The role of the Market in Career Counselling Delivery

Abstract

This article explores the roles of public policy in career guidance delivery. Traditionally, most career guidance services have been structured towards the provision of social welfare to the public sector. The New Right critique of this has led to attempts to apply market principles to guidance delivery. This can take the form of a market or quasi-market in guidance. However, guidance can also be viewed as a market-maker: a means of making the labour market and education and training markets work more effectively. Some experiments in applying these principles in the UK and elsewhere are analysed.

Career Development from a Systems Perspective: The Systems Theory Framework

“…Central to the motivation of governments that influenced the provision of career guidance was the benefit to society of having a population who were able to contribute effectively through work. These two motivations reflect the widespread belief that career development serves both a private good (i.e., it benefits individuals) and a public good (i.e., it benefits families, societies, communities, and the economy) (Watts 1995(Watts , 1997.…”

Navigating the rapids: the role of educational and careers information and guidance in transitions between education and work

“…In the United Kingdom, for instance, a mixed model of contracting-out and vouchers has been introduced. Watts (1997) states that, althought the contracting-out process has 'reenergised' the service and raised its profile, it has been accompanied by several problems. Specifically, structures of professional collaboration have been 'weakened', performance measures have become 'too rigid' and 'bureaucratic', and transaction costs are 'considerable'.…”

“…Given the current trend to marketise the provision of both VET programmes and employment placement services in Australia, it would be reasonable to assume that government may consider establishing a market in careers guidance services along the lines adopted in recent years in the United Kingdom, the Netherlands and New Zealand. Essentially, such systems operate via contracting-out processes or voucher-based schemes or a mix of both (Watts, 1997). If government decides to design and implement a careers guidance service along market lines, considerable care must be taken to ensure that service quality and equitable access are maintained.…”

Changes in environment, company positioning and career development

“…Gradually, the understanding of a career ceases to be limited to one company and one type of job, as well as the responsibility of the company. It becomes an individual, multi-faceted path through various activities in different places that lead to a goal (Watts, 1998). In contrast to the earlier understanding of an employee, where their identity was closely tied to the company they worked for, along with a sense of loyalty, today an individual is employed by a company until the moment the employer ceases to meet the employee's expectations.…”