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- Albien, Anouk J., et al.
(författare)
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Hvordan anvende kaosteori i karriereveiledning?
- 2022
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Ingår i: Theoretical explorations for career guidance in times of change. - : Veilederforum.
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Ingress: Hvordan kan faktorer som påvirker den enkeltes beslutningsprosesser, som endring, tilfeldigheter og kompleksitet, bli forstått og praktisk drøftet i karriereveiledning? Dr. Anouk J. Albien presenterer hvordan «Chaos Theory of Careers» kan tjene som et teoretisk og praktisk bidrag i karriereveiledning.
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| 2. |
- Albien, Anouk J., et al.
(författare)
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The edge of chaos : Applying the Chaos Theory of Careers
- 2022
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Ingår i: Theoretical explorations for career guidance in times of change. - : Veilederforum.
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Introductory paragraph: How can the numerous contextual factors that influence individuals’ career decision-making processes, which include change, chance and complexity, be understood and practically addressed in career guidance support? Dr. Anouk J. Albien presents how the Chaos Theory of Careers (CTC) serves as a theoretical and practical contribution to the career guidance and counselling field.
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| 3. |
- Avby, Gunilla, 1965-, et al.
(författare)
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Shaping leadership development systems to the work context
- 2022
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Konferensbidrag (refereegranskat)abstract
- The paper seeks to identify patterns of leadership development in different organization contexts with the aim of contributing to improved understanding of how the context shapes the leadership development system (LDS).Design/methodology/approach: This study is based on the initial phase of a 4-year collaborative research project on LDSs. Data was collected in the five collaborative partner organizations and based on four data sources: 1) company visits; 2) internal documentation; 3) external information (websites); and 4) company presentations at an on-line workshop.Findings: The results show a strong focus on individual leader development, and at least partly, confirms the under-use of developmental assignments and relationships as shown in previous studies. All organizations outsource leadership development to different degrees. However, leadership development is not only structured through different methods, it is also dependent on the organization context in the form of leader forums and meetings. An identified pattern is that the smaller organizations are more dependent on external resources, and the larger organizations tailor company-wide programs for their unique needs together with external consultants. Furthermore, the LDS is believed to be an effective change agent in the adaptive process of transforming.Originality: This study contributes to the research on leadership development by advancing the current understanding of how leadership development interacts with the context of the organization.Practical implications: This study highlights the need for leaders and HR professionals to acknowledge contextual issues when choosing practices used for developing the leadership in the organization.
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| 4. |
- Bergmo Prvulovic, Ingela, 1970-
(författare)
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Adult Career Development from a Transition Perspective : An analytical framework for adult career counselling practice
- 2010
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Konferensbidrag (refereegranskat)abstract
- In Sweden as well as in many European countries, increased pressure is put on individuals to manage their own careers. EU Council Resolutions (2004, 2008), stresses the development of citizens lifelong and life-wide learning and also management skills. The importance of citizen-focused, impartial counselling is pointed out (CEDEFOP, 2005). Lifelong guidance is expected to improve the matching of both individuals´ interests, abilities and competencies with learning opportunities for educational and labor market efficiency. Furthermore guidance is considered to support their lifelong career transitions. In Sweden, there has been an extensive political focus the past year, concerning companies abilities of adapting to societal changes in an innovative manner, in order to serve them with future requested competencies. The need for utilizing competence, transition and adjustment abilities for adapting to constantly changes, is intensively discussed among different political areas, but mostly from the perspective of the companies, with economical efficiency aspect as the main one. From an adult career development and counselling perspective, the main focus is the individual in transition and change. Thus, societal changes and changing working life conditions indicates a need for working preventive (Plant, 2005) and preparatory in career counselling practice, in the meaning of preparing for change. Although educational and vocational choices still are important issues for career counselling practice, there is an increasing need for supporting also employed adults in dealing with other career-related issues concerning substantial change of work-conditions, responsibilities and work-roles. Adult career development can be understood from several different perspectives and theoretical approaches. The provision of career support for adult career development can be offered, organized and expressed in different ways and settings, also differing between countries and within countries. European Union employ guidance as an umbrella concept for several activities concerning career development in their publications. In Sweden, career counselling for adults has a tradition of being offered within municipal adult education, often connected to educational/vocational choice and decisions. For many years, vocational counselling has been offered in employment services. During the past decade, there has been an increased development of organizing career counselling/guidance in specific career centres or guidance centers and the last years, different coaching practices, organized both in private and public sector, has developed. Nevertheless, they are all a part of our changing society, dealing with different career-related issues, brought into light by adults with different dilemmas and stories to tell, different goals to reach. This theoretical paper, is concerned with the conjunctions between the societal changes as they are expressed in EU Policy goals concerning lifelong learning and guidance and theoretical approaches concerning change and transition. The main focus will be put on the work of Nicholson (1990) and his transition cycle model, aiming at analyzing the model as an analytical framework for adult career counselling practice, according to the demands put on individuals to self-manage their careers and develop career management skills.
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| 5. |
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| 6. |
- Bergmo-Prvulovic, Ingela, 1970-
(författare)
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Career as social and professional representations
- 2022
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Ingår i: Theoretical explorations for career guidance in times of change. - : Veilederforum.
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Introductory paragraph: Recent theoretical contributions at Veilederforum indicate a need to explore and addnew theoretical perspectives to career guidance. Ingela Bergmo Prvulovic presents aframework for understanding these needs by addressing conflicting perspectives oncareer, why these increasingly collide and why learning is increasingly on the agenda.
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| 7. |
- Bergmo-Prvulovic, Ingela, 1970-
(författare)
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‘Career’ from a perspective of effort and reward
- 2019
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Ingår i: Human resource management. - London, UK : Routledge. - 9781138592834 - 9781138592858 - 9780429489761 ; , s. 56-71
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Bokkapitel (refereegranskat)abstract
- The traditional take on ‘a career’ is that it is a climb upwards in terms of position and pay, but such traditional career pathways are rapidly disappearing. Today, organisations place emphasis on learning, adaptability, and flexibility. Attempts to redefine 'career' as a personal development have not been adopted by most employees. When stable working conditions; employment contracts; and predictable, transparent career pathways disappear, this results in insecurity and the impression that there is no reward for increased effort. This, in turn, creates dissatisfaction and frustration. To re-establish the balance between effort and reward, organisations need to revise the career pathways that they offer their employees.
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| 8. |
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| 9. |
- Bergmo-Prvulovic, Ingela, 1970-
(författare)
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Career guidance for the individual or for the market? : Implications of EU Policy for career guidance
- 2012
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- This paper will discuss the understanding of career phenomena in the 21st century by using the result from a critical content analysis of the way European policy documents regarding career guidance describe individuals’ career and career development, as these documents will influence policy development of career guidance practice at both national, regional and local level in European countries. The career field seems to be challenged in several ways. For instance, new approaches to career intervention have been suggested in order to fit the knowledge based, postmodern economy, as current approaches are supposed to be no longer functional because they are rooted in assumptions of stable personal characteristics, predictability and fixed organizations. Theories, models and the core concepts, that serve career guidance practitioners, seem to face a crisis as they are based upon the division of labour conditions of the 20th century, influenced by the consequences of industrialization. The social contract between employers and employees has been characterized by hierarchical dependence, stable organizations and relationships, loyalty, lifelong employment and job security. The transition to the knowledge based society has resulted in the emergence of a new division of labour, where occupational and educational prospects are no longer linear, predictable or stable; employments are no longer secure or lifelong. Instead insecure workers shall become lifelong learners and create their own opportunities. Consequently, the transition to the knowledge based postmodern economy put new challenges on individuals in their career prospects as well as on career guidance practice. In addition, career supportive activities are organized in ways that might differ both within and between countries, as well as their directions for practice might differ according to the aims of career guidance. Besides, it is not to be taken for granted, that the aims of career guidance within each working field are clearly defined or articulated. The aims in turn, are important for the directions of practice and express some kind of ideology behind. However, the understanding of career phenomena is neither common nor clarified among practitioners, clients or policymakers, organizations and institutions. The notion of career lacks a definition in the literature, have multiple meanings and can be understood from different perspectives and disciplines. It is also an everyday word among people, and also used for different purposes. The aim with this paper is to contribute to Trans disciplinary and trans-national debates of understanding career phenomena in the 21st century, among and between working fields concerned with career guidance, by discussing the following questions: What core essence of the phenomenon of individuals’ career and career development can be disclosed in European policy documents regarding career guidance? What perspectives on career and career development appear to be the guiding directions for career guidance practice in European countries in the 21st century? What significance and consequences will these guiding directions have for the role of future career guidance practice?
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