Chapter 2

In class we briefly discussed the use of technology and the impact that the increase in technology may have on job trends and overall work satisfaction. Dr. Baker closed the discussion with the question “do we have the power to stop technology from advancing”. I think that as technology evolves, we do not have the choice to stop the process from occurring. Even if one or a group of many actively say “no”, there will be individuals that support and prefer the advances whether that be through personal or societal gains. I immediately think about what has ensued in my place of employment for the past six months. Recently, the entire company has gone “wireless”. All progress notes, treatment plans, data, and correspondences between treatment team members and family members will occur through the Credible health care system. The use of the Credible system has many advantages for the company as a whole, such as an increase in efficiency and immediate access to information for employees. New positions were also created including a productivity supervisor and a quality insurance supervisor. However, this new format increased the duration of progress notes and other documents from 5-15 minutes to 45 minutes-1 hour. When workers addressed their concerns to administration the underlying message received was that if employees do not comply then there position in the company would be terminated. This example highlights how resistance to technology was ineffective since the company as a whole was going to use this system whether individuals wanted the change or not. This scenario also raises the question that if this technology was not utilized would it actually be immoral to the individuals that receive services through this company. A case could be made that the once used paper system was an ineffective means of communication possibly inhibiting the treatment provided.  I think this idea of immorality can also be applied to the career development field. For example, the use of a career genogram is one way to enhance the career decision making process and overall career awareness (Gibson, 2005). When school counselors do not utilize interventions that could be beneficial to the student body, such as a career genogram, school counselors are slighting the students that could benefit from such interventions.

When looking at the theories discussed in chapter 2, Gottfredson’s theory resonates with me the most because of her emphasis on stereotypes of male/female roles in the work place. The theory states that individuals are affected by stereotypical male/female roles and will choose occupations that are similar to their own sex-type (Brown, 2012). When I was younger, I wanted to pursue careers that were mainly male oriented, such as a military officer and a business executive. This could be due to many factors but I think having six brothers and being raised as if I was “one of the boys” had something to do with my initial career ambitions. After I researched these careers I quickly realize that I wanted a career in the helping profession which is congruent with female stereotypes and the social roles women being the caregiver.

 

Brown, D. (2012). Trait-and-Factor and Developmental Theories of Career Choice and Development and their Applications. In Career Information, Career Counseling, and Career Development (10th ed., pp. 2-23). New York: Pearson Education, Inc. 

Gibson, D. M. (2005). The Use of Genograms in Career Counseling with Elementary, Middle, and High School Students. The Career Development Quarterly, 53, 353-362.