Running head: Book review 1 Book review 9Book Review and Program Planning Sample Paper The University of West Alabama Abstract This paper will offer readers a summary of The Career Counselor’s Handbook by Howard Figler and Richard Nelson Bolles. Following the summary, ideas are discussed from the book and there is an examination of which approaches, processes, and strategies are effective in career counseling. Topics such as advocating, occupations, approach implementation, and work environments will be reviewed. The summary and program plan will be used to benefit career counselors. Book Review and Program Planning The Career Counselor’s Handbook is a guide for counselors who are just beginning their careers or counselors who have been in the field for years. The first chapter discusses the goals of a career counselor. One goal of the career counselor is teaching the client the importance of looking for the largest context for everything, the importance of what weight to give problems and solutions and the importance of organizing the information we have in our lives. It is also important for the counselor to teach the client the importance of applying the information to his/her life, the importance of silence and the importance of knowing and understanding that words and pictures are only symbols of a bigger reality (Bolles, Figler 2007). Bolles and Figler also go on to discuss the different meanings of careers based on which field the client chooses. They believe that there are three definitions to careers: the horse, the road, and the cart. Clients who view their career as the horse see their job as something to please themselves. Those who view their career as the road see their career as exciting and action-packed. Clients who view their career as the cart focus on their character and personal value. These three definitions cover three different takes on careers, and Figler and Bolles believe that everybody in a career fits into one of these definitions. A key part of the book that is in the third chapter is the discussion of the six objectives of career counseling. The first objective for the counselor is to help the client assume responsibility, meaning the client should be able to consider the input of others on life matters, but ultimately make his/her own decisions and stand by those decisions. The second objective is to help the client use his/her imagination to picture possible career choices. The third objective is to help the client tap into his/her strengths or skills and uncover personal values. The fourth objective is to help the client face negative thoughts and overcome them to make progress in their career. The fifth objective is to teach the client how to decide which steps to take in order to reach his/her career goal. This motivates the client. The final objective is to encourage the client to choose a career that is important or meaningful to him/her (Bolles, Figler 2007). Bolles and Figler bring up key steps i.

1. Running head: Book review 1
Book review 9Book Review and Program Planning
Sample Paper
The University of West Alabama
Abstract
This paper will offer readers a summary of The Career
Counselor’s Handbook by Howard Figler and Richard Nelson
Bolles. Following the summary, ideas are discussed from the
book and there is an examination of which approaches,
processes, and strategies are effective in career counseling.
Topics such as advocating, occupations, approach
implementation, and work environments will be reviewed. The
summary and program plan will be used to benefit career
counselors.
Book Review and Program Planning
The Career Counselor’s Handbook is a guide for counselors who
are just beginning their careers or counselors who have been in
the field for years. The first chapter discusses the goals of a
career counselor. One goal of the career counselor is teaching
the client the importance of looking for the largest context for
everything, the importance of what weight to give problems and
solutions and the importance of organizing the information we
have in our lives. It is also important for the counselor to teach
the client the importance of applying the information to his/her
life, the importance of silence and the importance of knowing
and understanding that words and pictures are only symbols of a
bigger reality (Bolles, Figler 2007).
Bolles and Figler also go on to discuss the different meanings of
careers based on which field the client chooses. They believe
that there are three definitions to careers: the horse, the road,
and the cart. Clients who view their career as the horse see their
job as something to please themselves. Those who view their
career as the road see their career as exciting and action-packed.
Clients who view their career as the cart focus on their

2. character and personal value. These three definitions cover
three different takes on careers, and Figler and Bolles believe
that everybody in a career fits into one of these definitions.
A key part of the book that is in the third chapter is the
discussion of the six objectives of career counseling. The first
objective for the counselor is to help the client assume
responsibility, meaning the client should be able to consider the
input of others on life matters, but ultimately make his/her own
decisions and stand by those decisions. The second objective is
to help the client use his/her imagination to picture possible
career choices. The third objective is to help the client tap into
his/her strengths or skills and uncover personal values. The
fourth objective is to help the client face negative thoughts and
overcome them to make progress in their career. The fifth
objective is to teach the client how to decide which steps to take
in order to reach his/her career goal. This motivates the client.
The final objective is to encourage the client to choose a career
that is important or meaningful to him/her (Bolles, Figler 2007).
Bolles and Figler bring up key steps in being a successful career
counselor throughout the book. They provide twelve skills
career counselors need to possess including creative
imagination, role-playing, information giving, skill identifying,
value clarifying, and summarizing. Other skills include spot-
checking, clarifying content, reflecting feelings, asking open-
ended questions, setting tasks and completing them, and
identifying what the client believes stands in his/her way of
being successful in a career.
The Career Counselor’s Handbook provides career counselors
with different approaches for practice. It teaches counselors
how to use the 1-2-3 Career Counseling method as well as how
to effectively use career assessment tools. The 1-2-3 Career
Counseling method allows counselors to ask their clients three
questions. The first question asks the client what they want to
do, career wise. The second question asks the client what is
stopping them from pursuing that career. The final question
asks the client what they are going to do about it. This is where

3. the reality test comes in. Reality tests are used for clients to
determine just how hard they are willing to work to achieve
their goals. Bolles and Figler believe the key to effectively
using career assessment tools is to understand that a simple test
cannot determine a career. They stress that it is crucial to not
just focus on the present, but to also consider future aspects.
Bolles and Figler discuss a new model of assessment that allows
the client to have more control and independence. This model
teaches the client to study the career market to determine what
is required for success (Bolles, Figler 2007).
A large part of the book is all about resources. Career
counselors are provided so many resources, but the resources
are unnecessary if not used effectively. Bolles and Figler
discuss how to use group work, how to use information, the
positives and negatives of using the internet, and how to handle
confrontation. They also offer advice on how to help the client
that seems to be impossible to help. They provide information
on how to ensure your client achieves success the correct and
honest way. Bolles and Figler also go into the discussion of
faith in career counseling. They state that many counselors try
to avoid discussing God in their sessions. Today, it is basically
frowned upon in the field. Bolles and Figler believe that there is
no reason to force the topic of God into a session, but there is
also no reason to dismiss Him. Because there are so many
moments in career counseling that involve the meaning of life
and the purpose of certain careers, it is important to discuss
different beliefs and faiths.
The authors end the book by discussing the possibility of
change in the future of career counseling. Some of the changes
they talk about include clients becoming less dependent of
standardized testing and more open to approaches that place
more responsibility on the client, greater use of career groups,
and the opportunity for career counselors to receive greater
feedback on their skills. My Program
Both the textbook and the handbook provide processes for
helping a client choose a career. The first step in working with a

4. client is to gain an understanding of the client’s cultural
background and level of education, as these factors can play a
role in choosing a career. After developing knowledge of the
client’s background, the counselor should encourage the client
to take a self-assessment that will reveal his/her interests,
skills, and personal values. Considering these factors, the next
step is to help match the client to career choices. The ideas of
Figler and Bolles would be effective at this point by placing the
responsibility of choosing the career on the client. The career
counselor is there to guide the client in the process of choosing
the career, but it is not the counselor’s job to place the client in
a career.
Labor Market Information. From there, the counselor will teach
the client about the importance of labor market information.
The client will need to examine the need for the job in the area
he/she is wanting to work, the amount of jobs available in the
field, salary possibilities, and possibilities of moving forward in
the career (McKay, 2017). It is the role of the counselor to
provide the client with useful information while refraining from
allowing the counseling session to be taken over by
conversations about the labor market (Bolles, Figler 2007). The
counselor can provide access to this information through
computerized systems, postings on websites, or paper sources.
A popular source to labor market information is the O*Net. The
O*Net provides the most up-to-date information on careers and
is accessed on the internet (Brown, 2016).
Advocacy. To properly advocate for the client, the counselor
must first be able to understand the backgrounds of both the
client and the employer or person who has raised the need for
advocacy. Then, the client needs to determine what the problem
is and come up with a plan for solving it. The counselor must
then put the plan into action, and further assess as necessary
(Brown, 2016). Finally, reaching out to others who are speaking
out against career-related issues would be beneficial, as forming
alliances can help create change (Jennings, Mazur, 2008).
Approaches for Assessment. Holland’s Theory of Vocational

5. Choice is an effective approach for assessing work
environments and the client’s life experiences. Holland
describes six types of work environments that could be chosen
based on the client’s life experiences. The realistic environment
is going to be more appealing to a person who has spent a
majority of his/her life working outside or on projects that
require physical stability. The investigative environment will
seem more interesting to a person who has solved most
problems by using personal intelligence. The artistic
environment will be better for someone who has always been
able to use imagination and personal emotions to solve
problems. The social environment is going to be for the client
who has always focused on the behaviors of others. The
enterprising environment is going to be the environment for
clients who have practice in persuading people or the ability to
take charge. The conventional environment is a better
environment for a client who thinks analytically. A client who
has spent a lot of time analyzing and has developed the ability
to analyze quickly will fit in a conventional environment
(Brown, 2016).
Strategies for Development. Duane Brown discusses seven steps
to developing and implementing a program. The first step is to
gain support from administrators. This step is crucial because
the administrator is the one who has to agree to begin planning
the program. The second step is to determine preconditions.
This step includes forming a budget, hiring staff, finding
materials, and obtaining the technology required to start the
program. The counselor should decide on a close estimate of the
cost of the program before focusing on the design of the
program. The counselor also needs to determine the reasonable
goals of the program. The third step is to form a planning
committee. The committee should include administrators,
teaching faculty, other counselors, parents, and other members
of the community. The committee should work together to form
a program philosophy that is to be available for all to see. The
fourth step is to conduct a needs assessment. The fifth step is to

6. determine goals and objectives for reaching success in the
program. The sixth step is to begin designing the program. This
step will require the committee to focus on providing the most
opportunities for success for the students. The final step is
implementation. When implementing the program, the counselor
should stick to the original budget. Also, the counselor should
do research on management systems and determine which
system is going to be the most efficient to manage the program
(Brown, 2016).
References
Brown, D. (2016). Career information, career counseling, and
career development. Boston:
Pearson.
Figler, H. E., & Bolles, R. N. (2007). The career counselors
handbook. Berkeley, CA: Ten
Speed Press.
McKay, D. R. (n.d.). The 4 Steps of the Career Planning
Process. Retrieved
https://www.thebalancecareers.com/the-career-planning-
process-524774
Project: Risk Management Plan
Purpose
This project provides an opportunity to apply the competencies
gained in the lessons of this course to develop a risk
management plan for a fictitious organization to replace its
outdated plan.
Learning Objectives and Outcomes
You will gain an overall understanding of risk management, its
importance, and critical processes required when developing a
formal risk management plan for an organization.
Required Source Information and Tools

7. Web References: Links to Web references in this document and
related materials are subject to change without prior notice.
These links were last verified on April 19, 2015.
The following tools and resources that will be needed to
complete this project:
· Course textbook
· Internet access for research
Deliverables
As discussed in this course, risk management is an important
process for all organizations. This is particularly true in
information systems, which provides critical support for
organizational missions. The heart of risk management is a
formal risk management plan. The project activities described in
this document allow you to fulfill the role of an employee
participating in the risk management process in a specific
business situation.
The project is structured as follows:
Project Part
Deliverable
Project Part
Risk Management Plan – Due 4/17
Submission Requirements
All project submissions should follow this format:
· Format: Microsoft Word or compatible
· Font: Arial, 10-point, double-space
· Citation Style: Your school’s preferred style guide
Scenario
You are an information technology (IT) intern working for
Health Network, Inc. (Health Network), a fictitious health
services organization headquartered in Minneapolis, Minnesota.
Health Network has over 600 employees throughout the
organization and generates $500 million USD in annual
revenue. The company has two additional locations in Portland,

8. Oregon and Arlington, Virginia, which support a mix of
corporate operations. Each corporate facility is located near a
co-location data center, where production systems are located
and managed by third-party data center hosting vendors.
Company Products
Health Network has three main products: HNetExchange,
HNetPay, and HNetConnect.
HNetExchange is the primary source of revenue for the
company. The service handles secure electronic medical
messages that originate from its customers, such as large
hospitals, which are then routed to receiving customers such as
clinics.
HNetPay is a Web portal used by many of the company’s
HNetExchange customers to support the management of secure
payments and billing. The HNetPay Web portal, hosted at
Health Network production sites, accepts various forms of
payments and interacts with credit-card processing
organizations much like a Web commerce shopping cart.
HNetConnect is an online directory that lists doctors, clinics,
and other medical facilities to allow Health Network customers
to find the right type of care at the right locations. It contains
doctors’ personal information, work addresses, medical
certifications, and types of services that the doctors and clinics
offer. Doctors are given credentials and are able to update the
information in their profile. Health Network customers, which
are the hospitals and clinics, connect to all three of the
company’s products using HTTPS connections. Doctors and
potential patients are able to make payments and update their
profiles using Internet-accessible HTTPS Web sites.
NOTE: Any discussion of products not a part of this scenario,
such as health insurance products, will result in an automatic
50% reduction in points. Your paper is not a research paper on
risk management – it is a risk management plan to a very
specific situation and must relate to the scenario, above.
Information Technology Infrastructure Overview
Health Network operates in three production data centers that

9. provide high availability across the company’s products. The
data centers host about 1,000 production servers, and Health
Network maintains 650 corporate laptops and company-issued
mobile devices for its employees.
Threats Identified
Upon review of the current risk management plan, the following
threats were identified:
· Loss of company data due to hardware being removed from
production systems
· Loss of company information on lost or stolen company-
owned assets, such as mobile devices and laptops
· Loss of customers due to production outages caused by various
events, such as natural disasters, change management, unstable
software, and so on
· Internet threats due to company products being accessible on
the Internet
· Insider threats
· Changes in regulatory landscape that may impact operations
Management Request
Senior management at Health Network has determined that the
existing risk management plan for the organization is out of
date and a new risk management plan must be developed.
Because of the importance of risk management to the
organization, senior management is committed to and supportive
of the project to develop a new plan. You have been assigned to
develop this new plan.
Additional threats other than those described previously may be
discovered when re-evaluating the current threat landscape
during the risk assessment phase.
The budget for this project has not been defined due to senior
management’s desire to react to any and all material risks that
are identified within the new plan. Given the company’s annual
revenue, reasonable expectations can be determined.
Project Part 1
Project Part 1 Task 1: Risk Management Plan

10. For the first part of the assigned project, you must create an
initial draft of the final risk management plan. To do so, you
must:
You Risk Management Plan will contain the following sections:
1. A section titled Introduction discussing the purpose of the
plan. You must include details from the scenario, above,
describing the environment. 10 points.
2. A section titled Scope discussing the scope of the plan. 10
points
3. A section, titled Compliance Laws and Regulations. Using
the information in the scenario provided above, discuss
regulations and laws with which Health Network must comply.
30 points
4. A section, titled Roles and Responsibilities, that will discuss
the different individuals and departments who will be
responsible for risk management within the organization (this
was presented in your textbook). 20 points
5. A section, titled Risk Mitigation Plan, that discusses the
threats identified in the scenario and your proposed mitigations,
as well as any new threats.30 points.
Write an initial draft of the risk management plan as detailed in
the instructions above. Your plan should be made using a
standard word processor format compatible with Microsoft
Word.
Evaluation Criteria and Rubrics
· Did the student demonstrate an understanding of the
competencies covered in the course thus far?
· Did the student include all important components of a risk
management plan in the outline?
· Did the student demonstrate good research, reasoning, and
decision-making skills in identifying key components and
compliance laws and regulations?
· Did the student create a professional, well-developed draft
with proper grammar, spelling, and punctuation?

11. © 2015 by Jones & Bartlett Learning, LLC, an Ascend Learning
Company. All rights reserved.
www.jblearning.com Page 3
Project: Risk Management Plan
© 201
5
by Jones & Bartlett Learning, LLC, an Ascend Learning
Company
. All rights reserved.
www.jblearning.com
Page
1
Purpose
This project provides an
opportunity
to apply the competencies gained in
the
lesson
s
of this course to
develop a risk management plan for a
fictitious organization

12. to replace its outdated plan
.
Learning Objectives and Outcomes
You will
gain an overall understanding of risk management, its
importance, and critical processes
required when developing a formal risk m
anagemen
t p
lan for an organization.
Required Source
Information and Tools
Web References:
Links to Web references in this document and related materials
are subject to change
without prior notice. These links were last verified on
April
19
, 2015
.
The following tools and resources
that
will be needed to com
plete this project:
§

13. Course textbook
§
Internet access for research
Deliverables
As discussed in this course, risk management is an important
process for all organizations. This is
particularly true in information systems, which provides critical
support for
organizational missions. The
heart of risk management is a formal risk management plan.
Th
e
project
activit
ies described in this
document
allow you to fulfill the role of an employee participating in the
risk management process in a
specific business situa
tion.
The project is
structured
as follows:
Project Part
Deliverable

14. Project Part
Risk Management Plan
–
Due
4/17
Submission Requirements
All project submissions should follow this format:
§
Format: Microsoft Word
or compatible
§
Font
: Arial, 1
0
-
point
,
d
ouble
-
s
pace
§

15. Citation Style: Your school’s preferred style guide
Scenario
Project: Risk Management Plan
© 2015 by Jones & Bartlett Learning, LLC, an Ascend Learning
Company. All rights reserved.
www.jblearning.com Page 1
Purpose
This project provides an opportunity to apply the competencies
gained in the lessons of this course to
develop a risk management plan for a fictitious organization to
replace its outdated plan.
Learning Objectives and Outcomes
You will gain an overall understanding of risk management, its
importance, and critical processes
required when developing a formal risk management plan for an
organization.
Required Source Information and Tools
Web References: Links to Web references in this document and
related materials are subject to change
without prior notice. These links were last verified on April 19,
2015.
The following tools and resources that will be needed to
complete this project:
Deliverables
As discussed in this course, risk management is an important
process for all organizations. This is
particularly true in information systems, which provides critical
support for organizational missions. The

16. heart of risk management is a formal risk management plan. The
project activities described in this
document allow you to fulfill the role of an employee
participating in the risk management process in a
specific business situation.
The project is structured as follows:
Project Part Deliverable
Project Part Risk Management Plan – Due 4/17
Submission Requirements
All project submissions should follow this format:
l, 10-point, double-space
Scenario
Page 1 of 2
Book Review and Program Planning Paper
General Instructions
Develop a counseling program using the information provided
in the Figler and Bolles’ book,
your textbook, and one additional source.
Include the following things:
avocation, education,
occupational and labor market information.

17. sing the conditions of the
work environment on the
client’s life experiences.
organization, implementation,
administration, and evaluation are identified in the textbook and
supplemental reading.
Submit your paper to the Turnitin link below. The paper must be
submitted in Microsoft Word;
Times New Roman font; 12 pt. font size; margins 1” on all
sides; double-spaced. The
assignment should be written on a graduate level and references
used should be cited within
the discussion and documented in a reference list using APA
styling.
Post your paper, as a single document, to the grade book
through Turnitin.com. An originality
score greater than 25% will result in a severe penalty.
Scoring Guidelines
Points available: 100
Component Unacceptable Revisions Required Target
Book Summary
Well-developed
summary of The Career
Counselor’s Handbook
Summary of book is

18. inadequate or too brief;
does not identify main
points; fails to include
appropriate evidence
to support points (5
points)
Acceptable summary
of information that
describes the book’s
premise; evidence is
included, but lacks
sufficient detail (10
points)
Excellent summary of
relevant information
that clearly describes
the book’s premise;
evidence is included
(15 points)
Processes
Used for identifying and
using career, avocation,
education, occupational

19. and labor market
information
Description is missing
or unclear, and key
ideas are not well
supported (5 points)
Description is
provided, but
explanations of key
ideas are vague or
incomplete, or not well
supported (10 points)
Description provided is
comprehensive and
complete; key ideas
are clearly stated,
explained, and well
supported (15 points)

20. Page 2 of 2
Component Unacceptable Revisions Required Target
Approaches
Used for assessing the
conditions of the work
environment on the
client’s life experiences
Description is missing
or unclear, and key
ideas are not well
supported (5 points)
Description is
provided, but
explanations of key
ideas are vague or
incomplete, or not well

21. supported (10 points)
Description provided is
comprehensive and
complete; key ideas
are clearly stated,
explained, and well
supported (15 points)
Strategies
Used for career
development, program
planning, organization,
implementation,
administration, and
evaluation are identified
in the textbook and
supplemental reading
Description is missing

22. or unclear, and key
ideas are not well
supported (5 points)
Description is
provided, but
explanations of key
ideas are vague or
incomplete, or not well
supported (10 points)
Description provided is
comprehensive and
complete; key ideas
are clearly stated,
explained, and well
supported (15 points)
Is correct sentence
structure utilized?
Contains multiple and

23. serious errors of
sentence structure: i.e.
fragments, run-ons;
unable to write simple
sentences (0 points)
Formulaic sentence
patterns or overuse of
simple sentences;
errors in sentence
structure (5 points)
Effective and varied
sentences; errors (if
present) due to lack of
careful proofreading
(10 points)
Are proper mechanics
utilized?
Numerous errors in

24. spelling and
capitalization; intrusive
and/or inaccurate
punctuation;
communication is
hindered (0 points)
Contains several
punctuation, spelling,
and/or capitalization
errors (up to 6); errors
may or may not
interfere with meaning
(5 points)
Virtually free of
punctuation, spelling,
capitalization errors
(no more than 3);
errors do not interfere

25. with meaning (10
points)
Is APA format
followed?
Contains many and/or
serious APA format
errors (0 points)
Contains several minor
APA format errors (up
to 3) (10 points)
Both in-text citations
and reference list are
free from errors (20
points)