The search for daily meaning: A technique for career counselling
- Authors: Rainier, Markseller Garrett
- Date: 1994
- Subjects: Uncatalogued
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/193003 , vital:45289
- Description: Because work is such a tremendous potential source of meaning in an individual’s life, techniques which turn career choice into technical talent matching are inadequate. The individual’s search for authentic meaning needs to be the focus of career counselling, but few approaches have been able to addressed this relationship between working and living. Major developments in career theory are reviewed to highlight the distinction between the more technical logical positivist and the phenomenological approaches. Super’s Career- Development Assessment and Counselling (C-DAC) model is described in detail as it is the first significant attempt to move beyond the technical approaches by incorporating developmental theory into career counselling and by stressing the role of counsellee readiness to use the information provided. However, especially in South Africa, any test-based approach to career counselling runs the risk of shifting the locus of control from the counsellee to the counsellor, so an autobiographical non-test approach, the life-line, is introduced to assist counsellees in their search for personal meaning without running the risks associated with test-based assessments. The life-line helps to contextualise the choice of work within the counsellee’s subjective life experience and turns career counselling into a shared search for a range of personal meanings rather than the provision, by the counsellor, of a limiting interpretation. Three case studies are presented to demonstrate the use of the life-line, and the conclusions arrived at are shown to be essentially1 similar to conclusions obtained from using the C-DAC battery. The advantages and limitations of the life-line are discussed and its ability to combat problems associated with school based career counselling is outlined as well as its usefulness with mid-life career changers, in cross-cultural contexts, and in group counselling. , Thesis (MA) -- Faculty of Humanities, Psychology, 1990
- Full Text:
- Authors: Rainier, Markseller Garrett
- Date: 1994
- Subjects: Uncatalogued
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/193003 , vital:45289
- Description: Because work is such a tremendous potential source of meaning in an individual’s life, techniques which turn career choice into technical talent matching are inadequate. The individual’s search for authentic meaning needs to be the focus of career counselling, but few approaches have been able to addressed this relationship between working and living. Major developments in career theory are reviewed to highlight the distinction between the more technical logical positivist and the phenomenological approaches. Super’s Career- Development Assessment and Counselling (C-DAC) model is described in detail as it is the first significant attempt to move beyond the technical approaches by incorporating developmental theory into career counselling and by stressing the role of counsellee readiness to use the information provided. However, especially in South Africa, any test-based approach to career counselling runs the risk of shifting the locus of control from the counsellee to the counsellor, so an autobiographical non-test approach, the life-line, is introduced to assist counsellees in their search for personal meaning without running the risks associated with test-based assessments. The life-line helps to contextualise the choice of work within the counsellee’s subjective life experience and turns career counselling into a shared search for a range of personal meanings rather than the provision, by the counsellor, of a limiting interpretation. Three case studies are presented to demonstrate the use of the life-line, and the conclusions arrived at are shown to be essentially1 similar to conclusions obtained from using the C-DAC battery. The advantages and limitations of the life-line are discussed and its ability to combat problems associated with school based career counselling is outlined as well as its usefulness with mid-life career changers, in cross-cultural contexts, and in group counselling. , Thesis (MA) -- Faculty of Humanities, Psychology, 1990
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The career maturity of the gifted and talented pupil
- Authors: Rainier, Markseller Garrett
- Date: 1984
- Subjects: Gifted children--Psychology Counseling in vocational education
- Language: English
- Type: Thesis , Masters , MEd
- Identifier: vital:1371 , http://hdl.handle.net/10962/d1001437
- Description: In 1980 the cape Education Department launched a Gifted and Talented programme in some schools which was intended to enrich the educational experience of the more able pupils. Numerous studies have shown these pupils to have a higher level of career maturity than non-gifted pupils, but the studies have also shown that these pupils face unique career- development problems. Gifted and Talented pupils constitute an important source of manpower and their potential contribution to the total society is great. Consequently they are in need of effective career guidance to help them overcome their unique problems and realize their potential. This study set out to discover if the career maturity of a group of Standard 9 Gifted and Talented pupils, identified according to the original Cape Education Department criteria, is indeed higher than that of their peers and to make recommendations for facilitating career education among these pupils. Contrary to expectations the Gifted and Talented pupils did not show significantly higher levels of career maturity than their peers, as measured on the Attitude Scale of Crites ' Career Maturity Inventory. Compared with the American norms , the scores obtained by the research population were unfavourable. The validity of the I .Q. scores used and the criteria for identification of Gifted and Talented pupils are seen as questionable which could have led to an inaccurate grouping of the pupils as Gifted and Talented or non- gifted. Recommendations are made for a basic career education programme for all pupils which would include periods of active work experience. Recommendations for additional career education for those currently classified as Gifted and Talented pupils are also made, so as to allow these pupils additional time for self- development, decisionmaking and dealing with their unique life situation
- Full Text:
- Authors: Rainier, Markseller Garrett
- Date: 1984
- Subjects: Gifted children--Psychology Counseling in vocational education
- Language: English
- Type: Thesis , Masters , MEd
- Identifier: vital:1371 , http://hdl.handle.net/10962/d1001437
- Description: In 1980 the cape Education Department launched a Gifted and Talented programme in some schools which was intended to enrich the educational experience of the more able pupils. Numerous studies have shown these pupils to have a higher level of career maturity than non-gifted pupils, but the studies have also shown that these pupils face unique career- development problems. Gifted and Talented pupils constitute an important source of manpower and their potential contribution to the total society is great. Consequently they are in need of effective career guidance to help them overcome their unique problems and realize their potential. This study set out to discover if the career maturity of a group of Standard 9 Gifted and Talented pupils, identified according to the original Cape Education Department criteria, is indeed higher than that of their peers and to make recommendations for facilitating career education among these pupils. Contrary to expectations the Gifted and Talented pupils did not show significantly higher levels of career maturity than their peers, as measured on the Attitude Scale of Crites ' Career Maturity Inventory. Compared with the American norms , the scores obtained by the research population were unfavourable. The validity of the I .Q. scores used and the criteria for identification of Gifted and Talented pupils are seen as questionable which could have led to an inaccurate grouping of the pupils as Gifted and Talented or non- gifted. Recommendations are made for a basic career education programme for all pupils which would include periods of active work experience. Recommendations for additional career education for those currently classified as Gifted and Talented pupils are also made, so as to allow these pupils additional time for self- development, decisionmaking and dealing with their unique life situation
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