This diploma thesis deals with an issue of a choice of career and career consultancy at primary schools. In the introduction of a theoretical part the definition of career counselling connected with education system is presented. Further, basic theories of career counselling are introduced. Major part deals with actual empirical findings about the impact on the choice of career and potential positive consequences of systematic career consultancy. Final thesis also presents a conception of career counselling at primary schools as it is enshrined in the Czech law and introduces the structure of career counselling service in the Czech educational system. Empirical part sets a goal in charting the current state of career counselling at primary schools in Ústí nad Orlicí district. For this purpose, a mapping questionnaire on a sample of pupils of the ninth grade and a semi-structured dialogue with educational consultants of primary schools was used. The aim of this thesis is to define the factors that pupils evaluate as significant in the choice of a further education. Simultaneously, it contains the assessment of current practice of career counselling at primary schools by educational consultants, which enables us to compare the both points of view and gain a complex view of the current practice of...

To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.

A case study approach was used to generate a description and an understanding of the experience of withdrawal from a career in professional sport. The informants were ten males who had withdrawn from their careers during the years from 1976 to 1987 inclusive. The informants were selected from team and individual sports, involving four key informants from each of hockey and thoroughbred horse racing, plus one subsidiary informant from each of football and racquetball. Narratives rich in description were derived from personal interviews and were validated by the respective informants. These narratives were synthesized into a general story of voluntary withdrawal from sport which reflects both common experience and turning points for varying plots. This general story was validated by the informants as well as an expert authority who has been professionally involved in sport for some thirty-six years. Withdrawal from sport was a process which frequently began soon after the athletes became engaged in the career. When confronted with a variety of catalytic events which reminded them that the career was short-term, they addressed the potential for withdrawal in varying fashion and typically re-immersed themselves in the career. The potential eventually became more immediate, more urgent but frequently arose in the context of an enlarged perspective on the self and the profession. Thus, they were confronted with both internal and external pressures for change. As they began to assess their prospects for life after sport, they often became concerned about perceived limitations. They experienced a period of great confusion and indecision which was the most difficult and trying component of the story. In the middle of the story, the athletes frequently sought direction in their careers, scrutinized the profession more carefully, and uncharacteristically reached out to others for ideas and support. Eventually, a culmination point arose, resulting in a decision to withdraw. The athletes were typically relieved by this decision because they were weary of their confusion and often were weary of the physical and emotional demands of the career. A variety of new career opportunities were available to them. Some were planned and some were unexpected. Chance encounters played an important part in the process of leaving sport. The story ended with the establishment and acceptance of a post-sport career and lifestyle. In reflecting on the decision to withdraw, the athletes were typically glad that they quit when they did, even though they were reluctant to do so at the time. Their withdrawal allowed them to preserve health, self-respect, and the regard of others. It also allowed them to develop other competencies and to express a more nurturant dimension of themselves as their interests had turned toward their emerging family lives. Most have found the transition to a new career and lifestyle relatively easy, frequently accepting a more modest lifestyle than they had experienced as professional athletes and usually finding some means to continue their participation in sport in a recreational or leadership capacity. The study includes several theoretical implications which reinforce the importance of contextual considerations, the significance of chance encounters, and the changing personal meaning of work in life paths. The study supports criticisms of the traditional expectations that a career should follow a rising trajectory, as well as criticisms of the application to this topic of theoretical perspectives borrowed from social gerontology and thanatology. Furthermore, the study finds no evidence to support the contention that this experience is extraordinary and traumatic. Rather, the experience seems to be characteristic of transitions in general. The study supports and offers extensions to Schlossberg's (1984) model of transitions. The practical implications of the study include the utility of the general story as a model, knowledge base, and alternative perspective for individuals experiencing similar transitions and their helping practitioners. Recommendations for interventions include the use of Schlossberg's content-process model as a framework to assist individuals through a transitional experience such as leaving professional sport. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

Class of 2006 Abstract / Advanced Pharmacy Practice Experiences (APPE) provide students an opportunity to develop and demonstrate skills and competencies desired by future employers. The purpose of this study is to examine the impact of performance during APPE rotations on post-graduation hiring practices within the graduates and preceptors of the University of Arizona College of Pharmacy. Alumni who graduated from The University of Arizona College of Pharmacy between the years of 1991 and 2005 were surveyed to determine the impact preceptors had on their employment opportunities after pharmacy school (153 of 734 responded). APPE preceptors for The University of Arizona College of Pharmacy were also surveyed regarding the effect that APPE rotation performance has on the student’s future employment opportunities (84 of 272 responded). Study results show that of the alumni surveyed, 64% (n=96) answered that they asked a clerkship/rotation preceptor to provide references for a job or residency application. Further results show 60% (n=91) of alumni answered that their clerkship/rotation experience did increase their interest in post graduation employment at that specific site. Preceptor response confirmed that the student’s performance had a dramatic impact on his/her hiring potential. Of the preceptors surveyed, 74% (n=62) intentionally tried to hire students based on their clerkship/rotation performance, while 55% (n=46) avoided hiring students based on their clerkship/rotation performance. There is a noteworthy association between student performance and postgraduate employment opportunities. These results emphasize the importance of student performance during APPE rotations.

Based on a retrospective survey of science and engineering (S&E) PhDs from a UK research-based university with 7-10 years job histories and the design-based non-parametric analysing methods, this thesis drew on theories on careers, organisational knowledge and learning and labour markets to explore the interrelationship between knowledge flow and careers of science and engineering PhDs. The results showed that employment outside the conventional technical occupations is the main destination for the survey respondents. This labour market segment is not only successful at retaining its members, but is also the destination of the other career types. Furthermore, S&E PhDs in the conventional technical occupations draw quite a lot of knowledge from S&E doctoral training in their jobs, even from the subject-specific dimension of it. By contrast, members in employment outside the conventional technical occupations are less likely to perceive knowledge and skills from doctoral training to be useful in their jobs, and when they do, the emphasis is more on general analytical skills and problem solving capabilities.The results also revealed the distinctive labour market features of different S&E PhD labour market segments: the sharp contrast of the core and peripheral workers in academic/public research, the highly hybrid labour market form in employment outside the conventional technical occupations and the relatively more structured labour market features in technical positions in private sector manufacturing. Regardless of the differences, nonetheless, as a whole, organisational life is still a prominent feature of the S&E PhD labour markets. Furthermore, the extent to which fluid job mobility contributes to S&E PhDs' individual knowledge flow depends on the types of knowledge under discussion. The emerging occupations associated with the knowledge economy are characterised by high inter-organisational mobility and by an emphasis of sector-specific and general knowledge. However, even for sector-specific and general knowledge, we have demonstrated that to a certain extent, these types of knowledge and skills are sticky to organisations. Hence, S&E PhD experts and knowledge workers' careers and individual knowledge flow are not really boundaryless but moderately localised within organisations.

This study was concerned with developing and exploring a reasonably comprehensive scheme of categories which describes, from the perspective of adolescents, what facilitates their career development during the process of participating in the Partners Program. The critical incidents Technique was used to elicit 302 Incidents from nine dyads. Each dyad consisted of a parent and their high school adolescent. This study took place over a four-month period, and after completion of the program, the participants were interviewed individually to determine the events that facilitated the career development of the adolescent. Sixteen categories emerged from the incidents reported. Reliability was suggested by two independent raters who showed 100% agreement in categorization. Participation rate varying from 44% - 61% indicated the soundness of these categories. From an examination of the findings, theories surfaced from the categories that reflected the threefold aim of the Partners Program. Firstly it fosters career development by increasing self-awareness, career awareness and decision and planning capabilities. Secondly, it strengthens the family support network. Thirdly, it enables the adolescent to make better use of career resources and programs. It is suggested that there is a potency in family relationships in career counselling which could be a powerful ally for the professional counsellor. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

M.A. (Psychology) / Please refer to full text to view abstract

Notre étude s’intéresse particulièrement à la construction de carrières des enseignants chercheurs du supérieur en général et plus particulièrement de celle des femmes universitaires au Sénégal. nous tentons de répondre aux questions suivantes: Quels sont les facteurs à l’origine des différences de carrière constatées entre hommes et femmes à l’UCAD? Les objectifs poursuivis dans ce travail de thèse sont doubles. D’abord d’étudier la carrière des enseignants chercheurs dans une approche genre afin d’identifier les principaux déterminants de cette carrière. Cette étude vise à comprendre vraisemblablement les raisons du non avancement des EC (en particulier des femmes), de la sous représentativité des femmes dans le milieu académique. Ensuite, cette étude vise également à faire un état des lieux de la situation universitaire afin de répertorier tous les problèmes susceptibles d’affecter la carrière des enseignants chercheurs et tenter de préconiser des solutions offrant par la même occasion des opportunités de carrières scientifiques surtout aux femmes.Comment se construit la carrière des enseignants chercheurs au Sénégal ?Pourquoi les enseignants chercheurs ont-ils des difficultés à progresser dans leur carrière ? en ce qui concerne le cadre théorique et conceptuel,des auteurs ont essayé de situer la carrière des enseignants chercheurs et sont arrivés à une conclusion. La carrière universitaire est à cheval entre la carrière traditionnelle et la carrière nomade. Les activités universitaires se résument en deux contraintes : la première reste l’organisation de l’enseignement et de la recherche, la seconde est liée à l’académie qui donne une place particulière à la recherche et aux promotions professionnelles, (Le Guyader, 2005). Cette dernière contrainte renvoie à l’évolution de carrière des enseignants chercheurs.Nous avons passé en revue les différentes théories de carrière et essayé de conceptualiser la notion de carrière.Nous avons aussi mis en relief l’aspect Genre Organisation Système de Fagenson (1993). Cette approche a orienté notre revue de la littérature, notre approche méthodologique et l’analyse des résultats. Nous sommes inscrites dans une posture interprétative. en effet Nous avons opté pour une démarche qualitative inductive interprétativiste. Nous avons choisi comme cas d’étude l’université UCAD et ses 6 facultés puisqu’elle est l’université qui compte plus d’EC et l’université de référence au Sénégal. comme méthode de collecte des données nous avons les entretiens semi directifs et les récits de vie et les techniques de l'analyse de contenu seront mises à contribution pour le traitement de ces données. / This study is interested particularly in construction of careers of the teachers of the superior and more precisely of that of the university women. It relates to the way in which the women could be interested more in the university careers and take part in the development of the scientific research...

The aim of the diploma thesis is to describe the course and speed of the career development of women and men on the example of an international company AB Inbev, the focus is on the definition of the various obstacles in appointing women on management positions. The thesis is divided into theoretical and practical part. The goal of the first and second theoretical chapter is to explain the definition of management and to characterise the current trends in management. The third and fourth chapter aims to analyze the differences between men and women in the work area and in the development of career growth. The practical part is devoted to the characterization of AB Inbev Czech s.r.o. and analysis of the results of the research done in the company. The final part of the thesis contains an evaluation of research results and their comparison with the theoretical basis of work.

The purpose of this study was to examine the career development of African-American male athletes and non-athletes. The study utilizes Gottfredson’s circumscription and compromise model of career development as a framework for understanding the way individuals go about selecting different career paths based on various contextual variables and career development processes. A sample of 71 African-American male college students completed self-report questionnaires measuring different aspects of their background make-up, relevant career development processes, and career development outcome variables. Results of the study suggest that non-athlete students have a more developmentally appropriate approach to careers. Results also suggest that perceived career barriers and career locus of control mediate the relationship between athletic status and maturity surrounding careers. Career development is a complicated process and further study on this population is very important, especially when considering athletes. Implications for the findings are discussed as are suggestions for directions of new research concerning African-American career development.