Tag Archives: Career Guidance Theory

Guidance Counselor – Questioning Within a Session – Using Egan’s Three Stage Model for Career Guidance

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Guidance Counselor

While I was studying as a career guidance counselor, we had to undertake mock and real career guidance sessions with adults and GCSE students.  These sessions were recorded for assessment and reflection by fellow career guidance counselors and my fellow students.  A very thorough process.  In order to prepare myself as a successful career guidance […]

Career Advice Dublin – Theories…Why?

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Career Advice Dublin

Career Advice Dublin – The word ‘career’ derives from the words journey and race. Law (1996) refers to career as a cognate with the word ‘carriage’. In one’s life you may own approximately 6 cars, each car for a different part of your career, your life journey. In essence careers in the 21st century are […]

Career Development – Career Guidance Theory

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Career Development

Law (1981) states that, ‘Theories of career development are attempts to describe, explain and predict what happens. Theories of guidance are attempts to think how we can sensibly intervene in what happens’, Career development theory provides a framework for helping with a client’s career problem’ (Sharf, 2010). For the purposes of this assignment the focus […]

Constructivist Approach to Careers Guidance

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Reid and West (2010) suggest a new careers guidance model is needed that is interactive, has a focus on holistic meaning, and considers context, past, present and future. Perhaps constructivist approaches to careers guidance can compliment or add modern value to a fast changing social and economic society and diverse population. An issue with the […]

Trait and Factor Theory – Career Guidance Theory Discussed

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Career Guidance Test

Trait-and-Factor Theory is from person-environment fit theories. Parsons, (1909) argued that if you understand the job and the person you can create a fit which is successful, this system relies on reliable data of the job functions, requirements and the person. The career guidance practitioner can ask the client to partake in a career guidance […]

Narrative Approaches to Career Guidance

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The guidance professional should be armed with a range of theories (Reid, 2008, p176). Law (2008, p9) states that teachers, advisors and mentors need to think in terms of narrative thinking, using narrative to enable people in terms of their own career management. Narrative can empower the client and thus the client is able to […]

Private Career Guidance

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Private Career Guidance

As discussed earlier, the mass career guidance market is serviced by the State. However there is an ‘individuals pay’ private career guidance market. It is important to understand why this demand exists and to try and realise what weaknesses are currently present in a State driven career service that the private sector appears to address. […]

Turning Point

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Turning Point

Turning Point and the Career Guidance Client   Harveven (2000, cited in Gardiner et al, 2009) defined ‘turning points’ as ‘individuals’ subjective assessments of continuities and discontinuities over their life course, especially the impact of special events on their subsequent life course’.   Strauss (1962, cited in Hodkinson & Sparkes, 1997, p39) refers to career development […]

Zone of Proximal Development

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Zone of Proximal Development

ZPD – Zone of Proximal Development   Vygotsky (1978) recognised that a student’s development and learning can be bridged between the ‘actual development level’ and their ‘potential level’ by gradual knowledge gain and the use of scaffolding to support that learning. Learning facilitators can aid the student’s development in the form of teachers and colleagues; […]


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Economic and Social Benefits of Career Guidance   Career guidance is not only a private good, it is a public good too (Watts, 1998). Bimrose (2006) also states that in a complex labour market, the need for high quality career guidance has never been greater: “Put simply, in the absence of adequate advice and guidance, […]