CROSSING BORDERS: GEOGRAPHICAL AND CAREER PATH MOBILITIES

10 Years Euroguidance Cross Border Seminars

Cross Border Seminar 2015:

Guidance Crossing Borders

Tibor Bors BORBÉLY-PECZE, Ph.D.

9th – 10th of June, 2015 Retz, Austria

THIS PRESENTATION HAS THE FOLLOWING PARTS;

Definitions of mobilities Our recent history in the region Migration from the region and from Hungary New ideas around careers and a question about our states

MOBILITIES ’ time-space compression’ is said to

characterize modern societies (Harvey, 1989)

Mobilities is a contemporary paradigm in the social sciences that explores the movement of people, ideas and things, as well as the broader social implications of those movements. (Wikipedia)

THE GOOD AND THE BAD

Kay W. Axhausen, Jonas Larsen, John Urry (2006:2)

„WHERE NO MAN HAS GONE BEFORE”

„From Stettin in the Baltic to Trieste in the Adriatic, an iron curtain has descended across the Continent.” Churchill, March 5, 1946 Westminster College, Fulton

CAREER ORIENTATION DURING THE COMMUNIST YEARS

"schooling in”„The process begins with the so called "schooling in" to use such an awkward, nevertheless appropriate phrase. In other words, the choices of the parents and the youngster in question are strongly limited, some paths of education are closed, they may be directed towards others, or it may be set with the force of forbidding or commanding. The same method of intervention is applied after finishing studies: the person if "shepherded" or assigned to a career.”

János Kornai (1992) The Socialist System

COLLAPSE &

..NEW STARTS

http://www.seemig.eu/

AND CROSS-BORDER MOBILITY AS A NEW ISSUE

HUNGARIAN YOUTH: MIGRATION PLANS 1993-2013

OPEN QUESTIONS … How do modern work and employment

arrangements restructure individual careers and what is required of individuals in order to realize career transitions successfully over time?

What role do learning and skill development play in the context of individuals managing career transitions and their continued positive engagement with work and employment? (Kirpal ed. 2011)

REASONS FOR CROSSING BORDERSEconomic reasoning underpins all decisions to migrate; however, the process is complex and susceptible to a number of additional factors search of better livelihoods, underperforming governance, bad business climate due to corruption and instability, disrupted labour markets, natural disasters and conflicts, etc. (EC, Stark 1984, Stark–Taylor 1989, Rappaport 2005)

NEW(ER) CONCEPTS AROUND CAREERS

protean career (Hall, 1976, 2004) boundaryless career (Arthur and Rousseau, 1996) career adaptability (Savickas, 1997) working as a means of Self-Determination … „Specifically, work

provides a venue for connecting to others in one's social and cultural environment” (Blustein, 2006, Bulstein et al. 2008)

CAREER ADAPTABILITY

…become career adaptable, you would need to ‘look ahead and look around’ (Savickas, 1997, p257). You would also need to engage, proactively, in a process of self-development so that in time, you are able to choose suitable and viable opportunities to become the person you want to be. In summary, to become career adaptable, you would need to: think routinely about your future; be prepared to engage in an ongoing process of self-reflection; develop the skills, knowledge and understanding needed to cope with change; and it will require you to be open-minded about opportunities that come along. (U. of Warwick, ed. J. Bimrose, 2009)

THE PROTEAN CAREER „…is a process which the person, not the organization, is managing.

It consists of all of the person’s varied experiences in education, training, work in several organizations, changes in occupational field, etc. The protean career is not what happens to the person in any one organization. The protean person’s own personal career choices and search for self-fulfillment are the unifying or integrative elements in his or her life. The criterion of success is internal (psychological success), not external.

In short, the protean career is shaped more by the individual than by the organization and may be redirected from time to time to meet the needs of the person (Hall, 1976, p. 201).

WORKING AS A MEANS OF SELF-DETERMINATIONMany people do not have the privilege of selecting work that corresponds with their personal interests and attributes or that is a viable forum for the expression of their self-concept. Instead, they must find a way to sustain the energy and motivation to perform jobs that can be painful, tedious, and sometimes demeaning. It is this reality faced by the majority of the world's population that we strive to acknowledge and understand with the concept of the psychology of working. (Bulstein, 2006)

IN EUROPE, THE AVERAGE JOB DURATION IS CALCULATED TO BE 8.3 YEARS.

Eurofound, 2006

PROTEAN CAREER

WHERE ARE THE STATES TO PROVIDE STABILITY FOR THIS SUPER FLEXIBLE CAREERS IN CENTRAL-EUROPE?

Social Security Sys.

Lifelong Learning / Lifelong

Guidance Sys.

Labour Law Sys.

Active Labour Market Policy Measures Sys.

„OH, MAN. DON'T HIT ME WITH THOSE NEGATIVE WAVES SO EARLY IN THE MORNING.”

THE BRIDGE SOCIAL CONSTRUCTIONISM THEORY

„the Zone of Proximal Development"Lev Vygotsky (1896 – 1934)

The CLD Bridge, (Career Learning Development), B. Bassot, 2012

THANK YOU FOR YOUR ATTENTION!

REFERENCES János Kornai (1992) The Socialist System Ágnes Czibik – Miklós Hajdu – Nándor Németh – Zsanna Nyírő –

István János Tóth – Gergely Türei Migration and features of Hungarian migrants between 1999 – 2011 Tendencies and profiles of migrants based on the Hungarian Central Statistical Office’s Labour Force Survey

Heinz Fassmann, Heinz - Musil, Elisabeth - Bauer, Ramon - Melegh, Attila - Gruber, Kathrin (2014): Longer-Term Demographic Dynamics in South-East Europe: Convergent, Divergent and Delayed Development Paths. Central and Eastern European Migration Review, December 2014, pp.1-23.

Blaskó, Zsuzsa (2014): Surveying the Absentees – Surveying the Emigrants. A methodological paper on the SEEMIG pilot study to survey emigrants from Hungary and Serbia. SEEMIG Working Papers, No. 4, Hungarian Demographic Research Institute, Budapest.

Ágnes, Hárs (2011) Földrajzi mobilitás in a Foglalkoztatáspolitika 20 éve, BI-MTA KTI http://www.budapestinstitute.eu/uploads/foglpol20_5_1mobilitas.pdf

REFERENCES 2 Kay W Axhausen, Jonas Larsen, John Urry (2006) Mobilities, Networks,

Geographies, Ashgate, England  Sultana, R. (2012) Flexicurity: Implications for Lifelong Career Guidance,

ELGPN CN 1. Savickas, M. L. (1997). Career adaptability: An integrative construct for

life-span, life-space theory. Career Development Quarterly, 45(3), 247-259

Douglas T. Hall The protean career: A quarter-century journey, Journal of Vocational Behavior 65 (2004) 1–13

Eurofound (2006) Mobility in Europe Analysis of the 2005 Eurobarometer survey on geographical and labour market mobility

David L. Blustein Alexandra C. Kenna Nadia Gill Julia E. DeVoy (2008) The Psychology of Working: A New Framework for Counseling Practice and Public Policy, The Career Development Quarterly June 2008 Volume 56 294-308

Kirpal ed (2011) Labour-Market Flexibility and Individual Careers, Springer

Bassot, Barbara (2012) Career learning and development: a social constructivist model for the twenty-first century, International Journal for Educational and Vocational Guidance  Volume 12, Issue 1 , pp 31-42