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Depth-Oriented Values Extraction
Abstract
The author examines the role of values in the career decision-making process and describes Depth-Oriented Values Extraction (DOVE) as a process that translates various types of psychological data (e.g., Holland-type themes) into values-based terms and language that facilitate career decision making. The author presents a case study to demonstrate the implications of DOVE for career counseling and makes suggestions for counselors.
... The results were obtained from the groups who were identified with poor value connections illustrated that employees were significantly less productive than the former group. In a similar study, Colozzi (2003) used the case study approach to show the impact of values and congruence on decisions and production. One single business administration student within the career counseling profession was examined in order to ascertain the various impacts of values congruence over time (Colozzi, 2003). ...
... In a similar study, Colozzi (2003) used the case study approach to show the impact of values and congruence on decisions and production. One single business administration student within the career counseling profession was examined in order to ascertain the various impacts of values congruence over time (Colozzi, 2003). Colozzi (2003) found that the level of output and behaviour of an individual is greatly affected by their values and whether or not perceived organizational value congruence exists. ...
... One single business administration student within the career counseling profession was examined in order to ascertain the various impacts of values congruence over time (Colozzi, 2003). Colozzi (2003) found that the level of output and behaviour of an individual is greatly affected by their values and whether or not perceived organizational value congruence exists. The behaviours that resulted from high levels of value congruence were; effective decisions, ethical practices, organizational citizenship behaviour, and increased production (Colozzi, 2003). ...
Thesis (M.A.)--Brock University, 2006. Includes bibliographical references (leaves 127-139). Microfiche.
... Depth oriented values extraction (DOVE; Colozzi, 2003) represents yet another counterpoint to the rational paradigm. Colozzi posits two distinct values systems that mutually influence cognitive and affective appraisals of options in the career decision-making process. ...
... Despite their diminished emphasis on rational methods, the anti-introspectivist view of career decision making (Krieshok, 1998), positive uncertainty (Gelatt, 1989), planned happenstance (Mitchell et al., 1999), depth oriented values extraction (Colozzi, 2003), nonlinear orientations (Bloch, 2005), and even the popular applied work of Bolles (2008), can be construed as approaches to the development of adaptive rationality (March, 1978). Adaptive rationality emphasizes experiential learning in the interest of engendering a state of affairs in which decision making is optimal as a result of the accumulation of experience and information. ...
The terms of work have changed, with multiple transitions now characterizing the arc of a typical career. This article examines an ongoing shift in the area of vocational decision making, as it moves from a place where “it’s all about the match” to one closer to “it’s all about adapting to change”. We review literatures on judgment and decision making, 2-system models of decisional thought, the neuroanatomy of decision making, and the role of non-conscious processes in decision making. Acknowledging the limits of rationality, and the abundance of non-conscious processes in decision making, obliges us to act in ways that mitigate the inherent difficulties to which those processes make us vulnerable. We conclude that both rational and intuitive processes seem dialectically intertwined in effective decision making, and we offer a trilateral model of career decision making that includes rational and intuitive mechanisms, both of which are funded and kept in check by occupational engagement.
... Career-decision making has been the focus of various research studies. For example, the cultural dimensions of career decision-making difficulties (Wei-Cheng, 2004); career maturity in career decidedness and career decision-making (Creed & Patton, 2003); the role of values in the career decision-making process (Colozzi, 2003); and levels of confidence as predictors 8 of career decision-making ability (Paulsen & Betz, 2004). Without a clear understanding of the different ways in which adults approach the career decision making process, there is a danger that those supporting their progression into professional learning will give inappropriate guidance. ...
This paper reports on research currently underway which is investigating employees' responses and strategies as they are required to cope with flexible employment patterns, changing skills requirements and instabilities in labour markets across Europe. Particular foci are the relationships between job profiles, career development and occupational mobility, together with an investigation of whether the mobility and flexibility of the workforce (in terms of job changes) has increased. In addition, the research is exploring: how individuals make decisions about their career progression; barriers to career progression in the labour market; differing orientations and responses to work-related transitions; and the value of careers guidance in supporting learning and career progression.
... Career-decision making has been the focus of various research studies. For example, the cultural dimensions of career decision-making difficulties (Wei-Cheng, 2004); career maturity in career decidedness and career decision-making (Creed & Patton, 2003); the role of values in the career decision-making process (Colozzi, 2003); and levels of confidence as predictors of career decision-making ability (Paulsen & Betz, 2004). Without a clear understanding of the different ways in which adults approach the career decision making process, there is a danger that those supporting their progression into professional learning will give inappropriate guidance. ...
Careers guidance increases the likelihood that adults will engage in learning, gain
qualifications (or improve existing ones) and progress into work or within work. An analysis of adult career progression from a longitudinal, qualitative case study in England, highlights how individuals have distinctly different approaches to engaging in professional learning and changing work-related roles. Data from this study suggests that the ways in which individuals navigate their career pathways are linked to four career decision-making styles. Recurrent patterns of behaviour, tracked over a five year period in the case study reveal four emergent
styles, which can be represented as: evaluative, strategic, aspirational or opportunistic. This
article examines the ways in which these different decision-making styles mediate different behavioural responses to career progression, including engagement with professional learning.
... Hablando de valores personales, hay autores (Colozzi, 2003) que distinguen entre valores expresados y valores implícitos, siendo los primeros aquellos que se dicen tener y los segundos los que de verdad se tienen. ...
En este artículo se plantea el potencial conflicto existente entre, de un lado, una dinámica organizativa y social que empuja al individuo hacia comportamientos despersonalizados, homogéneos y estandarizados y, de otro, la tendencia de ese individuo a ser él mismo, según sus propias convicciones y valores personales. Como hilo conductor, se exponen los experimentos de Stanley Milgram sobre la obediencia. El liderazgo personal, entendido como la capacidad de cada individuo para regir su destino en coherencia con sus propios valores personales, resulta clave en la resolución de este potencial conflicto.
... The overarching question for career thinking, identified above is 'How can I be who I want to be?', and in order to answer this, people need to develop a clear sense of their current and their desired identities. The first aspect 'What matters to me?' concerns meaning, and explores values (Brown, 1996; Colozzi, 2003) and purpose (Dik & Duffy, 2009; Seligman, 1998). The second question addresses the different aspects of life and encourages individuals to conceptualise their lives and futures holistically (Mainiero & Sullivan, 2005; Savickas, 2012). ...
Over the last decades the academic community has produced an impressive array of innovative theories and ground breaking evidence within the sphere of career development. The publications have extended the limits of our understanding and give invaluable guidance for effective, evidence-based career practice. But the bridge between research and practice is not always as well trodden as we might hope: for many practitioners, the task of synthesising these disparate theoretical and empirical literatures may be insurmountable. This paper presents a new model, a meta-model, which incorporates the concepts lying at the heart of the key ideas which have emerged in recent years. Drawing from over 50 theories and approaches, this model offers an overarching framework which sets out how the concepts within the different theories interact, overlap and complement each other. The model is intended as a tool which practitioners and students can use to help them to make sense of the theoretical landscape, and as a framework which could allow them to bring together the many theories to underpin their practice.
... Efforts to link career interests and work values with aspects of personality underscore the notion that they share some common structural components. In fact, Spokane andDecker (1999, as cited in Larson, Rottinghaus &Borgen, 2002) suggest that "interests, personality, self-efficacy, and other variants of personality and vocational self-concept may be facets of a Based on the relationships between interests and values as suggested by theory (e.g., Colozzi, 2003;Holland, 1997;Smith & Campbell, 2009) and on personal experience, practicing counselors typically link individuals' interests and values in helping to explore "matching" occupations. For example, if one is working with an individual who scores high on the "Social" interest scale on the O*NET assessment, the assumption is that the person would find satisfaction in work that affords the opportunity to foster the welfare of others (i.e., the "Relationships" value scale in terms of the O*NET Work Importance Locator). ...
Person by environment fit is the most common approach used to support career decision making. In short, individuals learn how their personal characteristics can be “matched” to the occupations that correspond to those characteristics. Various career assessments have been designed to facilitate this matching process, including the O*NET Interest Profiler (designed to assess an individual’s career interests) and the O*NET Work Importance Locator (designed to assess an individual’s work values), both published by the U. S. Department of Labor. The assumed relationships between career interests and work values have not been thoroughly researched, especially as measured by these O*NET instruments. The present study sought to examine the relationships. In particular, it was hypothesized that each career interest would significantly correlate with one or possibly two theoretically related work values: Realistic with Working Condition; Investigative with Achievement; Artistic with Independence; Social Interest with Relationships; Enterprising with Status; and Conventional with Support and/or Recognition. O*NET-based career assessments from a sample of over 52,000 individuals (assumed to be primarily high school students, given the nature of those usually assessed with such systems) were examined. O*NET career interest scales were correlated with O*NET work value scales to determine the relationships between these two related sets of constructs. While a number of correlations were significant at p < .01, no correlation was larger in magnitude than 0.05. Effect sizes (r2) were calculated, and no effect size exceeded 0.2% of variance explained. The overall conclusion reached was that career interests and work values, as assessed by the O*NET instruments, were substantially unrelated. Three broad potential explanations for the lack of correlation were suggested: (1) limitations of the assessment instruments; (2) applicability of interest and value constructs to high school students; and (3) career interests and work values are totally nonoverlapping constructs. Evidence consistent with the first explanation was presented. The second and third explanation should be explored in further studies.
The handbook seeks to provide a state-of-the-art reference point for the field of career development. It engages in a transdisciplinary and international dialogue that explores current ideas and debates from a variety of viewpoints including socio-economic, political, educational, and social justice perspectives. Career development is broadly defined to encompass both individuals’ experience of their own careers, and the full range of support services for career planning and transitions. The handbook is divided into three sections. The first section explores the economic, educational, and public policy contexts within which careers are enacted. The second section explores the rich conceptual landscape of career theory. The third section addresses the broad spectrum of helping practices to support both individuals and groups including career guidance, career counselling, and career learning interventions.
Objective
This study aims at building some knowledge concerning the connection between the decision-making process and the career-related outcomes. This knowledge is to help coaches to engage an efficient coaching process to provide the best support for clients with career decision-making problems. It examines the experience on the thinking processes undergone by eight people, in relation to their career choices which are subjectively perceived as ‘good decisions’ .
Design
Based on the social constructivism paradigm, it is a qualitative research design .
Methods
Semi-structured interviews were used for data collection and interpretative phenomenological analysis for data examination .
Results
Four main themes emerged: ‘Emotional connection’ and positive feelings; Serendipity; Inside battle; Congruence between heart and head .
Conclusions
The decision-making process is perceived as a positive, easy and ‘smooth’ experience when the emotional and rational thinking align. Participants’ own conclusions converge on the importance of one being aware of both inner voices – head’s and heart’s. Being a new research topic, it requires further exploration, through qualitative and quantitative studies, as well. Specific implications and directions for future research are discussed .
Using a quasi‐experimental design, the authors examined whether career indecision could be reduced by participation in a values‐based career webinar designed to translate various types of psychological data (e.g., Holland‐type themes) into values‐based language. Participants (N = 67; 36 women, 31 men; mean age = 36 years) were divided into 1 control and 2 treatment groups. The 1st treatment group received an interest‐based intervention. The 2nd received a values‐based intervention. Both interventions consisted of 1 additional webinar spanning 1 hour in length. This study demonstrated a statistical significance of career indecision decrease through use of the values‐based, process‐oriented webinar intervention, which is particularly helpful to career counselors working with adults. The study also illustrated the effective application of online technology as a service delivery tool. Future research might examine the efficacy of this intervention in a variety of settings (e.g., K–12, postsecondary, agency, mental health, corporate).
College students participating in career counseling may experience conflict between the values they express and share with their families and their internal values. This article describes a creative approach to explore values in a nonthreatening yet influential way. The author justifies and describes the use of a values collage, offering a composite case to illustrate application of the process. The author also addresses multicultural and developmental factors and considerations for use in different settings.
Learning community (LC) programs continue to proliferate across college campuses as a strategy to engage and retain students. Although evidence exists to suggest increased levels of social engagement among LC participants, there is an ongoing debate about the impact on student academic engagement and intellectual development. This article describes a learning community effort at a community college between an English composition faculty member and a faculty counselor who teaches a life-career planning course. A primary objective of this collaboration was to promote deeper student integrative learning. Students in the LC engaged in the process through writing, reflection, and self-assessment based on issues related to work in a pluralistic society. Theoretical concepts and practical implications are analyzed and shared.
Distinctive styles of client decision-making have emerged from case study research into the effectiveness of career guidance. This paper explores some findings from the third year of a longitudinal study currently underway in England, which relate to the ways clients approach transitionpoints in their careers and make the decisions that move them on. Data analysis reveals four career decision-making styles: evaluative, strategic, aspirational and opportunistic. Overall, it is evident that the choices and decisions made as individuals progress towards longer-term career destinations are multi-dimensional, complex, sometimes being implemented over an extended time frame and not always rational. For practice, implications of these findings include the need for practitioners to place less emphasis on planning for certainty and more tolerance of undecidedness.
This annual review of the research and practice literature related to career counseling and development published during 2003 is presented in 6 major areas: professional issues, career assessment, career development, career theory, career interventions, and technology. The authors discuss the implications of the findings in this literature for career counseling practice.
In the face of overwhelming global challenges like climate change and persistent poverty, can individuals in organizations make a difference? This paper looks at what motivates sustainability managers to devote their time and energies to addressing social, environmental and ethical issues. It is rooted in the literature on the role of individuals as change agents for corporate sustainability, in particular in their capacity as environmental or social ‘champions’. The paper presents in-depth research among sustainability managers, providing a rich, nuanced understanding of different types of sustainability change agents. It identifies four such types – Experts, Facilitators, Catalysts and Activists – and uncovers the pivotal role of values, inspiration, expertise, empowerment, strategic thinking and social contribution as sources of meaning for these purpose-inspired managers. The findings deepen our understanding of the psychological dimensions of corporate sustainability management, and provide a useful tool for improving individual and team performance, enhancing recruitment and retention of sustainability talent, and developing more effective organisational leadership for sustainability.
Over a 100 years ago, fixed wing aircraft flight was made possible by Orville and Wilbur Wright’s breakthrough invention of
a three-axis control that allowed effective steering and maintenance of airplanes’ equilibrium. The significance of the Wright
brothers’ control invention is that it facilitated recovery of lateral balance, or equilibrium, when the wind tilts the aircraft
to one side or another.
Peoples’ values and the importance they assign to their life roles have long been viewed as important factors in career choice
and development. In particular this is true of values, which have received considerable attention already within the traditional,
trait-oriented approaches to career planning. Early approaches have emphasised values as person variables that influence individuals’
career choice and development. Traditionally, vocational guidance was seen primarily as a process of helping individuals to
match their personal traits with those required by occupations in order to enhance their satisfactoriness and satisfaction.
By applying the matching paradigm, the vocational guidance practitioners assisted their clients in choosing the appropriate
career track, that is, the one that was believed to be well matched or congruent with the client’s traits. The traits used
for matching have changed, however, over the years. In the beginning, during the first decades of the 20th century, abilities
(what a person can do) and interest (what a person likes to do) were used as matching variables. Later, in the 1950s, work
values (what a person considers important in working) were added as the third matching variable.
The main objective of this chapter is to examine the methodological issues connected with the measurement of values and role
salience and to review representative measures that have been used in their assessment. Before that, however, the conceptualisation
of the basic constructs addressed in this chapter must be examined.
Studied personality as a conditioner of the effects of stressful life events on illness onset. Two groups of middle- and upper-level 40-49 yr old executives had comparably high degrees of stressful life events in the previous 3 yrs, as measured by the Schedule of Recent Events. One group of 86 Ss suffered high stress without falling ill, whereas the other group of 75 Ss reported becoming sick after their encounter with stressful life events. Illness was measured by the Seriousness of Illness Survey (A. R. Wyler et al 1970). Discriminant function analysis, run on half of the Ss in each group and cross-validated on the remaining cases, supported the prediction that high stress/low illness executives show, by comparison with high stress/high illness executives, more hardiness, that is, have a stronger commitment to self, an attitude of vigorousness toward the environment, a sense of meaningfulness, and an internal locus of control. (43 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
Values Clarification (VC) waxed during the 1970s and waned during the 1980s. Today, psychology lacks an empirically based intervention for helping individuals to clarify their values. The meteoric rise and then precipitous decline of VC are described, and conservative religious and political criticisms as well as conceptual flaws within VC are discussed, specifically the lack of a valid operational definition of and a measure for the state of being clarified. A reconceptualization of VC that addresses the criticisms and flaws is proposed that includes the Values Conflict Resolution Assessment, a measure for testing specific interventions adapted to specific conflicts, such as abortion or the importance of peer acceptance. The goal of the reconceptualization is to revitalize the topic of values conflict and clarification, to stimulate a new generation of research, and to establish an empirically based guidance for practice. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Holland's (1985a) typology of persons and environments is outlined, and support for the theory as an explanation of stability and change in careers and work satisfaction is summarized. Studies show that people flourish in their work environment when there is a good fit between their personality type and the characteristics of the environment. Lack of congruence between personality and environment leads to dissatisfaction, unstable career paths, and lowered performance. The results of recent research designed to strengthen the explanatory power of Hollands's typology and link it to the Big Five personality factors is described. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A description is given of the change in the value orientation of the individual from infancy to average adulthood, and from this adult status to a greater degree of psychological maturity attained through psychotherapy or fortunate life circumstances. On the basis of these observations, the theory is advanced that there is an organismic basis for the valuing process within the human individual; that this valuing process is effective to the degree that the individual is open to his experiencing; that in persons relatively open to their experiencing there is an important commonality or universality of value directions; that these directions make for the constructive enhancement of the individual and his community, and for the survival and evolution of his species.
This article outlines a values-based approach to facilitating career transitions. Values provide standards of behavior. People who are unable to engage in work that they deem important violate their standards of behavior and are likely to be dissatisfied with their jobs. Moreover, workers whose values are at variance with those of their supervisors are likely to have differing views of the relative importance of various aspects of the job. If a worker emphasizes aspects of the job that he or she views as important as opposed to those seen as important by the supervisor, low performance appraisals are likely. This may lead to planned or unplanned transitions because of termination. Career counselors can use the approach discussed in this article to facilitate both types of transitions.
The authors present a 3-stage model—Prescreening, In-depth exploration, and Choice (PIC)—aimed at increasing the quality of the career decision-making process and its outcome. PIC provides a framework for a dynamic and interactive process that emphasizes the role of career counselors as decision counselors, whose aim is to facilitate an active decision-making process. The proposed model offers the advantages of systematic, analytical processing, while remaining compatible with individuals' natural way of thinking. The authors outline the implementation of PIC, discuss the role of intuition in decision making, and compare the PIC with the person-environment fit approach.
Estimated the genetic and environmental influences contributing to vocational interests. A comprehensive behavioral genetics research design was employed, using previously collected data from twins reared together, twins reared apart, adoptive families, and biological families. Data consisted of item responses from the Strong Vocational Interest Blank/Strong Interest Inventory (SVIB/SII). All of the data were scored using the Hansen Combined Form Scales for the SVIB/SII. Correlations were computed, and model fitting analyses were run to estimate additive genetic, nonadditive genetic, shared environmental, and nonshared environmental effects. Results suggest that, on average, the variance in a wide range of vocational interests can be attributed to 12% additive genetic and 24% nonadditive genetic effects and to 9% shared environmental and 55% nonshared environmental effects and measurement error. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Equal access to, and delivery of career guidance information to higher education students in Hawaii presents a special geographical problem, since intra-state travel between the various islands which comprise the state can only be accomplished by means of expensive air transportation. Therefore, the recent establishment of a state-wide computer-assisted career information system has been of significant assistance to college students desiring information and data relative to the world of work and occupational choices. This paper presents a report on the development, evaluation, and impact of such a system at a community college in the Hawaiian Islands.
Personality was studied as a conditioner of the effects of stressful life events on illness onset. Two groups of middle and upper level executives had comparably high degrees of stressful life events in the previous 3 years, as measured by the Holmes and Rahe Schedule of Recent Life Events. One group (n = 86) suffered high stress without falling ill, whereas the other (n = 75) reported becoming sick after their encounter with stressful life events. Illness was measured by the Wyler, Masuda, and Holmes Seriousness of Illness Survey. Discriminant function analysis, run on half of the subjects in each group and cross-validated on the remaining cases, supported the prediction that high stress/low illness executives show, by comparison with high stress/high illness executives, more hardiness, that is, have a stronger commitment to self, an attitude of vigorousness toward the environment, a sense of meaningfulness, and an internal locus of control.
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