Modern and Postmodern Career Theories: The Unnecessary Divorce

Postmodern approaches to career counseling are becoming increasingly popular. Part of the impetus for the postmodern view has involved perceived problems in the assumptions and application of the modern approach. Two points of view have emerged: (a) the modern and postmodern approaches are incompatible, and the postmodern approach is superior to the modern approach and (b) the modern and postmodern approaches are compatible, each with specific benefits and limitations, and individual needs and cost-effectiveness should govern the decision of which approach to use. Key issues to examine in this discussion are standardized career assessment, aggregate career information, matching, and cost-effectiveness. The postmodern approach has made important contributions to the delivery of career resources and services. Theorists, researchers, and practitioners who have advocated a postmodern view have helped those espousing a modern approach to think critically about what individuals need and how they can be best served. However, potential problems can occur when these two conceptual approaches are viewed as mutually exclusive. Problems can result when emphasis is placed on the differences between modernism and postmodernism, the problems associated with the modern approach, and the benefits associated with the postmodern approach. Creating winners and losers in this discussion is detrimental to the profession and the mdividuals being served. This article begins with an examination of modernism and postmodernism in terms of career assessment, career information, matching, and cost-effectiveness and concludes with a discussion of the importance of integrating modern and postmodern career theory, research, and practice. Issues Related to Using Standardized Career Assessments and Aggregate Career Information The use of standardized career assessment and aggregate career information from multiple sources is typically identified as part of the modern approach. Two potential problems are usually identified with these resources. The first potential problem is that both individuals and the labor market have changed radically and are now too fluid for assessment and information variables to remain stable over time. Changes have undoubtedly occurred; however, the changes are not at all uniform. Whereas Web designers did not exist 15 years ago, the work of a veterinarian has not changed much with the exception of new technology used to provide medical care. This problem of variability in some of the data can be solved for the most part by investing the funds necessary to keep standardized assessments and aggregate information up to date. The second potential problem with standardized career assessments and aggregate career information from multiple sources is that a standardized assessment represents someone else's construction of reality, and reality needs to be constructed by each individual on the individual's own terms. Standardized assessments and aggregate career information developed from someone else's experience can be misused by individuals who uncritically accept what they read, especially when they want quick and simple answers to complex problems. Allowing or encouraging individuals to use assessments and information in this way is certainly not good practice. Career assessments and career information should be used as one source of information, among other sources, to help individuals construct their perceptions of themselves and their opportunities in an informed and careful way within their social context. Issues Related to Matching Matching individuals with occupations or educational options has been identified as a component of the modern approach. Matching is sometimes criticized for the historical practice of the matching being done by the practitioner for the individual. Even in countries in which this practice was common in the past, practitioners and policy makers are now realizing that individuals need to learn how to make their own decisions if they are to remain employable because lifetime employment is no longer the norm. …