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Title
Abstract
Key Takeaways
Introduction
Some General Background to Chaos Theory
Counseling Outcome Data Using the CTC
Future Directions
References
All Topics
Mathematics
Applied Mathematics

Applying Chaos Theory to Careers: Attraction and attractors

Profile image of Jim BrightJim Bright

2007, Journal of Vocational Behavior

https://doi.org/10.1016/J.JVB.2007.05.002
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27 pages

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Abstract

This article presents the Chaos Theory of Careers with particular reference to the concepts of ''attraction'' and ''attractors''. Attractors are defined in terms of characteristic trajectories, feedback mechanisms, end states, ordered boundedness, reality visions and equilibrium and fluctuation. The identified types of attractors (point, pendulum, torus and strange) and their relevance to career development are described. The attractor concept is then applied to major barriers in career development and life transition by a consideration of closed and open systems thinking. It is contended that ultimately the context of human experience is an open system and that career development difficulties arise when closed systems thinking is used in an open systems reality. The practical counseling applications and counseling research evidence using attractors are briefly reviewed. The additional potential contributions of the Chaos Theory of Careers to the career development field are also outlined.

Key takeaways
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  1. Chaos Theory of Careers presents a framework integrating complexity and unpredictability in career development.
  2. Attractors, including point, pendulum, torus, and strange types, define career trajectories and responses to changes.
  3. Closed systems thinking limits adaptability; open systems thinking embraces complexity and emergent change.
  4. Counseling applications derived from attractors improve client self-efficacy and adaptability in career transitions.
  5. Research supports chaos-oriented counseling techniques over traditional methods in enhancing client outcomes.

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Tlic chao.s theory of careers emphasizes both stability-and change in its account of career development. This article outlines counseling strategies derived from this emphasis in terms of convergent or probability thinking and emergent or possibility ihinking. These 2 perspectives are characterized, and practical counseling strategy implications are provided. In addition, an iUustrative technique example is described. The authors conclude that the challenges of mtxiern career development demand die complementary and the interactive use <if lx>ili pn>babi[it\-and ptissibilit)-thinking strategics. Historically, career deveiopment theory and counseling practice have focused on the stable aspects of both individuals and occupations. For example, the matching models of Dawis and I^ifqiust (1984) or Holland (1997) arc predi-cated on the assumption tliat there is sufficient stabilit)' witliin die ciiaracteristics of both individuals and their working environments to make such matcliing coherent and reasonable. More recently, however, botli theorists and counselors have had to acknowledge the importance of cliange (Hesketh, 2001} and the realitv' of chance (Krumboltz & Levin, 2004) as also Rindamental to the ways in which career development plays out in human experience. In this article, we endeavor to show how the application of the chaos theory perspective can be used to develop career counseling strategies to address these issues, and we provide a specific example of a technique derived from such strategies tor counselors to use with clients.

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Although the skills promoted by career decision-making models based on information processing, social cognition, and person-environment fit are necessary for general career success, they insufficiently meet the demands of a global society and the current economy. The purpose of this article is to raise awareness of two holistic approaches to career decision making: existential and the chaos theory of careers. We propose that these models are more suitable for today's working world insofar as they promote career adaptability, vocation/calling (beyond job), and moral responsibility in work in the postmodern era. However, because their utility has not yet been extensively researched (despite ample theoretical exposure in the career literature), these models remain relatively unfamiliar to most career counselors. For each model, we provide a theoretical overview, review existing research, and propose areas for further study to identify contexts for which each model may be best suited.

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High school students - complexity, change and chance: Do the key concepts of the Chaos Theory of Careers apply?
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A key postulate of the Chaos Theory of Careers is the significant influence of change, in general, and unplanned change, in particular, on individuals' career development. This qualitative research study investigated the perceived incident and impact of such change in the career paths of 55 high school graduates from the same class. Using a combination of interviews and surveys, the research examined the nature and extent of chance events perceived by the participants 18 months after having left school. Consistent with previous research with university students, it was found not only change in career development from plans at high school but that for 71% of the sample, such change was unplanned. Unplanned change was most substantial for those who entered the workforce while those who entered traineeships reported the least impact of unplanned change on their careers. A complex array of reasons for the changes experienced was mentioned. The results confirm this aspect of the Chaos Theory of Careers even for those with very limited posthigh school career development experience. The implications for school careers education and counselling are identified.

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The value of failing in career development: a chaos theory perspective
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Failing is a neglected topic in career development theory and counselling practice. Most theories see failing as simply the opposite of success and something to be avoided. It is contended that the Chaos Theory of Careers with its emphasis on complexity, uncertainty and consequent human imitations, provides a conceptually coherent account of failure in career development. The benefits of failing are outlined. The counselling implications of failure and ways for it to be addressed and utilised with those confronting career development challenges are also discussed.

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