If children with mental disabilities are not exposed to the same opportunities and variety of opportunities as their peers they are more likely to display diminished developmental interests (Szymanski, 1994). Career development for many theorists including Super is a lifelong process; therefore it is important to acknowledge that choice of an occupation should not be a one time event but rather a transitional process that involves choosing from many different occupations over time (Brown, 1990)
If children with mental disabilities are not exposed to the same opportunities and variety of opportunities as their peers they are more likely to display diminished developmental interests (Szymanski, 1994). Career development for many theorists including Super is a lifelong process; therefore it is important to acknowledge that choice of an occupation should not be a one time event but rather a transitional process that involves choosing from many different occupations over time (Brown, 1990)
This sentiment must be expressed by family members, community members, educators and vocational counselors alike. Super also suggests that forming a career goal, self-knowledge, assessment and awareness of resources are critical elements for vocational success for any student (Carey, 2004)
Career choices should be just as common for individuals with mental disabilities as they are for ordinary citizens. Vocational development tasks may include: crystallization (where developing and planning for ones tentative vocational goals occur), specification (where firming the vocational goal occurs); implementation (training and acquiring a job), stabilization and consolidation (Johnson, 2003)
Super is well noted for bringing to forefront of counseling the notion that people continually learn and adapt over the course of a lifetime, thus he suggested that a career development program should be developed to accommodate an individual during the various stage of learning that occur during one's life span. Super's chief complaint and criticism of modern vocational practice and development suggests that it is static in nature rather than dynamic (Neff
This according to Super has led to the development of jobs that are classified in terms of "the abilities, aptitudes, and skills required to perform them" (Neff & Neff, 1977:127) as well as many aptitude tests and assessment programs designed to determine whether an individual is capable of accomplishing the tasks of the job. Super suggests that much more exists to the field of career development, and that black and white answers are generally not suited to the field (Super, 1974)
This according to Super has led to the development of jobs that are classified in terms of "the abilities, aptitudes, and skills required to perform them" (Neff & Neff, 1977:127) as well as many aptitude tests and assessment programs designed to determine whether an individual is capable of accomplishing the tasks of the job. Super suggests that much more exists to the field of career development, and that black and white answers are generally not suited to the field (Super, 1974)
This according to Super has led to the development of jobs that are classified in terms of "the abilities, aptitudes, and skills required to perform them" (Neff & Neff, 1977:127) as well as many aptitude tests and assessment programs designed to determine whether an individual is capable of accomplishing the tasks of the job. Super suggests that much more exists to the field of career development, and that black and white answers are generally not suited to the field (Super, 1974)
If children with mental disabilities are not exposed to the same opportunities and variety of opportunities as their peers they are more likely to display diminished developmental interests (Szymanski, 1994). Career development for many theorists including Super is a lifelong process; therefore it is important to acknowledge that choice of an occupation should not be a one time event but rather a transitional process that involves choosing from many different occupations over time (Brown, 1990)
Conclusions/Analysis Career development for the mentally disabled is much like career development for any other person; it is according to Super a life long process. Vocational development aims at many things including minimization of the potentially adverse impact of a disabling problem "by assisting people with disabilities to secure and maintain employment" (Shahnasarian, 2001)
Super's theory of career development includes concepts as life-span and life-space, suggesting that career development is a transition process that is lifelong and begins at birth, relates to all life roles and affects individuals and communities (Super, 1990). Super also assumes that early career development can be "stifled and limited by career related fantasy and sparse exposure to credible role models" (Szymanski, 1994:402)
Super's theory of career development includes concepts as life-span and life-space, suggesting that career development is a transition process that is lifelong and begins at birth, relates to all life roles and affects individuals and communities (Super, 1990). Super also assumes that early career development can be "stifled and limited by career related fantasy and sparse exposure to credible role models" (Szymanski, 1994:402)
Dis-correspondence is a situation in which either an individual or environment are not satisfied with each other. Adjustment style consists of four variables: flexibility, active adjustment, reactive adjustment and perseverance (Brown and Lent, 2013)
Dis-correspondence is a situation in which either an individual or environment are not satisfied with each other. Adjustment style consists of four variables: flexibility, active adjustment, reactive adjustment and perseverance (Brown and Lent, 2013)
Congruence This construct has the central role in the Holland's theory. It is the degree of adjustment between the personality of an individual and the work environment in which he works (Ireh, 2000)
It is believed that each stage of life has its own challenges, developmental problems and adaptive processes that keep working in all periods of life span. This theory highlights the comparison of an individual's development with his own status and also with the development of others (Super, 1990)
Supervisors will receive training and ongoing support to implement training programs and it is expected that once the value of the training programs are demonstrated to management the company will have widespread implementation and adoption of these programs. Performance Appraisal System for Individuals and the Team Performance management is the process of setting clear and specific performance expectations for each employee and team and providing periodic informal and formal feedback about the employee's and teams performance relative to those stated goals (Daniels, 2009)
The health benefits are reviewed on a yearly basis for pricing and coverage options. Strategic Objectives The supervisor will be tasked for knowing their business unit's strategy and communicating the key deliverables to the team that they have responsibility for and supporting the overall mission (Lollis, 2009)
In addition to the new employee orientation training and eight-week customer service training it is important to provide ongoing employee development as an excellent tool for retention, succession planning and workforce planning. Internal career development programs may consist of any of the following: individual career counseling where the employee explores his or her values, skills and interests; the creation of an individual development plan; ongoing training in a variety of areas such as communication, computer software, management and supervision and technical skills; cross-training programs that inform employees about all aspects of the organization; annual performance appraisals; a career information library; coaching and/or mentoring programs; and succession planning programs (Prochaska, 2002)
The team performance management should include a diversity initiative to achieve the best results. Progressive Discipline System Telenex has a progressive discipline policy which is a policy where each related event or incident produces a response that is more severe (Salvo, 2004)