Suchergebnisse

This paper describes professional identity of counselor educators teaching in a counselor profession education in Indonesia. The counselor identitiy was explored using a self-reported semi-open questionnaire and a focus-group discussion. Using the questionnaire, the couselors self-assessed their competency level of 75 competence-statement based on the government's regulation. Their self-assessed level of competencies was compared to factors like age, teaching experiences, professional development as well as their self-efficacy toward the counselor competencies mandated by the government. To confirm the survey findings, a focus-group discussion was held and revealed culture-specific competencies that were not explicated in the regulation but deemed an important characteristic of the counselors' identity. The study found that the counselors described themselves having average level of the mandated competencies and developing culture-specific competency related to technology literacy. The findings provide recommendation to set up context-suited professional development training that prepare the counselors for teaching in the profession training.

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.

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.

This study was based on the hypothesis that modeling techniques utilized in counselor training may foster unintended and often undetected behaviors in counseling trainees. Samples of counselor trainees viewed either a series of expert modeling or coping modeling video‐tapes. Specifically, it was hypothesized that counselor trainees who viewed expert models would illustrate concommitant or paramodeling phenomena by exhibiting a decrease in anxiety toward participation in a counseling interview. Similarly, it was predicted that those who viewed the coping models would demonstrate paramodeling phenomena by exhibiting an increase in tolerance of ambiguity. Results confirmed the hypotheses across the first sample, the cross‐validation sample, and both samples combined. Implications regarding counselor training are discussed.

Employment counselors, counselor supervisors, managers, and counselor educators were surveyed in Minnesota concerning the amounts of time that are now spent and should be spent in eleven employment counselor activities. All respondents generally agreed on the amounts of time that are now spent and should be spent in the activities. They also agreed that there should be significant increases (p > .05) in the amounts of time that should be spent in counseling, teaching, and research/follow‐up, and decreases in the amounts of time that should be spent in selection/intake and records/clerical activities. Employment counselors in main offices indicated that they now spend significantly less time than counselors in subordinate offices in counseling, consulting, and staff activities, and significantly more time in testing.