THEORY AVERSION IN EMPLOYMENT COUNSELING

It is posited that theory aversion, the counselor's avoidance of abstractions which constitute the conceptual framework for his practice, is particularly characteristic of employment counselors. Aspects of the employment counselor's experience and preparation are discussed as possible sources of theory aversion, and some approaches for reducing theory aversion are presented.     

BEHAVIORAL INTERVENTION STRATEGIES FOR EMPLOYMENT COUNSELING

There is currently considerable impetus for applying behavioral intervention strategies to a variety of counseling settings. This discussion seeks to extend the application of these procedures to the employment security counseling situation. Unemployment is seen as unadaptive behavior, and its antecedent conditions are examined. Behavioral counseling tactics of goal-setting, contingency management, counter-conditioning procedures, and social systems intervention are considered in relation to the employment counselor's repertoire of potential helping responses. A hypothetical case is discussed to illustrate the application of these procedures. This case includes potential applications in systematic desensitization, assertion training, modeling and behavioral rehearsal, manipulation of reinforcement contingencies, and intervention in the employment system.     

THE INCREASING SIGNIFICANCE OF EMPLOYMENT COUNSELING

With changes in the world of work and with increased use of employment services, employment counseling is taking on added significance. The transformation of work realities and attitudes toward work are causing problems that the employment counselor must confront. At the same time the once simple world of work has become increasingly complex. This complexity places additional responsibility on the counselor's shoulders as greater demands are made for his services. Consequently, the employment counselor faces many challenges in offering a unique service.     

COUNSELING IN THE STATE EMPLOYMENT SERVICE

The place and importance of counseling in State Employment Services has, in many instances, not been recognized as a necessary function of the United States Training and Employment Service (USTES) by some local office managers as well as administrators. After discussing this matter with the counselors in the Halsted office, the following article was written not to justify the existence of counseling but hopefully to show its importance.     

A SOCIAL ENGINEERING APPROACH TO EMPLOYMENT COUNSELING

Traditionally counseling has been concerned with client change. The point of view taken here is that the goals and clientele of employment counseling require concern with social change as well as client change.     

CORRELATES OF COUNSELING EFFECTIVENESS IN EMPLOYMENT INTERVIEWERS

The purpose of this study was to identify correlates of effective counseling behavior in employment interviewers as measured by the Kelz Counselor Performance Rating Scale. Four demographic variables were studied: age, length of employment as an employment interviewer for a state employment agency, sex, and level of education. Seventeen employment interviewers employed by the Pennsylvania Bureau of Employment Security served as subjects. Significant negative correlations were found between effective counseling behavior as measured by the Kelz Scale and both age and length of employment as an interviewer for a state agency. No relationship was found between the criterion variable and the sex or level of education of the interviewers. Some possible implications of these findings are discussed and tentative hypotheses presented.     

PROBLEMS ENCOUNTERED BY EMPLOYMENT SERVICE COUNSELING SUPERVISORS

Data from 24 counseling supervisors in the New York State Employment Service were obtained as part of an on-going training program. Small groups through spontaneous discussion presented problems that they wanted to solve. The data were classified and tabulated according to common content. The findings show that these supervisors were bothered primarily by organizational and interpersonal difficulties. Although also concerned with “job-task” problems, these represented a smaller proportion of their time involvement. Implications for management and training were discussed.     

MOTIVATIONAL INTERVENTION: THEORETICAL CONSIDERATIONS IN EMPLOYMENT COUNSELING

The function of employment counseling has benefitted from a problem analysis approach based on the concepts of vocational choice, change, and adjustment. Continued growth, however, might be facilitated by the development of a more positive point of view that includes an analysis of the motivational process that clients experience in their attempts to attain employment. If we perceive motivation as a series of stages, we can then provide ourselves with a tool by which we can explore various points where the counselor can intervene to help clients overcome resistance and frustration.     

A COMPARISON OF THE MANIFEST PSYCHOLOGICAL NEEDS OF EMPLOYMENT SERVICE COUNSELING AND OFFICE MANAGERS

The purpose of this study was to determine if there are significant differences in manifest psychological needs between office managers and counselors employed by the Minnesota Department of Employment Security. A sample of 21 office managers and 21 counselors were paired according to the agency office they worked in. The Edwards Personal Preference Schedule was used to measure manifest needs and results were analyzed by use of the paired t test statistic. The results indicated that seven of the fifteen variables showed a significant difference between the two groups. Counselors had a significantly higher mean average for autonomy, change, and heterosexuality while their office managers had significantly higher mean needs for deference, order, abasement, and endurance. The continued study of manifest need hierarchies was proposed as a basis for understanding, in part, the dynamics of the role interplay of various agency positions.     

BEYOND SCHOOL COUNSELING

An appeal is made for less emphasis upon separate programs and certification in counselor education. The employment service counselor and the rehabilitation counselor are discussed. Preparation of a generic counselor should receive priority over programs which contribute to attitudinal and operational isolation. A request is made for the development of mutual respect for the competencies and professional contributions of counselors employed outside the school setting.