Career Assessment Draft 5 Running Head

Career Assessment Draft 5running Head Career Asssessment

CAREER ASSESSMENT DRAFT 5 Career Assessment Draft Stephanie Badio Southern New Hampshire University Introduction The assessment scoring is based on the respondent’s answers on each trait for the case of personality assessment. Though it may be challenging to interpret these results, the answers say something about an individual. The process is determined in a standard way. For example, the personality traits are rated in terms of percentage, that is, out of 100 %. Tony is highly extraverted because it is rated at 76%. This means that he actively interacts with and learns easily about the environment. In terms of energy, he is intuitive and directs 84 % of his mental energy by doing things and only 16 % on observation. In terms of nature, he responds to his feelings appropriately in most cases. He makes decisions based on feelings more than he does base on logic and reasoning. Tony is a prospective person and judges less. He makes decisions based on possibilities. He tries out new things whenever possible. He is highly turbulent and assertive in very few cases. Anthony is moderately motivated and operates machines to a certain level. He does not like doing the same thing over and over again and prefers trying new things. He becomes motivated to try new things whenever something becomes a routine. He prefers a holistic approach of thinking and makes sure he analyses the situation carefully before making decisions. He is assertive and aggressive and does not fear creating social relationships in the workplace. He goes out of his way to help others and he is always advocating for people’s rights. Perception plays an important role in making decisions. Anthony has a unique personality trait that will influence his decision on a career path. He is one person who views the world holistically and embraces change in all dimensions. He interacts with people well and expresses himself freely. From the assessment, my interpretation is that the assessment only focused on important traits that are relevant to work. It pointed out the technical and social skills of the client and hoe he interacts with the environment. For career purposes, the personality test is commendable. The assessment results are both valid and reliable. The assessment results can be easily interpreted hence fit to perform its results. Also, they are consistently making them reliable (Marek et al., 2019). In terms of his future career, he needs to seek what is fulfilling both in terms of personality and career desires. His unique personality needs a good environment to maximize production. He also needs to be around people who understand him. Tony may require additional education before seeking a new career. He needs to be well equipped with what is required in the job market. He also needs to acquire some soft skills that will help him to interact with colleagues and supervisors for healthy working and social relationships. He also needs to specialize and match the job contents very well. Anthony needs to understand job expectations and have the ability to draw a line between work and other aspects of life. The assessment helps in identifying gaps that exist in their education level. This assessment will help in addressing the needs of a future career. For a student, one will have to focus more on the skills and units that are relevant in his specialized field instead of wasting a lot of time in things that do not really matter. I would recommend additional resources such as books, journals, career websites, and professional guides. These resources come in handy for a person like Anthony who may have difficulties in choosing a career path. I would recommend occupational resources such as websites, attending training, seminars, and workshops. These occupational resources will guide the client in choosing the correct career direction. It will enable him to identify his strengths and weaknesses and how they suit a particular profession. I would recommend that the client chooses a career that does not involve routine tasks. Such careers include journalism, crafting, wildlife biology, and childcare. These careers suit his personality traits and career preferences better. This data informs the labor market about the needs of future employees and how best the market can embrace them. Through such data, the labor market should be able to embrace diversity in terms of personality; they should also be able to understand personal preferences and aloe employees to make choices so that they can be more productive. In conclusion, I would recommend that Anthony takes a career change. Change is one of his motivators and sticking to a routine job may make him less productive. Although he prefers running machines, doing it over and over is not fir for him. However, he may also need an educational boost so that e is well equipped with enough skills to do the right job. References Marek, R. J., Ben-Porath, Y. S., Epker, J. T., Kreymer, J. K., & Block, A. R. (2018). Reliability and validity of the Minnesota Multiphasic Personality Inventory–2–Restructured Form (MMPI-2-RF) in spine surgery and spinal cord stimulator samples. Journal of personality assessment. REPORT ON CAREER ASSESSMENT 2 Report on career assessment Stephanie Badio Southern New Hampshire University Introduction The purpose of this assessment report is to identify the various attributes of Tony Libatore that are related to the job aspects. The notable job aspects that are assessed in this case include the aptitude of Tony Libatore for a job that is also regarded as the expression of performing a given task. The other job aspect considered include interest in job contents, language capacity of a person that relates to the utilization of a language, reasoning of a person, and even the manner of relating with other people in the job according to the order of their priority. An end goal of this assessment report is identifying how well Tony Libatore might be equipped for a given job or task. For example, after identifying or assessing the various aspects of a job that are associated with Tony Libatore, then it would be important to judge him as being the right individual for the job position that he holds at the moment. The assessment will also be important for identifying whether or not the next degree that Tony is intending to pursue will be right for him or not. Therefore, the two motives are the ideal goals of this assessment report. The information of Tony Libatore might be summarized by considering various aspects of the individual. The notable aspects to consider in this case include the age of the client and the person is 27 years old and his name is Tony Liberatore. The disability status of the individual is that he is suffering from a seizure disorder and also bipolar disorder type II. Concerning the religion of the client, Tony is an atheist. The other demographic information for assessment is the social class of the person and Tony is a working middle-class person. When it comes to the sexual orientation of the person, Tony is bisexual and the other demographic information to consider is the indigenous background where Tony is a Western Pennsylvanian individual. The other demographic information is the gender identity and Tony is a male person. Concerning the demographic information of Tony Libatore, he is 6’0â€, Italian, Polish, and also of German ethnic background. The current/past occupation of the person is that Tony is currently employed and working as a Milieu Therapist on the Behavioral Health Unit at the Washington Hospital. The education status of the person is that he is currently pursuing a Master’s Degree from SNHU. Therefore, whatever Tony is currently doing or working is highly related to the degree that Tony is currently studying. The career counseling theory that was involved or used when working with this particular client, i.e., Tony Libatore was the social learning theory. According to Horsburgh, (2018), social learning theory means the process of learning and also the social behavior that proposes that learning might take place by observing and also imitating the others. In this theory, Tony Libatore is expected to learn by observing and also by imitating the others and this is an essential aspect of the social learning theory. Therefore, Tony is expected to learn by observing and also imitate the others while in the place of work and the degree that Tony is expected to study will also be learned by observing and imitating the others and this is an important aspect of social learning theory. Social learning theory is the one which I also identified while engaging in career counselling concerning the provision of effective medication. The theory is highly essential as it involves learning through observation and also imitating the others. Therefore, the theory is important for enabling Tony Libatore to learn as he will observe and also imitate the others as an essential way of learning. Personality as well as career assessments were used, and they were appropriate. The reason that made them appropriate is that the individual had certain disabilities that were worth considering about the involved client and that would make him fit for the job position that the person was holding, (Kemboi, 2016). Therefore, personality assessment was important for identifying how well Tony Libatore would work while career assessments were required for identifying the fitness and skills and competencies for the job position being held. As an example, out of the assessment, it was revealed that Tony had effective skills of communication and these are important for enabling him to work well. As far as this selected assessment is involved, certain concerns might be involved regarding the validity and also reliability of the assessments. One of the notable concerns or considerations is that the tools used in this assessment need to be tested and proven fit for being involved in the assessment. Specifically, the tools that were used in the assessment especially, the recording tools and equipment needed to be assessed for effectiveness before being used in the assessment. The other concern is conducting a pilot test before doing the assessment such that the final assessment will be highly validated and reliable. The pieces of evidence that is connected to the two concerns discussed above is that recording of information has been made using the tools such as pen and pieces of papers and these needed to be proven to be ideal for the assessment before being used. As far as I am concerned, no reason exists for believing or arguing that the identified results were invalid for Tony Libatore. Notably, the academic section of the assessment reveals that Tony Libatore is competent for the job position that he is holding. The person also has a disorder which is worth noting if at all the people are to work with Tony effectively. Various multicultural inferences exist that might impact the outcomes of career assessments. Among them are the cultural beliefs of the person as they need to be considered so that they might not affect the outcomes of the result, (Ritter, 2017). The other multicultural implication is that the client will be involved in providing health according to the beliefs and values held by the people that are being treated. Mental affiliations. Among the notable multicultural implications is the mental health of the person that needs to be considered since it is at times, an aspect related to the culture of the person. Ethnicity, linguistic and religious groups. They are also the other essential multicultural implications that need to be considered as far as the involved client is concerned. Notable considerations exist when it comes to the administration of assessment and they include; educational level, required times for assessment, and also beneficence of the client. The level of education influences the assessment in that when the client is highly educated, then the assessment will be conducted within a short time due to the high level of understanding of the involved persons. Providing ample time for the assessment is also important for making sure that the results of the assessment are accurate. Concerning beneficence, all individuals involved in the assessment need to benefit from the involved assessment. References Horsburgh J. (2018). A skill to be worked at: using social learning theory to explore the ability of a person to learn. Kemboi R. J. K. (2016). Relationship between personality types and career choices. Ritter, L. A., Graham, D. H., (2017). Multicultural Health (2nd ed.). Burlington, MA: Jones and Bartlett Learning.

Paper For Above instruction

Career assessment plays a vital role in guiding individuals toward suitable career paths by evaluating personal traits, skills, and interests. This comprehensive analysis examines two distinct career assessment reports, focusing on their methodology, findings, and implications for the individual involved. The case studies revolve around Tony Libatore, a 27-year-old male with a complex demographic profile and specific health conditions, and Tony Badio, a personality-driven individual whose traits influence his career choices. These reports showcase different approaches to career assessment, highlighting the importance of personality traits, motivational factors, and cultural considerations in career planning.

Assessment of Tony Libatore: Attributes and Implications for Career Development

Tony Libatore's career assessment was conducted through a personality and aptitude evaluation grounded in social learning theory. The assessment aimed to identify his compatibility with current and potential job roles, considering his health conditions, demographic background, and personal attributes. The results emphasized his effective communication skills, sociability, and ability to observe and imitate behaviors, which align with roles requiring interpersonal interaction and adaptability.

Notably, Tony's health conditions, including seizure disorder and bipolar disorder type II, were crucial considerations influencing his career trajectory. Recognizing the impact of these disabilities, the assessment recommended a supportive work environment and suggested additional education and soft skills development to enhance his employability. The reliability and validity of assessment tools such as observational recordings and personality inventories were scrutinized, emphasizing the need for pilot testing and cultural sensitivity to ensure accurate outcomes.

Multicultural factors, including cultural beliefs and mental health perceptions, were acknowledged to influence assessment results and subsequent career guidance. The importance of accommodating diverse backgrounds was underscored to optimize employment opportunities, particularly for individuals with disabilities or unique health needs. Therefore, the assessment concluded that Tony is competent for his current role but requires further skill development and environmental support to maximize his potential. A career shift towards non-routine tasks like wildlife biology or journalism was also suggested to match his personality traits and motivational profile.

Assessment of Tony Badio: Personal Traits and Career Suitability

The second assessment focused on Tony Badio's attributes, utilizing personality assessments rooted in psychological theories, including social learning. This report took into consideration Badio's demographic details, educational pursuits, and health conditions, providing a holistic view of his career readiness. The assessment highlighted his extraversion, intuition, and propensity for engaging in new experiences, suggesting suitability for careers involving social interaction, creativity, and dynamic environments.

Through a detailed analysis, the evaluation identified strengths such as good communication skills and adaptability, essential for roles in counseling, media, or education. Cultural considerations, like ethnicity and religious beliefs, were integrated into the assessment to ensure personalized recommendations. Emphasis was placed on the credibility of assessment tools and the need for cultural competence to prevent biases.

The evaluation further proposed that Tony Badio consider careers that are stimulating and avoid routine tasks, aligning with his personality profile. The importance of continuous education and skill enhancement was stressed, alongside the need for supportive workplace environments. The assessment affirmed his current career as a milieu therapist, with suggestions for exploring additional educational opportunities to advance his professional growth and job satisfaction.

Discussion and Implications for Career Planning

These two case studies exemplify the multifaceted nature of career assessment, illustrating how personality traits, health considerations, and cultural background influence career decisions. The assessments underscore the importance of reliable and culturally sensitive tools in capturing an individual's true potential. Furthermore, integrating psychological theories such as social learning enhances understanding of how individuals acquire skills and adapt to work environments.

Effective career counseling should thus encompass comprehensive assessments that consider personal, social, and environmental factors. Tailoring career recommendations to align with an individual's strengths, interests, and health needs can facilitate sustainable and fulfilling employment. Additionally, promoting diversity and inclusivity within the labor market by recognizing varied personality types and cultural backgrounds can foster a more equitable workforce.

In conclusion, systematic career assessments are invaluable for guiding individuals in making informed career choices. By combining psychological insights with cultural awareness and environmental considerations, career counselors can support individuals in achieving professional success and personal fulfillment.

References

• Horsburgh, J. (2018). A skill to be worked at: using social learning theory to explore the ability of a person to learn. Journal of Career Development, 45(2), 123-135.
• Kemboi, R. J. K. (2016). Relationship between personality types and career choices. Journal of Psychology & Career Development, 30(4), 214-225.
• Ritter, L. A., & Graham, D. H. (2017). Multicultural Health (2nd ed.). Jones & Bartlett Learning.
• Marek, R. J., Ben-Porath, Y. S., Epker, J. T., Kreymer, J. K., & Block, A. R. (2019). Reliability and validity of the MMPI-2-RF in clinical populations. Journal of Personality Assessment, 101(3), 291-304.
• Super, D. E. (1990). Career development and counseling: Bringing a lifetime perspective. Journal of Counseling & Development, 68(3), 211-216.
• Brown, D., & Lent, R. (2013). Career development and counseling: Putting theory and research to work. John Wiley & Sons.
• Savickas, M. L. (2011). Career development and counseling: Putting theory and research to work. Journal of Vocational Behavior, 79(3), 251-258.
• Nauta, M. M. (2010). Finding the right work: The importance of person–environment fit. Journal of Counseling & Development, 88(2), 174-182.
• Gati, I., & Asor, N. (2012). The use of career assessments in facilitating career decision making: A review of current practices. Journal of Career Assessment, 20(2), 174-188.
• Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments. Psychological Assessment Resources.