Crisis, taboos and careers guidance

The relevance of the idea of 'crisis' for careers and careers guidance is examined, together with some of the critical responses that have been made to recent crises. It is argued that careers guidance generally responds to such challenges by seeing them as external problems rather than as changes which may alter its very assumptions and methods. Two particular taboos are noted in this context concerning the value of work and of working for an organisation. The questioning of these taboos leads to four models of alternative careers: the Uncareer, the Guerilla Career, the Cop-Out Career, and the Non-Career. These forms of career raise the broader issues of order and disorder within careers, with their associated implications for careers guidance.     

Expectations, recall and evaluation of careers guidance interviews by pupils and careers advisers: a preliminary study

The purpose of this study was to examine differences in the perceptions of initial careers guidance interviews as expressed by pupils and careers advisers. A sample of 51 careers guidance interviews were studied, which were carried out by 16 qualified careers advisers operating under normal working conditions. The school pupils were from the lower streams of 16 different secondary level schools, half were male, and the majority were either unsure of leaving or were planning to leave school at the earliest opportunity. The study adopted a quantitative repeated measures design where both interview participants completed pre-interview expectation questionnaires, post-interview recall questionnaires and scales measuring interview evaluations. The results suggested a range of differences between careers advisers' and pupils' expectations, recall and evaluations of careers guidance interviews. However, both participants' overall satisfaction with the careers interview was significantly related to the interpersonal aspects of the process, while the provision of careers advice contributed to overall satisfaction expressed by careers advisers only. The findings are discussed in relation to evaluation of provision and the preparation of clients for participation in careers guidance interviews.     

Implications of data-analysis models for careers guidance

Data-analysis models for careers guidance have been mostly of the regression type, operating to transform trait assessments into predictions of career adjustments. If understanding of self and life-space is a prerequisite to decision-making and planning, models of the correlation type - which transform trait distributions of populations into knowledge of the antecedents of variance in careers phenomena - may need to take precedence in guidance programmes. Models of the two types have some guidance implications in common, but each type of model also has some special implications, which are discussed. It is argued that studying correlation models for career development data in the context of a sequential, structured guidance curriculum can provide young people with scientific attitudes and skills which will make them ready for personal predictions, decisions, and planning.     

The politics of careers education and guidance: A case for scrutiny

Political aspects of processes involved in defining careers education and guidance are brought to light through an examination of debates surrounding the definition of guidance at four different points of the journey from policy to practice, and of related 'gaps' between 'theory' and 'practice'. It is argued that these 'gaps' cannot be adequately conceptualised within a curriculum evaluation paradigm. They result from the conflictual nature of curriculum change which, in this case, produced repeated contests over the definition of guidance, with different outcomes in different occupational settings. These outcomes, it is argued, were influenced not only by rational debate but by the distribution of power between the various groups of actors concerned. The politics of careers education and guidance are placed on the agenda for consideration by both researchers and practitioners.     

Interviewee perceptions of an organisational careers guidance scheme

A study was carried out during the early stages of the introduction of a career development scheme in a large government department. Information relating to aspects of various careers counselling issues was gathered from staff who had received such counselling and from personnel staff responsible for its provision. The study shows, amongst other things, that the interviewers were perceived to use some counselling skills, that the interviewers claimed they experienced few problems of role conflict, but that the staff tended to identify the interviewers with management. The findings are discussed relation to the appropriateness of interviewing style and to the broader context of how individuals might influence their career development within the opportunities provided by the organisation.     

Girls and women: challenges for careers guidance practice

This article reviews the position of women in the UK labour market and the increasing complexity of their employment patterns. It criticises current career theory for girls and women and examines enhancers and inhibitors of women's career development. Finally, some promising developments in theory-building for girls and women are briefly discussed, together with some implications for practice.     

Developing careers education and guidance in a tertiary college

The growing number of tertiary colleges presents careers education and guidance with challenges different from and additional to those of secondary schools, sixth-form colleges and further education. This article describes and analyses how one tertiary college, founded four years ago, has responded to these challenges. The background to the setting up of the college, and of careers education and guidance within it, is described and some areas of difficulty and ambiguity are identified. The emergence of principles (comprehensiveness, time-tabling, timing, identification of need, and curriculum negotiation) underlying the organisation of careers education is documented. Four types of careers course (Introductory, Exploratory, Focusing and Practical Guidance) are described and examples of how they are used are given. Particular attention is drawn to the innovatory use of 'Careers Workshops'.     

Prolonged transitions to uncertain destinations: The implications for careers guidance

A set ofEuro-wide trends is discussed: the prolongation of young people's transitions, the individualisation of their biographies, and the greater uncertainty of their futures. It is argued that youth's new condition is currently being normalised throughout Europe, and that this process is aided by appropriate careers guidance which must be recurrent, customised, and couched in terms of possibilities. Problems that are posed for young people and their advisers in Britain, and in some other countries, by the persistent jobs deficit, the inability of some families to provide the support that youth's new condition requires, and the fact that some forms of vocational education and training are most likely to be dead-ends, are identified.     

The development of computer-aided careers guidance systems: A response to Closs

The veracity of many of the statements in Closs (1994) is challenged. It is suggested that the problems encountered in the implementation of PROSPECT (HE) were not caused by project management but were, as suggested by Watts (1994), economic and political in nature.     

The social consequences of expressive suppression

At times, people keep their emotions from showing during social interactions. The authors' analysis suggests that such expressive suppression should disrupt communication and increase stress levels. To test this hypothesis, the authors conducted 2 studies in which unacquainted pairs of women discussed an upsetting topic. In Study 1, one member of each pair was randomly assigned to (a) suppress her emotional behavior, (b) respond naturally, or (c) cognitively reappraise in a way that reduced emotional responding. Suppression alone disrupted communication and magnified blood pressure responses in the suppressors' partners. In Study 2, suppression had a negative impact on the regulators' emotional experience and increased blood pressure in both regulators and their partners. Suppression also reduced rapport and inhibited relationship formation.     

Career orientations of senior executives and their implications for careers guidance

The development of career theory has given little attention to mid-career adults relative to that given to school leavers and young adults. Furthermore, in looking at adult careers the focus has primarily been on the objective patterns of career movements rather than on subjective aspects of career. As objective careers become less easily measured, with the disappearance of clear career ladders, the importance of the subjective career increases. In a questionnaire study of senior executives (n = 132) who undertook a formal counselling programme, there was no evidence of any change in expectations of future employing organisations, or the career signals they held important. Post-counselling clients rated themselves more highly than pre-counselling clients on their knowledge and confidence, their self awareness in regard to careers, their ability to negotiate career change and their attribution of career progress to their own personal qualities. The implications of these findings for careers counselling practice, and for the skills of career management, are discussed.     

Suicide attempts as social goal-directed systems of joint careers, projects, and actions

In the present study we examined to what extent persons who attempt suicide describe their attempt in terms of social, joint processes. Psychotherapists interviewed 40 patients hospitalized in a general hospital for a few days after an attempted suicide. The content of the interviews was analyzed for the level of systemic processes the patients referred to (that is, action, project, and career). The most common processes to which the patients referred were relationship careers and projects and conflicts and argumentative actions. Our analysis indicates that a social process can be found at all levels of the patient's organization of the suicide attempt, within a system of goal-directed action, project, and career.     

The development of computer-aided careers guidance systems: Politics and economics v. project management

Watts (1993) attributes the problems encountered in developing computer-aided careers guidance systems to political and economic issues rather than technical and professional ones: a conclusion based largely on experience of the UK PROSPECT system. An alternative view is offered which draws attention to the role of project management in creating some of these problems.     

Measuring clients' experience of careers guidance interviews: Exploratory studies

Initial findings of the development of a measure of client experience of the careers guidance interview are reported. Initially based on the Medical Interview Satisfaction Scale (Wolf et al., 1978), items were derived which sampled across affective, cognitive and behavioural components of careers interviewing. The scale is pilot tested on 60 15 and 16 year-old school pupils, of low academic potential and all of whom had experienced a careers interview with a careers officer. Initial results are only partially supportive of the findings of Wolf et al. (1978). Results of a further field study of the 20-item scale based on 54 careers interviews are also reported where factor analytic data are promising. The contribution of the scale in testing related hypotheses (e.g. met expectation hypothesis) is indicated.     

The new qualification in careers guidance in higher education: A collaborative partnership

The raison d'être for the new Certificate and Diploma in Careers Guidance in Higher Education is outlined. The different perspectives of the partners in this enterprise–the Department of Community Studies at the University of Reading and the Association of Graduate Careers Advisory Services (AGCAS)–are discussed. The initial difficulties and successes are explored and a suggested strategy is offered for other such collaborative ventures.     

The social consequences of the microelectronic revolution

The social consequences of the microelectronic revolution are discused in terms of the theory of cognitive dissonance. Directions for solutions to the economic and social problems brought about by automation and robotization are explored.     

Factors influencing the effective use of computer-assisted careers guidance: The North American experience

Some of the causal factors that account for effective and ineffective use of computer-assisted careers guidance (CACG) systems in North America are explored. Factors that have facilitated effective CACG design and use are described, and inhibiting factors are identified. Implications for the continued design and use of CACG systems within the European Community are discussed.     

The impact of the 'New Right': Policy challenges confronting careers guidance in England and Wales

The influence of the 'New Right' on careers guidance policy during the Thatcher era is analysed. It is suggested that three main strands of such influence can be discerned: using guidance as a form of social control; supporting guidance as a means of making markets work; and making guidance services themselves more responsive to market forces. The implications of these pressures for guidance philosophy and practice are discussed.