ThinkTalk is a television program for college students based in Washington, DC . ThinkTalk is a show where students get high-profile interview professionals about their careers. The show is hosted by Zack Sherwood and Erika Thomas. Listeners can submit questions for an upcoming guest by visiting the guest’s feature page. Listeners have the option of submitting a text (e-mail) question or a video (webcam) question. Continue reading “ThinkTalk”
The Organization workshop ( OW ) – or “Laboratorio Organizacional” (LO) in both Portuguese and Spanish – is a CHAT -based learning event where participants master new organizational and social skills through a learning-by-doing approach. It is aimed at large groups of unemployed and underemployed, with a large number of LLEs. The OW addresses locally identified problems which can only be solved by collaborating groups. During a workshop participants form a temporary enterprise which they themselves manage, an enterprise which contracts to do work at market rates. Once the workshop is temporary, it is over, organizational, management and vocational skills can be used. Continue reading “Organization workshop”
On-ramping is the process of re-entering the workforce after taking care of a career . It is paired with the term “off-ramping”, or exiting the workforce as a temporary career break. Continue reading “On-ramping”
A career includes career opportunities that can be identified with a particular job or profession , having multiple careers is the growing trend in the late 20th century and early 21st century. These multiple careers can be competitor or sequential (where a worker adopts a new career after having worked for some time in another career). Both may occur for different reasons. Continue reading “Multiple careers”
Job shadowing (or work shadowing ) is a popular on-the-job learning , career development , and leadership development program. It may involve somebody else, who can work with someone else, who can help the organization, some behaviors or competencies. Organizations have been using this as an effective tool for learning  Continue reading “Job shadow”
The Holland Codes or the Occupational Themes (RIASEC) refers to a theory of careers and vocational choice (based on personality types ) that was first developed by American psychologist John L. Holland .   Continue reading “Holland Codes”
The Global Career Development Facilitator (GCDF) certification is an evolution of the Career Development Facilitator (CDF) certification developed in response to a RFP from the National Occupational Information Coordinating Committee (NOICC). The winning proposal went to Oakland University in Michigan where the initial development began under the leadership of Howard Splete. In 2000, when NOICC was applied to the USDOL, the curriculum was awarded to the National Career Development Association (NCDA) to promote and train practitioners. The Working Ahead Curriculum was the second program, developed at the Heldrich Center for Workforce Development, with a linkage to the USDOL resources-different from the first program with greater emphasis towards USDOE resources. Since then, many programs have been developed. The National Employment Counseling Association  in partnership with Life Strategies, following the Heldrich Center model, developed with full instructor support.  Graduates from approved programs for GCDF certification from the Center for Credentialing in Education (CCE), an affiliate of the National Board for Certified Counselors(Center for Credentialing in Education, 1997). The credential Recognizes the education and experience Of Those working in occupations like CDF careers advisory services and employment services. GCDF have successfully completed an approved CDF training program and have met and verified specific educational and experience requirements.  Continue reading “Global Career Development Facilitator”
According to Bratton and Kacmar’s article, The Dark Side of Impression Management , extreme careerism is the propensity to pursue career advancement, power , and prestige through any positive or negative performance that is deemed necessary. These “non-performance” based activities are activities in which an employee can easily manipulate the person who is trying to impress.  Extreme careerism has become more common in the business and organizational world in the 1990s and 2000s. [ citation needed ] In the United States, seventeen additional workdays have been added to the calendar since 1994.[ quote needed ] Continue reading “Extreme careerism”
It is still a career in the second half of life that combines continuing income, greater personal meaning, and social impact . These positions are paid positions in the public interest fields, such as education , the environment , health , the government sector, social services , and other nonprofits . Continue reading “Still career”
Effective altruism is a philosophy and social movement that aims to be more effective and efficient.  Effective altruism encourages individuals to consider all causes and actions and to act in the most positive way, based on their values.  It is the broad, evidence-based approach that distinguishes effective altruism from traditional altruism or charity .  Continue reading “Effective altruism”
Citizenship for Life (also known as C4L or Citizenship 4 Life ) is a program for teenagers that aims to improve career opportunities, business skills, and citizen awareness. Continue reading “Citizenship for life”
Career management is the combination of structured planning and the active management of one’s own professional career. Career management was first defined in a social work by Mary Valentich as the implementation of a career strategy (Valentich & Gripton, 1978). Career orientation refers to the overall design or pattern of one’s career, shaped by particular goals and interests and identifiable by particular positions that embody these goals and interests. Career strategy to the individual’s general approach to the achievement of career goals, and to the specificity of the goals themselves. Two general strategies are adaptive and planned. Career tactics are actions to maintain oneself in a diverse employment situation. Tactics may be more or less assertive, Continue reading “Career management”
Career Development Practitioner is an unregulated, semiprofessional occupation in Canada for which there are academic qualifications and standards.  It is similar to an Employment Counselor .  Continue reading “Career Development Practitioner”
A career break is a period of time out of employment . Traditionally, this is for women to raise children [ citation needed ] , it is intended Sometimes used for People Taking Time Out of Their career for personal development and / or professional development .
These are the tools that are designed to help individuals understand how to use a variety of personal attributes (ie, data values, preferences, motivations, skills and competences), and their potential success and satisfaction with different career options and work environments. Career assessments have played a critical role in career development and the economy in the last century (Whiston and Rahardja, 2005). Assessments of Some or all of These attributes are Often used by Individuals or organisms, Such As university career service centers, career counselors , outplacement companies, corporate human resources staff, executive coaches, vocational rehabilitation counselors, and guidance counselors to help individuals make more informed career decisions. Continue reading “Career assessment”
Academic careerism is the tendency of academics ( professors specifically and intellectuals) to pursue their own self-enrichment and self-advancement at the expense of honest inquiry, and research and dissemination of truth to their students and society. Such careerism has been criticized by thinkers from Socrates in Ancient Athens to Russell Jacoby in the present. Continue reading “Academic careerism”
Career development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a preferred and evolving preferred future. Continue reading “Career development”
A career is an individual’s metaphorical “journey” through learning, work and other aspects of life . There are a number of ways to define a career, and the term is used in a variety of ways.
Definitions and etymology
The word career is defined by the Oxford English Dictionary as a person’s “race or progress through life”. In this definition is shown to a range of aspects of an individual’s life, learning and work. Career est Understood to frequently relates to the working aspects of an individual’s life as eg in career woman . A third way in which the term is used to describe an occupation or a profession that is usually involved in training or training,  and is considered to be a person’s lifework.  In this case “a career” is seen as a sequence of related jobs usually pursued within a single industry or sector “a career in education” or “a career in the building trade”.
Historic changes in careers
For a pre-modernist notion of “career”, compare cursus honorum .
By the late 20th century, a wide-range of choices (especially in the ranks of potential professions ) and more Widespread education HAD allowed it To Become feasible to map (Gold design) has career: in this respect the careers of the career counselor and of the career advisor have grown up. It is also not uncommon for adults in the late 20th century or early 20th century to have dual or multiple careers , either sequentially or concurrently. Thus, professional identities have become hyphenated or hybridized to reflect this shift in work ethic. Economist Richard Florida notes this trend and more specifically among the ” creative class “.
Career management describes the active and purposeful management of a career by an individual. Ideas of what comprised “career management skills” are Described by the Blueprint model (in the United States, Canada, Australia, Scotland and England  )  and the Seven C’s of Digital Career Literacy (SPECIFICALLY Relating to the Internet skills ). 
Key skills include the ability to reflect on one’s current career, research the labor market , determine whether education is necessary, find openings, and make career changes.
According to Behling and others, an individual’s decision to join a firm is one of the three factors viz. objective factor, subjective factor and critical contact. 
- Objective factor theory assumes that the applicants are rational. The choice, therefore, is exercised after an objective assessment of the tangible benefits of the job. Factors may include the salary, other benefits, rental, opportunities for career advancement, etc.
- Subjective factor theory suggests that decision making is dominated by social and psychological factors. The status of the job, the reputation of the organization and other similar factors plays an important role.
- Critical contact theory advances the idea that a candidate’s observations while interacting with the organization plays a vital role in decision making. For example, how to recruit in the response to the candidate, the promptness of response and similar factors are important. This theory is more valid with experienced professionals.
These theories assume that candidates have a free choice of employers and careers. In reality the scarcity of jobs and strong competition for desirable jobs The decision making process. In many markets employees work because they have been forced to accept anything. Additionally, Ott-Holland and colleagues found that culture can have a major influence on career choice, depending on the type of culture. 
When choosing a career that’s best for you, according to US News, there are multiple things to consider. Some of those include: natural talents, work style, social interaction, work-life balance, whether or not you are looking to give back, whether you are comfortable in the public eye, dealing with stress or not, and finally, how much money you want to make. If you want to change your mind, here’s another option: you can make a change in your mind. In today’s workplace, you do not need to go anywhere in your life. Make a smart decision, and plan to re-evaluate the line based on your long-term objectives. 
Career (occupation) changing
Changing occupation is an important aspect of career and career management. Over a lifetime, both the individual and the labor market will change; It is to be expected that many people will change occupations during their lives. Data collected by the US Bureau of Labor Statistics by the National Longitudinal Survey of Youth in 1979. 
A survey conducted by Right Management  suggests the following reasons for career changing.
- The downsizing or restructuring of an organization (54%).
- New challenges or opportunities that arise (30%).
- Poor or ineffective leadership (25%).
- Having a poor relationship with a manager (s) (22%).
- For the improvement of work / life balance (21%).
- Contributions are not being recognized (21%).
- For better compensation and benefits (18%),
- For better alignment with personal and organizational values (17%).
- Personal strengths and capabilities are not good with an organization (16%).
- The financial instability of an organization (13%).
- An organization relocated (12%).
According to an article on Time.com, one of three people is currently employed (as of 2008). 
Career success is a term used frequently in academic and popular writing about career. It refers to the extent and ways in which an individual can be described as successful in his or her life. 
Traditionally, career success has often been thought of in terms of earnings and / or status within an occupation or organization. This can be expressed in absolute terms (eg the amount a person earns) or in relative terms. Earnings and conditions are examples of objectives of success, where “objective” means that they can be factually verified, and are not strictly a matter of opinion.
Many observers argue that careers are less predictable than they once were, due to the rapid pace of economic change.  This means that career management is more obviously the responsibility of the individual rather than his or her employing organization, because a “job for life” is a thing of the past. This is more emphasis on subjective criteria of career success.  These include job satisfaction, career satisfaction, work-life balance, a sense of personal achievement, and attaining work that is consistent with one’s personal values. A person’s assessment of his or her career is likely to be influenced by social comparisons, such, friends, or contemporaries at school or college have done. 
The amount and type of career success has been achieved by several forms of career capital.  These include social capital , the human capital (demonstrable abilities, experiences and qualifications), economic capital (money and other materials resources) , and cultural capital (having skills, attitudes or general know-how to operate effectively in a particular social context). 
There are a range of different educational, counseling, and human resource management interventions that can support individuals to develop and manage their careers. Career support is commonly offered while people are in education, when they are transitioning to the labor market, when they are changing career, during periods of unemployment, and during transition to retirement. Support can be offered by career professionals, other professionals or by non-professionals such as family and friends. Professional career is known as “career guidance” in the OECD definition of career guidance:
The activities may take place on an individual or group basis, and may be face-to-face or at a distance (including helplines and web-based services). They include career information provision, assessment and self-assessment tools, counseling interviews, career education programs, taster programs, work search programs, and transition services. ” 
However, this use of the term “career guidance” may be confusing as it is commonly used to describe the activities of career counselors .
Provision of career support
Career support is offered by a range of different mechanisms. Much career support is informal and provided through personal networks or existing relationships such as management. There is a market for private career support, however, the bulk of career support is provided by the public sector. [ quote needed ]
Types of career support
Key types of career support include:
- Career information describes information that supports career and learning choices. An important sub-set of career information is labor market information (LMI), such as employment of various occupations, employment rates in various occupations, and training programs.
- Career assessments are tests that come in a variety of forms and rely on both quantitative and qualitative methodologies. Career assessments can help them identify and better articulate their unique interests, personality, values, and skills to a certain career. Some skills that career can be determined by job-specific skills, transferable skills, and self-management skills.  Career assessments can also provide a window of opportunity for the learner, the experience, the training and the training.  Career counselors , executive coaches, educational institutions, career development centers, and outplacement companies .
- Career counseling assesses people’s interests, personality, values and skills, and helps them explore career options and research graduate and professional schools. Career counseling provides one-on-one or professional assistance in the field of decision making.
- Career education describes how they come to learn about themselves, their careers and the world of work. There is a strong tradition of career education in schools,  however, career growth can also occur in a wider range of other contexts and further education and the workplace. A common used framework for careers education is DOTS which stands for decision learning (D), opportunity awareness (O), transition learning (T), and self-awareness (S).  Oftentimes, higher education is thought to be too narrowly focused and lacking of understanding of the material to develop the skills necessary for a certain career. 
Some research shows adding one year of schooling beyond high school to 17.8% per worker. However, additional years of schooling, beyond 9 or 10 years, have little effect on worker’s wages. In summary, better educated, bigger benefits. In 2010, 90% of the US Workforce had a high school diploma, 64% had some college, and 34% had at least a bachelor’s degree. 
The common problem that the people are experiencing. The career that comes with schooling. The benefits of schooling can be obtained, the programs can be awarded, and the ranking of the school. Sometimes, colleges provide students with care. It is not uncommon for colleges to provide pathways and support straight into the workforce may desire. 
Much career support is delivered face-to-face, but an increasing amount of career support is delivered online. 
- Job satisfaction
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