The unemployment benefits by the Department of Work

The link between career adaptability and motivation to find new employmentLatest statistics (recorded from August 2017 to October 2017) show that the unemployment rate in the United Kingdom is currently 4.3 percent which is the lowest it has been since the great recession of the late 00s and was last matched in 1975 (Office of National Statistics, 2018).  Britain’s employment minister Damian Hinds says that “Unemployment is low, employment is high and there are over three quarters of a million vacancies” (Khan, 2017)My research aim to explore the link between career adaptability and the motivation and abilty for unemployed people to find new employment.  Are people more willing to accept jobs that they previously would not considered?  Do they feel more pressure to go into sectors they would not have previously considered due to the stricter regulations put on those claiming unemployment benefits by the Department of Work and Pensions?  Career adaptability is a relatively new concept however features of it do link to career theories which have been around for much longer such as John Ktumboltz’s theory of planned happenstance (1999) and Donald Super’s theory of Career Development (1953).I have noticed that in my own career path, and also those of many other people that I know in my age group, that I have tried jobs and training in various career sectors.  My peers and I were young people (late teens and early 20s) during the time of the great recession of the late 00s.  I will further explore to see if there is a link between the age of the unemployed or newly employed person and their willingness to use career adaptability.  Is it possible that older people (for example those in their 50s and early 60s) who perhaps were young people during times of low unemployment and when a “job for life” was a common concept rather than a dream are more stuck in their ways and less likely to be willing to use career adaptability?  Although unemployment rates are now low are millennials going to be more willing to use career adaptability as employment is less stable than it used to be in previous generations?  Literature reviewI have chosen three peer reviewed papers on career adaptability.Resilience and career adaptability: Qualitative studies of adult career counselling by Jenny Bimrose of University of Warwick, United Kingdom and Lucy Hearne of University of Limerick, Republic of Ireland (2012):This study explores how “the need for the ability to self-negotiate such terrain has become pronounced with global economic recession” (Bimrose and Hearne, 2012) and believes that a career guidance professional should have the ability to empower their clients to manage their own career paths.  This also includes helping their clients to develop skills such as  career adaptability and resilience to enable them with a better chance of success in the labour market.  The study also suggests that resilience and career adaptability are often developed as a response to change as a strategy of coping.  The paper also talks about how career guidance professionals also need to develop career adaptability and resilience as a way to cope with the changes that have come as a result of the global economic recession (for example their organisations becoming more target-driven and under resourced).  The findings in this paper were drawn from qualitative research which took place over a period of nine years (2003 to 2012) involving 131 participants (119 of which were career service clients and the remaining 12 were career guidance professionals) in Norway, England and the Republic of Ireland which was divided into four studies.  These studies investigated different features of career guidance interventions by using qualitative methodologies.I believe that this research paper is useful at showing the effects of using career adaptability due to the methods of research used by Bimrose, Hearne and their colleagues.  Two of the studies were conducted over a period of several years; one study was carried out in England between 2003 and 2008 (Bimrose, Barnes, Hughes and Orton, 2004) and the other was carried out in Republic of Ireland between 2005 and 2009 (Hearne, 2010) and both followed the same clients and how they experienced their career progression (or changed due to career adaptability) over this period.  Results showed that one individual from this study had undertaken several different jobs unrelated to her original career (teaching) and although had not re-trained had shown career adaptabilty by doing “what she had needed to do in order to get by” although “this was taking its toll in terms of her dissatififaction with her current position and feelings of disoreitation about the future” (Bimrose and Hearne, 2012).  Another indivdual in the study demontrated career adapability by undertaking study (first a foundation course then a degree) and having to learn to overcome barriers such as money worries, his own confidence and dealing with other students. The third study used a retrospective evaluation of career adaptability (Bimrose et al, 2010) and was carried on from a study of changes in career development across ten European countries (Brown et al, 2010).  The study was conducted in England and Norway using 32 people from each country.  Results shown that two individuals from this study, one from each country, had shown career adaptability and resilience by willingly transitioning into different careers.  The forth study was of 12 career guidance professionals in the Republic of Ireland and England and conducted over a three month period in 2012.  The study shown that some of these indivduals had reported having weariness and symtoms of mental illness.  Three of the indivduals studied felt like they would be able to cope with their job over a long period of time.  Career Adaptatability: An Integreative Contruct for Life-Span, Life- Space Theory, Mark L. Savick 1997MethodologyI carried out the literture search for this topic by using keywords on both locate and google scholar.   I am planning to approach an employment service (such as Jobcentre Plus or a third party company contracted by Department of Work and Pensions) to recruit volunteers.  I will aim to get a range of volunteers from various age groups and lenght of unemployment in order to get the most accurate results for my research.  I will also be looking at the research which has already been done on the topic to see how my results relate.