Archive for category Socio-economic factors
How much do your work values change over time?
Are there times when your work values change more than others?
How much are your work values influenced by what is happening around you?
Do you adjust your values according to what is available to you?
Do some generations have more stable work values than others?
These are just some of the questions that a new meta-analysis by Jing Jin and James Rounds from the University of Illinois at Urbana-Champaign tries to answer.
But first… what are work values?
Yesterday I attended the NICEC workshop on the Blueprint for Career Development. This is a competency framework for career management skills that was originally developed in Canada and has been adopted by Australia and some European countries. I don’t have time to blog about the Blueprint properly at the moment so watch out for a future post on it. In the meantime, you might want to take a look at Tristram Hooley’s presentation from the workshop and poke around on the Australian Blueprint website.
For this post I wanted to refer to something that is mentioned, almost in passing, in the Blueprint material — the ‘High Five of Career Development’.
I work in two distinct careers settings. One is with high-achieving students at the University of London and the other is with clients who often have few qualifications (if any) at a small job club where I volunteer in the evenings.
At the job club we try hard to engage with NEETs (those Not in Education, Employment or Training). We have limited success. The biggest issue I have found with this group is not their low economic status nor lack of decent qualifications, but a major lack of aspiration.
There have been quite a few studies into the link between achievement and aspiration. One of the latest has come from researchers at Queen Mary University of London (Rothon et al., 2011) and it demonstrates a clear association between aspiration and achievement.
educational aspirations had a strong association with actual achievement, remaining associated even after controlling for a number of other variables, including prior achievement
As promised, I am writing a follow-up to The East and West of Careers Guidance. Since posting the article I have been thinking about one of our alumni (who I will call Priti) who gave feedback about her experience of Careers Guidance in the UK:
The adviser was very nice, she asked me lots of questions about my career decision making and made me think about what had led me to my career choice. I did at the end of the interview feel very sad. Although she made me think, I knew I couldn’t change my social situation or career decision. I guess although we spoke the same language we ultimately didn’t understand one another.
According to the Social Learning Theory of Career Decision Making (SLTCDM), people’s beliefs (or generalisations) about themselves and the world of work influence their approach to learning new skills, developing new interests, setting career goals, making career decisions, and taking action toward career goals. John D Krumboltz, who developed SLTCDM and was also behind Planned Happenstance, went on to say that beliefs can become so ingrained that they may not be identified by their holders as beliefs – they are taken to be unquestioned, self-evident truths.