For this assignment you are to submit an Annotated Bibliography A Review of Current Literature (EXAMPLE IS ATTACHED) on your Chosen Occupation (Sources from scholarly journals & bo

Annotated Bibliography

Ciporen, R. (2015). The Emerging Field of Executive and Organizational Coaching: An

Overview. New Directions For Adult & Continuing Education, 2015(148), 5-15.

doi:10.1002/ace.20147

This article provides an overview of the current state of the Executive Coaching field. It

started becoming very popular in the 1980s and 1990s and while still a young industry

already boasts $2 billion in annual revenue. The field is projected to continue its growth

as the need for career guidance become even more of a necessity in the changing work

landscape. Coaching differs from counseling because it is more of a partnership rather

than a therapeutic relationship. There is an estimated 47,500 business coaches world-

wide coming mostly from the United States, United Kingdom, Canada and Australia.

The most common reason for seeking executive counseling is leadership development.

These coaches can be internal or external. Internal coaches are people who are employed

by an organization for use of employees of that same organization. An external coach is

brought in from outside the organization. External coaches often have more training, but

internal coaches understand the company culture better, so there are pluses and minuses

to each type of coach. Since the field is so broad, most coaches focus on a specialty topic

or population and become an expert with valuable information to share on that given

topic.

Chung, Y. B., & Allen Gfroercr, M. C. (2003). Career Coaching: Practice, Training,

Professional, and Ethical Issues. Career Development Quarterly, 52(2), 141-152.

This is an older article but I believe it provides a great basic overview of the career

coaching profession that is still applicable today. They trace the history of career

coaching to the 1980s and 1990s where workplaces were undergoing great change. The

workplace was becoming more multicultural and employees where looking more to

managers for training and support. This required managers to have better interpersonal

communication and leadership skills. The authors discuss the differences in career

counseling and career coaching. Coaching is more problem solving and personal support

whereas a career counselor has more formal counseling training and uses the

psychological interventions that come along with that training. It also involves

counselor/client boundaries that coaching does not necessarily include. Career coaches

often have long term relationships with clients whereas career counselors are more likely

to have shorter term relationships. Career counselors also have more extensive training

and are licensed by the state. There is also a third career coaching professional called a

Career Development Facilitator. These professionals do work mainly related to obtaining

a job just as interview skills, resume writing skills and job searching competence. They

receive training and certification through a national organization although they do not

require any Masters level work. The article goes on to discuss the ethics, training and

multicultural issues associated with career coaching.

Diemer, M. A., & Cheng-Hsien, L. (2012). Longitudinal Roles of Precollege Contexts in Low-

Income Youths' Postsecondary Persistence. Developmental Psychology, 48(6), 1686-

1693. doi:10.1037/a0025347

This article discusses how poverty impacts an individual’s chances at completing college.

The completion rate is low among people in poverty primarily because they come to

college underprepared for the rigor of the course work. This article studies what factors

play a role in helping increase degree completion. One primary factor is educational

expectancy. This can be defined as what the child, their family and their community

expect the child to accomplish. When children have higher expectations, they tend to

meet and exceed goals. When expectancies are low, results are commonly low. These

low expectations go along with little information about higher education, often sub-par

secondary education and more unstable families and communities. These factors lead to

low-income students having less longevity and completion rates in higher education

environments.

Duffy, R. D., Diemer, M. A., Blustein, D. L., & Autin, K. L. (2016). The Psychology of Working

Theory. Journal Of Counseling Psychology, 63(2), 127-148. doi:10.1037/cou0000140

The authors of this article assert that how one relates to work is greatly influenced by

sociocultural factors and places these factors as the cornerstone of their theory. Often,

theories of work promote the idea of self-efficacy and self-determination while turning a

blind eye to structural barriers such as poverty, lack of access to quality education, and

racial or gendered discrimination. In the authors’ opinion, these factors should be placed

at the forefront when developing theories of work. They propose the Psychology of

Working Theory that outlines the factors that lead to having “decent work” and the

positive effects of having decent work on the individual’s well-being. They note that

many theories of career are based on white men. The article defines decent work and the

barriers that exist to some such as marginalization and economic constraints.

Greenleaf, A. T. (2014). Making the Best of a Bad Situation: Career Counseling Young Adults in

the Aftermath of the Great Recession. Journal Of Employment Counseling, 51(4), 158-

169. doi:10.1002/j.2161-1920.2014.00049.x

This article discusses the challenges that current college graduates face in light of the

Great Recession of 2009 and outlines a model of career counseling that helps graduates

be successful in a highly competitive environment. He notes that the supply of college

educated individuals outpaces demand leading to many college graduates taking lower

paying or temporary work. He cites that 45% of college graduates take jobs that do not

require a college degree. This calls for more proactive and aggressive career preparation

while in college to do the things necessary to stand out and compete for the more

desirable jobs. The model is called happenstance learning theory and provides career

counselors with a framework of coaching that promotes proactive career behaviors that

increases the likelihood of getting a professional job post-graduation. These behaviors

include taking internships, even in other fields, participating and extra-curricular

activities and taking advantage of the extra educational opportunities the college provides.

Harrington, T., & Long, J. (2013). The History of Interest Inventories and Career Assessments in

Career Counseling. Career Development Quarterly, 61(1), 83-92. doi:10,1002/j.2161-

0045.2013.00039.x

This article provides a history of assessment in the career counseling world. While

assessments are a great tool, they authors note that the most important tool is the

counselor and their individual work with the client. More and more is being required of

career counselors in the present day. For example, a career counselor is not only working

with the client to help get a job after being laid off, but also must work with the client on

their emotions about the job loss. The field is changing to attend to the client as a whole

and not focus solely on career. The best assessment tools are those that allow the

counselor to have some input and discuss with the client rather than an assessment tool

that is simply taken and a score given. The article provides a few examples of these types

of assessments. When used the right way, assessment tools can be very helpful resources

to augment a counseling relationship.

Hughes, A. N., Gibbons, M. M., & Mynatt, B. (2013). Using Narrative Career Counseling With

the Underprepared College Student. Career Development Quarterly, 61(1), 40-49.

doi:10.1002/j.2161-0045.2013.00034.x

This article discusses how the life design approach of narrative counseling can help

underprepared college students overcome challenges that they face throughout college

and also as they enter the workforce. Being underprepared may lead to remedial classes,

increased financial stress, and retention problems. And, they often do not seek help.

Narrative career counseling involves defining the problem, looking at it from different

perspectives, creating a new story and moving forward with specific action steps. The six

steps of the model include defining the problem, creating goals, exploring life roles and

telling stories, viewing the issue from multiple perspectives, and applying new skills to

the client’s life.

Maree, J. (. (2016). Career Construction Counseling With a Mid-Career Black Man. Career

Development Quarterly, 64(1), 20-34. doi:10.1002/cdq.12038

This article discusses the need to respond to a changing work landscape with appropriate

career counseling that includes helping individuals through career transitions based on

their own stories rather than objective data and testing. The authors note that current

models and theories do not address the needs of the marginalized in our society. So,

Maree proposes the career construction interview that helps practitioners support clients

in telling their personal stories. The Career Construction Interview is designed to get at a

person’s central life goals and priorities and promote career adaptability. This is

especially important for under-privileged communities where an individual may start

with low academic performance that leads down a path ultimately to long-term

unemployment. The author counseled a mid-career black man and helped him create a

life portrait and mission statement through an 8 step process. Telling life stories, using

them, and reframing them for career development can help people move forward in

positive directions.

McDermott, D., & Neault, R. A. (2011). In-house career coaching: an international

partnership. Journal Of Employment Counseling, 48(3), 121-128.

We often think of career counseling for the unemployed, but this article discusses the

need for career counseling within organizations as a means to develop existing talent and

promote talent retention. This article discusses a United Arab Emirates based company

that was struggling with retention and the partnership with a Canadian training

organization tasked with helping solve their problem. The Canadian company facilitated

training designed to help individuals through the stages of starting a new job. The limited

data available does show promising results. The training opportunities showed greater

degrees of work engagement and lower rate of turnover among the participants.

Pipkins, K. C., Rooney, G. S., & Jaunarajs, I. (2014). Back to the Basics: Career

Counseling. New Directions For Student Services, 2014(148), 35-48.

doi:10.1002/ss.20107

This article discusses the increasingly interconnected relationship between career and

personal well-being as well as the interconnected relationship between career

development and personal development. They note that in an increasingly competitive

landscape, it is no longer enough to just have a degree and experience, one must also be

self-aware and good at soft skills. This creates a more holistic and inclusive view of

career counseling. The article calls for college career services departments to provide

career counseling services that promote personal and career development. It also calls for

proper counseling training and continuing education since career services professionals

come from many different career backgrounds, not necessarily counseling. It outlines

what training might look like as well as the basic skills necessary to be a successful

career counselor.

Rowell, P. C., Mobley, A. K., Kemer, G., & Giordano, A. (2014). Examination of a Group

Counseling Model of Career Decision Making With College Students. Journal Of College

Counseling, 17(2), 163-174. doi:10.1002/j.2161-1882.2014.00055.x

With the growing need for career counseling, doing this through individual counseling

sessions may not be realistic on college campuses. This article discusses a group

counseling model that allows counselors to reach more students with necessary resources

and skills. This study used Pyle’s group career counseling model which did lead to better

career decision-making skills among those in the study. The supportive presence of the

counselor was also found to be beneficial. The authors propose a partnership between

college career services departments and counseling centers to leverage the strengths of

both organizations for the benefit of students.

WALKER, R., BROWN, L., MOSKOS, M., ISHERWOOD, L., OSBORNE, K., PATEL, K., &

KING, D. (2016). 'They really get you motivated': Experiences of a life-first employment

programme from the perspective of long-term unemployed Australians. Journal Of Social

Policy, 45(3), 507-526. doi:10.1017/S0047279416000027

This article shares research that was done on the efficacy of a program that sounds much

like Advance Memphis’ Work Life Program. It is a program in Australia that focused on

the long term unemployed and provided work skills as well as personal development to

help the students achieve sustainable success in the workplace. The practitioners address

mental health, housing, and trauma experiences that are barriers to career success in

addition to providing job skill training. This research points out the need for holistic

career support that looks beyond just the job and sees individuals with complex needs

that require support to overcome the barriers that lead to and perpetuate long term

unemployment and poverty.