Counselors who work in vocational guidance and school and work inclusion tend to consider their task complete when they have managed to help realize their educational and career choice. However, we believe that counselors should also provide follow-up operations, which, on the one hand, help disabled people adapt satisfactorily to a job, and, on the other, help them deal with job insecurity and job market flexibility and, eventually, with retirement, i.e. the experience of ending work. Regarding work adaptation, we must consider, as McMahon proposed 20 years ago (1979), a vast array of worker attributes, which are crucial for obtaining and maintaining a job. Among these are: a) behavior skills; b) social-personal skills; work readiness skills. Obviously, McMahon ‘s model, but also the more recent ones of Hershenson (1981) and Dawis and Lofquist (1984) place special emphasis on analyzing interactions between workers and their work environments. Thus a research trend is evoked, which in recent years has begun highlighting the importance of the quality and quantity of relationship that disabled person establish with their co-workers in competitive, as well as supportive, work environments (Chadsey-Rush, 1992; Nota and Soresi, 1997; Soresi and Nota, 200; Rondal et al., 2003).

Vocational guidance for persons with intellectual disability

NOTA, LAURA;SORESI, SALVATORE
2004

Abstract

Counselors who work in vocational guidance and school and work inclusion tend to consider their task complete when they have managed to help realize their educational and career choice. However, we believe that counselors should also provide follow-up operations, which, on the one hand, help disabled people adapt satisfactorily to a job, and, on the other, help them deal with job insecurity and job market flexibility and, eventually, with retirement, i.e. the experience of ending work. Regarding work adaptation, we must consider, as McMahon proposed 20 years ago (1979), a vast array of worker attributes, which are crucial for obtaining and maintaining a job. Among these are: a) behavior skills; b) social-personal skills; work readiness skills. Obviously, McMahon ‘s model, but also the more recent ones of Hershenson (1981) and Dawis and Lofquist (1984) place special emphasis on analyzing interactions between workers and their work environments. Thus a research trend is evoked, which in recent years has begun highlighting the importance of the quality and quantity of relationship that disabled person establish with their co-workers in competitive, as well as supportive, work environments (Chadsey-Rush, 1992; Nota and Soresi, 1997; Soresi and Nota, 200; Rondal et al., 2003).
2004
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11577/2433113
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