Abstract
This chapter begins by discussing the continued use of test scores in career counseling in conjunction with people’s “stories”. It examines the value of drawing on self-estimates of interests and confidence about aptitude for certain careers. It stresses the importance of using a combination of factors to predict career success and elaborates on various factors in the development and standardization of the MCM. The conceptual framework of the instrument and some aspects of its psychometric properties are dealt with in the final section of the chapter.
Choose a job you love, and you will never have to work a day in your life (Confucius)
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Notes
- 1.
I believe that these stages and the time frames associated with each reflect an outdated view on career development. However, an elaboration on the matter falls outside the scope of this book.
- 2.
The word “stereotype” may have a negative connotation for some people. It is used in this book as it is commonly used by authors in this context.
- 3.
It should be noted that Holland neither suggested that there are only (these) six types of people in the world, nor that any given person fits into only one of the six types (Swanson, 2002).
- 4.
- 5.
The term “psychologist” is used to refer to psychologists, registered counselors, and psychometrists alike and is used interchangeably with the term “career counselor”.
- 6.
In South Africa, “career guidance” is offered within the context of life orientation (which forms part of the life skills program in schools).
- 7.
Perspectives on ‘retirement’ and retirement activities are changing rapidly and include starting one’s own (new) business, doing part-time work, taking up a new work role, or working in a changed or different capacity.
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Maree, J. (2020). The Development and Implementation of the MCM. In: Innovating Counseling for Self- and Career Construction. Springer, Cham. https://doi.org/10.1007/978-3-030-48648-8_9
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