I need two responds to my classmate.
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1.All of these theories have different elements to them that are fairly similar. One similarity seems to be that they all address the cognitive processes people tend to go through when thinking about their career. Additionally, all of these theories seem support the notion that a career must fit a client, versus suggesting the opposite should be true.
I personally find myself most drawn to Social Cognitive Career Theory, specifically due to the emphasis it places on the connection between personal attributes, environment, and actions. I also like how SCCT can be used to help a client overcome obstacles through emphasizing their abilities, self-efficacy, outcome expectations, and goals.
That being said, each theory has its own strengths and weaknesses; some might not be as effective as others, depending on the specific client or client’s circumstances. For example, I personally would not appreciate the use of Chaos Theory, which emphasizes that meaning should be made of seemingly insignificant or trivial happenings. I personally would not see the value in this; trying to analyze exactly what minor event or circumstances caused an event would not necessarily be useful in bettering my future, and I am not a fan of making assumptions about what might have caused something to happened.
Instructor’s Question 3B
Career Construction Theory seems to be a really interesting way of helping a client establish a story and goals surrounding their career. The Career Construction Interview seems especially useful, in that it provides the client with the ability to attach private meaning to their career, and connects early life experiences with current behaviors. The authors affirm this point through citing a study on the matter, in which several counselors attest to the usefulness of CCI.
In that way, I think that utilizing CCI with clients that express career concerns could be useful. It seems to have a very manageable approach to dealing with clients and their careers, so for someone like myself that might not focus solely on career counseling, this could be a good technique to utilize in therapy.
Instructor’s Question 3C
When comparing the O*Net System and the Strong Interest Inventory, I tend to favor the O*Net system due to its length, but the Strong Interest Inventory due to depth and presentation of its results. Both tests yielded the same recommendations for me, which is why I give the overall edge to the O*Net System. Last year I took a class on testing in psychology, and the professor made a point to talk about the value in having tests that take less time to complete, but produce accurate results. In this case, the O*Net System took significantly less time to complete, but provided me with the same recommendations, making it just as useful of a test as the Strong Interest Inventory. Between the two, having an easier, less complicated test seems like it would be more valuable to a clinician; having a limited amount of time is always a factor in therapy. That being said, I though the results for the Strong Interest Inventory provided more content and substance, which a client might tend to favor or respond more positively to.
2.Extinction happens because of cease of learned response in absence of reinforcement while habituation happens because of cease of response after repeated exposure to the stimulus. In short, extinction happens when unconditioned stimulus is not presented with conditioned stimulus which causes the gradual reduction and elimination of the condition response. In habituation, the individual responds less strongly over repeated exposure to stimulus, which could, also mean the strength of the behavior has decreased over time.