Encountering, Experiencing and Shaping Careers - Thinking About Careers in the 21st Century

Preface Charting a Course Through the Unknown

What Is a Career?

References

Contents

1 The Changing Career Landscape

1.1 Introduction

1.2 The Changing Landscape of Careers

1.3 Fundamental Changes to Workers, Work and Working

1.3.1 What Is Meant by ‘Platform’?

1.3.2 What’s a ‘Gig’?

1.3.3 Platform and Gig Employment

1.4 Just in Time Workers

1.5 Back to the Future

1.6 Work Participation and Experience

1.6.1 Future Careers

1.6.2 Labour Market Participation

1.7 Labour Market and Career Development

1.8 Gender and Work Participation

1.8.1 Work Value and Gender

1.8.2 Gender Pay Gaps

1.8.3 Work Experience

1.9 Future Implications

1.10 Conclusion

References

2 What Is a Career?

2.1 Introduction

2.2 Defining Career and Work

2.3 Career Planning

2.3.1 Creating Careers

2.3.2 Careers Within Organisations

2.4 Employability

2.5 Talent and Talent Identification

2.6 Career Guidance

2.7 Self-managing Careers

2.8 Career Ambition

2.9 Critical Influences Shaping Career

2.9.1 Negotiating a Career in a Changing Labour Market

2.10 Generations and Careers

2.10.1 Generational Categories

2.11 The Concept of Generation and Intergeneration

2.11.1 Generational Stereotypes

2.11.1.1 Comparative Generational Differences in Perceived Work and Family Balance

2.11.2 Family, Gender, Interests

2.12 Continuity of Employment

2.12.1 Income

2.12.2 Work Ethic

2.12.3 Technology

2.13 Conclusion

References

3 Career Research Literature

3.1 Introduction

3.2 Career Achievement

3.3 Occupational and Professional Acculturation

3.4 Life Span Career Development

3.5 Life Stage Theory of Adult Development

3.6 Career Motivation ‘Theories’

3.7 Cognitive and Social Cognitive (Career) Theories

3.7.1 Protean and Boundaryless Career Models

3.8 Chaos Theory of Careers

3.9 Career Construction Theory

3.10 Career Learning Theories

3.11 Career Phases

3.12 Career Transitions

3.12.1 Entrepreneurial Career

3.13 Individualised Careers

3.14 Career Identity

3.14.1 Practical Dimensions of Identity Capital

3.15 Self-efficacy

3.16 Theories Useful for Career Thinking and Development in Organisations

3.17 Conclusion

References

4 Factors Influencing Career

4.1 Introduction

4.2 Career Planning, Decisions and Choices

4.2.1 Career Planning

4.2.2 Rational Career Planning

4.2.3 Non Rational Decision Making

4.3 Cueing People Towards Specific Work or Career Outcomes

4.4 Career Thinking

4.4.1 Critical Thinking

4.4.2 Critical Self-reflection

4.4.3 A Self-reflection Activity

4.5 Career Vision, Drive and Agency

4.5.1 Career Pathfinding

4.6 Investing in Career Capital

4.7 Career Effectuation

4.8 Design Thinking and Career Thinking

4.9 Optimal Career Assets

4.10 Employability

4.10.1 Subjective Employability

4.10.2 Employability Resources and Proactive Behaviours

4.10.3 Objective Employability

4.11 Learning the Ropes: New Entrants into the Labour Market

4.11.1 The Mediating Role of Work Integrated Learning

4.11.2 Cultural Enculturation

4.11.3 Cultural Unfreezing

4.12 Work Engagement

4.13 Career Ambitions

4.13.1 Organisational Culture and Risk

4.14 Searching for Meaning

4.15 Psychological Career Factors

4.15.1 The Imposter Syndrome

4.15.2 Career Identification

4.15.3 Self-efficacy

4.15.3.1 Meaningful Voicing

4.15.3.2 Suppression

4.15.3.3 Emotional Regulation

4.15.4 Reappraisal

4.15.5 Fear

4.15.6 Resilience and Career Adaptability

4.16 Career Boredom

4.17 Career Regret

4.18 Career Counselling

4.19 Career Optimism

4.20 Conclusion

References

5 Career Investment

5.1 Introduction

5.2 Skill

5.2.1 What Are 21st Century Skills?

5.3 The Complexity of Careers

5.4 Building and Balancing Career Assets

5.5 External Influencers

5.6 Career Positioning

5.6.1 Career Pathways and Choices

5.7 Surviving Lifelong Careers

5.7.1 Career Ownership Strategies

5.8 Career Value Proposition (CVP)

5.8.1 How to Develop a Powerful EVP ‘Pitch’

5.9 Initiating a Career Portfolio

5.9.1 Conventional or Experimental Approach?

5.9.2 Achieving the Portfolio Designed

5.10 Designing the Career Portfolio

5.10.1 Design Thinking a Career

5.10.1.1 Categories of Knowledge

5.10.2 Confirmation Bias

5.10.3 Affirmation Bias

5.11 Integrative Thinking

5.11.1 Metacognition

5.12 Integrative Career Problem Solving

5.12.1 Reassessing the Career Portfolio Periodically

5.12.2 Rebalancing Career Thinking

5.12.3 Career Feedback and Self-evaluation

5.12.4 Self-determination

5.12.4.1 Rewarding Work

5.13 Conclusion

5.14 Glossary of Skills

References

6 Career Change: Transition and Disruption

6.1 Introduction

6.2 Making the Change

6.3 Career Mobility

6.4 Changing Jobs

6.4.1 Career Entrenchment

6.4.2 High Entrenchment Careerists

6.4.3 Low Entrenchment

6.4.4 Mobility Detriments

6.4.5 Value of Prior Experience

6.5 Career Transition

6.5.1 DYI Careers

6.6 Career Disruption

6.7 Interpreting Career Change

6.8 Putting the Disruption into Perspective

6.8.1 Retirement and Career Disruption

6.8.1.1 Encore Career

6.8.1.2 Deciding to Retire

6.8.1.3 Partial Retirement

6.8.1.4 New Career Post Retirement

6.8.1.5 Adjusting to Retirement

6.8.2 Planned Retirement

6.8.2.1 Retirement as a Process

6.8.2.2 Retirement as a Career Development Stage

6.8.3 Response to Career Disruption

6.8.4 Adjusting to Career Disruption

6.8.5 Positive Reframing of the Perceived Disruption

6.8.6 Positive Reframing of the Self

6.9 Career Adaptability

6.9.1 Self-analysis

6.9.2 Preferences in Risky Decision Making

6.9.3 What Is the Biggest Risk in Changing Jobs?

6.10 Career Exit

6.10.1 Reasons for Discontent

6.10.2 Responses to Discontent

6.10.3 Exiting a Trapped Career

6.10.4 Career Entrapment for Early Careerists

6.10.5 Trust

6.11 Conclusion

References

7 Career Communities and the Power of Networking

7.1 Introduction

7.2 Defining Career Communities and Networking

7.3 Transactional Towards Transformational Partnerships

7.4 Creating Effective Relationships

7.4.1 Social Networks

7.4.2 Relationship Reciprocity

7.4.3 Relationship Skills

7.5 Career Networking and Stakeholders

7.5.1 Collaboration and Boundary Spanning Capabilities

7.6 Breaking Down Networking

7.6.1 Sources of Self-efficacy

7.6.2 Self-efficacy

7.6.3 Other-Efficacy

7.6.4 Reflected-Efficacy

7.6.5 Relationship-Inferred Self-efficacy

7.7 Principles for Developing Strategic Collaborations

7.7.1 Identifying Beneficial Collaborations

7.8 Social Capital

7.8.1 Breaking Down Network Demarcation Lines

7.9 Conclusion

References

8 Career Education and Readiness

8.1 Introduction

8.2 Challenges to Career Education

8.2.1 Challenge of Higher Education Structure and Processes

8.2.2 Implications for Educational Institutions and Employers

8.3 Challenge of Labour Market Dynamics

8.4 Challenge of Twenty-First-Century Learning

8.5 Challenges of Creating a Learning Vision

8.6 An Integrative Framework for the Future

8.6.1 Social Equality

8.7 Sustainability and Voice

8.8 Ethical Career Education Leadership

8.9 Career Education Status

8.10 Career Education Learning Spaces

8.11 Conclusion

References

9 Career Learning, Creativity and Career Capital

9.1 Introduction

9.2 How Do People Learn About Careers Really? How Are People Affected by Current Methods and Practices of Learning?

9.2.1 What Is at the Heart of These Career Learning Models?

9.3 What Are the Implications of These Methods?

9.4 What Is Taken-for-Granted and Unnoticed in What People Think and Know About Careers?

9.5 Why Consider Career Thinking and Creativity Side by Side?

9.6 Collective Learning for Careers

9.6.1 Continuing Professional Development

9.6.2 Developing Career Capital Through Collaboration

9.6.3 Career Networks and Career Capital

9.7 Conclusion

References

10 Career: The Future

10.1 Introduction

10.2 A Future Self

10.2.1 The Polarisation of the Left and Right Brain

10.2.2 The Fiction of Polarisation of the Left and Right Brain

10.3 The Conundrum of Emotions in the World of Work

10.3.1 What Is Meant by Emotion?

10.3.2 Emotion as Intrapersonal

10.3.3 Emotion as Social

10.4 Career Hope

10.5 Emotional and Social Capital

10.6 Types of Social Capital Through Communitas

10.6.1 Spontaneous Communitas

10.6.2 Normative Communitas

10.6.3 Ideological Communitas

10.7 Summing It Up

10.8 A Career Thinking Check List

10.8.1 Vision and Ambition

10.8.2 Purpose

10.8.3 Passion

10.8.4 Career Capability

10.8.5 Actualising Innovative Performance

10.8.6 Communing with Others

10.8.7 Career Making in Action

10.9 Conclusion

References

Index