The Chaos Theory of Careers: A User's Guide

Bright, Jim; Pryor, Robert

doi:10.1002/j.2161-0045.2005.tb00660.x

Cited by 116 publications

(65 citation statements)

References 20 publications

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“…Theories variously focus on matching -finding the right sized workers for the right sized jobs (for example Holland, 1997), life stages, highlight the developmental nature of career paths and the range of different drivers which may influence individuals at different ages (for example Super, 1990), sociological or economic factors (Roberts, 1997), identity (Ibarra, 2005), chance events (Bright and Pryor, 2005) and making meaning (Savickas, 2012). Amundson et al (2010) in an empirical study, identified three key factors which individuals identified when describing their own career choices: the economic reality, the people in one's life and the meanings that people are looking for within their work.…”

Section: Study 3: Adviser Advise Thyself: How Career Practitioners Mamentioning

confidence: 99%

Career conversations in coaching: the contribution that career theory can make to coaching practice

Yates

Oginni

Olway

et al. 2017

Coaching: An International Journal of Theory, Research and Prac

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This is the accepted version of the paper.This version of the publication may differ from the final published version. Permanent repository link AbstractThis paper responds to calls for an increased evidence base for coaching practice by exploring the contribution that career research and theory could make to this field. The paper summarises three small-scale studies focusing on career change undertaken by post-graduate students enrolled on an MSc in Career Coaching at a university in London. The studies explore the experiences of three groups of people who have recently changed career direction: female black African entrepreneurs, academic research scientists moving to industry, and people choosing a career in careers. The findings of the studies highlight the role of meaning and values, and the influence of others on career choice. The studies show too how the participants wrestle with subjective notions of career success, and that the impetus to make a career change comes from both a disenchantment with one situation and an attraction towards another. The paper concludes with some suggestions for coaching practice. Practice pointsThe paper is relevant to all coaches who engage with conversations about careers within their coaching practice.This paper aims to increase the breadth of theories available to coaches, focusing on empirical research and theories which inform an understanding of career development and career choice. Career changes are made when there is both a push away from the current situation and a pull towards an alternative option.  Career choices are influenced by an individual's values, their sense of identity and the advice and opinions of others.  Career theories and research can provide useful frameworks for career conversations with coachees.

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Section: Study 3: Adviser Advise Thyself: How Career Practitioners Mamentioning

confidence: 99%

Career conversations in coaching: the contribution that career theory can make to coaching practice

Yates

Oginni

Olway

et al. 2017

Coaching: An International Journal of Theory, Research and Prac

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“…In contrast, HLT develops career adaptability primarily by encouraging action that leads to new knowledge and the learning of new skills, which in turn can prepare a client for the serendipitous events that often occur following proactive career behaviors. Similar to HLT, the chaos theory of careers (CTC; Bright & Pryor, ) also emphasizes the role of chance events in career development. In fact, much of the research supporting the importance of chance events on career decision making and career development is from studies researching CTC (e.g., Hirschi, ).…”

Section: Hltmentioning

confidence: 99%

Making the Best of a Bad Situation: Career Counseling Young Adults in the Aftermath of the Great Recession

Greenleaf

2014

Journal of Employment Couns

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Because of the changes in the economy hastened by the Great Recession, recent college graduates face unprecedented challenges finding employment in the current labor market. In this new economic era, Krumboltz's (2009) happenstance learning theory provides college career counselors with a practical framework for helping students learn how to engage in proactive career behaviors, evaluate opportunities as they arise, and initiate actions to benefit from them. A 6-component framework is provided to guide college career counselors working with this population.

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“…(Hall, 1996b, p. 8) Proteus, the shape-shifting Greek god, is the fitting icon for the worker best suited to handle the challenges and opportunities of a VUCA environment. The traditional psychometric approaches used to match student traits and attitudes to major and career selection will prove increasingly useless because stability will define neither the future workplace nor the worker (Arthur & Rousseau, 1996;Bright & Pryor, 2005;Hall & Moss, 1998;Sullivan, 1999;van Vianen, De Pater, & Preenen, 2009). While in the past academic psychologists typically believed that personality traits were set after childhood and adolescence, like plaster that had dried (Dweck, 2008;Roberts & Mroczek, 2008), contemporary schools of thought, such as positive psychology, suggest that individuals can continue to consciously grow and develop in adaptive ways (Seligman & Csikszentmihalyi, 2000;Seligman, Rashid, & Parks, 2006).…”

Section: Personal Traits and Attitudesmentioning

confidence: 99%