chapter 11 & 16

I thought that the presentations on Wednesday went really well. They were informative and applied the career aspects to their age group appropriately. I found that the Focus 2 assessments were really interesting and could be a great resource for many clients who are facing career indecision. The elementary group added a unique component of having speakers in the classroom that an elementary school student would find interesting and engaging.

As both groups mentioned, self-awareness and personal interest are key components in finding a career that will satisfy a client’s needs. Brown (2012) provided a great deal of information about how to go about finding and receiving a job. Networking is a word that has been stressed to me since my undergrad career. We were always encouraged to go to conferences and seminars and introduce ourselves to the people who attended. I was intrigued by Siliker’s (1993) study that unemployed people over the age of 50 who were in the more Conventional, Enterprising, and Realistic occupations found jobs through networking with relatives and friends, whereas those who sought the more Social, Artistic, and Investigative occupations found jobs through newspaper advertisements or agencies (Brown, 2012). I also found the section about resumes helpful. Knowing the style and the specific items that employers look for is important since resumes are only looked at for a very brief amount of time (Undergrad notes, 2012).

As with every new program, and even existing programs, such as career programs in the work field, it is important to get the participants feedback. Such career programs cost a significant amount of money, and the investors want to be sure that the money they are putting into the program is worth it (Brown, 2012). Evaluations are ways that investors can determine whether or not the program is achieving its’ objectives (Brown, 2012). Evaluations must be done in a user friendly way so that the participants understand exactly what the questions are asking and they can be answered without difficulty. Also, there should be as little outside variable interference as possible. Brown (2012) gives a descriptive design example of an evaluation that uses “yes” or “no” questions and then based on those answers he asks more in-depth questions. He evaluation also uses a Lichert Scale, which based on my experiences with evaluations, makes it very easy to complete. Personally, I am much more willing to answer evaluations that are short and to the point. The focus groups were a great way to collect information as well (Brown, 2012). I think that the face-to-face contact and group setting could be beneficial, but the evaluator would have to watch out for participants who give in to group conformity.

Brown, D. (2012). Career information, career counseling and career development. (10^th ed.). New York: Pearson Education Inc.