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 two initiatives developed by Sears that were designed to align career development with business goals: goal cascading, in which individual performance goals were used to determine needed skills and knowledge; and proactive career planning, a guide for career management developed when the corporation underwent significant organizational…

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)

Existing computer-assisted career guidance systems based on the linear career model are no longer adequate. Sometimes they may be accessed in less-controlled settings, raising ethical questions. Counselors must examine their mindsets, assumptions, interventions, and practices to reflect the new world of work. (SK)

Describes a program designed to help people develop continuous personal development as a life-at-work strategy for dealing with a continuously changing world. (JOW)

Suggests that the career self-reliance model that proponents represent as a model shift, has, in reality, been the cornerstone of U.S. economic life for the last two centuries. Discusses the valuable precepts of career self-reliance as a useful counseling model as well as its serious, unexamined flaws. (JOW)

The Self-System-Synergy model provides the philosophical framework for the concept of career resiliency, which has become the basis for many organizational initiatives. The three elements are self-reliance (the power of personal beliefs), interdependence (the connectedness of multiple systems), and self-renewal through continuous learning. (JOW)

Paul Stevens' model of career development--a holistic approach to work and personal life as the components of a career--was adapted for use at Australian Guarantee Corporation. The strategy included internal promotion, use of focus groups to identify staff issues, pilot workshops, executive support, linkage with other human resource functions, and…

Career development activities are being linked to business goals at Tektronix on the basis of the following principles: full truth, win-win, personnel confidentiality, and mandatory training and development. (JOW)

Includes "Introduction" (Sommerstein); "Understanding the Older Worker: Physical and Emotional Factors" (Myers); "Changing Work Environment" (Dennis); "Expectations versus Reality" (James); "Late Life Addiction Response and the Role of Career Planning" (Britton); "Case Study of a…