Posts Tagged complexity
Quite a few of the journal articles I scan in order to generate material for this blog get filed under “Well, duh!”. They usually report studies that have gone to great lengths to prove something that was blindingly obvious to anyone with common sense. To be fair, these studies can be completely valid; they are providing concrete evidence for things we assume to be true. However, they don’t really make for interesting blog posts — ‘Here’s proof of something you knew already’.
The article by Köpetz et al. (2011) could easily fall into that category. The findings are not exactly startling. Here’s the abstract:
In the presence of several objectives, goal conflict may be avoided via multifinal means, which advance all of the active goals at once. Because such means observe multiple constraints, they are fewer in number than the unconstrained means to a single goal. Five experimental studies investigated the process of choosing or generating such means for multiple goals. We found that the simultaneous activation of multiple goals restricted the set of acceptable means to ones that benefitted (or at least, did not harm) the entire set of active goals. Two moderators of this phenomenon were identified: (a) the feasibility of identifying multifinal means, which was dependent on the relations between the different active goals, and (b) the enhanced importance of the focal goal, which resulted in the inhibition of its alternatives and the consequent relaxation of multifinality constraints.
This is a response to Katie Dallison’s post about metatheories. As has been said before in this blog, Metatheories can be very useful in careers advice, but generally only after the session. For me, that is all very well and good, but sometimes it’s nice to have a theory to hold onto during the session.
Unfortunately for me, a lot of theories are quite cerebral. They encompass a lot of abstract ideas and they can therefore be more difficult for me to remember.
Most people can only hold a few things in their head at any time. During Guidance you already have a lot to do. You need to listen intently to the client, analyse what they are saying, what they are not saying and their body language etc, then conjure up a response based on your interpretations of all of this, whilst sometimes reaching into your brain for other nuggets of pertinent information which could help the client.
This leaves little room for holding complex theories (particularly a metatheory!).
So I have come up with a new and simpler career theory.
When I first read about it, my immediate reaction was ‘I like this. It appeals to my penchant for simple, well-constructed, easy to remember theories’. But there was one problem. I couldn’t for the life of me think how it would be useful.
Actually, that’s not quite true. It was quite obvious that this was a useful theory and that it was already being used… by researchers.
Valach and Young have been using CAT as a framework for investigating individual’s career choices and the career counselling interaction for a number of years.
However, I couldn’t work out how it might be used by career practitioners in their work with clients. As usual, it was lack of imagination on my part, rather than lack of potential in the theory.
Now, I have come up with two ways in which thinking about this theory might enhance my practice.
Using the Chaos Theory of Careers in Counselling
A bit of background
The Chaos Theory of Careers (CTC) characterises individuals as complex systems subject to the influence of complex influences and chance events. However, over time patterns emerge in our behaviour that are self-similar but also subject to change. Career trajectories/histories/stories are examples of such complex fractal patterns.
Our careers are subject to chance events far more frequently than just about any theory other than CTC and Happenstance Learning Theory would suggest.
Our careers are subject to non linear change — sometimes small steps have profound outcomes, and sometimes changing everything changes nothing.
Our careers are unpredictable, with most people expressing a degree of surprise/delight or disappointment at where they ended up.
Our careers are subject to continual change. Sometimes we experience slow shift (Bright, 2008) that results in us drifting off course without realising it, and sometimes our careers have dramatic (fast shift) changes which completely turn our world upside down.
We (and therefore our careers) take shape and exhibit self-similar patterns, trajectories, traits, narratives, preoccupations over time.
We (and therefore our careers) are too complex to be easily captured and put into simple boxes, interest or personality codes. Even much vaunted narrative is an over-simplification.
Constructivism proposes that we are pattern makers; we can find connections and structure in almost any stimuli. CTC has at it’s heart the idea of emergent patterns. In seeking to understand these exceedingly complex and ever changing patterns we all will construct meaning from our experiences of these patterns and the constructions that we place on our experience of reality (Pryor & Bright, 2003). In contrast with several recent theories, we contend that there is more to reality than just constructions of it (See Pryor & Bright, 2007).
In summary, CTC and any counselling process based upon it will have to take into account the following concepts:
- Change — e.g. Bright (2008), Jepson & Chouduri (2001)
- Chance — e.g. Chen (2005), Krumboltz & Levin (2006); Bright et al (2005), Bright, Pryor & Harpham (2005)
- Complexity — Patton & McMahon (2006); Lent, Brown & Hacket (1996); Bright et al (2005)
- Fractal patterns — Bright & Pryor (2010); Bright & Pryor (2005); Bloch (2005); Savickas et al (2009)
- Emergence — Pryor & Bright (2004); Bright & Pryor (2010); Morrowitz (2003)
- Attractors — Pryor & Bright (2007); Bright & Pryor (2005)
- Constructivism — Savickas (1997); Savickas et al (2009)
A librarian/researcher friend alerted me to this. I thought it deserved a permanent place on this blog.
Related post: Are you following the script?
Choosing an expensive item such as a car can be hard enough. In 2006 Ap Dijksterhuis, a researcher from the University of Amsterdam, made things a bit harder. He gave people various items of information about a selection four of cars and asked them to choose the best option.
The information had been engineered so that each car had a different mixture of positive and negative attributes, but one car was designed to be a best option and another was designed to be the worst option.
Dijksterhuis then divided his subjects into four groups. To two of the groups he only gave four items of information per car (simple condition), whereas the other group had to deal with 12 attributes per car (complex condition).
After reading the information about the cars, half of each group were allowed four minutes to think about their choice (conscious choosers). The other half were given anagrams to complete in order to distract them from thinking (unconscious choosers). They were then asked to make their choice of the best car and their result was compared with the real answer.
In the simple condition (four attributes per car), there was no real difference in success rate between the conscious and the unconscious choosers. However, in the complex condition (12 attributes per car) the people who had been distracted made consistently better decisions than the people who had been allowed to consider the choice.
So, is the unconscious mind better at making complex decisions than the conscious mind?
Imagine you are in a room alone with a Ping-Pong ball. If you repeatedly drop the ball from waist height, you can be fairly confident of correctly predicting that it will fall to the ground somewhere near your feet. We call this Scenario 1.
However, suppose now that an eager ball-chasing puppy is in the room with you and also that a strong electric fan is brought into the room, placed near you, and switched on. Now, when you drop the Ping-Pong ball, how certain can you be that the ball will land near your feet. Presumably much less certain, because the puppy might catch it or the fan might blow it off course. We call this Scenario 2.
Now suppose there is a pack of eager puppies in the room and a series of electric fans; someone has opened the window and a howling gale is blowing; and, furthermore, you are now obliged to stand on an electric treadmill programmed to randomly vary its speed! Now when you drop the ball, how confident are you that it will land near your feet? Indeed, how confident are you in making any prediction about where the ball might end up? We call this Scenario 3.
A classic concept in cognitive science is the magical number seven (plus or minus two). Introduced to the world by George A. Miller in 1956, this is all about the typical number of chunks of information you can keep in your immediate memory. As you become more familiar with a topic you may be able to retain more information in each chunk, but the number of chunks you can handle at one time always seems to be limited to roughly the same number — somewhere between five and nine. Try to remember more than that and one of the chunks of information already in there will probably vanish.
If you are an academic, researching career choice and development at your leisure, this limitation on immediate memory is not much of an issue. You can record vast amounts of information in a large number of categories and analyse it a piece at a time. However, as a practitioner you are acting in the moment with a client. If you want to be responsive rather than formulaic, you are very much dependent on your immediate memory and prey to its limitations.
Careers - in Theory is a blog from The Careers Group, University of London.
The aim of this blog is to highlight and discuss theories, models, research and other interesting stuff that might have an impact on the work of careers education and guidance.
At The Careers Group we like to think deeply about the work we do whilst maintaining our practicality and our sense of humour.
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