Citation

Brewer, A.M. (2020), "Index", Careers: Thinking, Strategising and Prototyping (The Future of Work), Emerald Publishing Limited, Leeds, pp. 227-238. https://doi.org/10.1108/978-1-83867-207-220191011

Publisher

:

Emerald Publishing Limited

Copyright © 2020 Emerald Publishing Limited

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INDEX

Index

Note: Page numbers followed by “n” indicate notes.

Achievement

, 58

of career excellence

, 220

Action-orientated learning

, 72–79, 154–155

Adaptability

, 21

Affective empathy

, 82–83

Agile learning

, 20

Ambition

, 55–58

Analytical skills

, 115

Ancillary roles

, 19

Anticipation

, 114

Archetypes

, 174, 177–178

Artificial intelligence

, 15–16

Autonomy of thinking

, 73

Baby Boomers

, 13

Boundaryless knowledge

, 18–19

Brainstorming

, 145–148

Brand value

, 20

Bundy clocks

, 24

Business

, 28, 215

corporate career citizenship and

, 218–219

CSR and

, 36, 215–216

entrepreneur

, 200

family

, 185

management

, 186

Capability continuum in career disruption period

, 30

Career choices

, 108

transition and design

, 102–107

Career design

, 219

brainstorming

, 145–148

process phases

, 145

smart choices

, 148–149

system

, 218

Career designers

, 133, 182

Career development

, 131–132

applying design thinking to learning

, 136

collaborative career design

, 140–141

conventional career planning

, 134

design learning in practice

, 136–138

design thinking for

, 134, 141–145

educational institutions

, 134–135

human-centric learning

, 135–136

new career horizons

, 138–139

people-centred career design

, 139–140

Career mindset

, 149

action-orientated learning

, 154–155

double-loop learning

, 156–157

flexible thinking

, 150–151

guided reflection

, 151–154

Career opus framework

, 183–184, 199

career vision

, 184–186

collaborative and individual career co-designing

, 188–189

personal career values

, 186–187

value propositions for career people and designers

, 187–188

Career prototyping

, 172, 176, 191–192

archetypes

, 177–178

career coaching exercise

, 181–182

career opus framework

, 183–189

developing career clinic for

, 182

divergent and convergent thinking

, 179–180

envisioning ideal career through prototyping

, 173–176

identifying career gaps in market

, 178

innovating

, 178

learning theory and collaborative career building

, 180–181

narrative

, 176–177

occupational analysis

, 190–202

post-prototype career design

, 202–203

progressing

, 176

translating ideas into outcomes

, 179

Career thinking

, 132, 171–172, 212, 218

frames

, 68

perspectives

, 66–72

Career-focussed enterprise

, 218

career strategy

, 219–221

career thinking

, 218–219

career value chain management

, 219

Career-focussed organisational culture

, 223–224

Careerism

, 217

Careers

, 3–4, 32, 171–172, 211–212, 216

ambition

, 55–58

attributes

, 21–26

career-focussed enterprise

, 218–221

career-focussed organisational culture

, 223–224

career-mindedness

, 11

change

, 83–85, 171–172

choices

, 9

coaching exercise

, 181–182

corporate career citizenship

, 217–218

counsellors

, 37n1

CSR

, 215–217

culture

, 224

cycle assessment analysis

, 219

decision making

, 53, 102–103, 108–109

defining CSR in corporate disruption era

, 213–215

design thinking development

, 221–223

discovery

, 175–176

education

, 29–32

equity

, 216

experience

, 132–133, 172

failure

, 59–66

fulfilment

, 10

HRM

, 219–220

innovation and

, 20–21

journey

, 47, 185

making

, 105

mindfulness

, 48–50

motivations

, 14

organisational culture

, 223–224

organisational learning

, 221–223

ownership

, 186

paths

, 8

people searching for

, 4

perspectives, context and structures

, 7–10

portfolio

, 107

problem solving

, 107–109

purpose

, 53–55

recruiting

, 220

selection

, 175–176

shape preferences

, 105

shift

, 83

sociology

, 17–19

solutionism

, 27–28

specialists shape careers

, 196–197

stakeholders

, 5–6

stewardship

, 218

strategising

, 158–159

strategy

, 219–221

strengths

, 190–194

success

, 58–59

themes in career thinking

, 10–11

thinking

, 26

transformations

, 47

tree

, 185

value chain

, 160–161

and work

, 6–7, 14–17

workforce

, 12–14

working

, 14–17

workplaces

, 14–17

Certainty

, 34–35

Chatbots

, 15

Choice making

, 120

control in choice making about careers

, 78

creating or designing

, 103

Co-designing

, 188

Co-learning

, 84–85

Co-opting employees

, 220

Cognition

, 105, 223

Cognitive dissonance

, 77

Cognitive empathy

, 82

Cognitive responses

, 64

Collaboration

, 80–81

Collaborative career

building

, 180–181

co-designing

, 187–188

design

, 140–141

Communication

, 114, 197

Competence in career thinking

, 45

action-orientated and guided learning

, 72–79

career ambition

, 55–58

career failure

, 59–66

career mindfulness

, 48–50

career purpose

, 53–55

career success

, 58–59

career thinking perspectives

, 66–72

cultural intelligence

, 50–53

EI

, 50–53

interpersonal aspects of careers

, 79–83

turning points

, 46–48

well-being and career change

, 83–85

Comprehension

, 66

Comprehensive contradiction

, 76–77

Connectedness at work

, 25

Constructive learning

, 63

Constructivism

, 180–181

Constructivist learning theory

, 180

Conventional career planning approach

, 133

with design thinking

, 134

Convergent approach

, 195

Convergent thinking

, 179–180

Coordination capacity

, 74

Coping strategies

, 73–74

Corporate career citizenship

, 217–218

Corporate design thinking

, 218

Corporate social responsibility (CSR)

, 36, 212, 215–217

defining in era of corporate disruption

, 213–215

Corporate sustainability principles

, 224

Cost-benefit analysis

, 200

Craft skills

, 20

Creative career design

, 185

Creative imagination

, 175

Creative self

, 75

Creativity

, 75

Critical questioning

, 18–19

Cultural collaborations

, 80

Cultural intelligence

, 50–53

Cultural logic of late capitalism

, 29

Culturally responsive curriculum

, 30

Decision making

, 103–107

evidence collection for

, 77

Decisions

, 119

Deductive thinking

, 122

Design learning approach

, 135

in practice

, 136–138

Design thinking

, 131–132

career

, 141–145

career designers

, 133

for career development

, 134–145

career experience

, 132–133

career mindset

, 149–157

development

, 221–223

mapping career journey for person

, 157–162

phases of career design process

, 145–149

teams

, 220–221

training

, 220

Designing careers

, 133

Didactic pedagogy

, 135

Digital

revolution

, 27

spaces

, 79–80

workplaces

, 23

Disciplinary knowledge

, 18

Disproof

, 28

Disruptive development

, 102

Disruptive innovation

, 27

Distance

, 24, 26

Divergent approach

, 195

Divergent thinking

, 179–180

Diverse metaphor models

, 114

Double-loop learning

, 151–152, 156–157

Economic welfare of organisation

, 212

Education

, 29–32

Educational entrepreneur

, 200

Effective learning

, 74

Emotion(al)

, 50, 105

facilitating thinking

, 52

management

, 53

response

, 74

roles

, 19

stamina

, 51–53, 75

temperament of others

, 51

Emotional intelligence (EI)

, 50–53

Emotive responses

, 64

Empathy

, 81–83

Employee

, 216

engagement

, 162

involvement

, 220

Employers

, 211, 216, 219

Employing metaphors

, 113

Employment

, 6–7, 36, 216

in Australia

, 23

career thinking and

, 68–69

growth

, 13

security

, 7

Enterprise

, 224

Entrepreneurship

, 132

Envisioning ideal career through prototyping

, 173

career discovery

, 175–176

careers

, 173–175

Errors

, 62

Ever-present environment

, 72

Exercise

, 141–143

for career specialist

, 143–145

Experiential

careers

, 198

learning

, 111–112

Expertise

, 84

Exploration

, 53–55

Explorative scenario-method

, 120

External stakeholders

, 213

Externalisation of ideas

, 108

Facebook

, 176

Failure

, 58, 62

motivation to learn through experienced

, 63–66

types

, 62–63

Failure attributions

, 66

Fit-for purpose metaphor

, 185

5-point Likert scale

, 160

Fixed mindset

, 149

Flexibility

, 79

Flexible and remote working (FRW)

, 23

Flexible thinking

, 150–151

Former work experiences

, 53

Functional roles

, 19

Gen X

, 13

Generation Y millennials

, 216

Generational differences

, 14

Globalisation

, 16, 27, 214

Guided learning

, 72–79

Guided reflection

, 151–154

Halo-effect

, 7

Hoteling

, 24

Human resource management (HRM)

, 186, 212, 219

Human-centric learning

, 135–136

Hyper-specialisation shaped careers

, 7

Idea generation

, 107, 158

Idea-combining

, 108

Idiosyncratic career

, 106

Imagination

, 28, 31, 116–119, 172

Incentives

, 220

Incubation

, 107

Individual career co-designing

, 188–189

Individual learning

, 199

Inductive reasoning

, 151

Inductive thinking

, 122

Inference

, 28

skills

, 80

Information

, 85, 113, 154, 197, 219

information-gathering

, 107

processing

, 74, 114

Ingenuity

, 115

Innovation

, 189

and careers

, 20–21

Instagram

, 176

Integrative thinking

, 131

Intention-oriented approach

, 53

Internet of things

, 15–16

Interpersonal aspects of careers

, 79

empathy

, 81–83

producing outcomes

, 83

social skills

, 80

trust

, 80–81

Interpersonal skills

, 51–52

Interpretation

, 223

Intrapersonal conflict

, 77

Intrapsychic skills

, 51–52

Investment

, 172

in career

, 7

strategic

, 218

Iteration process

, 119

Job

descriptions

, 220

mobility

, 21

security

, 75

Knowledge

, 19, 34, 84, 115, 118–119

acquisition

, 107

management channels

, 20

Learning

, 29, 84, 149, 154

action-orientated

, 154–155

applying design thinking to

, 136

constructive

, 63

double-loop

, 156–157

human-centric

, 135–136

theory

, 180–181

‘Living career’ concept

, 46–47

Loss orientation

, 73–74

Mapping career journey for person

, 157

career strategising

, 158–159

career value chain

, 160–161

driving forces and inhibitors of change

, 159

employee engagement

, 162

phases

, 157–158

properties of persistent interests

, 160

Media

, 181

Metaphorical framing

, 114

Metaphors

, 111

employing

, 113

information processing

, 114

understanding and knowledge

, 115

in use

, 115

Millennials

, 13

Mindfulness

, 48–50

Mindsets

, 114, 150

Modem career development

, 213

Monetary incentives

, 220

Multi-criteria decision analysis

, 120

Multiple metaphors

, 185

Narratives

, 71, 176–177

Naturalist tradition

, 72

Negative emotions

, 63

Negative mindset

, 149

Network(ing)

, 80

careers

, 186

design

, 219

relationships for building careers

, 197

New career horizons

, 138–139

Non-monetary incentives

, 220

Nonlinear approach

, 196–197

Normative preference of career shape

, 105

Normative scenario-method

, 120

Occupational analysis

, 189–190

activities

, 201–202

career specialists shape careers

, 196–197

communication processes

, 197

consequences and influences

, 199

exploring personal profile

, 190

limitations

, 200–201

networking relationships for building careers

, 197

outcomes of prototyping process

, 194–196

project and substance

, 198–199

resources

, 199–200

Office spaces

, 24

Ontological expansion

, 85

Openness value organisational processes

, 224

Opportunistic learning

, 155

Opportunity-seeking strategies

, 54–55

Opus framework

, 183–189

Organisational commitment

, 162

Organisational learning

, 221–223

Organisations

, 27

Oscillation orientation

, 73–74

Pedagogy

, 30

People assert

, 198

People-centred career design

, 139–140

People’s decisions

, 118

Perceptions

, 52

Persistent interest properties

, 160

Person’s identity

, 61

Personal career values

, 186–187

Personal disappointment

, 63

Personal disruption

, 78–79

Physical preference of career shape

, 105

Physical workplaces

, 24

Place

, 24, 26

Portfolio careers

, 21

Positive learning relationships

, 74

Post-hoc rationalisation

, 65

Post-prototype career design

, 202–203

Pre-emptive CSR strategy

, 214

Problem posing

, 28

Problem solving strategies

, 75, 107

Problem-finding

, 107

Producing outcomes

, 83

Productive thinking

, 107

Professionalisation

, 19

Profitability

, 214

Prognostic scenario-method

, 120

Progressing career

, 173

Protean career

, 211–212

Prototyping

, 172–173, 179

envisioning ideal career through

, 173–176

process

, 195–196

workshop

, 183

Psychological perspective

, 7–8

Psychological preference of career shape

, 105

Qualities of mindsets

, 150

Readiness to overcoming career adversity

, 78–79

Real-time personal interaction

, 80

Reality

, 69–70

Reciprocity

, 197

Reflection process

, 151

Reflective practice for career thinking

, 66–72

Reflective thinking

, 49–50

Reinforcing career

, 173

Resilience

, 79

Responsibility

, 49

Restoration orientation

, 73–74

Risk

, 33

Role-constrained learning

, 155

Role-playing scenarios

, 189

Satellite offices

, 24

Scenario designing

, 119–122

Selected career domain area (SCD)

, 115

Self-awareness

, 49, 66

Self-belief

, 75

Self-discovery

, 75–76

Self-evaluation process

, 148

Self-protecting strategies

, 65

Self-reflection

, 114

Self-reflective practice

, 59

Sense of community

, 25

Shared attitudes and beliefs

, 222

Shared career knowledge development

, 221–223

Shared cognitions

, 222–223

Shared learning

, 222–223

Sharing of practices

, 80

Single-loop learning

, 50, 152, 157

Situational learning

, 155

Skill. See also Knowledge

analytical

, 115

craft

, 20

development

, 19

gaps

, 190–194

influence

, 80

interpersonal

, 51–52

intrapsychic

, 51–52

social

, 80

synthetic

, 115

Smart choices

, 148–149

Smart speculations

, 189

Social networks

, 80

Social preference of career shape

, 105

Social responsibility

, 20

of enterprises

, 217–218

Social skills

, 80

Sociological literature

, 7–8

Sociology of careers

, 17–19

Socratic Method

, 27

Solutionism

, 27–28

Specialisation

, 19

Specialism

, 20

Specific, measurable, assignable, realistic and time-related goals (SMART goals)

, 201

Stakeholders

, 69, 194–197

interests

, 214

Stimulating career

, 173

STOPPEL approach

, 159

Storytelling

, 106

Strategic investment domains

, 218

Strategic planning process

, 217

Strategising of career

, 101–102, 109–110, 116

career choice, transition and design

, 102–107

career problem solving

, 107–109

imagination

, 116–119

knowledge

, 118–119

metaphors

, 111–115

questioning

, 111

scenario designing

, 119–122

Structuring career guidance

, 144

Synthetic skills

, 115

Tacit knowledge

, 84–85

Tacking

, 60

Task-related knowledge

, 222

Task-specific knowledge

, 222

TedX

, 70

Temporal discounting

, 71–72

Thinking in-contradiction approach

, 76–78

360 degree thinking

, 75–76

Time

, 24, 26, 73

Trust

, 80–81

Turning points

, 46–48

Twitter

, 176

Unbounded learning

, 222

Uncertainty

, 34–35, 77, 101

Understanding

, 115, 221–222

emotions

, 51–52

Unemployment

, 17, 29–30, 36, 69, 216

Universal archetypes

, 177

Universal values model

, 186–187

Value

, 31, 186

personal career

, 186–187

propositions for career people and designers

, 187–188

Vision of career

, 184–186

Vocational approach

, 7–8

Volunteering

, 56

Well-being

, 83–85

Work

, 6–7, 10, 14–17, 212

access to

, 16–17

design criteria

, 22

Work-integrated learning

, 197, 199–200

Workforce

, 12–14

Working

, 14–17

towards career 
pre-prototype

, 195

towards career-prototype

, 196

conditions

, 53

from home

, 24

remote

, 25

Workplaces

, 9, 14–17, 25, 78

community sense

, 25

culture

, 26, 161

digital

, 23

generations in

, 24

physical

, 24

tacit knowledge in

, 84