Last week’s
activities were interesting and kept me engaged. Although it was easy for me to map out my interviewees high
and low points, I was slightly surprised to see he did not have many lows with
the exception of death of his mother and
father caused natural health related issues.
In turn, the passing of his parent’s changed his lifestyle in a positive
way, all around helping him become more physically active and aware of his
health. Other situations in his life may
have been viewed as low points for some people, but my interviewee took what he
could from it and moved on, not allowing the low points to hold him down.
I actually
enjoyed the computer lab activity. I
think it may have been helpful to be partnered with someone from another
program because we think differently but were able to collaborate to come to a
conclusion. Although our case was rather
difficult, I was pleased with what my experience has enabled me to utilize in
career development. I felt that I was
able to easily create a few feasible goals and interventions. With this being said, I think it would be a
good to include more goal writing activities for clients that we could apply
down the road.
Brown
(2007) discusses the importance of self-efficacy in chapter six. I found this to be really “spot-on” because
so much of what we do is effected by our beliefs about ourselves. If someone does not believe they are capable
of performing a task up to par, they will likely avoid that task if possible
(Brown, 2007). The way the text breaks
down the measurement of self-efficacy is something I felt holds a lot of
applicable value. First, you must
complete the task, then you must rate the difficulty and confidence you had
while completing the task. Finally, you
must estimate your performance with a similar task. I find it interesting that self-efficacy
measures may be used as an ongoing project.
For example, can be used to track the beliefs about one’s own abilities
with completing specific tasks. With
this, you could potentially watch the growth of a client and see if they are
approaching a job ready state of mind. (And after completing this, I realized I
did the wrong chapter because I have an older edition, so I will discuss my
chapter 5 in the following paragraph.
Unfortunately, I briefly discussed chapter 5 in last weeks writing).
Discussion
about special needs is interesting in the fact that women, GLBT, military, and
ethnic minorities fall into this category as well as other with disabilities
both mentally and physically. From
reading the text, you can gain an understanding for why these groups are placed
into the special needs category. I think
having multicultural counseling really put this into perspective for me because
we were exposed to the statistics of males versus female salaries, leadership opportunities,
and overall inequalities that have been pushed under the rug. We also discussed the disadvantages of those
who may be of a lower economic status and the challenges that you may be
impeded with. I think it is also
important to note when working with a special needs client (more specifically,
females, minorities, GLBT), how they may feel a sense of superiority coming
from a successful counselor, especially those who are white males. I know I am going slightly off topic from the
text but just trying to tie in multicultural aspects to this as well.
References
Brown, D. (2007). Career information, career counseling, and career development (9h ed.). New York: Pearson Education, Inc.
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