7/16/2016 1 Human Origins: Evolution & Diversity Exam 2 Review KEY CONCEPTS DNA • mtDNA • Nuclear DNA • Structure and function of DNA Complementarity Alignment PCR KEY CONCEPTS Inheritance • Chromosomal & genetic terminology 7/16/2016 2 KEY CONCEPTS Genes • Alleles • Exons • Introns • Heterozygous • Homozygous • Epistatic effects KEY CONCEPTS Protein Synthesis • Transcription • Translation • Genetic code • Amino Acid • Polypeptide chain KEY CONCEPTS DNA Polymorphisms • Satellites • Mini satellites • Microsatellites 7/16/2016 3 KEY CONCEPTS Genetic Polymorphisms • Hemophilia A • Blood groups • Hemoglobin KEY CONCEPTS Microevolutionary forces Mutation Migration Natural Selection Genetic drift KEY CONCEPTS Microevolutionary forces Mutation Silent Missense Nonsense Deleterious 7/16/2016 4 KEY CONCEPTS Microevolutionary forces Migration Gene flow KEY CONCEPTS Microevolutionary forces Natural Selection Directional Stabilizing Disruptive Sexual Selection KEY CONCEPTS Microevolutionary forces Genetic drift Founder effect Genetic bottleneck 7/16/2016 5 KEY CONCEPTS Hardy Weinberg Equilibrium Non random mating Assortative mating Inbreeding Random matingMutation Migration Natural Selection Genetic drift KEY CONCEPTS Heritability Height IQ Skin color? KEY CONCEPTS Human Diversity & Adaptability UV Radiation Melanin Vitamin D Folate Homeostasis Cline The Career Diamond My name is Patricia Andersen; I have been involved in career counseling for some 35 years. the career diamond started getting developed in a career seminar I taught, where I was trying to get interns to come to terms with what is different about career theory and what they really think they need to be doing with the clients. It is a life-long dream of mine, a mission of mine to try to help people really understand how career is similar to counseling in general. I was taught that but I was not really taught how and I am hoping that that is what this is going to be as a contribution. I am going to talk about the Diamond model, and why it was developed, and how we use it, and what I think it represents. The overall concept is that career counseling and career development overtime is a process it starts with exploring where an individual in trying to deal with career decisions expands the sense of self. And we started this because we saw so many clients who saw career choices as linear as a very step-by-step decision, and often did not understand when the counselor would ask a question about tell me about yourself or what things you like or something that those answers would be very curt and not fully really understanding that we needed to spend time in self exploration and so forth. So we wanted a model that would demonstrate the process in an easily understandable way. And so we thought a model would help grad students, who are in training to be career counselors, could understand the process and th.

1. 7/16/2016
1
Human Origins:
Evolution & Diversity
Exam 2 Review
KEY CONCEPTS
DNA
• mtDNA
• Nuclear DNA
• Structure and function of DNA
Complementarity
Alignment
PCR
KEY CONCEPTS
Inheritance
• Chromosomal & genetic terminology
7/16/2016

2. 2
KEY CONCEPTS
Genes
• Alleles
• Exons
• Introns
• Heterozygous
• Homozygous
• Epistatic effects
KEY CONCEPTS
Protein Synthesis
• Transcription
• Translation
• Genetic code
• Amino Acid
• Polypeptide chain
KEY CONCEPTS
DNA Polymorphisms
• Satellites

3. • Mini satellites
• Microsatellites
7/16/2016
3
KEY CONCEPTS
Genetic Polymorphisms
• Hemophilia A
• Blood groups
• Hemoglobin
KEY CONCEPTS
Microevolutionary forces
Mutation
Migration
Natural Selection
Genetic drift
KEY CONCEPTS
Microevolutionary forces
Mutation
Silent

4. Missense
Nonsense
Deleterious
7/16/2016
4
KEY CONCEPTS
Microevolutionary forces
Migration
Gene flow
KEY CONCEPTS
Microevolutionary forces
Natural Selection
Directional
Stabilizing
Disruptive
Sexual Selection
KEY CONCEPTS
Microevolutionary forces

5. Genetic drift
Founder effect
Genetic bottleneck
7/16/2016
5
KEY CONCEPTS
Hardy Weinberg Equilibrium
Non random mating
Assortative mating
Inbreeding
Random matingMutation
Migration
Natural Selection
Genetic drift
KEY CONCEPTS
Heritability
Height
IQ

6. Skin color?
KEY CONCEPTS
Human Diversity & Adaptability
UV Radiation
Melanin
Vitamin D
Folate
Homeostasis
Cline
The Career Diamond
My name is Patricia Andersen; I have been involved in career
counseling for some 35 years. the career diamond started
getting developed in a career seminar I taught, where I was
trying to get interns to come to terms with what is different
about career theory and what they really think they need to be
doing with the clients. It is a life-long dream of mine, a mission
of mine to try to help people really understand how career is
similar to counseling in general. I was taught that but I was not
really taught how and I am hoping that that is what this is going
to be as a contribution.
I am going to talk about the Diamond model, and why it was
developed, and how we use it, and what I think it represents.
The overall concept is that career counseling and career
development overtime is a process it starts with exploring where
an individual in trying to deal with career decisions expands the
sense of self. And we started this because we saw so many
clients who saw career choices as linear as a very step-by-step
decision, and often did not understand when the counselor

7. would ask a question about tell me about yourself or what
things you like or something that those answers would be very
curt and not fully really understanding that we needed to spend
time in self exploration and so forth.
So we wanted a model that would demonstrate the process in an
easily understandable way. And so we thought a model would
help grad students, who are in training to be career counselors,
could understand the process and then understand how they use
their counseling skills to make career counseling similar to
other forms of counseling.
The diamond starts with A where the client is aware that they
need to be beginning some considerations about career. And
after awareness, it is important for us to be able to get across
the clients that the clients will begin to expand a sense of self
and a sense of the demand characteristics or the externals. This
is a time when we want to be open to all kinds of possibilities
about ourselves and about potential occupations or potential
externals that we are going to be working with.
At this point in time the matches that we are making between
the self and careers are very broad. We do not need to have very
detailed information or a sense that somehow all of every
requirement. It has to be met or something, but it would be a
broad kind of match.
We began expanding and seeing many possibilities, as we reach
the peak of the diamond, the clients often feel like they are
getting confused like those enough possibilities out there and
that continuing to expand is overwhelming. And so, what I do
with clients then is try to show the similarities between the
matches that they have made suggesting their pattern, their
career patterns, and help clients create a vision. What do I need
in my occupation? What are some of the occupations that look
like they might fulfill that need?
The vision here is kind of vague, and again, it does not have to
be real detailed. But it does need to contain core themes that the
client truly validates. And it does have to have some critical
values and interest in the vague vision. At that point, we are

8. ready to go into the deciding phase. And here is where we are
hitting the nitty-gritty, the compromises that the clients are
going to need to make. It is time for the client to begin to set
some priorities, what is most important to me? What am I like,
and what are things that I could let go off, and what are things
about myself that I do not necessarily need to express in a
career but I need something else that is really important.
And here we need to come to terms with more detailed kinds of
information about occupations or about the realities we are
going to have to do. This is a narrowing process. This is more
typical decision-making process. And that basic model, this is
not a new theory in any sense. It could be called maybe a meta-
theory and that it tries to take into account many of the different
career theories. But the real point is that you will not be able to
as a client or as in your counseling sessions be able to go from
awareness to decide without this expanding and narrowing
process that process is what helps people come to full terms
with things.
Career Development and Multiple Diamonds
The other advantage of this picture that we have created with
the diamond is that it is particularly helpful in today's kind of
economy where a lot of changes are expected to be made,
because as soon as one diamond closes, the diagram also shows
another diamond begins to open up, so that across the career
lifespan, there is going to be multiple diamonds that as a
person, say, a person makes a decision to take a particular type
of job that is the new occupation that they have decided to
show. As soon as they start that, the person is going to start
expanding again. They are going to start being aware of
themselves in this world, and they are going to start to be aware
of general things and they are going to make some kind of an
adjustment. And they are going to have a new vision or a new
picture of themselves within this career. And as they established
themselves and so forth, this is going to get more and more
detailed and more and more truly an integration between
themselves and the occupation at that point. But they may

9. decide, well, there is some of this that I have to be in this
occupation and I really do not want and there is more of it than
I am willing to tolerate.
So I may decide to open up another diamond yet to start
exploring other possibilities; how can I take the strengths that I
have been able to show on this occupation and apply it to maybe
do a different setting for that occupation or in a different way,
or the person maybe downsized, when this becomes an absolute
necessity. The point being is that at each transition, the person
will go through the same process and that will be a multiple
diamonds across the lifespan.
Using the Career Diamond with Clients
In terms of even using the diamond with clients, I use it to
explain this process sort of in the way I am doing it with you,
and I would like to try to get the client to own the picture, and
to get a sense of the process by saying, here is where I think I
am. I think I have a pretty clear idea of some of these things
about myself, but I do not have a clue as to what that means in
terms of what kind of jobs I might want or something, or yeah, I
have done all these research, but it all is kind of dull, and I am
not quite sure how to make a decision, which indicates maybe
they have not really looked at themselves very clearly. But to
literally making acts on the top of the diamond with the self and
on the bottom of the diamond with the external kind of demands
and then only idea that they still need to participate in a process
of expanding and narrowing kind of thing.
Downsizing and the Inverted Diamond
Because career counseling so much integrates the person on
what they are going through in emotionally like in a downsizing
or something that with the client, who has been downsized like
that, I would deal with the self and not even attempt a full
diamond process until the person kind of settles into
recognizing what has happened to them and dealing with those
emotions and stuff. But I would clearly offer the hope that look,
we are going to go on a process here where you are going to be
able to adjust to these kinds of major changes in your life

10. consistently. You will be able to get control of this because you
will understand the process.
And it may be that we need to make some practical kinds of
decisions without assuming that we are going to be able to have
time to fully examine where we are and what we want. And that
is where I have the inverted diamond, where the self ends up on
the bottom and the demand characteristics are on the top and the
self is kind of getting squished down. They are not able to
participate in a process like what we are talking about. So, I
literally show that to a client and say, we are going to deal with
this in practical terms right now; your feeling that you are
getting pushed into something that where you really do not have
full control. But in making these practical decisions, we will be
able to flip it back around and the self will be in control again.
So the inverted diamond works well with people who were
feeling that kind of crunch that I am just under the gun, I will
not be able to survive unless I get the next job. Okay, we can do
that, but we also want to see it as an opportunity for you coming
to terms with how you are going to manage this over time.
Career Counseling with Adolescents
It is also important to recognize that not all clients are ready to
make a full decision, particularly like adolescents who are
doing this for the first time, they may not be ready to really do
the work where they are integrating occupational demands and
setting personal priorities. The career self concept is not fully
set and their awareness that the external world is not fully there.
However, they can do the kind of general matching that the self-
directive search would suggest and have a kind of vision and
they can be made aware that this is sort of a vague vision that
may not be what you really want, permanently or overtime. So it
is okay for you to spend some time now that you have started
the process out there, continuing to explore and continuing to
come to terms with some of this and basically to let the client
have time to kind of ripen their concepts and so forth. And for
counselors, not to be pressed that kind of make a decision that
is supposed to be life-long when they are not really ready to do

11. that. So that is what we needed to repeat.
Credits
Subject Matter Expert:
Kathryn Watkins van Asselt, PhD, LPC, NCC
Interactive Design:
Zahra Rahman
Instructional Designer:
Sarah Hoegger
Project Management:
Erin Coffey
Interviewee:
Patricia Andersen, Ed.D., Midwestern State University