I would like to begin discussing a little bit about what we covered in class this week. I thought that our “debate” about whether college is for everyone vs. college is for some was interesting and yielded a good discussion. I was more on the side of college is for some because of personal experience since neither of my parents attended college and I was the first in my family to attend. If college was free then everyone could benefit in some way from a little more education but then it led to success and college does not always equal success. Success is a term that in my opinion is very subjective but used by many to evaluate someone. Parents often view their success by their child and their independence. For a therapist and counselor it is important to get the client’s view of success and the therapist needs to understand their view of success along with steps that can get them to success in that particular case.
Brown (2012) discussed several important topics in chapter 15 on career development programming in business organizations. The chapter started out by reviewing what has been discussed throughout the book about career development being a lifelong process that results in the choice, entrance, and adjustment to a series of occupations that together can be characterized as a person’s career (Brown, p. 330, 2012). I think that this is also the foundation of this chapter because this chapter views aspects of businesses to have employees that are productive for the company and getting what they need out of their chosen career and current occupation in that career path. I think that Brown (2012) made an important distinction among vocational psychologists and industrial psychologists that is important for chapter 15. Vocational psychologists are concerned with the development of individual processes and industrial psychologists are focused on the situational variables associated with adjustment in a business setting. Job performance, commitment to the organization, job mobility, family-work interactions, and other similar variables are of greatest concern to career development specialists in business and industry (Brown, p. 330, 2012). In order to initiate a successful career development program there needs to be a combination of concern and focus that comes from the vocational and industrial psychological perspectives.
Businesses want to succeed and produce as much productivity as possible and need employees that can do that for their business. As part of having employees that can do their work to the best of their ability and be productive employers need to help their employees be happy and find meaning in their work so they can reach tenure, satisfactory, and satisfactoriness as suggested by the Theory of Work Adjustment. To accurately assess employees needs is an early step in the design of a career development program that can aid employers in helping their employees find meaning and happiness in their occupation in their career so that the business can prosper. The assessment could assess the desire for assistance with career planning, preferred source of assistance with career development, preferences for types of career development activities, aversions to career development activities, and evaluation of current career development activities (Brown, p. 335, 2012).
References
Brown, D. (2012). Career information, career counseling, and career development (10th ed). New
York : Pearson Education, Inc.
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