Stories are universal. Cultures include stories; cultures are stories-incomplete stories, always evolving. Every person has a story; a person is a story-an incomplete story, always evolving. At their confluence, the stories of cultures manifest through individuals, and individuals express themselves through the stories of their cultures. As such, one is a story of the other, with each reflecting one another. Indeed, on this planet, there are seven billion stories and counting, incomplete and always evolving, as diverse as all the peoples on earth, yet, somehow humanely very similar to one another. How these many stories are told, heard, and created is very much the domain of counselling. Continue reading
Career development interventions that are relevant, engaging, and accessible are better for supporting individuals’ progress toward their goals. Career development resources have been used for decades to support people to understand their career needs, explore available career opportunities, make career decisions, and assist career practitioners in build rapport with clients. Things have changed a bit. “Back in the day” career practitioners used encyclopedic books that listed occupations and their tasks, responsibilities, and qualifications (e.g., The Job Guide). With exponential change–automation, massification, globalization–we are now in a very different world and career development tools have suddenly gotten cool (in my opinion at least)!
Engaging Career Development Resources
Recently, I was privileged to present “Engaging Career Development Resources” workshop at the Career Development Association of Australia (CDAA) national conference. It was fantastic to see locals and delegates from interstate and overseas coming together to learn about practical, engaging career development resources that can be used with a diversity of clients in a constantly changing career landscape. In the workshop, I shared a list of Career Resources that can be used to support clients understand the plethora of opportunities and the necessary skills, qualifications, and experiences, they may need to meet their career potentials.
Youth unemployment is at an all time high, and so are change and innovation. It has never been more important to support the members of our various communities to develop their understandings of themselves, the changing world of work, and the opportunities for their futures. I hope you can make good use of these Career Resources to make a difference for your students and clients, and yourself.
Carolyn Alchin, Career Development Practitioner. twitter: @Careermumcaro
The Career Development Association of Australia brought four keynote speakers to its 2017 annual conference of members and industry bodies. Listen to brief interviews with Dr Ryan Duffy, Dr Ann Villiers, Dr Peter McIlveen, and Ms Marayke Jonkers, to learn more about their ideas for the field of career development.
Psychology of Working
ACCELL International Fellow, Dr Ryan Duffy, and ACCELL Research Director, Dr Peter McIlveen, emphasize issues associated with the psychology of working, decent work, unemployment, and evidence-based practice.
Acknowledgement: Thanks to CDAA Communications Officer, Georgia Kelly-Bakker, who recorded and produced the podcast.
ACCELL is currently collecting survey data for several research projects. Please contribute to our work by completing one or more of the data collection sites linked below.
The project A-GRADES (Australian Graduates Employability Scale) aims to create a career development tool for students and graduates. It is intended that the tool be used to ascertain personal qualities related to career management and employment. Also, the tool may be used within learning activities that develop students’ career management knowledge and skills, and their preparations for employment. The tool will be useful to students, graduates, and university staff (e.g., career practitioners, work-integrated learning specialists).
Round 2 data collection for the purposes of validation of the A-GRADES measure is underway. If you are a current university student or a university graduate of any degree then please enter the A-GRADES survey site here.
Decent Work and Location
The notion of “decent work” refers to fair, safe, and equitable conditions of employment as defined by the International Labour Organisation (ILO). This project will contribute to that international study and also explore a range of factors, such as psychological flexibility, career adaptability, decent work, meaningfulness of work, work engagement, place attachment, and job satisfaction, that influence the wellbeing and retention of workers in non-metropolitan areas of Australia. If you are a current university student or a university graduate of any degree then please enter the survey site here.
The Psychology of Unemployment
ACCELL’s research into unemployment focuses on its social and psychological impacts on people who want to work but have no work or insufficient work to get by in life. More importantly, ACCELL’s research and development is focused on determining and developing social and psychological resources that better enable individuals’ employability to survive, connect with one another, and live happier, productive lives.
Research recently published by ACCELL in the Journal of Career Development (Kossen & McIlveen, 2017) reveals a new and important perspective on unemployment. The findings of this research show that unemployment can be understood in terms of the Psychology of Working Theory (Duffy, Blustein, Diemer, & Autin, 2016).
“I’m delighted to read about important research emerging from the psychology of working framework. Congrats to
@petermcilveen and colleagues.” Professor David Blustein, Boston College, USA.
Psychological Factors that Remediate Employability
The research demonstrates factors that may worsen a person’s chance of securing decent work. More importantly, the research pinpoints psychological factors that may also improve a person’s chances of getting decent work–and this is where ACCELL is focused on making a difference. These so-called characteristic adaptations that improve a person’s chances of working in a good job can be learned. For example, one of the most important factors is self-efficacy associated with well defined job search strategies that target the “right job” not just “any job”. The “any job” strategy is a recipe for poor outcomes–despite what some politicians may say. Professional career development practitioners (e.g., Career Development Association of Australia) know about these strategies and how to develop their clients’ self-efficacy. Our R&D will sharpen the tools for improving their effectiveness and positive impact.
Duffy, R. D., Blustein, D. L., Diemer, M. A., & Autin, K. L. (2016). The psychology of working theory. Journal of Counseling Psychology, 63(2), 127-148. doi: 10.1037/cou0000140
Kossen, C., & McIlveen, P. (2017). Unemployment from the perspective of the psychology of working. Journal of Career Development, doi: 10.1177/0894845317711043.
This blog article is an extract from:
Kossen, C., & McIlveen, P. (2017). Unemployment from the perspective of the psychology of working. Journal of Career Development, doi:10.1177/0894845317711043.
The profession school teacher is as much rewarding as it is challenging. Our research into teachers’ careers reveals how their personalities influence their professional confidence (i.e., self-efficacy), engagement in their classrooms, and overall job satisfaction. ACCELL researchers are aiming to discover if their are specific “profiles” associated with their confidence, engagement, and job satisfaction. This is important research because it provides insights into how teachers manage their careers and, more importantly, which psychological factors may support their career longevity.
A sample of our research was presented at the most recent conference of the American Educational Research Association (AERA) held in San Antonio, Texas, USA, which is the largest meeting of educational researchers in the world. The figure below provides a summary of our presentation at AERA 2017. Stay tuned for the publications that will report on the wider research outcomes.
What is 4E-cognition?
In recent years a new way of looking at the notion of cognition has gained ground, often labelled as 4E-cognition (embodied, enacted, embedded, and extended cognition). The basic claim is that cognition cannot be reserved to individual processes inside the head (and body) only; rather cognition is seen as “a doing”; it is something people do in their active and explorative sense-making with the bio-social environment. Thus, an ecological turn is on its way within cognitive science that seeks to explore thought, feeling, and action as inter-related dimensions of an agent-environment system. ACCELL is now applying this new research paradigm to career development. Continue reading
ACCELL has partnered with other researchers to establish an international benchmark measure of “decent work”. We wish to better understand your experiences of decent work as it relates to where you live.
Please support our research by completing the Online Survey.
The notion of “decent work” refers to fair, safe, and equitable conditions of employment as defined by the International Labour Organisation (ILO). This project will contribute to that international study and also explore a range of factors, such as psychological flexibility, career adaptability, decent work, meaningfulness of work, work engagement, place attachment, and job satisfaction, that influence the wellbeing and retention of workers in non-metropolitan areas of Australia. Continue reading
Picture a world without decent work: A graphic story.
Opportunity to work with leaders in the field of career development. Source: Would you like to be a lecturer in career development