hopeful •Accepting, willing to work with other and cooperate, trust others, empathy towards others, loyalty. •Being able to manage stress well, able to take critical feedback, able to cope with emotions. Slide 13 1.Extraverted 6.Reserved, quiet.
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