Paper author: Inga Jasiūnienė Paper topic: The Research of Joniskis Agricultural School Students Profession Career Orientations Place of writing the paper: Lithuanian Agricultural University. The Department of Profession Education and Psychology. 2006 Size of paper: 56 pages Paper contains: 3 tables, 14 pictures, 2 supplements Literature sources: 30 Research object: Profession Career Orientations of Joniskis Agricultural School Students Research methods: The analyses of science literature and other resources; differential diagnostic questionnaire “I would choose” (author E.A. Klimovas”); the research of professional skills, management and enterprise orientations according to L.G. Pocebut and V.A. Ciker test “Career anchor��� (test propositions about professional skills, management and enterprise orientations were used); Computer program PAULA was used to calculate the results; the analysis of research results (filing, classification, determination of causal links, analysis). Research results: Summarizing the results of the research, we can make conclusions, that the orientations of Joniskis Agricultural School students only partially fulfill the content vocational teaching/learning programs. Only of some professions (mechanics and building) students’ leaning, vocational suspense, their values satisfy the content of chosen vocational teaching/learning program. The least vocational teaching/learning programs content fulfills students’ professional career orientations of those... [to full text]

Moksleiviai susiduria su rimtomis problemomis, susijusiomis su profesijos, tolesnio mokymosi krypties pasirinkimu, įsidarbinimu. Dažnai profesijos pasirinkimas ir profesinių mokyklų mokymo programų turinys neatitinka mokinių karjeros lūkesčių. Todėl atlikome tyrimą, kuris atskleidė profesijos rinkimosi subjektyviuosius bei objektyviuosius veiksnius, kurie turi įtakos karjeros lūkesčiams. Tyrimo rezultatai parodė, kad profesinės mokyklos mokinių tarpe dominuoja subjektyvieji profesijos pasirinkimo veiksniai. Išanalizavus tyrimo duomenis paaiškėjo jog profesinėje raiškoje labiau dominuoja pragmatiškos vertybės. / Students encounter serious problems, which relate to their choice of profession, the direction that their studies should take and also eventual employment. Quite often the choice of profession and curriculum of the chosen educational institute, do not satisfy the students expectations in the chosen career. This is the reason why the study was conducted. It exposed subjective and objective factors which have an influence on career expectations. The results of the study showed that, students of institutes of professional learning are dominated by subjective career choice factors. Having analysed the results of the survey, it became clear that the professional sphere is dominated by pragmatic values.

The aim of the study is to understand the significance and the impact of the careerdevelopment and counseling with consideration of cultural aspects in an internationalcompany in Shanghai, the People’s Republic of China. The aim has been achievedthrough three research questions. What experiences do employees have from careerdevelopment and counseling in an international company in Shanghai? Whatcontributions from the company do employees perceive to be necessary inexperiencing an ongoing upward trend in their career development? What kind ofcultural aspects influence employees’ career development in an internationalcompany? The field study is conducted through the Cultural Intelligence Theory. Aqualitative approach has been used in the study. Six in-depth interviews wereconducted with employees and one in-depth interview with a HR manager in aninternational company in Shanghai.The experiences that the interviewed employees at the international company havehad from career development and counseling, which is defined as a professionalguidance of the individuals and a process of helping an individual discover anddevelop his/her vocational and professional potentialities, are quite positive. Formaintaining constant progress in their career development, employees have suggestedsome practical actions that can be taken by the company. The interviewed employees’viewpoints are that managers in international companies give them freedom ofactions, which leads to more responsibility and creativity, allow them to makemistakes and learn from them, support them in their career development, provideregular feedbacks on their performance.

This multicase study investigated the educational, employment, and career patterns and intentional change strategies of twelve adults, ages mid-20s through early 50s, who completed a nontraditional bachelor's degree. The purposes were to examine the employment and career patterns of graduates and assess if degree completion was part of an intentional change strategy. Research was guided by the assumptions and principles of naturalistic inquiry.Most participants graduated from high school in traditional pattern, did not attend college immediately, and were first generation college graduates. Before earning degree, participants worked in varied employment, with about half employed in labor and service industry jobs for majority of employment history. Three youngest participants were establishing careers.Three to five years after completing the degree, nine of twelve participants were in executive or management positions or professional specialty occupations. Three participants were in administrative support jobs. Increases in income ranged from 10% -220%. Participants reported degree helped, but was not necessarily primary reason for career change. Degree was necessary credential to enter graduate school or qualify for a promotion for some. Participants reported degree was part of larger intentional change process.Conclusions from study: 1) Review of literature showed recent emphasis on interactionist life span development models as important to understanding adult development. 2) Study demonstrated usefulness of a bachelor's degree in terms of employment up-grading. 3) Participants described increased empowerment and self-directedness in their lives. 4) Inclusion of specific static and dynamic variables selected from the Systems Matrix Model of Adult Learning was verified. 5) Three learner-career development patterns emerged from research. a) Career Pattern - Establishing a Professional Career; b) Career Pattern - Career Change/ Development with Intervening Circumstances; c) Personal Interest in Learning Pattern. Patterns appeared similiar to Houle's goal-oriented and learning-oriented categories.Further study recommended in the areas of transitions and careers using interactionist life span model to understand adult development. Additional research with refined version of the interview guide used would be useful to investigate the tentative learner-career typology developed from study. / Department of Educational Leadership

No description available.

No description available.

This research sets out to identify (i) the perceptions of careers advisers and other relevant stakeholders about current career management practices provided for secondary school careers advisers by the NSWDET and (ii) the current and future career issues faced by NSWDET careers advisers in view of social political and economic changes in the last decade in so far as they impact upon their careers. In this thesis, career management is conceptualised as a process which involves employees becoming aware of their own interests, values, strengths and weaknesses, obtaining information about job opportunities within their organisation (and by implication, with other potential employers), identifying career goals and creating plans to achieve such goals. As such, the process is not exclusively driven by the employer, but is rather a joint responsibility. However to discover what the career management stakeholders viewed about the career management received by NSWDET secondary careers advisers, it was necessary to focus on what this employer had provided. To establish a set of criteria to discover the types and support for such career management, the schema of career management interventions provided by Arnold’s (1997) see Table 1.1, was used as an investigative tool. The conclusions reached are that there remain unmet challenges for the career management of secondary school careers advisers and indeed to the careers of these practitioners in NSWDET schools. An important outcome of this thesis will be to create a set of recommendations to guide the future course of managing the careers of these secondary school careers advisers. / M. Commerce (Hons.)

Thesis (M.S.W.)--University of Hong Kong, 1994. / Includes bibliographical references (leaves 68-70).

Thesis (M.S.W.)--University of Hong Kong, 1994. / Includes bibliographical references.

Thesis (M. Ed.)--University of Hong Kong, 1998. / Includes bibliographical references (leaf 104-110).