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Presentation Topic 8
Presentation Topic 8
Presentation Topic 8
Chapter 8
The Role of Race and Ethnicity in Career Choice,
Development, and Adjustment
Prepared by:
Nur Syuhada Binti Abdul Rasid
GS52492
Master in Education (Guidance & Counseling)
Semester 1 2018/2019
What we will learn in this chapter?
Education &
Cultural Values Occupational
Holland’s Theory
Acculturation
Work Adjustment Theory
Role Models
Career Gottfredson Theory of
Cultural INTRODUCTION Circumscription &
Perception of Theories
Factors Compromise
Discrimination
Perceived Barriers and Career Development &
Supports Career Construction
Ethnic Identity
Social Cognitive Career
Occupational Aspirations and Implication Theory
Expectations
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INTRODUCTION
• Each person’s ability should be the sole determinant of
his or her success and that opportunity should be
available to all to seek that success.
• Dream and expectations about work and career are
very much shaped by individual’s cultural expectations
and by the society in which they live.
• In reality individuals are influenced by multiple
contextual influences simultaneously ex. gender, racial,
ethnic and social class.
• The role of racial/ethnic disparities between
educational and occupational in understanding
influences on individual’s career- and work-related
decisions.
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EDUCATIONAL & OCCUPATIONAL
• Racial/ethnic minority are likely to drop high school, not
complete college, and be overrepresented in lower-paying
and lower-skilled occupations (Bureau of Labor Statistics,
2011). Ex. African & Hispanic much lower graduate high
school than Whites and Asian Americans.
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EDUCATIONAL & OCCUPATIONAL
• Occupational attainment :
• Racial/ethnics different– such as:
• African and Hispanic = Food preparation, Building cleaning,
transportation, and service occupations.
• Asian Americans = Scientific and engineering occupations and
service occupations.
• Educational different-such as:
• Blue-collar – African Americans & Hispanic
• White-collar – Whites & Asians
• Blue collar position more likely to lose their jobs than those in
white-collar professions (Economic Policy Institute, 2010).
Career Theories
Gottfredson Theory of
3 Circumscription & Compromise
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CAREER THEORIES Holland’s Theory
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CAREER THEORIES Holland’s Theory
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CAREER THEORIES Gottfredson Theory of Circumscription &
Compromise
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CAREER THEORIES Gottfredson Theory of Circumscription &
Compromise
4. Development of
3. Elimination of an understanding
1. Growth in 2. Development of Least Favourite of external
Cognitive Abilities Self Vocational Option constraints on
(Circumscription) vocational choices
(Compromise)
• This theory help people limit the career development option by consider
opportunities and access to various types of work equally available to
individuals from minority background.
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CAREER THEORIES Career Development & Career Construction
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CAREER THEORIES Career Development & Career Construction
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CAREER THEORIES Social Cognitive Career Theory (SCCT)
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CULTURAL FACTORS
Cultural Values 1
Acculturation 2
Role Models 3
Ethnic Identity 6
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CULTURAL FACTORS
Cultural Values
Vocational
Interest
Educational
Career Self-
& Career
efficacy
Aspiration
Acculturation
Job Career
Satisfaction Maturity
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CULTURAL FACTORS
Ethnic Identity
Career Interest
Career Self-efficacy
Racial Ideology
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CULTURAL FACTORS
Role Models
Family
Age Profession
Role
Models
Ethnicity Gender
Race
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CULTURAL FACTORS
Perception of Discrimination
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CULTURAL FACTORS
Occupational Aspirations and Expectations
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IMPLICATIONS
PRACTICAL IMPLICATIONS
Practical Implications of
Research on the cultural Counselor Cognitions
factors
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IMPLICATIONS
Career Counseling Models Incorporating Culture
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IMPLICATIONS
Counselor Cognitions
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IMPLICATIONS
Practical Implications of Research on the
cultural factors
• Explicitly attend to racism and oppression and the role that they may have
played in suppressing options or creating barrier.
• Help clients develop strategies to augment resistance to racism.
• Ask client about the expectations who have been important positive or
negative role models.
• Cultural background affect perception that career or work choice.
• Culture shapes the perception that career concerns are a problem or that
career development is a process.
• Culture will shape career adaptability, including how clients develop resiliency
and future orientation.
• Culture values are more influential for some clients.
• Ask about potential barriers and supports.
• Determin if the client indentifies differences between his or her aspiration and
realistic occupational goals.
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TERIMA KASIH / THANK YOU
www.upm.edu.my
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