CPCE + NCE CAREER DEVELOPMENT EXAM QUESTIONS AND ANSWERS VERIFIED
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NCE/CPCE
CPCE + NCE CAREER DEVELOPMENT EXAM QUESTIONS AND ANSWERS VERIFIED
Trait-and-factor-matching theory
relies on tests and assessments to match traits, aptitude, and interests with a given occupation
John Holland's six personality and six work environments career typology
visually depicted with a h...
relies on tests and assessments to match traits, aptitude, and interests with a given occupation
John Holland's six personality and six work environments career typology
visually depicted with a hexagon that includes six personality types/work environments: realistic,
investigative, artistic, social, enterprising, and conventional (RIASEC); congruence between the person
and job is emphasized
Donald Super's self-concept and developmental stage theory (life span, life-space model)
self-concept, as well as career/vocational maturity, influences one's career throughout the life span
Anna Roe's early childhood needs-theory approach
vocational choice is related to personality development at a young age
John Krumboltz's learning theory of career counseling (LTCC)
four factors can used to simplify the career development process: genetic endowment and unique
abilities, environmental conditions and life events, learning experiences, task approach skills
Ginzberg, Ginsburg, Axelrad, and Herma's developmental appraoch (Ginzberg Group)
created by an economist, a psychiatrist, a sociologist, and a psychologist; developmental stages are: ages
11 and under (fantasy), ages 11-17 early adolescence (tentative), and age 17 into early adulthood
(realistic)
, Mark Savicka's career construction postmodern theory
heavily rooted in narrative therapy in which the client's life is viewed as a story he or she has
constructed, and intervention focuses on recurring themes to re-author the story
Social cognitive counseling theory (SCCT)
focuses on how one's belief system impacts career choice
Linda Gottfredson's theory of cicumscription and compromise
phase one: rule out certain jobs not acceptable for gender, stereotypes, and social class; phase two:
change mind, major etc. if career path is not truly realistic
Edgar H. Schein's eight career anchors theory
career anchors manifest approximately 5 or 10 years after a person begins work and guide future career
choices; based on self-concept, abilities, and what the person is good at; autonomy/independence,
security/stability, technical/functional competence, general managerial competence, entrepreneurial
creativity, service/dedication to a cause, pure challenge, and lifestyle
Glass ceiling phenomenon
suggests that women are limited in terms of how far they can advance in the work of work
Glass ceiling effect
form of occupational sex-role stereotyping that can limit women's careers
Victor Vroom's motivation and management expectancy theory
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