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Making Better Career Decisions

Making Better Career Decisions. Itamar Gati The Hebrew University of Jerusalem. Parsons (1908) Zytowski (2008). Career Decision-Making Difficulties.

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Making Better Career Decisions

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  1. Making Better Career Decisions Itamar Gati The Hebrew University of Jerusalem

  2. Parsons (1908) Zytowski (2008)

  3. Career Decision-Making Difficulties • One of the first steps in helping individuals make a career decision is locating the focuses of the difficulties they face in the decision-making process • Relying on decision theory, Gati, Krausz, and Osipow (1996) proposed a taxonomy of career decision-making difficulties

  4. During the Process Prior to Engaging in the Process Lack of Readinessdue to InconsistentInformationdue to Lack of Informationabout Lack of motivation Indeci-siveness Dysfunc-tionalbeliefs Cdmprocess Self Occu- pations Unreliable Info. Internal conflicts Externalconflicts Ways of obtaining info. Possible Focuses of Career Decision-Making Difficulties (Gati, Krausz, & Osipow, 1996)

  5. www.cddq.org :

  6. Sample from the CDDQ

  7. Among the salient difficulties is “lack of information about the career decision-making process” (4) Three Levels of Difficulties(negligible, moderate, salient difficulty) in the Ten Difficulty Categories and the Four Groups (N = 6192; H-Hebrew, E-English, p-paper and pencil, I-Internet) LP

  8. Stages in the career decision-making process The PIC model (Gati & Asher, 2001) separates the career decision-making process into 3 distinct stages: - Prescreening - In-depth exploration - Choice

  9. Prescreening • Goal: Locating a small set (about 7) of promising alternatives that deserve further, in-depth exploration • Method: Sequential Elimination

  10. A Schematic Presentation of theSequential Elimination Process (within-aspects, across-alternatives) Potential Alternatives Aspects a (most important) b (second in importance) c . n 1 2 3 4 . . . . N Promising Alternatives

  11. Prescreening (cont.) • Method: Sequential Elimination • Locate and prioritize relevant aspects or factors • Explicate within-aspect preferences • Eliminate incompatible alternatives • Check list of promising alternatives (Sensitivity analysis)

  12. Prescreening (cont.) • Goal: Locating a small set (about 7) of promising alternatives that deserve further, in-depth exploration • Method: Sequential Elimination • Outcome: A short list of “verified”, promising alternatives worth further, in-depth exploration

  13. In-depth exploration • Goal: Locating alternatives that are not only promising but indeed suitable for the individual • Method: collecting additional information, focusing on one promising alternative at a time: • Is the occupation INDEED suitable for me? • Am I suitable for the occupation? • Outcome: A few (e.g., 3-4) most suitable alternatives

  14. Choice • Goal: Choosing the most suitable alternative, and rank-ordering additional, second-best alternatives • Method: • comparing and evaluating the suitable alternatives • pinpointing the most suitable one • Am I likely to actualizeit? • if not - selecting second-best alternative(s) • if yes - Am I confident in my choice? • Outcome: The best alternative or a rank-order of the best alternatives

  15. MBCD Making Better Career Decisions MBCD is an Internet-based career planning system that is a unique combination of • a career-information system • a decision-making support system • an expert system Based on the rationale of the PIC model, MBCDisdesigned to help deliberating individuals make better career decisions

  16. Making Better Career Decisionshttp://mbcd.intocareers.org

  17. However, Although Internet-based, career-related self-help sites are flourishing, these sites vary greatly in quality Therefore, it is very important to investigate the utility and validity of these self-help programs So, the question is Making Better Career Decisions Does it really work?

  18. MBCD’s Effect (Cohen’s d)on Reducing Career Decision-Making Difficulties(Gati, Saka, & Krausz, 2003)

  19. Predictive Validity of MBCD: A 6-year follow-upFrequencies of Occupational Choice Satisfaction by “Acceptance” and “Rejection” of MBCD's Recommendations(Gati, Gadassi, & Shemesh, 2006)

  20. Gender Differences in Directly Elicited and Indirectly Derived Preferred Occupations(279 Women + 79 Men, Mean Age=23; Gadassi & Gati, 2008) 2. Preferences in 31 career-related aspects Data from participant: 1. Directly Elicited list of preferred occupations 5. comparison Occupational information database 4. Indirectly Derived listof recommendedoccupations 3. Matching preferences & database MBCD

  21. Gender Differences in Directly Elicited and Indirectly Derived Preferred Occupations (279 Women + 79 Men, Mean Age=23;Gadassi & Gati, 2008) Masculine Feminine

  22. Conclusions • Internet-based interactive systems, that implement decision-theory, can help individuals in making better career decisions • Career counseling may be viewed as decision counseling, which aims at facilitating the clients' decision-making process, and promotes better career decisions • The challenge – how to incorporate quality self-help tools in the face-to-face counseling process

  23. itamar.gati@huji.ac.il www.cddq.org

  24. end --

  25. Summary of Major Findings • PICis compatible with people’s intuitive ways of making decisions (Gati & Tikotzki, 1989) • Most users report progress in the career decision-making process (Gati, Kleiman, Saka, & Zakai, 2003) • Satisfaction was also reported among those who did not progress in the process • Users are “goal-directed” – the closer they are to making a decision, the more satisfied they are with MBCD • The list of “recommended” occupations are less influenced by gender stereotypes (Gadassi & Gati, 2008)

  26. The Career Decision-making Difficulties Questionnaire (CDDQ) • The Career Decision-making Difficulties Questionnaire (CDDQ) was developed to test this taxonomy and serve as a means for assessing individuals’ career decision-making difficulties • Cronbach Alpha internal consistency estimate of the total CDDQscore ranged from .92 to .95 • The proposed structure was empirically supported (N=10,000) • For additional information – see www.cddq.org--- the CDDQ is offered free of charge ---

  27. After the dialogue Before the dialogue 1 2 3 4 5 1- no direction 34 7 6 7 0 2 - only a general direction 41 66 15 9 5 3 - considering a few specific alternatives 27 58 84 30 6 4 - would like to examine additional alternatives 23 51 35 54 6 5 - would like to collect information about a specific occupation 9 20 21 41 28 6 - sure which occupation to choose 3 0 1 9 16 Decision StatusBefore and After the “Dialogue” with MBCD

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