DSST Fundamentals of counseling

There are four distinct levels of career counseling

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because the wider social and familial context will have a significant impact of the likelihood of success. There are four distinct levels of career counseling. Each level is defined by the depth and breadth of the focus and the amount of work and insight that is required. Type 1 career counseling deals with helping a client make a career decision . Typically a client will not know what direction to take or what education is needed to get to a certain professional goal so he or she goes to a career counselor for short-term help in determining which career is best. Type 2 career counseling focuses on making a career decision by addressing overall decision making skills. Rather than help a client make one decision regarding a career, the counselor gives the client tools to use in any situation where an important decision is required. The focus is on self discovery rather than just finding a job. Type 3 career counseling views a career as a process of choices rather than making one ultimate professional choice. This type of counseling recognizes that as people change so do their career needs and aspirations. These clients are given tools and frameworks to use in order to assess their values as they change over time and relate that changes to career transitions. Type 4 career counseling sees one’s career as the ultimate expression of a self-actualized person who uses their skills and abilities to fulfill their personal and professional goals. This is the ultimate form of career counseling and the type of career most people wish for but seldom achieve. Rather than getting caught up in the grind of working, these clients are encouraged to see their work as an expression of who they are. In this case one’s career is doing what the person loves to do and getting paid to do it. The first theory to explain the process of occupational choice was trait-factor theory. Trait-factor theory is a theory of individual differences and those differences could be analyzed and set into patterns that identified which type of person was suited for which type of work. Personal traits are most often discovered through the use of psychological inventories. The results of these standardized tests are then compared to the general public and a profile is developed indicating that people with the same type of interests are generally successful in certain types of careers. The focus is on identifying one’s own traits and then matching those traits with a suitable career. The Myers-Briggs Type Indicator is used by many career counselors to develop a profile of how an individual perceives the world and how he or she makes decisions based on that perception. The Myers-Briggs Type Indicator (MBTI) is a common tool in career counseling and that looks at the mental activities of perceiving and judging. A person either perceives information by sensing or intuition and judges activities based on thinking or feeling. The different combinations create different profiles and then those profiles are related to career development work adjustment.
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