It’s not my intention to give full information or an extensive discussion on every theory. This website is intended to be a starting point and the main difference with other websites is the visual representation of the theory, which I hope will help get to grips with the theory. There are also links it the bottom to get your further research started. Show Arthur & Rousseau 1996Strange tip that helps you remember Boundaryless Careers:
DefinitionA boundaryless career differs from a traditional career in that individuals are deemed to not be limited to working for one employer, in one job, in one organisation or even in one field of expertise. This concept stems from the financial crisis in the 1990s when careers and jobs were not seen as stable and individuals who were able to change organisations and jobs external to the company, rather than climbing the proverbial career ladder, would thrive. Even more so if they would be able to change professions and fields of expertise. In order to do this successfully, individuals had to learn new skills and develop themseves, making them even more employable and valuable for employers in turn. The longer term relationship with the employer is gone and every individual is responsible for themselves and their own development, rather than being trained by an employer who invests in individuals that work for them longer term. Because of the fleeting nature of jobs and employment, employers see less value in training their staff. This has some similarities to the situation the world of work and the economy is in now, in the second decade of the 21st century, after the financial crash in 2007/2008.
This is all nice and well, but what can we do with this information and theory to help our clients? We can get a hint by looking how this theory ties in with other theories. Boundaryless Careers: where and how does it fit in?When we look at the workings and elements of this theory, and if you are familiar with some of the other theories of career guidance, this theory will bring up associations with both Happenstance and Chaos theory in that they don’t necessarily ascribe a more or less recognisable or discernable structure to career planning either. According to all three of these theories, career planning is very fluid and dependent on what happens outside of your control. This means:
Specific for the theory of the Boundaryless Career’ is:
Boundaryless Careers in practice.There are strong hints of how we can use this theory in our practice in the paragraph above. Our role, when applying this theory, could be to help clients:
Techniques could be:
Strengths and weaknesses of the Boundaryless Career TheoryConsider the answers to the following questions to build up some ideas of where this theory is a bit weak and where it can offer real insight and a foundation for working with clients.
Also, have a look at the links below but also think about how you feel, what you notice as a strength or a weakness? Useful links:Video: |