Career Counseling - Science topic

Md Foysal Ahmed

Guidelines for a Successful R&D Career:

1. Common Pitfalls to Avoid:

- Publication Pressure: Avoid prioritizing quantity over quality.

- Isolation: Engage in collaborative projects and networking.

- Poor Time Management: Balance research, writing, and personal life effectively.

2. Practices for Success:

- Continuous Learning:Stay updated with latest research and methodologies.

- Networking: Attend conferences, join research groups, and seek mentors.

- Publishing:Aim for high-impact journals and peer-reviewed conferences.

- Communication Skills:Develop skills in presenting and writing research.

3. Personal Experiences:

- Successes:Networking led to valuable collaborations and insights.

- Failures:Overcommitting to projects taught the importance of focus and priority setting.

- Lessons: Persistence and resilience are crucial; learn from feedback and rejections.

Find someone more expert than you in a subfield in yiurvdiscioline and develop some of his ideas in ways that you save him from at least 100 hours work

I work in the field of social engineering of behavior within the workplace

The Written Examiner's Post Doctoral Research Postgraduate Coursework provides a smooth path leading to a hard-working scholarly career to get job seekers written in industrial steps.

From another Lilian:

It’s not clear how advanced your research design is advanced at this moment. The question of what kind of statistic to use is the last step, it is not the first step, even if that is the first question your supervisor asks you. Statistics is the answer to “how”; before that cones the question of “what“ do you want to research? Examples:1. do you want to find out if these factors are indeed important for career development?

2. Do you want to know which are the most important?

3. How do you want to measure it? Ask people’s opinions? Do people really know what influenced them? Are you going to ask alumni to retrospect? Are you going to ask students what they experience as being helpful? Are you going to ask what they want? Past/present/future.

Will you make a questionnaire and ask them to give a score? Or will you ask them to write a story and then you analyse to see which factors you recognise in their stories?

All these kind of choices will decide if you need statistics, what kind of statistics. I hope this helps in some way.

Great suggestion by Sally Elkady . I would suggest that you get into a PhD program focusing on Transdisciplinary research which straddles both policy-making and Biology. You have studied Phytobiology ( plant ecology), entomology, and genomics. I think it is a great combo to explore the impact of GM seeds and variants on friendly insects and plant ecology. This is exactly what is needed to influence policy. Your research comes would be suggested policy direction or changes that would ensure that ecology and friendly insects are protected for sustainable farming. Hope this helps.

I think their thoughts were confusing forwards the life, and they did not have any ability to comfort lives with it.

Interesting question Muneeb Faiq . Would be interested to know as well.

Hello Aymal,

My personal opinion is that there is no solution that relies solely on I.T., even allowing for new techniques such as machine learning, social media, A.I. and so on. It still requires the intervention of a trained human to embrace the intricacies of the labour market and the individual client. But you might like to look at Vigurs, K; Everitt, J. S. T.; The evidence base for careers websites. What works? The Careers and Enterprise Company, 2017 , as a starting point . Probably

you have already read it?

best regards

David

In Ghana, it is not included in the curriculum for students to be taught and guided on what school and program they should attend after senior high school. However there other structures in place to provide such support to students which is absolutely optional and hence most students do not attend. Among all such structures, the most effective one is the one currently in the Ashanti Region, were after writing final exams and completing while waiting the results? Students are enrolled in a preparatory classes were they are only prepared for the university and other Tartary Institutions.

I do not think ... The idea is new .. I hope to communicate with you and write scientific research in this aspect

Assistant Professor Dr. Suhad Jawad Al - Sakani

Blustein (2006) cautioned that wholesale preoccupation with career choice and development has overplayed choice, ignored the reality of people who do not have the access to resources that might afford career choices, and—indeed—that the very concept of job security, never mind career, has probably become irrelevant in the age of globalization and information and communication technology. He saw that, owing to the spread of free market capitalism, lack of job security has become a major theme in the narrative of the new economy: thence, the major counterpoints he detected are, first, that there is too much work but not enough jobs; and, second, that people no longer experience feelings of connection, social engagement, and investment in a greater social entity because of technology.

Reference:

Blustein, D. (2006). The psychology of working: A new perspective for career development, counseling, and public policy. New York, NY: Routledge.

Dmytro Lukianov I am not sure I understand your question correctly, but I started my career in restaurant and tourist businesses both as a successful professional chef and later as a manager. At age 32 I started my academic career for the first time and took a PhD at age 47. I currently work as a lecturer and researcher. In Norway many of my master students are over 40 years of age. My oldest student so far has been 67. Life Long Learning I think is also an economical question. My grandparents would not think of changing their career during their life. I would be very difficult economically.

Hi!

I do not associate the term Life-long-learning with any general right for an academic to do a series of doctoral dissertations in various directions. A doctoral students education and support is a big investment for the state/the taxpayers, the university and the individual. To reach a PhD level is for an individual to be recognised for the ability to really both learn and create new knowledge on ones own.

Then other students should get the possibility to PhD studies. There is possibility to change directions of interest in research anyway.

I don’t want to criticise people who have double PhDs, but to create new possibilities for academics to make a number of dissertations in different subjects is probably not an ideal use of resources.

There are always newcomers to many events in this life. In research and education newcomers should always be welcome.

Hi Maroof Bin Rauf have you heard about the American School Counseling Association Model (2005) on Comprehensive School Counseling Program?

I have used it in my previous research on guidance needs. I hope this can help.

Very good points! I want to add them to the blog post as a comment. Are you ok with that? I'll quote you ofcourse.

As it happens, a major review article relevant to the question has just appeared today (in press):

a lead-article review in the journal Applied Psychology

Arieli, S., Sagiv, L., & Roccas, S. (2018). Values at work: The impact of personal values in organizations. Applied Psychology (https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12181 ), In Press, , 1-70. [paywall]

This paper reviews and integrates past research on personal values in work organizations, seeking to portray the role personal values play in shaping the choices and behavior of individuals in work settings. We start by addressing the role of values in the occupational choice people make. We then review research on the relationships of personal values to a variety of behaviors at work. We continue with discussing the multiple paths through which managers’ values affect the organizations and its members. In the last section, we address the interplay between organizational levels, and discuss the congruency between personal and organizational values and its implications for organizations and their employees. Together, the research reviewed indicates how the broadness and stability of values make them an important predictor of behavior at various levels of the organization. We end by discussing directions for future research on values in organizations.

Actually a bit feeble for me - few effect sizes are reported, and compared to integral psychology spiral dynamics, the Schwartz stuff looks way too simplistic and lightweight. I can’t help feeling the drive to create a psychometric model has diminished the psychodynamics and deeper understanding of personal values.

But this bit on p. 38-39 seems to be a sign that separating values into work-based and ’personal-based is very wrong. A bit like the old chestnut that SHL used to spout about someone’s ‘work personality’ vs their ‘outside- of-work-personality’!

“p, 38-39

"Most studies on value-based socialization reviewed so far have investigated perceived fit or work-related values. Perceived fit may not indicate an actual value change, but rather a change in the perception of organizational values. Work related values are more contextual than basic values, and are hence more likely to be malleable. Indeed, some researchers have doubted the power of socialization process in altering personal values of employees (Dose, 1997; Lusk & Oliver, 1974). Studying basic values, Bardi and colleagues (2014) investigated police trainees in the UK at the beginning of their training and 9-monthes later. Training included classroom studies, field experience and mentoring by police organizational members. There was evidence of marginal value change, but it was not in the direction expected due to organizational socialization. Thus, even extensive, planned organizational socialization may yield only minimal change of basic values. Alternatively, a year may not be long enough to elicit value change. Professional training is a long-term process; it is possible that values socialization requires more time and may occur at later stages of the career. More research is needed to investigate the effects of organizational socialization along varying periods of time.”

Anyway, a decent review of publications in this area.

Thanks again Mr. Adil Salhi . If I talk about India, here, most of the researcher are satisfied only with society and the financial reward they receive. They suffer much of stress in family issues or support in research grants. This directly affect the quality of research.

The International Personality Item Pool (IPIP https://www.ipip.ori.org/) has the ORAIS and the ORVIS to measure avocational interests and vocational interests (RIASEC model). They are items only, suitable for research or the development of local norms.

There are lots of free career assessments, but beware. Many of them don't have good reliability/validity (or don't publish the results), so can give bad information for people to make life-changing decisions. It is unethical to use them. A well-researched and validated assessment like Holland's SDS doesn't cost very much per administration, and can be trusted to give good results. Paying for a good assessment is always a good and ethical investment.

I agree with Erkan Isik's recommendations and also recommend the journal "Career Development and Transition for Exceptional Individuals" and the "Australian Journal of Career Development.

Dear Sarmad

Resume is a French word meaning "summary". A resume is ideally a summary of one's education, skills and employment when applying for a new job. A resume does not list out all details of a profile, but only some specific skills customized to the target job profile. It thus, is usually 1 or at the max 2 pages long. A resume is usually written in the third person to give it an objective and formal tone.

Structure: A good resume would start with a Brief Profile of the candidate, Summary of Qualifications, followed by Industry Expertise and then Professional Experience in reverse chronological order. Focus is on the most recent experiences (with responsibilities and accomplishments), and previous experiences are only presented as a summary. This would be followed by Education details and/or Professional Affiliations and/or Voluntary Initiatives.

Curriculum Vitae is a Latin word meaning "course of life". It is more detailed than a resume, generally 2 to 3 pages, or even longer as per the requirement. A C.V. lists out every skill, all the jobs and positions held, degrees, professional affiliations the applicant has acquired, and in chronological order. A C.V. is used to highlight the general talent of the candidate rather than specific skills for a specific position.

Regards

Almaamari

CQA (certified quality auditor)

CQE (certified quality engineer)

The questionnaire was answered last week

I hope you success

Dear colleague, you may find the semi-structured My Career Chapter (MCC; McIlveen, 2006) useful for your purposes. MCC is administered as a written activity that involves reflective conversations with self and others (perhaps an interviewer). MCC can be used for career counselling or career education with students and clients. MCC may also serve as a tool to collect data, which is how it  may be useful for you.

I have attached a link to the My Career Chapter booklet which you can use under a Creative Commons license and links to author versions of some of the papers that describe its applications.

Best wishes for your research.

Please find attached some literature for your perusal.

Regards

https://www.sensepublishers.com/.../2461-exploring-new-horizons-in-career-counselli..

did you looked at

all assessments are evidence-based (see link for experts at the bottom)

and free

It is generally felt that motive for being unethical is financial gains. People strive to accumulate more money and self-interests as a fact of life. These motives are strong enough for individuals to even legitimize unethical behavior. Career counseling in general appears to be an area of science that is still hanging between management consulting and psychiatry. Ethical standards in career counseling are critical as counseling services have a profound impact on clients’ career path, future, and quality of life. Ethics in career counseling and pretty much in all business sectors are primarily an individual decision before being enforced standards. As a professional area that involves a profound personal interaction between clients and counselors, it is critical to establish trust and credibility through ethics. Accordingly, ethics in career counseling can be looked at as an opportunity for counselors to facilitate their analysis rather than a challenge.

In other wards you benefit your country by creating a long lasting relationship between your country and the degree awarding country aboard. this parnship will enhance country development

I think that the bigger question is how do we know WHAT the marketplace requires of our graduates? Do we REALLY know what the outcome requirements are?  Only by knowing the necessary outcomes can we properly design our curriculum.

I addressed some of these questions in the attached conference keynote address (in the context of language learning, but I think that the ideas apply more broadly).

Hi Paola,

Would I be able to see the instruments that you've created for vocational interests in middle school (ages 12-13).

Thanks so much

Hi Tom,

I have no information on ACT and career development.  However, I have an interest in ACT and integration of Faith in impacting successful outcomes of therapy and helping survivors of trauma.  In your search, if you come across anything, would you let me know?  I will do the same thing for you if I see anything related to careers! the outcomes  Thanks!!

Dear colleague, I refer you to Professor Laura Nota at the University of Padova.  Dr Nota is an expert in this area, along with her colleague Professor Salvatori Soresi.

Hi Anthony,

I do not provide counselling training, however as a counsellor of 16 years+ with 12 years online counselling experience, I would suggest the following in the first instance - irrespective of the client group.

Firstly, from my perspective, I consider that assessment is not a single event, more an initial event with ongoing monitoring.

These are listed in no specific order (done quickly, so is not a complete/exhaustive list):

1. History of presenting problem and any previous support for addressing this issue(s) (including what works for the client). How long has this difficulty been experienced, any triggers etc. (E.g. May be appropriate reaction to say loss or it may be complicated grief)

2. Risk assessment - risk of harm to self or others, does additional support need to be put into place to address risk levels? Is anyone else aware of any risk e.g. family members, GP etc. (Useful to have a measurement tool for monitoring presenting, ongoing or emerging risk) Includes information about family/friends of client who may engage in self harm or suicidal ideation or completion of suicide.

3. Support network, may include family, friends other professionals.

4. Genogram, to gain a greater sense of client context, history, family make-up, relational issues.

5. Practical/demographic info e.g. GP name & contact, client address & contact, age, gender, sexuality etc.

6. Clarity of boundaries, contracting & confidentiality and the limits to confidentiality -  agreed with client prior to inviting client to disclose above info. This facilitates informed consent, which especially if working with children/young people is vital (UK - Gillick competence/Fraser guidelines). It can also assist with considering psychological availability to engage in counselling.

7. Any disability or health condition which may impact the ability to engage or access the counselling (e.g. contra-indicated medication or physical/psychological limitations to accessing a building, written materials or meeting in person)

8. Any current/past medication what it is for, if it is working for the client, when monitored, how often and by whom.

9. Lifestyle questions  e.g. any eating/sleeping difficulties, recreational drug use etc.

10. Social networks, f2f or online, isolated or with support but unable to ask for help?

11. Any religious or faith beliefs or life experiences which may assist in gaining a greater insight into the clients world thereby providing the therapist with context.

12. What does the client want? This is really important as they may be asking for something which is not provided by the service and may assist the counsellor/therapist in helping the client set realistic expectations of what counselling can offer.  

There may also be variables depending on the therapeutic orientation of the counselling students, e.g. psychodynamic students may be wanting to focus more on early childhood experiences, whereas person centred students may want to focus more on the 'here and now' experience.

Even if a prospective client completes an intake questionnaire, it is useful, as part of the contracting, to clarify they have an understanding of the counselling process and that the assessment is a two way street, the client is also assessing the counsellor and the service for suitability for their needs.

Best wishes with the work, Jo 

The Stone Center, at Wellesley, also developed around a psychology of women. See http://www.jbmti.org/About-us-Extra-Info/our-history and the work of Jean Baker Miller.

I am starting a study of self-efficacy of counseling interns.and have a collection of literature on evernote. If you are interested, I will send you a link. Because my sample size is also around 15, I am planning a qualitative study. I will be watching this discussion with interest.

I have a PhD in physics, a 30-year career in laser remote sensing of the atmosphere, and, now, an 18-year career in epidemiology of disease, started when I was still working for NASA. I find that the scientific methods I developed in physics and atmospheric sciences help immensely in my epi work. For one reason, I am very comfortable with quantitative relations. For another, I do not accept the paradigms of the medical field. For a third, I have some good ideas on how to do experiments with data sets that advance the understanding of risk-modifying factors for various diseases.

One well-known example of a physicist turning to biology is that of Donal Glaser

Elementary particles and bubble chambers

DA Glaser - Noble Lecture, December, 1960 - nobelprize.org

... As a result, many bubble chamber physicists have turned their attention toward developing

automatic pattern recognition, measuring, and computing machines. Some day it is dreamed

He later switched to biology

The automated biological laboratory

DA Glaser, J McCarthy, M Minsky - … of Mars: Report of a Study, 1966 - books.google.com

... This property is essential for the ABL if we are to dare to allow scientists to change programs after the machine is on Mars. ... The work in recognizing nu- clear events in bubble .....

chamber and spark chamber pictures is relatively advanced. ...

Andronikos, this is a very good question and one that has been discussed in the career development literature for a few decades. I recommend you review some of the papers in the journal, Career Development Quarterly.

My short answer is: Yes.

Here is my long answer:

My perspective is that there is no such thing as "personal counselling". The term is an unfortunate and imprecise expression that has led to nothing more than confusion in how counselling is theorised. There is counselling and then there are specialised areas of focus underneath that broad professional activity. There are specialised areas of focus for which counselling is useful, and one of these specialised areas is career development. There are many other specialised areas of focus for which counselling is useful (e.g., trauma, relationship, etc), So, I suggest that the question to be answered is: What is "personal counselling"? Is personal counselling different from trauma counselling, relationship counselling, grief counselling? By using the term "personal counselling" you create an artificial, discursive delineation. "Personal" is such a broad word--all counselling is necessarily personal. It is just as imprecise as the word "stress". Is it practically meaningful to say "stress counselling"? Not really.

Just like all forms of of counselling, the working relationship and alliance is fundamental. The special "ingredient" in counselling is the working relationship/alliance between client and counsellor. Therefore, any specialist form of counselling must first attend to the relationship between client and counsellor. Practitioners may choose to specialise in one area of practice, such as career counselling, but ultimately, his or her area of specialisation must be based upon the relational arts of counselling and the relationship. The theories and techniques that create the specialisations of counselling take second place.

If you were to observe me doing career counselling, you would immediately recognise techniques seen in other specialised areas of counselling, but the counselling would be directed toward the presenting problem brought to counselling by the client. Just because the focus of counselling is upon a person's career, does not mean that the counselling used no longer looks like counselling used for a host of other human problems and issues. For example, you might see myself and the client talking about the client's relationship with his/her spouse and how the dynamics of that relationship is germane to the client's career, and vice versa. Alternatively, you might see the client and I working through the a cognitive-behavioural approach to teaching the client how to challenge and change thoughts that generate negative thinking and fear. You might here interpretations that resemble psychodynamic concepts. After all, the current approach to career counselling by Mark Savickas and his notion of Life Themes can be traced back to Alfred Adler. You might want to read one of my papers on the "repetition compulsion" that is published in the most recent issue of the Australian Journal of Career Development, which has devoted to the Chaos Theory of Career.

The broader issue pertains to the training of counsellors. No counsellor should use a technique that he/she is not competently able to put into action within the counselling relationship. I am a Counselling Psychologist, but I would not provide counselling for a problem or use a technique that is beyond my scope of competence. So, I also that think one must take into account just how qualified a counsellor is when posing the question on providing counselling for other specialised areas of focus.

Thanks for raising this really good question, Andronikos.

Peter

SES would seem to be both an antecedent and a consequence, because of the virtuous circle that exists between education and salary.

In my opinion funding limitations and competition are relevant points, but perhaps a key factor is that the impact of research carried out in high-tec companies and multinationals is outstanding and probably the direct results of the research carried out can be more easily appreciated. In countries like Spain, there are additional aspects such as the limited income when working at universities and research institutions and the lack of support from the government.

What kind of transition are we talking about here? A transition from one team to another? Or a transition from junior level to senior level? Etc. That probably makes quite some difference with regard to the interventions that could be put in place. I am not sure whether this concept would be completely applicable to professional football players, but you may want to look at the concept of career adaptability. Jessie Koen has published about an intervention with regard to career adaptability of young individuals with regard to the school-to-work transition. Not sure whether this helps in your particular case, but maybe you could look into it. I have also developed an intevention myself which is aimed at developing career competencies of young workers. This is mainly about reflective, communicative and behavior career competencies. Again though, I am not sure whether this can be applied to your specific context.

Path analysis is a type of Structural Equation Modeling (SEM). The SEM includes several things but two of its applications are very common - the Confirmatory Factor Analysis and Path Analysis. In SEM terminology the former is called testing of "measurement model" and the later "structural relationship model". The path analysis is also sometimes referred as Causal Modeling as we test a specific pattern of relationship among variables in which some are assumed to be the cause of the other(s). However, this label is a misnomer as we can not establish cause - effect relationship in true sense using path analysis.

In simple terms, the Path analysis involves testing a theoretically or empirically determined specific pattern of relationship among a set of variables. Say, we are working with four variables A, B, C, and D. Then using path analysis we can test the relationship among these variables as defined by some theory or hypothesis based on prior experience or empirical evidences. For instance, if any theory suggest that A is a variable that may cause changes in both B and C, and B and C are the variables responsible for change in D. It is also assumed that A has some direct effect on D also. Then we can specify the relationship among the said variables as stated above and test it using some software based on structural equation modeling or even regression analysis based software or macros. The said model may be displayed visually also in which we'll link A to B and C with an arrow pointing to B and C (the arrows represent the path from A to B and C and suggest that A is leading to B and C). After this, we'll link B and C to D but now the arrows will originate from B and C and will point towards D. Finally, we;ll add A to D with arrow pointing to D to represent the direct relationship of A and D. This pattern of relationship among the said variables represent the nature of relationship as suggested by the earlier theory. Now we'll test this model of relationship using specific software.

The results of this testing has two important components. The first is the overall fit of the model. This is assessed using the available fit indices such as Chi Square test, chi square and df ratio, the GFI, CFI, TLI, RMSEA etc. For a model to be called good fit, the Chi square should be non significant (but for large samples it may be significant and may not a pose problem if other indices suggest good fit), the chi square to df ratio should be less than 5, the GFI, CFI, TLI, should be .95 or higher (but a value above .9 also suggest an adequate fit) and the RMSEA value should be less than .05.

The second important component of the results involve testing the significance of the paths and this should be done when there is an evidence that the overall model is fit. This includes testing of significance of direct effects (paths) and indirect effects (if it is in the model). In the above example, there are five direct paths ( A to B, A to C, B to D, C to D and A to D) and two indirect paths (A to D through B and A to D through C). If indirect paths are found to be significant then one can infer that the relationship between A and D is mediated by B and C. If only one indirect path (say A to D through B) is found significant and the other is non-significant then well infer that the relationship between A and D is mediated by B but not by C. suppose that the direct path from A to D is also significant then one can infer that A has some significant direct effect on D but also has some indirect effect on D through B and C, In other words, the relationship between A and D is partially mediated by B and C. similarly, the other paths also need to be interpreted.

To have more confidence in the tested model, one should also test the alternative relationship among the variables and if these alternative models do not fit or have a poor fit than the one that was hypothesized then one may say with more confidence that hypothesized causal relationship is more likely to exist.

Hope this helps

Hi Andronikos,

I'll also answer a firm YES. My response is based upon having managed career Services for a Fortune 500 company in the USA and having sponsored and conducted numerous career workshops, having observed our feedback (100% positive from employees and managers) as well as the progress our clients have made. I've also mentored numerous individuals through the years.

The effectiveness of mentoring programs depends upon the match between the mentor and mentee as well as how committed each are to the process.

I would not say that in-house career counseling services are prevalent in the USA, however I do not have data on this. Numerous companies will claim that management offers career counseling (by, for example, first line managers) as part of their management process, though I would not think this is what you are referring to when you ask about "career counseling".

Ron

Ronald G. Shapiro, PhD