Mental Health Issues Assignment

Mental Health Issues Assignment

Mental Health Issues Assignment

QUESTION 1

1. Career counseling for people withis:

A. Substantially different than it is for those who are mentally healthy.

B. Not possible if a person has a severe and chronic disorder.

C. Less effective in a group setting.

D. A goal when workplace functioning is a legitimate area of treatment.

0.25 points

QUESTION 2

1. The ADA permits employers to inquire about a job applicant’s disability prior to making a conditional job offer.

True

False

0.25 points

QUESTION 3

1. The Career Beliefs Inventory created in concert with Krumboltz’s Learning Theory of Career Counseling assesses client beliefs about all of these areas EXCEPT:

A. My current career situation

B. Factors that influence my decisions

C. Jobs that are right for me

D. Changes I am willing to make

0.25 points

QUESTION 4

1. The ecological model of vocational behavior defines the person’s self-concept, personal beliefs, and  level of self-efficacy as:

A. Mediating constructs

B. Developmental processes

C. Contextual constructs

D. Socialization processes

0.25 points

QUESTION 5

1. Legal matters:

A. “Do not harm”

B. “Do good”

C. Pertain to a counselor’s motives, goals, and behavior

D. Are same as ethics

0.25 points

Mental Health Issues Assignment

QUESTION 6

1. A movie theater that is not accessible to people who use wheelchairs is in violation of Title III of the ADA.

True

False

0.25 points

QUESTION 7

1. What is NOT part of the three-pronged trait-and-factor approach?

A. Individual knowledge, including interests, abilities, and skills

B. Knowledge of the job

C. Exploring factors of the job environment

D. Logical matching of the individual’s traits to the job that best “fits” him or her

0.25 points

QUESTION 8

1. Ten years after WWII in 1955, approximately how much of the U.S. labor force was unionized?

A. 75%

B. 60%

C. 33%

D. 9%

0.25 points

QUESTION 9

1. In selecting a career information delivery system, the first step for the counselor is to:

A. Assess the number of occupations included in the data base

B. Identify client needs

C. Determine the availability of Holland codes in the system

D. Separate for-profit from not-for-profit systems

0.25 points

QUESTION 10

1. Questions to measure employer and emoloyee mutual effectiveness

A. Sunny Hansen

B. Goleman

C. Gelatt’s “positive uncertainity”

D. Gallup Q12

0.25 points

QUESTION 11

1. Psychodynamic Approaches

A. Pyramid of Information Processing Domains and the CASVE cycle

B. Based on Bronfenbrenner’s 1979 model

C. “(a) formation and elaboration of career-relevant interests, (b) the selection of academic and career choice options, and (c) performance and persistence in educational and occupational pursuits”

D. Life scripts and life themes

0.25 points

QUESTION 12

1. Before offering to provide technology-assisted distance counseling (TDC) for clients, a licensed counselor will want to do each of the following EXCEPT:

A. Recruit several current clients to participate in a pilot study of the process

B. Attend training to become a Distance Credentialed Counselor

C. Determine client needs that will best be met by using TDC

D. Develop an informed consent and orientation protocol for clients

0.25 points

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QUESTION 13

1. Programs funded by the Carl D. Perkins Vocational Education Act, designed to address the vocational needs of underserved populations, did NOT include which of the following components?

A. Increase military vocations

B. Faclitate self assessment

C. Facilitate career planning and decision making

D. Increase employability skills

0.25 points

QUESTION 14

1. 67 competencies, 19 career stoppers

A. Goleman

B. Career Architect

C. Gelatt’s “positive uncertainty”

D. Gallup Q12

0.25 points

QUESTION 15

1. One of the key differences within the coaching relationship that sets it apart from other career helping roles is:

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A. The need for excellent communication skills

B. The locations where coaches interact and provide services to their clients

C. The length of time the coach engages in a relationship with the client