✦ LIBER ✦

The Chaos Theory of Careers: A User's Guide

✍ Scribed by Jim E.H. Bright; Robert G. L. Pryor

Publisher: American Counseling Association
Year: 2005
Tongue: English
Weight: 1011 KB
Volume: 53
Category: Article
ISSN: 0889-4019
DOI: 10.1002/j.2161-0045.2005.tb00660.x

No coin nor oath required. For personal study only.

✦ Synopsis

The purpose of this article is to set out the key elements of the Chaos Theory of Careers. The complexity of influences on career development presents a significant challenge to traditional predictive models ofcareer counseling. Chaos theory can provide a more appropriate description of career behavior, and the theory can be applied with clients in counseling. The authors devote particular attention to the application of attractor concepts to careers.

The purpose of this article is to set out the key elements of the Chaos Theory of Careers and to illustrate how these fundamental concepts are particularly relevant to contemporary career development. In the process, we show how we have applied some ofthese concepts to counseling practice and have used a time-honored, but infrequently acknowledged, method of reasoning in an effort to illustrate how the demanding aspects of chaos theory can be communicated in user-friendly ways.

Traditional approaches to career development typically aim to understand the key attributes of the person and then match these to compatible or congruent environments (jobs). A recurring theme in the criticisms of traditional person-environment fit models by authors such as Savickas and Baker (in press); Krumboltz (1979); Mitchell, Levin, and Krumboltz (1999); is that the person-environment interaction has been characterized in trait-oriented terms (e.g., . The relatively static nature of the terms ofthe interaction, person and environment, is no longer appropriate, given the complexities and change that are observed in modern careers. noted that congruence between the person and environment has been shown in several metastudies to correlate poorly (between 0.1 and 0.2) with outcome measures such as satisfaction (e.g.,

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