Reflection Paper

Professional Portfolio and Theoretical Reflection Paper The counselor is viewed as a wise person, a teacher, experienced in living, mature enough to have a workable set of values; knowledgeable about careers and how people make decisions, effective in assessing human traits and behaviors. Since standardized tests are important counseling tools, the counselor is skilled in their use, especially in their interpretation.

One might further expect that the counselor would enjoy disseminating information, making predictions, My goal in counseling is future planning and the making of related decisions best represent the goals of trait-and-factor counseling. I observed through training and sit –ins and just listening to professional counselors in all areas that while often discussed in connection with client self-actualization or personal growth, the element of decision-making as an objective remains strong. An objective, intermediate to the decision, is increased self-understanding.

Still, I believe that counselors of many different orientations, when faced with psychologically sell-adjusted clients wanting to make educational or vocational decisions, turn almost instinctively to an approach similar to what we will describe as trait-and-factor. Because of its widespread use, this approach will receive a more detailed description than others. The trait-and-factor approach to counseling is based on trait theory which essentially states that people can be understood in terms of the traits they possess.

Traits are stable characteristics, believed to be finite in number, than enable people to respond consistently to similar situations. While traits are internal to the person and unobservable in that sense, they can be measured by observing behavior that reveals them. Standardized assessment, especially self-report devices, has been the means by which I learned about traits. Factors are statistical representations of assumed traits. By doing advanced correlation techniques (factor analysis), statistical evidence is gained for believed traits.

Also applying the Self Directed Search, this is really an interesting tool, not only is it interesting but it is a valuable tool. I like the fact that the process begins with gathering information and thinking about how personal values, interests, aptitudes, abilities and traits will match with different work environments, fields of interests. When I first took the SDS assessment, I was not impressed. The resulting type did not seem to fit me.

Later, I had the chance to retake the assessment in a calmer setting; I was really surprise at the results this second time, because it was so close of identifying me and my personal interests. The SDS is a tool developed over the years in order to provide suggestions and career counseling for those who are still trying to determine where they best fit. It provides a positive way of understanding yourself, your educational and life / career choices. SDS report can help you to understand how your individual skills and interests that is related to your career choice.

In my opinion I believe that the SDS is one of the best, if not the best reliable inventories that involve drawing on the three letter summary code to help the individual search for matching occupations or field of study. The test was very clear, concise, and conclusive. I also learned that this particular tool/instrument can determine the relationship between job personalities, key characteristics, college majors, hobbies, abilities, and careers. The type of client that might benefit from the Self-Directed Search (SDS) Assessment Inventory is those individuals who are seeking to identify or explore potential career options.

The goals of counseling are essentially the general objectives of promoting career development. Paralleling the developmental stages of Super, the goals become more specific as they are defined by the next developmental step appropriate for the client. At each developmental stage, though, there may be several competencies that may be worked on consistent with career-development theory. More of a developmental approach will be manifested later in the discussion of Crites’ comprehensive approach to career counseling.

There are a large number of career management Web sites available today, many of them promising to help you “find your ideal career” if you answer a handful of questions via online quiz or assessment. Such tests vary widely in terms of their quality and usefulness in contributing to effective decision-making. Psychologists who specialize in constructing and evaluating tests use the following criteria to determine if an assessment tool is “good” enough to recommend: I am a very simple person with somewhat of a strong belief in myself and what I am capable of.

I like a hand on approach to everything that I do. Out of the six Holland types that I could have been, after doing the questionnaires my highest scores were in social, investigative, and realistic. Investigative and artistic were tied at ten each but I am more of an investigative and social person. From these results I did a search for the different jobs that could be found under the most popular or the types that I got the highest scores. The four assessments that I completed gave me a whole lot of information.

They told me some things that already knew, but it also told me some things that didn’t know. Based on the info that I put into the various questionnaires I got some valuable feed back which I can now sue to determine what will be the correct or best suiting job for me. Consistent with this terminology, the counselor is direct, freely giving opinions and suggestions without exerting control or limiting the client’s right to make the ultimate decision.