| Description |
Chapter |
Ability
Achievement in an area of knowledge.
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6 |
Accredited
Describes an institution of learning that maintains those
standards requisite for its graduates to gain admission to other reputable
institutions of higher learning or to achieve credentials for professional
practice.
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10 |
Alternatives
The possible ways in which we can reach a goal(s).
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4 |
Apprenticeship
Occupational training with a specific combination of
classroom instruction and on-the-job work experience. This type of training is
available for nearly 600 occupations in the U.S. and is typically funded by the
union representing the occupation.
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10 |
Aptitude
The potential to learn specific subject matter.
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6 |
Associative Learning
Imitating the appearance, behavior, habits, or coping
mechanisms of another.
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3 |
Bandwidth
The number of hours per week devoted to a particular life
role.
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2 |
Career
A combination of life roles that are played at any given
point in an individual's life span.
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2 |
Career Development
The ongoing changes - both planned and unplanned - that
take place in the Student and Worker roles.
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3 |
Consolidation
The final task described by Donald Super, in which the
individual shows a deep commitment and contribution in a job.
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3 |
Crystallization
The first of a series of career developmental tasks
described by Donald Super, in which an individual considers a variety of
options and narrows the options to a few.
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3 |
Decision
Choosing one alternative rather than another.
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4 |
Employment Outlook
An interview conducted for the purpose of learning more
about an occupation or job.
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8 |
External Factors
Forces beyond an individual's control - both positive and
negative - that affects or contributes to an outcome. Impact of the
environment.
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5 |
Goal
Desired outcome(s) of making a decision.
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4 |
Hiring Interview
A formal meeting with a prospective employer designed to
select the best candidate for the job.
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13 |
Implementation
The third career developmental task described by Donald
Super, in which an individual gets the training and/or the job.
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3 |
Information Interview
Expected growth or decline in the size of an occupation.
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9 |
Instrumental Learning
Modifying one's behavior based on previous positive or
negative response.
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3 |
Intensity
The hue or shade of a given life role, representing the
psychological energy invested in it.
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2 |
Interest
A preference to engage in one activity rather than
another.
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5 |
Interest Inventory
A self-assessment questionnaire that measures one's
preference for a variety of activities.
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5 |
Internal Factors
The characteristics and impact of self-attributes that
affect or contribute to an outcome.
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5 |
Internship
An agreement with an employer to be hired, perhaps with
pay, for a specified length of time and to be actively taught how to perform
the tasks of an occupation.
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9 |
Job Characteristics
Attributes posses by occupations or jobs.
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8 |
Job Shadowing
Going to a work site and observing someone performing the
daily duties of an occupation.
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9 |
Negative Reinforcement
Feedback that diminishes, discourages, and/or punishes an
action.
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5 |
Networking
To interact or engage in informal communication with
others for mutual assistance or support.
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11 |
Norm Group
Referring to norm-referenced tests, a large group
representing the national population who take a test and whose scores are then
used as the average or norm for the population.
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5 |
Norm-Referenced Score
A score based on comparison of an individual response to
those of a large norm group of similar individuals.
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5 |
Occupation
A combination of work tasks which one performs while
playing the Worker role.
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2 |
Outcomes
The results experienced after selecting and implementing
an alternative. May also be termed consequences.
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4 |
Percentile Score
The percent of those in a norm group that scored lower
than the individual.
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5 |
Positive Reinforcement
Feedback that praises, encourages, and/or rewards an
action.
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5 |
Postsecondary Education
Courses or educational programs designed for students who
have earned a high school diploma or its equivalent.
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10 |
Salience
The psychological importance or meaning of a life role in
one's value structure.
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2 |
Self-Concept
The picture one holds of oneself.
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3 |
Self-Efficacy
The degree of belief in one's personal ability to control
life and manage transitions.
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3 |
Screening Interview
A formal meeting with a prospective employer designed to
assess one's qualifications and determine which candidates should be seen for a
further interview with the hiring manager.
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13 |
Skill
Specific activity made possible by one's abilities.
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6 |
Specification
The second career developmental task described by Donald
Super, in which an individual commits to a choice of occupation or job.
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3 |
Stabilization
Settling into a job, as described by Donald Super in the
series of career development tasks.
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3 |
Transferable Skills
Skills that may be utilized in multiple occupations,
including those that may be very different from each other.
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6 |
Transition
An event or non-event that results in change which affects
life roles, relationships, and/or routines.
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2 |
Value
Strong belief that influences behavior and decisions.
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6 |
Valuing
The process whereby available alternatives are thoroughly
examined in order to determine how they may help the decider reach the stated
goal(s).
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4 |
Vocational Self-Concept
The parts of the self-concept that apply to the Worker
role.
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3 |