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CHAPTER 9
Changing patterns of guidance, learning and careers of older workers in Europe 169

career workers career guidance which could extend the length of their careers.
One benefit could come from an increased willingness to continue working after
a career shift for some, while others could also value the career guidance
process for affirming them in their current path. Job mobility for some individuals
in a range of contexts could act to support upskilling, reskilling, employability
and integration of older workers for longer in the labour market. From a policy
perspective access to career guidance services at times of transition appears
crucial for positive outcomes for individuals and the labour market.

9.1.3. Changing understandings of career development
The nature of career development has changed and continues to change.
Osipow and Fitzgerald distinguish between career choice as a point-in-time
ʻeventʼ and a developmental ʻprocessʼ over a longer period (1996, p. 54), while
others emphasise career as ʻthe evolving sequence of a personʼs work
experiences over timeʼ (Arthur et al., 1989, p. 8). Young and Collin argue that
ʻoverall, career can be seen as an overarching construct that gives meaning
to the individualʼs lifeʼ (2000, p. 5). Differences in the interpretation of concepts
and terminology in this area extend to cultural, linguistic and methodological
differences (Van Esbroeck and Athanasou, 2008). Ball (1996) recognises that
individuals are able to take responsibility for their own career choices and
decisions and to achieve this effectively, individualsʼ ability to review and
reflect upon their career transitions needs to be developed. Through a process
of self-reflection and evaluation, individuals become more comfortable and
confident in their decisions (Gati and Saka, 2001); aware of their particular
skills (Boyatzis et al, 2000; Gati and Saka, 2001); and are able to identify
preferred outcomes and goals (Boyatzis et al., 2000).
The process of self-reflective evaluation (sometimes prolonged), that is
characteristic of this career decision-making style, is closely linked to
development of greater levels of self-awareness and self-knowledge, with
individuals using this as the basis for future action and decisions. However,
individuals who take unexpected opportunities and tried (often successfully)
to turn them to their advantage are described as engaged in a process of
opportunistic career decision-making. These individuals exploit opportunities
rather than make active choices about work (Banks et al., 1992; Bimrose et al.,
2008). Clientsʼ career plans could seem vague, undecided and uncertain. This
resonates with the concept of ʻplanned happenstanceʼ that encourages
receptiveness to randomly occurring opportunities that could be critical in
shaping careers (Mitchell et al., 1999) and the need for practitioners to place
greater importance on context (Bright et al., 2005).