PROCEDIMIENTO

• Automated production methods have decreased the need for many entry-level employees in factories.

Check your progress: III

Q3- Name the factors responsible for career choice.

4.4 APPROACHES TO CAREER GUIDANCE:

Career guidance refers to services and activities which assist individuals, of any age and at any point throughout their lives, to make educational, training and occupational choices and to manage their careers. Such services may be found in schools, universities and colleges, in the workplace. It may take place

individually or in group, and may be face-to-face or at a distance. It include career information provision (in print, ICT-based and other forms), assessment and self-assessment tools, counseling interviews, career education programmes.Guidance workers often encounter individuals having very little idea about the skills which they have and the career related to the skill. Sometimes, sufficient time devoted to the early stages of an interview, finding out about the individual.

There are many approaches to career guidance as Computer-aided guidance. Others are facial expression, especially glints in the eyes, can be used to know levels of interest in particular types of work. Often, the client will be interested in more than one. Individual judgment is required to look at likely interactions between traits, and selecting the appropriate one.

4.5 HOLLAND’S THEORY OF CAREER DEVELOPMENT:

The Holland Codes represents a set of personality types described in a theory of careers and vocational choice formulated by psychologist JOHN L. HOLLAND .Holland's theory argued that

"the choice of a vocation is an expression of personality" and that the six factor typology he articulated could be used to describe both persons and work environments. His model has been adopted by the U.S. Department of Labor for categorizing jobs relative to interests. The Holland Codes are usually referred to by their first letters: RIASEC. He present his theory graphically as hexagon.

The shorter the distance between their corners on the hexagon, the more closely they are related. Holland's (1992) theory of career guidance is based on four basic assumptions. The first assumption is that most people can be characterized as one or a combination of six personality types. Second, the theory assumes that the work environment can be classified into the same six categories of personality. Third the theory assumes that people seek out environments compatible with their personality types. And, fourth, the theory holds that particular behavioral patterns emitted in any environment are determined by personality and environmental types.

The six personality and work environment types described by Holland are as follows:

 Realistic- Working with your hands, tools, machines, and things; practical, mechanically inclined, and physical.viz.

agriculture, computer engineer, basket ball player, chef, Gardner, martial arts , pilot etc

 Investigative- Working with theory and information, analytical, intellectual, scientific. Viz. lawyer, statistician, surgeon.

 Artistic- Non-conforming, original, independent, chaotic, creative. Viz. actor, writer ,dancer.

 Social- Cooperative environments, supporting, helping, healing/nurturing. Viz. psychologist, professor, social worker, physician.

 Enterprising- Competitive environments, leadership, persuading. Viz public relation, administration, journalism, marketing, management.

 Conventional- Detail-oriented, organizing, clerical. Viz.

proof reader, copy editing, clerk, librarian.

Check your progress : IV

Q4- What does RIASEC stands for?

4.6 BURNOUT AND CAREER GUIDANCE:

4.6.1 Meaning of burnout:

First let us discuss about the concept of burnout. What is the meaning of the term burnout? Burnout is a psychological term for the experience of long-term exhaustion and diminished interest. It should not be looked as a disorder but as Problems related to life-management difficulty. The most well-studied measurement of burnout in the literature is the Maslach Burnout Inventory. Maslach and her colleague Jackson first identified the construct "burnout" in the 1970s, and developed a measure that weighs the effects of emotional exhaustion and reduced sense of personal accomplishment. This indicator has become the standard tool for measuring burnout in research on the syndrome. The Maslach Burnout Inventory uses a three dimensional description of exhaustion, cynicism and inefficacy.

Many theories of burnout include negative outcomes related to burnout, including job function, health related outcomes, and mental health problems. The term burnout in psychology was coined by HERBERT FREUDENBERGER in 1974.

Psychologists Herbert Freudenberger and Gail North gave 12 phases of burnout, which are not necessarily followed sequentially:

 A compulsion to prove oneself

 Working harder

 Neglecting one's own needs

 Displacement of conflicts (the person does not realize the root cause of the distress)

 Revision of values (friends or hobbies are completely dismissed)

 Denial of emerging problems (cynicism and aggression become apparent)

 Withdrawal (reducing social contacts to a minimum, becoming walled off; alcohol or other substance abuse may occur)

 Behavioral changes become obvious to others

 Depersonalization (life becomes a series of mechanical functions)

 Inner emptiness

 Depression

 Burnout syndrome

The signs can vary from individual to individual, but the following are some universal indicators that one can use to determine if career burnout is occurring.

 Depression-Feelings of despair and sadness that last for weeks or months usually signal that something in your life is not working like it should and is cause for an investigation into the cause – potentially your job.

 Lack of energy-If individual experience constant fatigue throughout the day.

 Lack of desire-if an individual find that he just don‘t care if he is successful or not it‘s a warning that the individual may have become burned out.

 Decreased productivity- if the productivity of an individual is decreased and he is not coming upto the desired expected result.

 Increased absences and/or tardiness- if an individual finds every opportunity to skip out on work.

 Boredom-Occasional boredom in one‘s career is completely normal; however, pervasive feelings of weariness and dreariness are not and are an indicator of potential burnout.

 Anger/resentment in workplace-Frequently lashing out at coworkers and/or supervisors is unacceptable under any circumstance. This behavior deserves immediate attention due to its potentially abusive nature.

 Sleep problems-Insomnia or occasional fatigue can happen to anyone but are a cause for concern if they become constant and a part of your everyday life. Sleep disturbances are your body‘s way of saying it is overworked.

Check your progress : V Q5- Define the term burnout.

4.6.2 COPING WITH BURNOUT:

There are a variety of ways that both individuals and organizations can deal with burnout. In his book, Managing stress:

Emotion and power at work (1995), Newton argues that many of the remedies related to burnout are motivated not from an employee's perspective, but from the organization's perspective.

Let us now discuss some of the common strategies for dealing with burnout.