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.     

Employment of Gerontological Counseling Graduates: A Follow-Up Study

Twenty-five counselor education departments offering specializations in gerontological counseling were asked to survey their graduates who had completed course work or a specialization in aging. Implications are presented concerning employment opportunities for counseling graduates wanting to work with older people.     

Value Conflict Resolution: A Training Model for Counselors of Minority Clients

It is assumed that the employment counselor controls what happens in the counseling session by virtue of position and superior knowledge of what the counseling process can and cannot provide. When employment counselors counsel individuals who have cultural and racial backgrounds different from their own, the probability of value conflict in problem solving and decision making is increased. Counselor control over the counseling process suggests that these conflicts will often be resolved according to the value preferences of the counselor. Failure to consider the value input of the client leads to the development of plans for action that don't work. The Carkhuff helping model is presented to show where counselor-client value conflicts are likely to occur, and a value conflict resolution training model is provided to help counselors assess value conflicts and resolve them in ways that promote client-counselor success.     

The Relation of Guidance to the Teaching of Reading

Counselors concerned with the preventive aspect of their work will suggest to administrators ways of improving reading instruction. They will stimulate, encourage, and assist teachers in improving their instruction in reading. The counselor will assist the reading teacher in identifying and grouping students who need special instruction in reading. If the counselor has had preparation in the teaching of reading, he can work with cases in which guidance problems turn into reading problems. There are many advantages in preparing dual specialists-counselors who have acquired competence in working with reading problems, and reading specialists and consultants who have some competence in personnel work.     

Rehabilitation Counseling: A Profession or a Trade?

The problem of the shortage of counselors is examined and the various possible solutions considered. A solution that appears to be developing in many state rehabilitation agencies is the employment of college graduates with no preparation in counseling. These employees are designated as counselors, counselor aides, or counselor trainees, and given in-service training. Such persons, it appears, will eventually be considered counselors without any further educational preparation. It is questioned whether they are, in fact, counselors, but if they are able to perform all the functions of those designated as counselors (excluding professional counseling), then counseling is not a profession, but a trade, for which adequate preparation can be obtained through on-the-job training.     

Counseling the Disabled Older Person for the World of Work

Although work is meaningful to many older persons, numerous barriers exist that prohibit their active participation in the labor force. Employment counselors must possess a variety of attributes to help break down these barriers. This article discusses skills that the counselor needs when working with older adults and in particular with those who are disabled. Specialized approaches to job placement are discussed, including job modification and job restructuring. To become a successful advocate for the disabled elderly wishing to enter or remain in the labor market, the employment counselor is urged to become familiar with characteristics of older persons and federal laws relating to job development and placement for older and handicapped workers.     

Psychotherapy in the school

Counseling and psychotherapy are two terms for the same function; there is no essential difference in the nature of the relationship, the process, the methods and techniques, the purposes or goals, or the results. Vocational counseling is not a different kind or level of counseling, requiring less background or preparation. If anything, preparation for vocational counseling requires more time than does preparation for therapeutic or personal counseling—the former includes the latter. Therefore, if counseling has a place in our schools, it cannot be limited to vocational counseling.

It appears that there is a need or place for counseling and counselors in our schools, and that recognition and acceptance of this need is growing. The school has the opportunity, and the responsibility, for providing counseling, broadly conceived, to its students.

The staff member who has been designated as a school counselor appears to be the logical person to provide counseling services. While it is true that in the past the school counselor has not in fact been a counselor, nor adequately prepared to function as a counselor, counseling is presently accepted as the major function of the school counselor, and his preparation is becoming essentially preparation for performing the counseling function. While there are some who resist this trend, it appears to be well established.     

COUNSELING THE EMOTIONALLY TROUBLED CLIENT FOR PSYCHIATRIC REFERRAL

From time to time the employment counselor encounters applicants who need referral for psychiatric assistance in order to increase their employability and potential work adjustment. In many instances the client may feel that he has neither an emotional problem nor a need for psychiatric evaluation. The counselor can help the applicant to recognize his problem and to accept a psychiatric referral by using communication alternatives such as reflection of feeling, reflection of experience, sharing of the process experience, interpretation, and confrontation with maintenance of tension. The client can be assisted in evaluating community mental health resources and in arranging for the initial psychiatric evaluation appointment.     

The Polyvalent Counselor

Employment counselors must serve many different kinds of clients and provide a wide variety of services. They must be capable of providing individual and group counseling services as well as environmental intervention. The counseling process is somewhat different for the employment counselor who must also consider the available job market, motivational forces, aptitudes, skills, and interests. This article discusses the framework in which the polyvalent employment counselor works. This article was the basis of a workshop for the Employment Security Commission at their state meting in Burlington, North Carolina, in June 1977.     

Role of the Employment Counselot

An association consisting of and representing professional counselors must address itself to basic issues within the profession. The issue of counselor roles in a given setting depends on a mutual interpretation between the employer and the counselor. In the past, counseling in the employment service has been subject to varied interpretation by federal, state, and local officials. President Odell of NECA appointed a committee to write a position paper on the role of the employment counselor. The committee members were Anthony Fantaci (Chairman), Robert Philbrick, Dean Call, and David Meyer. The committee has completed its work and the following position paper has been officially adopted by action of the NECA Board of Trustees. — Alan Horwitz     

Effectively Counseling the Shy Minority Client

This article focuses on shyness as a barrier to meaningful employment for some minority persons. It provides a definition and discusses specific examples of shy behaviors that may be displayed. The article maintains that the employment counselor can work to help the minority client overcome this emotional-personal problem. A seven-step systematic procedure for effectively counseling the shy minority client is delineated.     

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.     

School and Rehabilitation Counselor Preparation: Meeting the Needs of Individuals With Disabilities

In preparing students to work with individuals with disabilities, school and rehabilitation counselor educators face a number of challenges. Highlighting the major changes that have occurred in the 10 years following Hosie's (1979) recommendations for counselor preparation, this article suggests many competencies that are required to meet these challenges and describes how they can be integrated within the applicable accreditation guidelines.     

A Counselor Classification System: Accountable

The Wisconsin State Employment Security Division has an employment counselor classification scheme which responds to the cry for accountability. This article discusses (a) technical requirements and performance standards for three levels of employment counselors; (b) specific job duties and levels of skill for Manpower counselors 1, 2, and 3; (c) caseload size, counseling outcomes, counseling and assessment skills, community resources, job development activities, and additional performance requirements expected of the master level counselor; (d) the system of reclassifying a Manpower counselor 2 to the Manpower counselor 3 level; and (e) the use of an on-site review by a state counseling supervisor as the method of evaluating a counselor's Performance. Values of the counselor classification scheme are indicated.     

Ethics and Values as Major Factors Related to Multicultural Aspects of Counselor Preparation

Counselors and future counselors face a variety of challenges as society becomes more diverse and laden with differing value systems. As the Code of Ethics and Standards of Practice (American Counseling Association, 1995) is changed to become more inclusive of the values held in a diverse society, changes in counselor preparation to incorporate these changing values are necessary. The authors discuss how values and ethics inform counselor preparation and recommend the application of J. A. Banks's (1981, 1988) multicultural educational pedagogy to counselor preparation programs.     

JOB DEVELOPMENT FOR THE MENTALLY RESTORED PSYCHIATRIC PATIENT1

The experiences of the placement department of the Mental Health and Manpower Project have demonstrated that an effective team can be created to develop job opportunities for the mentally restored psychiatric patient. Composed of a vocational counselor and a placement counselor, the team is effective in securing meaningful employment and developing re-education programs in the community. While the vocational counselor provides the clinical information concerning the restored patient-client, the placement counselor serves as a more personnel oriented individual in finding the appropriate kind of employment position. The team points to the potential that the mental health center possesses in involving the general community in its programs.     

A model for counselor-student-teacher involvement

School counselors need to adopt some new supplementary roles in order to get more involved in the classroom learning situation. The Inquiry Role Approach (IRA) offers such a program for counselor involvement. The IRA establishes teams of students who work with the counselor and the teacher in the regular classroom. Individual referrals to the counselor are accepted as part of the classroom routine. Preliminary evaluation of the program suggests that certain attitudes and social skills are enhanced, and the counselors benefit by dealing directly with more students in a classroom situation.     

No Work and All Play: An Analysis of a Response Style on the Strong-Campbell Interest Inventory

Clients who place no significance on work, or who are not committed to work, present the career counselor with a challenging situation. The effects of the response style of such clients on the scales of the Strong-Campbell Interest Inventory are examined and alternative interpretations are discussed.     

Counselor Bias and Women

Counselors are biased against girls and women. Several recent studies examining counselor's sex biases are reviewed. Research indicates that attitudes of counselor trainees, school counselors at all levels, counselor educators and supervisors, and clinicians are sexist. The Attitude Toward Women Scale was administered to 80 employment counselors. Male counselor attitudes were more sexist than female counselor attitudes. Suggestions for dealing with counselor bias are reviewed. Counselors must first battle their own biases. They should also be sensitive to the developmental stages of a person's life, as well as to job requirements and employer attitudes. Occupational literature should be nonsexist and nontraditional.     

Listening and Communication Skills Training: Implications for Counselor Accountability

This article describes the development and implementation of a training procedure in listening and communication skills for employment service counselors. Implications are drawn from the listening and communication skills training and other human relations training approaches for counselor staff development and counselor accountability.