Emancipatory Communitarianism: Facilitating Optimal Career Development Practice in Schools

In the UK, the concept of employability is influential in current conceptualizations of career development. It is an example of a discourse underpinned by faith in individual transformation as a response to unstable labour markets, a position that is not unproblematic when structural factors are taken into account. This article introduces an alternative perspective, the capability approach, to encourage debate about its value, and to begin to outline what it means for career counselling and development practice. An overview of the capability approach is provided, and the resonance between the concerns of the capability approach and those of career development practitioners will be highlighted. Key difficulties in applying the approach are identified before implications of the capability approach for practice are considered.

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The Influence of Professional Standards on New Zealand Career Development Practice

Australian Journal of Career Development ◽

10.1177/103841621102000303 ◽

2011 ◽

Vol 20 (3) ◽

pp. 10-17 ◽

Cited By ~ 3

Author(s):

Dale Furbish

Keyword(s):

New Zealand ◽

Career Development ◽

Professional Standards ◽

Development Practice

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Social Justice and Career Development: Views and Experiences of Australian Career Development Practitioners

Australian Journal of Career Development ◽

10.1177/103841620801700305 ◽

2008 ◽

Vol 17 (3) ◽

pp. 15-25 ◽

Cited By ~ 12

Author(s):

Mary McMahon ◽

Nancy Arthur ◽

Sandra Collins

Keyword(s):

Social Justice ◽

Career Development ◽

Critical Incidents ◽

Online Survey ◽

Social Economic ◽

Environmental Context ◽

Future Research ◽

Political Systems ◽

The Social ◽

Development Practice

Career development practice had its origins in social justice reform over 100 years ago. A social justice perspective requires practitioners to examine the environmental context of their work, including the social, economic and political systems that influence people's career development. Achieving socially just outcomes for clients may necessitate intervention in these systems. While social justice is receiving a resurgence of interest in the literature, little is known about career development practitioners' attitudes towards and knowledge of socially just practice. The present paper examines the views and experiences of Australian career development practitioners on social justice. Data was collected by means of an online survey. Participants offered descriptions of their understanding of social justice and also examples of critical incidents in which they had attempted social justice interventions. Findings related to how Australian career development practitioners describe and operationalise social justice in their work are presented, as well as recommendations for future research.

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Career Development Models and Human Resource Development Practice

Advances in Human Resources Management and Organizational Development - Bridging the Scholar-Practitioner Gap in Human Resources Development ◽

10.4018/978-1-4666-9998-4.ch004 ◽

2016 ◽

pp. 66-84

Author(s):

Catherine N. Kyeyune

Keyword(s):

Career Development ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Development Models ◽

Career Trajectories ◽

Employee Relationship ◽

The Impact ◽

Development Practice

Various career development models and concepts have been developed over the years to explain career trajectories of employees in the workplace. The new employer-employee relationship in the workplace has resulted in more dynamic careers; boundaryless, protean, kaleidoscope, hybrid and multiple level careers. However, the impact of these relatively new career theories on human resource development (HRD) is still unclear. In this chapter, the author discusses the role of career development in human resource development and different models of career development. In addition, various organizational activities that can support career development are presented. The author then proposes a framework that links career models to specific organizational career development activities. This provides direction to organizational efforts geared towards employee development.

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Client-Centred Career Development Practice: A Critical Review

The Oxford Handbook of Career Development ◽

10.1093/oxfordhb/9780190069704.013.24 ◽

2020 ◽

Author(s):

Barbara Bassot

Keyword(s):

Theoretical Model ◽

Career Development ◽

Professional Practice ◽

Ethical Dilemmas ◽

Career Decisions ◽

Codes Of Ethics ◽

Professional Codes ◽

Professional Codes Of Ethics ◽

Professional Practitioners ◽

Development Practice

The purpose of this chapter is to question and critique the concept of client-centredness, which is often taken for granted in careers work. Client-centredness has been at the heart of ethical career development practice for many years, to the point that it has become accepted as a given by many professional practitioners. On the surface, questioning it seems unwise and even unthinkable, but at a deeper level it is important to consider its flaws, the limitations it can sometimes place on professional practice, and the ethical dilemmas that can then ensue. Some potential challenges in relation to client-centredness and professional codes of ethics aree highlighted. The chapter concludes with a theoretical model that seeks to reposition the concept of client-centredness in a way that recognises the culture of the client, the factors at play in clients’ lives, and the labour market context in which clients are making career decisions.

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