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Cognitive Information Processing and Employment Choices

Whether we are changing jobs for career advancement or seeking a new job due to cutbacks, we often find ourselves in a position to make strategic decisions. A variety of emotions and confusion are evoked during this, often, highly stressful situation. The gap between knowing that one needs to make a good choice about employment, and knowing that one made a good choice about their employment, is an emerging problem. Job security is a major concern for many people, company downsizing and increased productivity from fewer workers, leads to people being faced with a change in employment. Within the past three years, the United States lost nearly 4 million jobs (Harris, 2004). Making a career decision involves collecting and processing information. The literature offers a variety of learning theories and cognitive career theories, such as Krumboltz, Mitchell, and Gelatt’s (1975) social learning theory of career counseling, Lent, Brown, and Hackett’s (1996) social cognitive career theory, Brown’s values based career development model (1996), Hackett and Betz’s career self-efficacy model (1981) and Young, Valach, and Collin’s contextual career development model (1996) (Philips & Blustein, 1998). Adapting concepts from th


I engage in avoidance behavior and procrastinate. This leads to me feeling paralyzed and stuck. This resultant stress has decreased my appetite, motivation, and my energy levels are similarly decreased. Festinger and Carlsmith (1959) studied cognitive dissonance and its relevance to decision-making and problem solving. Cognitive dissonance is evident in my decision making situation. In my heart I do not want to have to make a choice. I want to relieve the discomfort I feel when my behavior differs noticeably from what I think and feel. On the surface, I am maintaining a positive attitude and I continue to excel in my current position.

I will brainstorm and identify numerous potential alternatives and synthesize these findings. Eventually, I will narrow down the potential occupations to a manageable number of options. I will identify the costs and benefits of each alternative. Assigning a value to each position and deciding what the important elements are in each position will help to prioritize the list of possible job placements.

The actual problem solving and decision-making can be divided into stages of communication, analysis, synthesis, valuing, execution, and then a repeat of communication. External and internal demands and events influence my communication. The event in this example is that as of September 2004, my current job position will be eliminated. My co-workers and friends remind me that I will have problems if I do not make a timely decision and start planning and preparing. Internally, I am scared about starting something new. I am afraid that I won’t like a different job, afraid that I will not make a comparable salary, and that I will not even be able to find a job in my field.

The next processing domain usually involves metacognitions, self-talk, self-awareness, monitoring and control. Self-talk can be negative, such as “I’ll never be able to make a good employment choice.” The self-awareness involves the uncertainty and anxiety involved in career choices when faced with change. The monitoring and control element is evident in one’s realization that I need help in making this choice. These metacognitions are required to select, initiate, coordinate, and m

Some topics in this essay:
Lenz Reardon, Raviv Spitzer, Philips Blustein, , Festinger Carlsmith, Brown Hackett’s, information processing, cognitive information, cognitive information processing, Mitchell Gelatt’s, Valach Collin’s, Hackett Betz’s, employment choice, career development, processing theory, knowing choice, information processing theory, Peterson Lenz, sampson et al, et al, lenz reardon, peterson lenz, sampson et, information processing theorists, peterson lenz reardon,

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Approximate Word count = 1502
Approximate Pages = 6 (250 words per page double spaced)


  

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