David Stern argues that some basic features of the American high school must be modified if it is to serve all students successfully. He notes, for example, that only three-quarters of U.S. high school students graduate four years after beginning ninth grade and that the National Assessment of Educational Progress found no improvement in reading…

Chronicles the business rationale, the cross-functional commitment, and the process of designing and launching a well-integrated career development program at Monsanto. (JOW)

Describes the evolution of the Adult Career Concerns Inventory into an instrument that assesses adults' awareness of tasks associated with career adaptability. Practical applications and future research directions are discussed. (SK)

Suggests that effective career development requires changes in organizational systems as well as personal responsibility. Offers steps to manage both. (JOW)

This article on career mobility of deaf adults identifies six categories of mobility: labor force, interoccupational, intra/interindustrial, intraoccupational, earnings, and vertical. To promote mobility potential, deaf adults are urged to increase their reading ability, pursue the highest academic degree possible, and select careers in which…

Success in today's economy means throwing out the old career rules. The "noncareer" career is driven by passion for the work and has the fluidity and flexibility needed in the contemporary workplace. (JOW)

Offers six ways to rise in a career: (1) love what you do; (2) never stop learning; (3) try to get international experience; (4) create new business opportunities; (5) expect more raises, few titles, and fewer people reporting to you; and (6) be outstanding at what you are doing now. (JOW)

Examines four different ways of using career assessment instruments: (1) compass--there is a single "right" career for everyone; (2) credential, the need for competency testing; (3) process, career development is an ongoing series of choices; and (4) empowerment, the responsibility of the counselee for planning a career. (JOW)

Portfolios provide documentation of the past and a guide to the future. Participation in the portfolio process implies that owners must become career negotiators, taking responsibility for their own development. (JOW)

Knowledge workers must take responsibility for managing their own careers. They are challenged to gain a better understanding of themselves so that they will know how and when to change the work they do. (Author/JOW)

Describes a career development initiative that was an integral part of a major culture shift within Union Pacific Resources. Discusses how cross-functional change agent teams helped set employee expectations and build a culture within the organization. (JOW)

Five career transition points for planned mentoring are career awareness, preparation, orientation, opportunities, and advancement. Successful mentoring should discard concepts of informal mentoring, be customized, be part of a larger context, give participants a sense of ownership, and be inclusive. (SK)

Presents an overview of best practices in the content of organizational career development programs, the approach used to provide these services, the issues applicable to the organization, and the needs of the individual. (JOW)

Until about two decades ago, researchers considered career maturity primarily in terms of adolescents who struggled with the tasks that, when successfully completed, resulted in a viable career choice. Previously it has been suggested that the term "career adaptability" should replace the term "career maturity" in the study of adult vocational…

The "web of work" is made up of 12 basic human needs: home/shelter, family/kinship, learning, community, spirituality, social relationships, leisure, economic security, transportation/mobility, health, work/career, and environment/safety. Understanding it can contribute to stability, security, and appreciation that work is not only a job but a…