Article

The changing relationship between people and their job – the validity of career information

Taylor & Francis
British Journal of Guidance & Counselling
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Abstract

An overview of the evolution of career information in light of the changing nature of the world of work is presented. Owing to the constant fundamental changes in the labour market, the distribution of paid work has been also constantly changing. In this article, a more dynamic and – often temporary – interplay between citizens and their professional context is proposed. The case of Hungary has been used to describe the changing nature between people and their jobs. The historical overview helps explain the development of career information from pre-modernity to post-modernity and justifies the need for a more dynamic model of work adjustment and individual career development.

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... Increased globalisation and further advances in technology, exacerbated by the impacts of the COVID-19 pandemic have significantly increased self-employment and precarious employment (Borbely-Pecze, 2020;Umar et al., 2021). These present various barriers to young people's labour market participation and highlight the need for career practice to develop context-sensitive and systemically informed career assessment instruments that can support young people to develop an awareness of their existing skills such as career adaptability (Savickas, 2020;Watson & McMahon, 2017). ...
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Technical Report
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The author presents the 6 stages in the development of career counseling in the United States. In the 1st stage (1890-1919), placement services were offered for an increasingly urban and industrial society. In the 2nd stage (1920-1939), educational guidance through the elementary and secondary schools became the focal point. The 3rd stage (1940-1959) saw the focus shift to colleges and universities and the training of counselors. The 4th stage (1960-1979) was the boom for counseling and the idea of work having meaning in a person's life came to the forefront; organizational career development began during this period. The 5th stage (1980-1989) saw the beginning of the transition from the industrial age to the information age and the growth of both the independent practice of career counseling and outplacement counseling. The 6th stage (1990-present), with its emphasis on technology and changing demographics, has seen an increased sophistication in the uses of technology, the internationalization of career counseling, the beginnings of multicultural career counseling, and the focus on the school-to-job transition.
Chapter
Role transitions prompt individuals to reflect on where they have been in order to consider where they wish to go. Educational and vocational guidance experts aid these individuals to clarify what is at stake and which decisions must be made. In a parallel process, cultural transitions prompt vocational guidance experts to reflect on where they have been in order to consider where they will take their profession. With the rapid economic changes brought by information technology and the globalisation of the economy, the profession of vocational guidance must reconsider the current relevance of its model, methods, and materials. This challenge requires that the profession again address a major cultural transition in a way that best assists individuals adapt to the personal transitions that they face. Thus, the profession of guidance must examine how well its 20th century theories and techniques meet the needs of 21st century clients. The present chapter contributes to this reflection by considering the history of the guidance profession, especially the origins and development of its four main methods for helping people choose jobs. My thesis is that each time the social organisation of work changes, so does society’s methods for helping individuals make vocational choices. Thus, the chapter explains how, during four economic eras, four distinct helping methods evolved in the following sequence: mentoring, guiding, counselling, and constructing. The dominant helping method of a prior era never completely disappears; instead, it fades in popularity as the new model gains adherents. So for example, when guiding replaced mentoring as the dominant model, mentoring still remained a viable strategy for helping. Today, all four helping methods are currently in use, with preference for a model being determined by the developmental status of the economy in which it is applied.
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