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we may be enlighten with your experiences.
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Good morning
In my opinion, the only issue that is important is: To do things that we love to do
Best regards
Ph.D. Ingrid del Valle García Carreno
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Any suggestions on how to pivot to policy making?
I saw that there are PhD about it, but I'm not sure to be qualified for them.
How could I increase the chances of being admitted to one without pursuing another master?
I'm finishing a double master in plant sciences and plant biotechnology at Wageningen University & Research. My specialisations are functional plant genomics and phytopathology and entomology, with a minor in nematology and one still to define (around biophysics and omics).
I did a thesis in nematology at the ETH Zurich, one in plant molecular biology at INRAE (French national institute for Agro-Environmental research) and one still to define at SLU (Swedish Agricultural University).
I'd like to pivot toward policy making, but I only have a few courses about transversal skills such as "Negotiation skills", "Communication & Persuasion", "Scientific Writing" etc. and none about policy itself.
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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.
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I am looking for some project ideas/topics which will also help me get into a career in finance. so i would like to hear from you'll about those trending/live projects that is gonna boost my career. I'm Thanking you all in advance!
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The impact of the COVID-19 pandemic on the financial sector in
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I am interested in career guidance of students. Does your University offer this? How does it work? When can the students get career guidance at your institution?
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The university, where I work, do offer career guidance and counseling at multiple stages-centralized, faculty-wise and specialization level.
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In 2020 I had completed My M.Phil. and due to corona lockdown, I can not get a visa from the embassy so I worked on different research projects and apply for reviewing the research papers. I have reviewed a paper in Polymer and received a certificate of reviewing. I am also looking for P.hD scholarship so please guide me can I add the information of all research projects and Reviewing certificate in my Curriculum Vitae as an experience? Is it beneficial for the Selection process?
Thanks, A lot for your Comment and precious time in advance.
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Definitely add it......this is a plus. I agree with Medhat Elsahookie
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Hi!
I’m disillusioned by the emphasis on the frantic continuously changing rat race work culture. In my remote job search now, I’m looking for alternative models that fit with people, like myself, who work better in a steady environment. I’m compiling a list of companies that embrace this , or at least tolerate it .
Would you suggest any companies that fit this description?
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I think that this frantic pace of change, as you described, is an outcome of environmental changes, meaning, companies that operate in very dynamic industries are forced to adjust quicker. Focus on more traditional industries, in which technology does not evolve that quickly, if you are looking for more steady working environments. I hope this helps, Hashem Elassad , good luck!
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What are the best tips for success in a scientific career?
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Interesting question Muneeb Faiq . Would be interested to know as well.
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I would like to hear your opinions regarding sharpening the orientation of my career by focusing on what matters most just looking at the trends and how the world is changing.
Actually, I did Quantity Surveying/Construction Management (cost engineering) and mastering now in Global Logistics.
I want to combine these two into a long term business focusing on Digital World (I love business).
Thank you
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I propose the implementation of research development in the field of Global Logistics with the use of new information technologies, ICT, Internet and Industry 4.0, including IoT technologies, cloud computing, Big Data Analytics, etc. The use of these technologies allows for shortening logistic chains and the development of e-logistics. These processes may be helpful in transforming logistics in the context of the current SARS-CoV-2 (Covid-19) coronavirus pandemic. In addition, the research carried out can include the analysis of determinants of the transformation of traditional logistics towards sustainable green logistics. So I propose to take into account the above issues in future scientific research.
Best regards,
Dariusz Prokopowicz
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Career guidance can for some be an important element in their choice of career. For some it is tradition og the wishes from parents. For some there was a path of many more or less intended happenings that ended with a academic career. How did you decide to become an academic? (If it was a decision at all). What is the reason you became an academic?
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I became an academic because I want to transfer the correct knowledge to the coming generation.
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During working on a doctoral work, how do you manage to work on journal articles and get them published while not affecting the intellectual intensity and quality of your major doctoral dissertation?
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Another obvious, but often disregarded suggestion is: squeeze the lemon completely, which means, make sure that you have pursued all the (meaningful and reasonable) leads that can arise from the main idea underlying your PhD work. In my experience, especially bright PhDs often want to move immediately to a new topic, before having made sure that their original investment has been paid back in full. Moving to a new topic can clearly be stimulating, but it should never lead to abandoning lines of research that, thanks to the experience in the thesis, can be completed in a shorter time and with more effectiveness than something totally new.
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Hello, I am a doctoral student and looking to explore dissertation area/topic. I think that this place would be a good start. 
Please let me know the process to start working on this project?
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Following.
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Hello All!
As a newly admitted PhD student, I would love to hear your experiences or suggestions concerning your doctorate journey. Please feel free to share anything else you feel will be beneficial for new PhD students like me!
Looking forward to your contributions!
Thank you.
Hulya
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welcome. a pleasure... all the best to your phd journey.
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What advice do you think is important to know for young researchers? What mistake do they commonly make that can (& should) be avoided?
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enjoy every minute of your research and follow what you really like by love!
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Career Guidance is a growing field and seems to claim that larger parts of an individuals life is their "Career". For you, what part of your life is your career?
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My career started after the age of 45 years
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In Norway it is a policy to facilitate refugees through career guidance. The aim is to get people in to work as soon as possible. The idea is that this will benefit the refugees and help with faster integration. There are of course many challenges. For you, what are, or would be, key factors in career guidance of refugees newly arrived to your country?
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- Knowing each refugee area of interest is an important factor.
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I want to do research that that relates to the building of a web-based curriculum for career guidance that befits high school learners and millennials.
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We do research in similar areas, I can contact this researcher: Mikhail Abramskiy
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I am interested in any research that has been done using Motivational Maps with pre-service teachers and/or recent university graduates. Thank you.
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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
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After hundreds of hours of research and preparation, I'm done with the presentation "Rethinking Career Choice: Why 80,000 Hours should give us Pause"! Feedback (positive or negative) is more than appreciated so please let me know what you think!
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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.
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Dear Colleagues! As far as, from your point of view, it is possible (and justified) to implement the concept of Life Long Learning in a professional academic career by completely withdrawing from a successful scientific (teaching) activity, including with a defended doctoral thesis activity in a professional business activity (possibly with a corresponding new education / degree), not connected in any way with research and teaching activities? Do you know and can you give examples of such personal career development?
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I started my career in higher education, then went to work as a contractor for the U.S. federal government after receiving a Ph.D. I now do both, work as a contractor and teach at a university. It keeps me motivated in both areas.
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Hi there,
Is there strong evidence that choosing a career that fits one's personality or interests is of primary importance in regards to satisfaction or performance ? (For the purpose of this question, personality and interests do NOT include skills or mental ability)
Here is a list of scholarly statements pertaining to the issue
.
Please add any important studies or points that I missed. Your thoughts and insights are much appreciated
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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]
Abstract
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.
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This is not a research-oriented but personally very grave question related to which I am looking forward to hearing your stories, experiences, suggestions, etc.
"Ever tried. Ever failed. No matter. Try Again. Fail again. Fail better."
Samuel Beckett
Thank you!
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why giving up? wait and see. do ur best and God will do the rest
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Impressed by the recent article published in the “The Scientist” magazine, I decided to bring the matter of ageism or retirement ages within the scientific community to your attention to discuss it in detail here.
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Science is a state of mind, a way of thinking, and an integral part of our personalities. We can retire from an institution or academic appointment; but we never retire from the avocation and passion of science.
We can contribute until the brain no longer cooperates!
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What are the Different Resume Formats? and is there a preferred format for applying for a job as academic staff member, researcher, and it professional? What Is the Difference Between a Resume and a CV?
Best regards
Sarmad.
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Dear Sarmad
RESUME
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.
C.V. - CURRICULUM VITAE
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
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I need to ask two things
1. Whats the scope of masters in Education? i.e. future outcomes, job etc.
2. Is there benefit of master is education if a candidate is having along with PhD in some science subject.? benefits in terms of job or career !
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It depends very much on the country and the field you want to teach. In most (if not all) of the European countries you can not teach in elementary, primary and secondary schools without having masters in education. If you teach at universities, the PhD is many times the basic prerequisite to get a job. But if you would like to teach at teachers colleges, you would most likely need the M.Ed. as well. I would definitely check particular country for reaquirements to get a particular job.
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Locus of Control and Basic Business Skills of Gr.10 at Tanauan City:A basis for supplemental program for career guidance
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Hello April,
Are these of any help?:
Jemi-Alade, T. (2008). Gender, college major selections, classifications within majors, and its relationship with locus of control: An empirical evidence for counseling educators. Journal of College Teaching & Learning5(7), 55-66
Caliendo, M., Cobb-Clark, D. A., & Uhlendorff, A. (2010). Locus of control and job search strategies.
This was later published as:
Caliendo, M., Cobb-Clark, D. A., & Uhlendorff, A. (2015). Locus of control and job search strategies. Review of Economics and Statistics97(1), 88-103.
I have not seen the full text of this:
Boone, C., & van Witteloostuijn, A. (2005). Team locus-of-control composition, leadership structure, information acquisition, and financial performance: A business simulation study. Academy of Management Journal, 48(5), 889-909.
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I think that technology could be used by higher education institutes in order to improve connections among university students and companies. Do you know any study which describes university digital platform used for placement and career guidance?
Do you think that can be useful to improve digital networking between university students and firms?
I am looking for good practices for digital university placement! Thank you in advance.
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Dear,
Great business plan .go for that for betterment of World. Thanks
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Sometimes the student is forced to choose a scientific specialty he did not want, but sometimes it is controlled by some circumstances such as the academic rate or that the department needs to have a specific specialty or other reasons.
Do you think that the student will invent in the specialty that forced him to prove himself or will he frustrate and not succeed and fail
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Hi
It is not in the interest of the father to carry his child on a specialty that he does not like and does not desire, but rather in his coercion to spoil his talents and destroy his abilities. God created people on different forms and tendencies, and made everyone easy to create for him as it is true from the Prophet And peace be upon them: do every one easy for what is created for him.
Parents should cultivate intellectual and moral differences and instinctive preparations for their children. This is a major reason for their success and excellence in what they receive from their lives.
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please guide me, in my research i am comparing two groups on the basis of provision and non provision of career guidance and counselling services. I have used two scales including CDDQ a developed 9 point rating scale and other is a checklist on dichotomous scale (yes, no) options developed by me . Please guide me can i compare dichotomous scale with likert scale. If not then which method is appropriate for analysis.
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You can compare the means of the continious scale scores of those responding "yes" with those responding as "no" for each dichotomous question. Depending on whether you have normal distribution you can do this by a t-test or a Mann Whitney U test, former being the parametric one. Imho, this seems to be the most appealing way to do it.
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I am working on a really important project for me, which is a brand extension for a luxury fashion company.
I would really appreciate your help, so if you could find two minutes to complete this survey below, I'd be really greatful!
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Thank you so much!
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Taking into account to how the career tools used to  guide individuals for career choice making such as Career counselling and Career Assessments.
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Dear Colleague, please introduce yourself (if you have not already) to Professor Mark Watson at Nelson Mendela Metropolitan University.  Professor Watson is an expert in qualitative career assessment that integrates local (indigenous) qualities.  For example, his My Systems of Career Influences (with McMahon and Patton) has been trialed with people of colour, including those in South Africa.  My thoughts on "decolonization" is about the validity of an assessment, which is an essential element of any assessment tool.  Ensuring fairness and cultural relativity is necessary condition for validity--it is also how to decolonize a tool.  I hope this helps.
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Well-being, I have used in my research framework as dependent variable but the examiners of my Ph.D thesis are not satisfied.......
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Dear! I am not clear, either you want to add a mediating variables in between relationship of these two variables or want to add some new dependent variable?
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The scale that i found for career resilience has issues with its construct validity and due to time constrains i can not develop one ,please let me know if any one used a career resilience scale or came across it 
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Mr Singh, I would like to read 2nd article full-text. I'm also looking for valid career resilience scale for my research.
Thank you
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I'm currently looking for some tests to be applied to students between 14 and 18 years old that are interested in pursuing college studies.
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Dr Sanchez, the RIASEC model of vocational personality created by Holland (1997) is widely known and used through the world, and translated into several languages.  Armstrong et al (2008) argue that the RIASEC circumplex is a suitable framework for personality more broadly. The paper by Foutch et al. (2013) describes a very useful database of resources for the Holland system. I hope my answer helps you.
Peter
References
Armstrong, P. I., Day, S. X., McVay, J. P., & Rounds, J. (2008). Holland's RIASEC model as an integrative framework for individual differences. Journal of Counseling Psychology, 55(1), 1-18. 
Foutch, H., McHugh, E. R., Bertoch, S. C., & Reardon, R. C. (2013). Creating and using a database on Holland’s theory and practical tools. Journal of Career Assessment. doi: 10.1177/1069072713492947
Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments (3rd ed.). Odessa, FL: Psychological Assessment Resources.
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What is the importance of ethics in career counseling especially in the 21st century?
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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.
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This question was asked to me in a training. The answer will also be interesting for my research on career guidance in education.
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When it comes to cultural differences, see the work of Vitaliy Popov, who graduated from Wageningen University.
When Googling the phrase 'international figures about student drop outs' yielded many hits.
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In 2012 Hoare, McIlveen, and Hamilton published a plea to use concepts and techniques from ACT (Acceptance and Commitment Therapy) to Career Development or Guidance. At that moment there were strong arguments, but not yet empirical evidence. What is the situation now? Is there any research that confirms the theoretical arguments? Are there new theoretical insights? Are there projects intended to develop tools for Career Guidance based on ACT? Is anything known about evaluations and/or effects?
With my colleague Albert de Folter I developed a toolkit. It consists of tools, based on or inspired by ACT, for career guidance in schools. We are interested in developing similar tools for adults.
Hoare, P. N., McIlveen, P., & Hamilton, N. (2012). Acceptance and commitment therapy (ACT) as a career counselling strategy. International Journal for Educational and Vocational Guidance, 12(3), 171–187.
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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!!
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Hello ResearchGate Community,
I really need your help for my Master Thesis. I am writing about dual career considerations in international assignments and want to find out if there are differences between Self-Initiated and Company-Assigned Expatriates. 
I want to conduct interviews with dual career couples; six couples that relocated abroad on their own and six couples that went abroad within their organisations. If you have an idea how to find these interviewees or if you personally know someone that suits the criteria please let me know! 
If you need more information on the exact interview format or anything else I am happy to provide you with more information.
Thank you in advance for any support you are able to provide!
Wiebke Schaper
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Hi Wiebke, congrats for choosing an interesting topic. I would advise you to use a snowball sampling method to locate the dual career couples with better results. If you locate one, s/he will help you locate the other. It's very popular. All the best.
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I'm currently working for my thesis about the impact that has involvement of parents who are have a level of education on adolescents aspiration for the future. 
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Hi Eva,
Here are a couple more references:
Drolet, M. (2005). Participation in post‐secondary education in Canada: Has the role of
            parental income and education changed over the 1990s? Retrieved from
Levine, K., & Sutherland, D. (2013). History repeats itself: Parental involvement in children’s career exploration. Canadian Journal of Counselling and Psychotherapy, (47)2, 239-255.
Raty, H., & Kasanen, K. (2010). A seven-year follow-up study on parents’ expectations of their children’s further education. Journal of Applied Social Psychology, 40(11), 2711–2735.
Simmons, A. (2008). A reliable sounding board: Parent involvement in students’ academic and career decision making. NACADA, 28(2), 33-43.
Hope this helps,
Susan
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Dual career couples/families are those couples in which each of them is engaged with professional, managerial or administrative work. Research show that dual career issues like children's education are seen as obstacles to international assignment and hinders career development plans of multinationals. My question is, in what ways do these set of people pose a challenge to the organization?
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i think you can measure the strength of need for family vs. need for power/ achievement, and work within a motivational framework.  you may need to find n the rmp a greater motive
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We are designing a European Project on this subject and we are reviewing the state of the art. Thanks in advance.
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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.
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Research and practice show that generally counsellors must be resilient, have deep knowledge of their field and experience on working with various types of clients implementing different theories. However, as far as I am concerned little is known about specific characteristics, skills, training and attitudes career counsellors should have to be effective at their work with clients, especially within the context of globalization, career uncertainty and complexity. What do you think about these issues according to bibliography and your experience?
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Good question: Specific to your question, counsellors should profile their clients and know all critical factors about their current clientele; understanding the ever changing industry and job expectations (i.e currency, context and relevance); and skill wise, counsellors need to be aware that not all clients can think independently, based on their abilities and how long they struggled with the their counselling issue and will need a helping hand or "lets walk together kind of approach".
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Do you believe that personal counseling theory and techniques should be incorporated in career counseling sessions? If yes, why? In addition, in your experience and knowledge should career counseling and personal counseling as a process and a scientific field be mixed or complement one each other due to the multiple intertwined roles people have in their life?
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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
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Finding a job in academia is already very tough for new graduates considering the funding limitations and extreme competition. What are the reasons in your opinion? What are the consequences of new graduates leaving academia? What can be done to prevent it?
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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.
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Currently looking at high level footballers who are going through, or about to experience a career transition within their sport. I am wanting to see what suggestions others have regarding interventions to ease these transitions.
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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.
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What are career options after doing M.Sc. & PhD in Environmental Science?
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Well its really up to yourself and how you want to take your career forward.
Industry will provided a far greater financial incentive and will probably be more stable than academia.
The academic side can be unstable post-docs last 3-years, teaching posts can be temporary and to climb up the ladder you will have to move around institutes/universities.
But you also have to remember if you work in industry you can still collaborate with institutes/universities
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I found, that at the undergraduate and even graduate level, the Institutions where I received my otherwise not bad education did not disclose what kind of careers you can hope to aim for with their diplomas, or what one needs to do and accomplish (other than getting their diplomas) before one can land "their dream job". This kind of information I got mostly by word of mouth, step by step, and by overhearing professors etc - not through any kind of formal class. But maybe my experience is unique and is due to my Eastern-European background (or even specific to the two Universities I received my education from or the time I was educated at) so I would be interested to hear your experiences regarding "career development courses/classes".
I think this should be taught in class just like pubmed and PMC (and other database) searches, ways of using libraries, searching for grant/fellowships/patents and writing proposals, making yourself "visible" plus other basic skills every researcher needs in biomed and probably other fields as well.
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As a faculty member in Biology, I would take a few minutes of class time (undergraduate courses) to talk about exciting developments in biotechnology, bioinformatics, bioengineering, when warranted by the topics they would be studying. I also set up a website so all the biology- and biology-related majors would know that there are healthcare fields beyond medicine, dentistry and veterinary science, that they could go into fields such as media communications, art, that they could go into patent law based on a strong background in science. A few students take advantage of that information. I do it for those few. Most don't pay attention because they are too focused on the goal that they had chosen or their families expect them to follow, whether or not their goals are realistic relative to their academic performance.
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In fact, I would like to find out which independent variables among several variables included in the survey have the strongest effects on a dependent variable. Counseling trainees are the participants of this correlational study. Some of the factors examined are counseling experience measured in months, length of practicum measured in hours, length of training in counseling measured in years and scores at a core self-evaluations questionnaire using a Likert type scale. Dependent variables are the total scores and the scores at subscales in two counseling self-efficacy questionnaires (also using Likert type scale).
Would you consider stepwise multiple regression as an appropriate solution? Note that I am interested in the total variance explained as well as the variance explained on the dependent variables from each independent variable separately. However, the sample is going to be quite small (100-150 trainees).
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Consider what you're asking for a moment. You want to find predictor variables of the most influence among your set in order to plan much further research and yet are trying to find the minimum number of subjects for that plan. That's equivalent to saying, what's the most variable estimate of my parameters I can get away with? I'd instead be looking around to find the way to get the least variable estimates I reasonably could.
Stepwise multiple regression should never be done. It finds biased relationships.
Perhaps see this page for a very simplified explanation.
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I am a neuroscience PhD student researching developmental channel expression in the neonatal Hippocampus but I have come to realise that what really fascinates me Neural Engineering.
I did a degree in Biochemistry and don't have any formal engineering training.
I was wondering if any one had any advice for getting a job in this area? Any essential skills? Do you know someone who has made a similar move from neuroscience?
Any help would be greatly appreciated.
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The groundbreaking research of Miguel Nicolels, which focuses partly of creating brain-machine interfaces (1), might offer a means of transitioning between Neuroscience and Neural Engineering. Specifically, I suggest completing your Neuroscience PhD and then attempting to obtain a Post-Doctoral position in his Duke University laboratory. There you could learn the skills of cutting edge Neuroengineering, without having to pursue a new degree, Few Neural Engineering Projects can possibly be more educational and exciting than bran-machine interfaces. To introduce yourself to his work, I suggest reading his recent book Beyond Boundaries, which discusses Nicolelis' Neural Engineering in the context of his personal history and ambitions (2).