Academics and policy makers have clearly identified the urgent need to strengthen the evidence ba... more Academics and policy makers have clearly identified the urgent need to strengthen the evidence base attesting to the efficacy of career development services. However, it is unclear whether those providing career development services also recognize the importance of evaluation and are able to engage in evaluation in an effective manner. This article presents research that examines the value agency managers and pro gram administrators place on evaluation and the perceived barriers they experi ence in conducting evaluations. This ar ticle also proposes solutions to the barriers to evaluation described by agency managers and program adminis trators.
The Synergistic Model of Organizational Career Development is an attempt to combine best practice... more The Synergistic Model of Organizational Career Development is an attempt to combine best practice principles from two domains: organizational development and individual career planning. The model assumes three levels of intervention within an organization: philosophical, strategic, and practical. Interventions at any of the levels may be directed toward the employees, the organization, or the balancing and interactive process that bring the two systems together. At the philosophical level, employees are concerned with becoming or managing to stay meaningfully connected to the world of work, organizations are concerned with defining their central purpose as an organization, and balancing/interactive processes are designed to balance employees' and the organization's long-term needs and goals. At the strategic level, employees are concerned with enhancing their careers, organizations are concerned with best meeting their organizational outcomes, and balancing/interactive processes are designed to balance short-term employees and organization goals. At the practical level, employees are concerned with staying employable, organizations are concerned ensuring that employees perform tasks essential to the organization, and balancing/interactive processes are designed to balance organizational demands with employee performance. The ultimate goal of balancing/interactive interventions must be to bring individual career planning into alignment with effective organizational development strategies. (Contains 23 references) (MN)
International Journal for The Advancement of Counselling, Mar 1, 1992
Interventions designed to assist the unemployed make the transition to employment have typically ... more Interventions designed to assist the unemployed make the transition to employment have typically focused on the development of specific skills. In this paper, the author argues that such approaches are insufficient for counselors to assist individuals attempting to make the transition to employment. A brief background to the unemployment problem is presented, followed by a summary of some of the
Abstract. Interventions designed toassist the unemployed make the transition to employment have t... more Abstract. Interventions designed toassist the unemployed make the transition to employment have typically focused on the development of specific skills. In this paper, the author argues that such approaches are insufficient for counselors toassist individuals attempting to make the transition to employment. A brief background to the unemployment problem is presented, followed by a summary of some of the major problems with traditional employment programs. The author then presents a comprehensive model for program development that incorporates seven levels of intervention, and five components of effective transition programs. Implications for counseling are discussed. The spectre of unemployment continues to haunt most industrialized nations; the trend towards massive and chronic unemployment is indeed an interna-tional issue (Gregory, 1983). As nations face times of fiscal restraint, the ranks of the unemployed continue to rise, and it is becoming increasingly more difficult for the...
... At the same time, it is clear that improving approaches to teaching can only be achieved by a... more ... At the same time, it is clear that improving approaches to teaching can only be achieved by addressing the basic values and beliefs of ... 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 ... 1. (a) What outcomes do you think the teacher is trying to achieve in this class? ...
This study used the Comprehensive Career Needs Survey to assess the career planning needs of 2360... more This study used the Comprehensive Career Needs Survey to assess the career planning needs of 2360 senior high school students in Southern Alberta, Canada. This article examines how senior high school students perceive the relevance of career planning, who they feel comfortable approaching for help with career planning, and what help they would like during their career planning. Results indicated that career planning is important to high school students and they are likely to approach their parents first for help with career planning. Students in grades 10 through 12 indicated that specific information regarding courses, post-secondary information and careers would be helpful. Grade 12 students also expressed a desire for improved career counselling and increased work experience. Implications for teachers, school counsellors, parents and community services are discussed.
Canadian Journal of Counselling and Psychotherapy, 2007
There is a lack of knowledge regarding the value and impact of career development services, parti... more There is a lack of knowledge regarding the value and impact of career development services, particularly in Canada. The goals of this research were to better understand career development services’ evaluation practices and the value of these practices fromthe perspectives of Canadian agencies, practitioners, policy makers, and employers. Data were collected using a survey, focus groups, and telephone interviews. Differences were found between the type and size of career service providers regarding the importance andpractice of career development evaluation. Overall, practitioners, agencies, policy makers, and employers agreed that it was important to evaluate career development services; however, there is a great need to improve how and what is being measured. Implicationsfor future research and evaluation practices are considered.
Canadian Journal of Counselling and Psychotherapy, 1992
The increasing frequency of occupational change underscores the need for people to become adaptab... more The increasing frequency of occupational change underscores the need for people to become adaptable in their career development. Traditional emphases on skill-building or competence in transition-assistance programs are argued to be insufficient in assisting individuals with transitions, and a process of transition adaptability that emphasizes self-management strategies and salience in addition to competence is presented. Implications for transition interventions and pre-intervention assessment are also discussed.
The Synergistic Model of Organizational Career Development is a new model of organizational caree... more The Synergistic Model of Organizational Career Development is a new model of organizational career development that combines the best of career development practice and organizational development into a unified, coherent model. The model has three levels of organization: philosophical, strategic, and practical. Expanding circles are used to illustrate movement from the broad philosophical vision to strategic plans and then to the practical need for acquisition and demonstration of specific competencies. The model encourages employees and organizations to dream (philosophical level), plan (strategic level), and perform (practical level). The personal and organizational vision circles are represented by the center rings to denote their role in regulating the other subsystems. The focus on competence is represented by the outer rings to denote their role in providing feedback to the rest of the system regarding the requirements of the world of work: the competencies that employees requ...
It is commonly accepted that career development services help people manage and make effective de... more It is commonly accepted that career development services help people manage and make effective decisions about education, training, and work. They are able to act upon their passions and talents to become more motivated learners/workers, stay in the workforce longer, have reduced levels of workplace stress, and be less marginalized in society. These services contribute to social and economic outcomes related to increased employment opportunities, improved quality of life, social inclusion, and a more vibrant, dynamic economy. Although the benefits seem obvious to many, more evidence is needed to demonstrate the direct and indirect impact of career development services. In 2003, Canadian, practitioners, policy makers, and employers participated in two symposia: the HRSDC-OECD Career Guidance and Public Policy symposium and the Working Connections: A Pan-Canadian Symposium on Career Development, Lifelong Learning and Workforce Development. A theme emerging from both symposia highlight...
Canadian Journal of Counselling and Psychotherapy, 2001
The purpose of this study was to explore the receptivity of career practitioners toward career de... more The purpose of this study was to explore the receptivity of career practitioners toward career development resources on the Internet. The knowledge, skills, and attitudes of 102 career practitioners toward career development Internet resources were assessed through a researcher-designed survey. Results demonstrated that career practitioners are generally receptive toward career development resources on the Internet; they reacted somewhat positively toward the Internet, and are beginning utilize it. However, there are still a number of concerns that must be alleviated before career practitioners will make greater use of the Internet, most of which can be dealt with through practice and training.
Academics and policy makers have clearly identified the urgent need to strengthen the evidence ba... more Academics and policy makers have clearly identified the urgent need to strengthen the evidence base attesting to the efficacy of career development services. However, it is unclear whether those providing career development services also recognize the importance of evaluation and are able to engage in evaluation in an effective manner. This article presents research that examines the value agency managers and pro gram administrators place on evaluation and the perceived barriers they experi ence in conducting evaluations. This ar ticle also proposes solutions to the barriers to evaluation described by agency managers and program adminis trators.
The Synergistic Model of Organizational Career Development is an attempt to combine best practice... more The Synergistic Model of Organizational Career Development is an attempt to combine best practice principles from two domains: organizational development and individual career planning. The model assumes three levels of intervention within an organization: philosophical, strategic, and practical. Interventions at any of the levels may be directed toward the employees, the organization, or the balancing and interactive process that bring the two systems together. At the philosophical level, employees are concerned with becoming or managing to stay meaningfully connected to the world of work, organizations are concerned with defining their central purpose as an organization, and balancing/interactive processes are designed to balance employees' and the organization's long-term needs and goals. At the strategic level, employees are concerned with enhancing their careers, organizations are concerned with best meeting their organizational outcomes, and balancing/interactive processes are designed to balance short-term employees and organization goals. At the practical level, employees are concerned with staying employable, organizations are concerned ensuring that employees perform tasks essential to the organization, and balancing/interactive processes are designed to balance organizational demands with employee performance. The ultimate goal of balancing/interactive interventions must be to bring individual career planning into alignment with effective organizational development strategies. (Contains 23 references) (MN)
International Journal for The Advancement of Counselling, Mar 1, 1992
Interventions designed to assist the unemployed make the transition to employment have typically ... more Interventions designed to assist the unemployed make the transition to employment have typically focused on the development of specific skills. In this paper, the author argues that such approaches are insufficient for counselors to assist individuals attempting to make the transition to employment. A brief background to the unemployment problem is presented, followed by a summary of some of the
Abstract. Interventions designed toassist the unemployed make the transition to employment have t... more Abstract. Interventions designed toassist the unemployed make the transition to employment have typically focused on the development of specific skills. In this paper, the author argues that such approaches are insufficient for counselors toassist individuals attempting to make the transition to employment. A brief background to the unemployment problem is presented, followed by a summary of some of the major problems with traditional employment programs. The author then presents a comprehensive model for program development that incorporates seven levels of intervention, and five components of effective transition programs. Implications for counseling are discussed. The spectre of unemployment continues to haunt most industrialized nations; the trend towards massive and chronic unemployment is indeed an interna-tional issue (Gregory, 1983). As nations face times of fiscal restraint, the ranks of the unemployed continue to rise, and it is becoming increasingly more difficult for the...
... At the same time, it is clear that improving approaches to teaching can only be achieved by a... more ... At the same time, it is clear that improving approaches to teaching can only be achieved by addressing the basic values and beliefs of ... 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 ... 1. (a) What outcomes do you think the teacher is trying to achieve in this class? ...
This study used the Comprehensive Career Needs Survey to assess the career planning needs of 2360... more This study used the Comprehensive Career Needs Survey to assess the career planning needs of 2360 senior high school students in Southern Alberta, Canada. This article examines how senior high school students perceive the relevance of career planning, who they feel comfortable approaching for help with career planning, and what help they would like during their career planning. Results indicated that career planning is important to high school students and they are likely to approach their parents first for help with career planning. Students in grades 10 through 12 indicated that specific information regarding courses, post-secondary information and careers would be helpful. Grade 12 students also expressed a desire for improved career counselling and increased work experience. Implications for teachers, school counsellors, parents and community services are discussed.
Canadian Journal of Counselling and Psychotherapy, 2007
There is a lack of knowledge regarding the value and impact of career development services, parti... more There is a lack of knowledge regarding the value and impact of career development services, particularly in Canada. The goals of this research were to better understand career development services’ evaluation practices and the value of these practices fromthe perspectives of Canadian agencies, practitioners, policy makers, and employers. Data were collected using a survey, focus groups, and telephone interviews. Differences were found between the type and size of career service providers regarding the importance andpractice of career development evaluation. Overall, practitioners, agencies, policy makers, and employers agreed that it was important to evaluate career development services; however, there is a great need to improve how and what is being measured. Implicationsfor future research and evaluation practices are considered.
Canadian Journal of Counselling and Psychotherapy, 1992
The increasing frequency of occupational change underscores the need for people to become adaptab... more The increasing frequency of occupational change underscores the need for people to become adaptable in their career development. Traditional emphases on skill-building or competence in transition-assistance programs are argued to be insufficient in assisting individuals with transitions, and a process of transition adaptability that emphasizes self-management strategies and salience in addition to competence is presented. Implications for transition interventions and pre-intervention assessment are also discussed.
The Synergistic Model of Organizational Career Development is a new model of organizational caree... more The Synergistic Model of Organizational Career Development is a new model of organizational career development that combines the best of career development practice and organizational development into a unified, coherent model. The model has three levels of organization: philosophical, strategic, and practical. Expanding circles are used to illustrate movement from the broad philosophical vision to strategic plans and then to the practical need for acquisition and demonstration of specific competencies. The model encourages employees and organizations to dream (philosophical level), plan (strategic level), and perform (practical level). The personal and organizational vision circles are represented by the center rings to denote their role in regulating the other subsystems. The focus on competence is represented by the outer rings to denote their role in providing feedback to the rest of the system regarding the requirements of the world of work: the competencies that employees requ...
It is commonly accepted that career development services help people manage and make effective de... more It is commonly accepted that career development services help people manage and make effective decisions about education, training, and work. They are able to act upon their passions and talents to become more motivated learners/workers, stay in the workforce longer, have reduced levels of workplace stress, and be less marginalized in society. These services contribute to social and economic outcomes related to increased employment opportunities, improved quality of life, social inclusion, and a more vibrant, dynamic economy. Although the benefits seem obvious to many, more evidence is needed to demonstrate the direct and indirect impact of career development services. In 2003, Canadian, practitioners, policy makers, and employers participated in two symposia: the HRSDC-OECD Career Guidance and Public Policy symposium and the Working Connections: A Pan-Canadian Symposium on Career Development, Lifelong Learning and Workforce Development. A theme emerging from both symposia highlight...
Canadian Journal of Counselling and Psychotherapy, 2001
The purpose of this study was to explore the receptivity of career practitioners toward career de... more The purpose of this study was to explore the receptivity of career practitioners toward career development resources on the Internet. The knowledge, skills, and attitudes of 102 career practitioners toward career development Internet resources were assessed through a researcher-designed survey. Results demonstrated that career practitioners are generally receptive toward career development resources on the Internet; they reacted somewhat positively toward the Internet, and are beginning utilize it. However, there are still a number of concerns that must be alleviated before career practitioners will make greater use of the Internet, most of which can be dealt with through practice and training.
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Papers by Kris Magnusson