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Relevant bibliographies by topics / Acting career

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Academic literature on the topic 'Acting career'

Author: Grafiati

Published: 4 June 2021

Last updated: 28 July 2024

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Journal articles on the topic "Acting career"

1

Hughes, Pat. "Acting to help your career." Nursing Standard 13, no. 47 (August 11, 1999): 61. http://dx.doi.org/10.7748/ns.13.47.61.s56.

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Zimnica-Kuzioła, Emilia. "Acting Career and its Determinants in the Social World of Professional Theater in Poland." Konteksty Społeczne 8, no. 1 (November 20, 2020): 48–69. http://dx.doi.org/10.17951/ks.2020.8.1.48-69.

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The article is an attempt to answer the question about factors affecting the trajectory of an acting career. The author confronts the objective dimensions of a career with a subjective concept of success, clarified by the participants of the social world of theater themselves. The empirical basis of the work are free interviews conducted by the author with actors of Polish public drama theaters (in 2015–2017) and journalistic interviews with theater artists published in books and popular monthly magazines in the last two decades of the 21st century. All sources were subjected to qualitative content analysis. It shows that in addition to talent, which is the basis of an acting career, hard work is also important. The actors pay attention to personality aspects – charismatic people with a natural ability to attract attention have a greater chance of success. The cultural capital of the stage artist and social capital (the relevant role of linking artistic careers) are not without significance for the course of the acting career. Actors also say a lot about coincidence of events, but it is worth remembering that “you have to be good to be lucky”, you have to be more motivated and determined. The author also tries to answer questions whether awards actuate the course of acting career and whether migrations are an opportunity for creative progression.

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Okay-Somerville, Belgin, and Dora Scholarios. "Coping with career boundaries and boundary-crossing in the graduate labour market." Career Development International 19, no. 6 (October 7, 2014): 668–82. http://dx.doi.org/10.1108/cdi-12-2013-0144.

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Purpose – The purpose of this paper is to explore the nature and role of career boundaries for enabling/constraining career self-management (CSM) for occupational boundary-crossing in the UK graduate labour market (GLM). Design/methodology/approach – The data are provided by career history interviews with 36 UK graduates. The analysis contrasts transitions for those who started careers in low-, intermediate-, and high-skilled segments of the labour market. Findings – Availability of development and progression opportunities were the most prominent career boundary experienced. Ease of boundary-crossing differed by career stage and educational background. Boundaries enabled CSM by acting as psychological/external push factors, but push factors only aided progression to high-skilled segments for a third of graduates who started careers in underemployment. For the rest, an adaptation of expectations to labour market realities was observed. Research limitations/implications – Although career history interviews limit generalisability, they contextualise boundaries and deepen understanding of career actors’ subjective experiences and responses. Practical implications – The study highlights the role of labour market and demand-side constraints for career transitions as well as proactive career behaviours. This has implications for career counsellors, employers, and individuals. Originality/value – This paper provides a distinctive “boundary-focused” analysis of emerging career boundaries in the GLM. The findings point to the intricate interplay between structure and agency for career development.

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Pesch, Kathryn M., Lisa M. Larson, and Matthew T. Seipel. "Career Certainty and Major Satisfaction." Journal of Career Assessment 26, no. 4 (August 2, 2017): 583–98. http://dx.doi.org/10.1177/1069072717723093.

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Information-seeking is conceptualized by multiple career decision-making models but has received insufficient attention in the literature. This may be in part due to the difficulty in assessing the amount of information students have acquired about their chosen careers (i.e., their level of occupational knowledge). The present study, sampling 316 college students, modeled this process, with career exploration activities and occupational knowledge as exogenous variables. We expected both exogenous variables to directly and indirectly relate to career certainty and major satisfaction, with self-perceived occupational knowledge, occupational information self-efficacy (defined as the self-efficacy of seeking occupational information during the career decision-making process), and interest congruence acting as mediators. Results showed that career exploration activities indirectly related to the two outcome variables through both self-perceived knowledge and occupational information self-efficacy. Occupational knowledge only related to interest congruence; the latter did not relate to either outcome variable. This study was the first to objectively assess college students’ knowledge of the careers they were actively pursuing and the first to examine that construct along with other important career decision-making variables.

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Chen, Charles P., and Komila Jagtiani. "Helping actors improve their career well-being." Australian Journal of Career Development 30, no. 1 (March 24, 2021): 55–63. http://dx.doi.org/10.1177/1038416220983945.

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It is generally assumed that visible actors in the performing arts industry maintain overall wellness despite the knowledge that an actor’s life is often characterized by instability. While an actor’s performance is often critiqued subjectively and critically, the variety of occupational risks associated with an actor’s well-being is less closely examined. Prior research suggests those working within the acting profession experience significant levels of distress. As a result, this article, first, aims to address the issues confronting the actor, in particular, anxiety associated with erratic employment, vulnerability to adverse working conditions, and conflict in identity owing to the impact of acting coupled with the effect of economic insecurity. Second, the paper follows with a consideration of key counselling theories to help strengthen this diverse group’s personal well-being and career prospects. By examining counselling interventions, the application of these theories can allow actors to develop optimally in acting industries worldwide.

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Gander, Michelle. "Professional staff in universities: Career needs, values, attitudes and behaviours." Australian Journal of Career Development 27, no. 3 (September 24, 2018): 160–71. http://dx.doi.org/10.1177/1038416218775746.

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This article outlines a concurrent complementarity, mixed methods research design to explore the careers of university professional staff through the application of a contemporary career profile framework. Two hundred and twenty-six participants from Australia and the UK completed a multi-method questionnaire. Integration occurred at three points: the conceptualisation stage using a multi-method instrument; the experiential stage where the quantitative data results acted as a priori themes for the theoretical thematic analysis; and the inferential stage where both convergent and divergent triangulation of the results took place to provide a broader and deeper understanding of the phenomenon under study. This methodological design aims to demonstrate the usefulness of mixed methods in carrying out careers research. The findings extend the career profile theory by highlighting individual needs, related behaviours and outcomes and by suggesting that there are various psychological mechanisms acting to drive career behaviours.

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Matthews, Robert J. "A Theory for Everything? Is a Knowledge of Career Development Theory Necessary to Understand Career Decision Making?" European Scientific Journal, ESJ 13, no. 7 (March 31, 2017): 320. http://dx.doi.org/10.19044/esj.2017.v13n7p320.

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Career decisions are complex ones. Whether clients plan their career in a systematic way, carefully considering their options and making an informed choice or build their careers their own way seizing opportunities, taking chances and profiting from chance and serendipity, career guidance professionals need a least a cursory knowledge of career development theory to adequately understand these decisions. As practitioners, we do not work with homogenised groups, we work with individuals with varying levels of internal and external constraints on career choice. Career decisions are not always made in a considered and informed way. Evidence from Brimrose (2006) suggest that only 25% of the population use a strategic or rational approach to career decision making. In fact, Gladwell (2005) suggests intuitive decision making may be more effective. As Mitchell (2003) attests careers are seldom planned but are often developed by being aware of and acting on the landmarks that appear on the way (Mitchell, 2003, p.4). This dichotomy has led to certain amount of ambivalence to career theory from practitioners. Kidd, et al, (1994) found that practitioners were virtually unanimous in their dismissal of the value of theories of guidanceit was frequently described as airy-fairy or wooly (Kidd, et al, 1994, p.391). Closs (2001) argues that practitioners should focus on meeting the needs of clients and not concern themselves with theory. While development theory can attempt to explain the past experiences, quantifying chance and clients ability to profit from it, is more difficult. However, an understanding of career development theory can help us adapt our professional practice to individual need.

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Hofmann, Kay H. "Television Serials as Career Stepping Stones: An Empirical Analysis of Employment Paths of Professional Actors." Schmalenbach Journal of Business Research 73, no. 3-4 (November 9, 2021): 501–25. http://dx.doi.org/10.1007/s41471-021-00119-3.

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AbstractGuided by cultural labor economics, the paper analyzes the career paths of former actors from popular television soap operas, and addresses in particular, if and under which conditions such serial engagements may function as a stepping stone for a subsequent professional acting career. A novel database of 396 German artists with detailed and long-term biographical information is used for the quantitative empirical analyses. The results indicate that soaps, contrary to popular opinion, function as a stepping stone, especially for younger actors. However, soap engagements should be rather short but long enough to allow artists to play multiple roles in other shows or films besides being in the cast of a soap. While formal acting education does not influence soap actors’ future filmographies, there is evidence that it helps artists to find jobs in arts-related occupations such as voice acting. Finally, publicity and media presence foster a later acting career. Practical implications for artists and their managers are outlined, along with a discussion on the meaning of serials for the creation and commercialization of stars.

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Lincoln, Anne E. "Sex and Experience in the Academy Award Nomination Process." Psychological Reports 95, no. 2 (October 2004): 589–92. http://dx.doi.org/10.2466/pr0.95.2.589-592.

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Research has indicated significant age differences between male and female Academy Award nominees and winners. However, this discrepancy may be associated with sex differences in actors' ages when they first begin their acting careers. The present research uses event history analysis to investigate the duration of Academy Award nominees' careers from career start (first film) to first three Academy Award nominations. Analysis suggested controlling for an actor's age at first film explains the sex-age disparity between Academy Award nominees and winners.

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Sparling, Steven. "Motivation to Act." Journal of Arts Entrepreneurship Education 3, no. 2 (December 31, 2021): 16–37. http://dx.doi.org/10.46776/jaee.v3.91.

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COVID-19 has had a devastating impact on the global performing arts, particularly for live performance, such as theatre. Graduating actors and musical theatre graduates have faced a scarcity of opportunities to launch their careers, and this is having a negative impact on their motivation and mental health. This article draws upon qualitative research gathered in 2015 with mid-career UK actors to codify the reasons or motivations for pursuing acting as expressed by the research participants. Ten different motivations to act were identified. Using theories of flow and self-actualization, this research evaluates the stated motivations to assess which might be sustainable in light of COVID-19 constraints on acting production and which motivations might contribute towards negative mental health. This is positioned for the arts entrepreneurship educator as a classroom exercise to help students articulate their motivations and as a way to open dialogue about personal resilience, mental health and structural inequality within the performing arts. The aim is to help position graduates more strongly towards sustainable career paths.

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Dissertations / Theses on the topic "Acting career"

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Krueger, Tonia. "Jessica Tandy : a twentieth century acting career /." The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486463321625118.

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Fakir, Zaida. "The relationship between career anchors and job satisfaction amongst employees within a leading Retail organisation in the Western Cape." Thesis, University of the Western Cape, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_7220_1361367676.

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In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees&rsquo
level of motivation and job satisfaction (Ellison &
Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder &
Coetzee, 2006). Career anchors can be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their
career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based
on Schein&rsquo
s 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job satisfaction.

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Winters, Katherine Elaine. "Career Goals and Actions of Early Career Engineering Graduates." Diss., Virginia Tech, 2012. http://hdl.handle.net/10919/26550.

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Much of engineering education research focuses on improving undergraduate engineering education. However, in order to help new engineers prepare for and successfully transition to the workplace, and therefore improve retention within the engineering practice, it is vitally important to understand the experiences of these early career engineers. The purpose of this study is to identify and explain the career goals and actions of early career engineering graduates. To accomplish this goal, this research addressed the question â What factors influence early career engineering graduatesâ career goals near the end of their undergraduate engineering studies, career-related actions taken in the subsequent four years, and their future career plans?â Data were predominantly qualitative. Thirty participants were interviewed and surveyed near the end of their undergraduate studies, then completed pre-questionnaires and an interview as early career engineering graduates. Participants were graduates from three different universities and were diverse with respect to sex, race, and undergraduate major. Data analysis was framed by Social Cognitive Career Theory, as developed by Lent, Brown, and Hackett, and followed case study methods. Results show that early career engineering graduates had diverse goals and interests, but similar influencing factors. They generally wanted to find appealing work and acted towards that goal. Relationships with faculty and expectations of positive outcomes heavily influenced participantsâ decisions to pursue graduate degrees, and family commitments geographically constrained career choices while also increasing the desire for stability. The economic downturn impacted job availability for most participants, but many participants were able to broaden their career searches to find interesting and fulfilling work. Participants that exhibited an ability to adapt to changing conditions reported the greater levels of satisfaction with their careers. The findings of this research provide important information to engineering educators and employers as they mentor the next generation of engineers, and early career engineering graduates themselves as they seek to achieve their goals.
Ph. D.

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Shililifa, Wycliff. "An Exploratory Study on the Career Stages and the Career Development Needs of the Namibian Police." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3408_1283516272.

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This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.

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Einstein, Elena. "Active engagement in professional trade associations and career outcomes| An exploratory study of Latina career women." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10182307.

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Of the research on work-life balance and on the challenges facing women in the workplace, few studies have focused on the impacts of professional business trade associations on career outcomes and the development of work-life balance strategies with a Latina population. This phenomenological study explores the life experiences of Latinas to understand the challenges they encounter in their careers and in their aspirations for career advancement. The study applied the life-story framework (Giele, 2008), which offered questions from the four life course dimensions: identify, relational style, motivation and adaptive style. A question was added to this framework for this study with the intent to explore the strategies that women employ to achieve work-life balance in their life (Weber, 2011). Additionally, the study sought to obtain insight into how professional business trade associations, such as the Association of Latino Professionals For America (ALPFA), facilitate forming relationships that create support systems and strategies for managing careers, families and the demands of their communities. The participants (15) were selected from career Latinas who are currently employed or self-employed and actively engaged in leadership roles within the professional business trade association ALPFA. NVivo software was utilized to perform the analysis. The findings indicate that as Latinas they identified with their family and culture. They relied on their family support and that of mentors and networks for learning how to navigate their career choices beginning with college. Career goals were driven by their family socioeconomic situation, family feelings about education, and a strong desire to be successful. Active engagement in leadership roles is attributed to providing opportunities for growth, mentorship, and career advancement. Lastly, the women shared several strategies such as exercise, earning trust in the workplace, support circles, and setting priorities for coping with work-life balance.

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Sawitri, Dian Ratna. "Effects of Parental Contextual Influences on Adolescent Career Aspirations and Career Actions in a Collectivist Cultural Setting." Thesis, Griffith University, 2013. http://hdl.handle.net/10072/366578.

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Using a series of three studies, this research program had three objectives: (1) to develop a new measure to assess congruence between parents and their adolescents regarding career matters, (2) to test the cross-sectional associations between selected proximal parental contextual variables (i.e., parental career expectations and adolescent-parent career congruence) and career aspirations and career actions of planning and exploration within the social cognitive career choice model, and (3) to investigate the longitudinal relationships among the study variables. All studies were based on children from a collectivist cultural context (i.e., Indonesia). This research program has been structured around three empirical studies reported in three journal articles.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Griffith Health
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Van, Sittert Vanessa. "The relationship between personality preference and career anchors amongst police officers within the Western Cape." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8837_1255683696.

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The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.

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Hedberg, Henry E. "Technology integration professional development for teachers strategies for action /." [Denver, Colo.] : Regis University, 2008. http://165.236.235.140/lib/HHedberg2008.pdf.

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Orchard, Patricia. "An examination of learner-centered professional development for reluctant teachers." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4835.

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Thesis (Ed. D.)--University of Missouri-Columbia, 2007.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on September 28, 2007) Vita. Includes bibliographical references.

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Pallin, Anna. "Ett vägledande fält : En kvalitativ studie om unga vuxnas internetanvändning i studie- och karriärval." Thesis, Umeå universitet, Institutionen för tillämpad utbildningsvetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-165534.

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This qualitative study is focused on young adult students’ experiences and perspectives of using websites for career information and guidance, and how that may impact their horizon of action in career decisions. Collection of data were made through interviews with college students from different faculties of Umeå University. All interviews were transcribed and compiled into various themes which were analysed with the perspectives of Digital literacy, Careership theory and the Chaos theory of careers. The result emergence the importance of students approaches on web-based information and their capacity of using it in their benefit. According to the student’s digital usage, which is categorized into simple and more advanced processes, perceives that digital literacy and personal characteristics may affect their use of career websites. The study concludes that internet is one of many social fields that influence the horizon of action and that the role of career websites depends on individual approaches and attitudes to several fields. For the work of career practitioners this study contributes with an insight about possibilities and risks that may come with student’s digital usage in career purpose. Therefore, this study also shows the requiring of further research in the area of career guidance and internet.

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Books on the topic "Acting career"

1

Alterman, Glenn. Promoting your acting career. New York: Allworth Press, 1998.

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Vilga, Edward. Acting now: Conversations on craft and career. New Brunswick, N.J: Rutgers University Press, 1997.

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Evans, B. Y. The right contact for your modeling/acting career. Sherman Oaks, Calif: E.E.I. Pub., 1998.

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Joanna, Lipari, ed. The actor: A practical guide to a professional career. New York: D.I. Fine, 1987.

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Jeffri, Joan. Artists' Training and Career Project--actors: Report. New York: The Center, 1992.

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O'Neil, Brian. Actors take action: A career guide for the competitive actor. Portsmouth, NH: Heinemann, 1996.

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Hines, Terrance. An actor succeeds: Career management for the actor. Hollywood, CA: S. French, 1990.

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Hines, Terrance. An actor succeeds: Career management for the actor. Hollywood, CA: S. French, 1990.

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Biron, Deborah. Secrets for a successful commercial acting career in the San Francisco Bay Area. [Hayward, CA: D. Biron], 1998.

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Chaplin, Beth. The acting biz: A career guide to the Twin Cities. Minneapolis, Minn: Kirk House Publishers, 2010.

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Book chapters on the topic "Acting career"

1

Tucker, Patrick. "Career thoughts and epilogue." In Secrets of Screen Acting, 216–24. 4th ed. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003328070-14.

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Barton-Farcas, Stephanie. "Further Artistic Career Options in the New Century with New Technology." In Acting & Auditioning for the 21st Century, 141–48. New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781351131551-16.

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Savickas, Mark L. "Designing Projects for Career Construction." In Counseling and Action, 13–31. New York, NY: Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4939-0773-1_2.

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Collins, John M. "Structured Advisement and Career Discernment VIA ePortfolio." In Catalyst in Action, 57–69. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781003443384-5.

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Toch, Hans, and Kenneth Adams. "The prison careers of mentally ill women." In Acting out: Maladaptive behavior in confinement., 363–86. Washington: American Psychological Association, 2002. http://dx.doi.org/10.1037/10494-015.

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Young, Richard A. "A Contextual Action Theory of Career." In Handbook of Innovative Career Counselling, 19–33. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22799-9_2.

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Flum, Hanoch. "Career and Identity Construction in Action: A Relational View." In Counseling and Action, 115–33. New York, NY: Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4939-0773-1_7.

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Watson, Jeanne C. "Emotion-Focused Psychotherapy: An Alternative Framework for Career Counseling." In Counseling and Action, 135–48. New York, NY: Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4939-0773-1_8.

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Ankurdeep and Chandranshu Sinha. "Curious Case of Career Development Program in Contemporary Organization." In Management in Action, 45–51. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003403043-8.

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Hambly, Liane, and Ciara Bomford. "Goals and actions." In Creative Career Coaching, 97–109. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781351006422-8.

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Conference papers on the topic "Acting career"

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Santos de Santana, Thalia, Alexandre Ferreira Lopes, Ramayane Bonacin Braga, and Adriano Honorato Braga. "Permanência e Êxito em Cursos de Computação: Uma Análise Quantitativa em Nível Técnico e Superior." In Computer on the Beach. Itajaí: Universidade do Vale do Itajaí, 2020. http://dx.doi.org/10.14210/cotb.v11n1.p317-320.

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The permanence and success of students in computer-related courseshas a direct impact on the job market. Evasion is one of theobstacles in computing, thus corroborating the absence of qualifiedprofessionals in the face of high Brazilian demand. This paper aimsto analyze motivations for students to enter and stay in computerrelatedcourses, both at the technical and higher levels in a publiceducational institution. To this end, questionnaires were appliedto incoming students and to complete their respective courses in2019. The study presents a quantitative analysis related to objectivequestions, in order to contribute to the evaluation and verificationof the profile of students in the area, career prospects, and acting incomputing, as well as reflections on academia in vocational training.

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Da Silva Figueiredo Medeiros Ribeiro, Karen, and Cristiano Maciel. "Meninas e Identidade Profissional: Percepções das Estudantes de Ensino Médio integrado em Informática sobre a área de Computação." In Computer on the Beach. Itajaí: Universidade do Vale do Itajaí, 2020. http://dx.doi.org/10.14210/cotb.v11n1.p309-316.

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The number of women in computing in Brazil is still below the desired, both in higher education and in the labor force. One of the possible approaches to understanding this phenomenon is to conduct qualitative research with female adolescents while they are still forming their beliefs about career and courses paths to follow. This paper aims to understand how the female students of the professional high school in Informatics perceive the area of computer science in terms of basic beliefs about the area and the people who work in it. By investing in researches with this kind of students could help us to understand their perceptions about the computing area, in order to contribute in the research on Women in Computing in Brazil, because these students have already made a first choice for Computer Science as a field of study. This paper presents a qualitative analysis of the perceptions of 60 female students about their beliefs of the area of Computing. We conclude that, although the students are inserted in a professional course in Informatics, they have a limited view on Computing as an acting field.

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Cybal-Michalska, Agnieszka. "Globalization, cultural pluralism and the formation of vocational identity in the world of “boundaryless” careers." In 15th International Conference on Applied Human Factors and Ergonomics (AHFE 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005324.

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The global transformations of the contemporary world, to which all aspects of social and individual existence are subjected, seem inevitable and their complexity difficult to grasp. New opportunities and new possibilities, but also fears and anxieties, are emerging on a micro and macro scale. The specific nature of qualitatively new transformations is not irrelevant to the multicontextual changes in the world of work, which place new demands on workers. This vision implies fundamentally new ways of interpreting the world and making judgements about the condition of the contemporary human being – including the human being as a “manager” of his or her own career. In the knowledge-based economy, it becomes crucial to develop the careers of its members and to invest in a career “portfolio”. Changes in the world of “boundaryless” careers bring the issue of proactive career behaviour of the subject up to date. A distinctive feature of proactive career planning, leadership and management is the awareness of being a subject who takes action in the direction desired for him/herself and influences the reality around him/her by initiating change. Identity is formed in the context of social and cultural influences of the reality undergoing permanent change. Identity styles determined by socio-cognitive processes refer to the individual’s preferences in processing information about the subjective “I”, in making decisions, in choosing strategies to construct or avoid shaping one’s identity and the quality of career decision-making in the world of “boundaryless careers”. In a situation where no a priori career scenario brings a guarantee of success, the investment in a career identified as the “property” of an individual becomes a necessity and demands proactive planning, direction and management. Commitment to an internally defined career can be an important source of crystallisation of the (vocational) identity, which seems to be essential for the development of an individual’s career in the universe of “boundaryless” careers in the reality of the globalising world.

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Cybal-Michalska, Agnieszka. "A world of diverse opportunities – on the need for proactive career capital renewal in the globalizing society." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001852.

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Contemporary discourse on such issues as the quality of the globalizing world providing diverse opportunities, factors determining changes in the social system, and the condition of the human being seeking their place in the reality undergoing permanent change, is one of the most important research orientations. The contemporary social context opens up a wide range of opportunities for individuals to build their own careers. Thus, it seems justified to inquire about the proactivity in the career planning process and to determine whether and how an individual can be prepared to develop, manage, and monitor his/her career to ensure a satisfying experience of oneself and one’s place in the reality of the globalizing world. Contemporary career studies advocate taking into account the process of investing in career capital, the immanent characteristic of which is the subject’s orientation towards proactivity.What becomes an important feature of the individual’s mind is the prospective temporal orientation towards the following: the anticipation of events and their unintended effects, the ability to forecast and plan future actions and to assess the consequences, but above all, the ability to create future desired states of affairs, creating new options of participation and action. Undoubtedly, an important issue that requires inclusion in the course of a person’s life is career development and renewal of career capital. The research on careers means the study of both changes of individuals and changes of organizations, as well as transformations in society. In the discontinuous space-time and heterogeneous system of cultural meanings in the world of global change, career development and the formation of an individual’s own professional identity becomes a cognitive practice based on individual experimentation. The contemporary social configuration in which the search for identity has become a flexible point of reference opens up a range of numerous possibilities for an individual to create his/her own career in the course of life. Continuous development has become an inherent property of career capital renewal. The multiplicity, fragmentation, variability, and complexity, which characterize the organization of social life in the globalizing society, determine changes in the perception of career development and overcoming the tension between the experiences of the past and the possibilities of the future.

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Epurescu, Elena oliviana. "THE CAREER CONSULTANT'S PROFILE." In eLSE 2018. Carol I National Defence University Publishing House, 2018. http://dx.doi.org/10.12753/2066-026x-18-148.

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To advise is to provide the student the opportunity to explore, discover and to clarify the best ways to live his own life, to have a happy existence. Initially, the scope of the councilors has been identified as a reduced one compared to psychotherapy, then the purpose of the two activities to dissociate from a theoretical point of view. Between the two terms there is a significant difference: counseling is a proactive action, while psychotherapy is a postfactum intervention (remedial action, the therapy). Guidance and counselling means all actions performed by optional advisory and training methods, the general and special conditions, subordinated to, from the point of view of the Content, Size of process-orientated technology/education, and from the perspective of the activity of psycho-pedagogical assistance methodological and social teachers, students and parents, designed at the level of the education system, with a view to the correct academic and career options. Guidance and counselling means all actions performed by optional advisory and training methods, the general and special conditions, subordinated to, from the point of view of the content, size of process-orientated technology/education, and from the perspective of the activity of assistance psycho-pedagogical methodological and social teachers, students and parents, designed at the level of the education system, with a view to the correct academic and career options. In Romania, there is still a well-defined ethical framework at the legislative level, Advisor profession ‘borrowing’ a number of ethical rules from psychologists, sociologists, pedagogues. We expect that in the not too distant future, together with the adjustment of the legal framework concerning the advice, to be completed and such professional code, as a sign that the profession has moved beyond the Advisor to the time of interim and won a tight space defined in the professional Romanian.

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Vuković, Zoran. "PRAVNI POLOŽAJ SPORTSKOG AGENTA U PREGOVORIMA." In 14 Majsko savetovanje. University of Kragujevac, Faculty of Law, 2018. http://dx.doi.org/10.46793/xivmajsko.377v.

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Professional sports is rapidly moving in the direction of full commercialization and is a highly profitable business activity worth tens of billions of dollars annually. The professionalization of certain sports disciplines, the multiple increase in the number of transfers and profits in sports, resulted in, inter alia, the emergence of a whole range of new occupations in the sports system. Among them are sports agents who, acting under the authority they have, mediate in sports transfers, or endeavor to bring the sportspersons into a sport organization for the purpose of negotiating the conclusion of an employment contract, or to bring one sports organization in contact with the other for the purpose of negotiating on the conclusion of the transfer agreement. Mediation in sports transfers represents the most common form of activity of sports agents and the typical service they provide to their clients. However, in the conditions of modern sports, sports agents on the contract basis provide their clients with a wide range of other services. These include: representation for the conclusion of various types of contracts, the interpretation of foreign legal regulations (when transferring an athlete abroad), managing client assets, long-term planning of his career, caring for the client's public image, organizing press conferences, etc. The subject of the author's interest in this paper is the consideration of the legal position of sports agents in the negotiations that are being conducted in order to conclude a employment contract or a transfer contract of their clients.

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Schleicher, Dean M. "Bringing Science and Technology to the Waterfront - Donald L. Blount." In SNAME Chesapeake Power Boat Symposium. SNAME, 2012. http://dx.doi.org/10.5957/cpbs-2012-001.

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Donald Blount is recognized around the world for his contributions to high-speed marine vehicles of various types for more than 50 years. A highlight of his career has been the revolutionary high-speed craft, DESTRIERO, which holds the combined east- and west-bound Atlantic crossing elapsed time record and the fastest east-bound crossing record for which its development history has been presented in numerous forums. An in-depth look at his career beyond this singular achievement will be shared in honor of his numerous contributions to the marine industry during his lifetime of bringing science and technology to the waterfront. Donald Blount began his formal career in 1954 as an intern at David Taylor Research Center while a student at Virginia Polytechnic Institute. He was hired by DTRC and worked in the model test basin and in the tests and trials branch. In 1959 he successfully tested into a naval architecture position. He concluded his degree in Mechanical Engineering at George Washington University in 1963. Also in 1963, Gene Clement and Donald published "Resistance Tests of a Systematic Series of Planing Hull Forms" in SNAME Transactions which concluded two years of testing in Tank 3 at DTRC and of the subsequent analysis of Model Series 62. He worked in Jacques Hadler's division conducting individual research and directing engineering programs relating to emerging technology in the field of hydrodynamics. He served as Project Engineer in the ship powering, small craft, propeller and full-scale trials branches. He volunteered and served two years as a civilian with NRDUV (Naval Research and Development Unit, Viet Nam) including being in Viet Nam during the summer of 1968. Throughout 1967 while acting as branch head, he received casualty reports from the field for trend monitoring. During his in-country tour in 1968, he personally participated in nine missions on the rivers of the Mekong Delta and offshore. Upon returning from his service he found that his position as Trials Branch Head at DTRC was no longer available and he chose to transfer to the Combatant Craft Engineering Department in Norfolk, Virginia as Technical Manager in 1969. He was responsible for planning, organizing and monitoring research and development programs for small craft and their systems. He also evaluated technological trends and selected promising approaches to achieve significant advances in performance. Department of Defense and other governmental agencies. He was promoted to Department Head in 1981 where he was responsible for design, engineering and testing of all non-commissioned navy craft. He supervised 80 government employees and an additional 45 contracted technical staff. The department developed contract plans and specifications used to procure navy boats and craft. He served as advisor to all levels of the Department of Defense on issues relating to state-of-the-art technologies required for producing high-speed small craft. Throughout his civil service tenure he maintained a small, private consulting practice for the recreational boating industry and when he retired from the Civil Service in 1990, he took his consulting practice full time as a naval architect and professional engineer providing hydrodynamic expertise with an emphasis on sea-keeping, propulsion, maneuvering, control and dynamic stability for high speed and special purpose commercial, military and recreational craft. Donald has published numerous papers and has received several honors in recognition of his contributions. He maintains several professional society memberships, is a professional engineer registered in Virginia and North Carolina and has professional interests including marine archaeology and the collection of antiquarian naval architectural books about boat and yacht design. He is currently writing a book regarding the technical design of small craft. An attempt is made here to present Donald's many contributions in bringing science and technology to the waterfront.

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Acilar, Ali, and Øystein Sæbø. "Exploring the Differences Between Students in IS and Other Disciplines in the Perceptions of Factors Influencing Study Program Choice: A Survey Study in Norway." In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.24.

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In this study, we explored the differences between students in IS and other disciplines in their perceptions of factors influencing study program choice. A quantitative research approach was employed. We used an online survey for data collection. Data was collected in a Norwegian public university in the Fall semester of 2021. The findings from this study showed that the factors that most influence students' choice of study program are career-related. The most influencing factor for students in choosing a study program was identified as job availability, followed by job security, career opportunities, and interesting work assignments. Significant differences were found between students in IS and other disciplines in the following five factors influencing study program choice: job security, opportunity to be innovative, personal skills, ease of study topics, and performance in high school subject matter courses.

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Shu, Cheng, Li Hong, and Zhang Dongxu. "Strength Analysis of Oil Tanker Under Numerical Wave." In ASME 2018 5th Joint US-European Fluids Engineering Division Summer Meeting. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/fedsm2018-83436.

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The strength of an oil carrier is generally checked using static load or equivalent load of wave action in accordance with relevant specifications. In order to accurately calculate the stress and the deformation of an oil carrier under wave action, the fluid-structure interaction system in the platform Workbench is used in this work. And, the pressure-based solver, the two-phase flow model and UDF (User Defined Function) in the software FLUENT are used to compile the three-order Stokes Wave so as to simulate ocean waves. Forces acting on the surface of the oil carrier are obtained by calculating the flow field, and the structural strength of the carrier is then investigated under sagging and hogging conditions. The results show that: the three-order Stokes Wave matches well with the theoretical result, and it is feasible to research the strength of the oil carrier by generating waves using this numerical method. In addition, the method of fluid-structure interaction is applied to investigate the structural strength of the fully-loaded carrier under sagging and hogging conditions.

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Litoiu, Nicoleta. "USING ICT IN APPROACHING CAREER COUNSELLING PROCESS AND CAREER MANAGEMENT SKILLS' DEVELOPMENT." In eLSE 2015. Carol I National Defence University Publishing House, 2015. http://dx.doi.org/10.12753/2066-026x-15-122.

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Over the last two years, the E.U. Member States have adopted a series of policy documents that draw up priorities in the fields of schools, vocational education and training, higher education, adult education, employment, youth and social inclusion. These priorities highlighted by the policy documents set up a general framework for action at European and national levels, mainly referring to: reducing early school-leaving; increasing learning mobility; making VET system more attractive; modernizing higher education; promoting adult learning and validation of non-formal and informal learning; combating youth unemployment; implementing flexicurity policies; fighting poverty and social exclusion. In this context, the Europe 2020 Strategy is designed to create 'smart, sustainable and inclusive growth' over the decade 2010-2020. The three main objectives for 2020 all require effective and efficient lifelong guidance policies. Based on the need to provide lifelong career counselling and guidance services, the present paper is aimed to analyze the use of appropriate ICT tools in delivering specific interventions in career counseling process, closely related to the career management skills' development and practice. From this perspective, the paper's approach tries to emphasize the benefits and limitations in using ICT in career counselling process, the role of the practitioner and the role of ICT, taking into consideration the key concepts like distance career counseling, social media, virtual career centers, and integrated ICT-based career resources and services. On the other hand, the paper is addresses to all education experts, teachers and counselling specialists and practitioners in order to stimulate their personal reflection on the cross-cutting nature of career counseling and career management concepts and to encourage initiative and further analysis. From this perspective, we try to investigate the general context, models and principles for developing the career management skills, bringing examples and comments of relevant practice based on a transversal and comparative curricular approach of Romanian education system's levels, with a specific reference to the curriculum area "Guidance and Counselling". Not the last, the role of experts and practitioners in career counselling domain is to mobilize all available resources with a view to enhancing lifelong career guidance policies and services at national and local levels. In line with all mentioned above, using ICT tools in implementing career counselling process and the career management skills focuses on learning about the economic environment, personal and professional development, being able to evaluate oneself, being able to describe the competences one has acquired in formal, informal and non-formal education settings, understanding education, training and qualifications systems.

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Reports on the topic "Acting career"

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Dorr, Andrea, Eva Heckl, and Joachim Kaufmann. Evaluierung des Förderschwerpunkts Talente. KMU Forschung Austria, December 2020. http://dx.doi.org/10.22163/fteval.2020.495.

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With the funding programme Talents, the Federal Ministry for Climate Action, Environment, Energy, Mobility, Innovation and Technology (BMK) supports people in applied research throughout their entire career. The overarching goal is to increase the utilisation of human potential in the application-oriented, scientific and technical RTI sector. The programme objectives are 1) to inspire young people for research and development, 2) to connect researchers with the economic sector, 3)to guarantee equal opportunities for all. Within the framework of three fields of intervention, there are various programme lines: 1) Intervention field Young Talents with the programme lines Internships for Students and Talents Regional, 2) Intervention field Female Talents with the programme lines FEMtech Internships for Female Students, FEMtech Career and FEMtech Career Check for SMEs (2015 and 2016), as well as FEMtech Research Projects; and 3) Intervention field Professional Talents with the programme lines The Austrian Job Exchange for Research, Development and Innovation as well as Career Grants for Interviews, Relocation and Dual Careers in Applied Research. After an interim evaluation in 2014, a final evaluation took place at the end of the programme period (end of 2020). The programme was analysed with regard to its conception, implementation, achievement of objectives and impact. Furthermore, conclusions and recommendations for the further development of the Talents programme have been drawn. The methodological basis of the evaluation is a document analysis, secondary data analysis (FFG monitoring data), interviews with experts, online surveys of funding recipients (FEMtech Career / FEMtech Career Check for SMEs and Career Grants), case studies (FEMtech Career projects) and workshops.

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Porter, Joanne, Val Prokopiv, Michelle Prezioso, Maryam Ghasemiardekani, Robyn Wildblood, Elissa Dabkowski, and Michael Barbagallo. Latrobe Valley Authority Career Pathways project report 2022. Federation University, July 2024. http://dx.doi.org/10.35843/lvacppr22.

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Commissioned by the Latrobe Valley Authority (LVA), Swinburne University produced ‘Modelling Gippsland’s Future Health and Community Service Workforce: Summary Report’ in 20191. This analysis of the healthcare and social assistance sector workforce was part of the development of a smart specialisation strategy to promote economic and social development of the Gippsland region in Victoria. The analysis provided an understanding of the effect of the growth of the sector on the local labour market, identified key trends and provided a framework for action to 2036. One of the key recommendations from this report included the promotion of career pathways in the sector. CERG was commissioned by the LVA to deliver the Career Pathways Project (the project) that focussed on exploring the experiences of individuals and recording their stories in health and community services. The project was a collaboration with the LVA and a Network of Gippsland health education providers and key stakeholders (the Network) brought together to inform the project.

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Lindquist, Christine, and Tasseli McKay. Sexual Harassment Experiences and Consequences for Women Faculty in Science, Engineering, and Medicine. RTI Press, June 2018. http://dx.doi.org/10.3768/rtipress.2018.pb.0018.1806.

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In a qualitative study of 40 women faculty in sciences, engineering, and medicine (http://sites.nationalacademies.org/SexualHarrassment.htm), respondents at all career levels and fields reported a range of sexual harassment experiences, including gender-based harassment (e.g., gendered insults, lewd comments), unwanted sexual advances, stalking, and sexual assault by a colleague. Sexual harassment experiences often diminished study participants' scientific productivity as energy was diverted into efforts to process emotional responses, manage the perpetrator, report the harassment, or work to prevent recurrences. Many women who experienced sexual harassment adjusted their work habits and withdrew physically or interpersonally from their departments, colleagues, and fields. Study participants who disclosed harassment to a supervisor or department leader often reported that the reactions they received made them feel dismissed and minimized. Sympathetic responses were often met with dismissiveness, minimization, or sympathy, but active or formal support was rarely provided, and women were typically discouraged from pursuing further action. Formal reporting using university procedures was often avoided. University-level reporting sometimes damaged women's relationships with department colleagues. Women who disclosed their experiences often faced long-term, negative impacts on their careers. Study participants identified opportunities to address sexual harassment by (1) harnessing the power of university leaders, department leaders, and peer bystanders to affect the academic climate; (2) instituting stronger and better-enforced institutional policies on sexual harassment with clear and appropriate consequences for perpetrators; and (3) advancing the cross-institutional work of scientific and professional societies to change the culture in their fields.

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Gilbert, R. Alton, and Mark D. Vaughan. Do Depositors Care About Enforcement Actions? Federal Reserve Bank of St. Louis, 2000. http://dx.doi.org/10.20955/wp.2000.020.

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McKinnon, Mark, Sean DeCrane, and Steve Kerber. Four Firefighters Injured in Lithium-Ion Battery Energy Storage System Explosion -- Arizona. UL Firefighter Safety Research Institute, July 2020. http://dx.doi.org/10.54206/102376/tehs4612.

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On April 19, 2019, one male career Fire Captain, one male career Fire Engineer, and two male career Firefighters received serious injuries as a result of cascading thermal runaway within a 2.16 MWh lithium-ion battery energy storage system (ESS) that led to a deflagration event. The smoke detector in the ESS signaled an alarm condition at approximately 16:55 hours and discharged a total flooding clean agent suppressant (Novec 1230). The injured firefighters were members of a hazardous materials (HAZMAT) team that arrived on the scene at approximately 18:28 hours. The HAZMAT team noted low-lying white clouds of a gas/vapor mixture issuing from the structure and nearby components and drifting through the desert. The team defined a hot zone and made several entries into the hot zone to conduct 360-degree size-ups around the ESS using multi-gas meters, colorimetric tubes, and thermal imaging cameras (TICs). The team detected dangerously elevated levels of hydrogen cyanide (HCN) and carbon monoxide (CO) during each entry. The team continued to monitor the ESS and noted the white gas/vapor mixture stopped flowing out of the container at approximately 19:50 hours. The HAZMAT leadership developed an incident action plan with input from a group of senior fire officers and information about the ESS provided by representatives from the companies that owned, designed, and maintained the ESS. The HAZMAT team made a final entry into the hot zone and found that HCN and CO concentrations in the vicinity of the ESS were below an acceptable threshold. In following with the incident action plan, the team opened the door to the ESS at approximately 20:01 hours. A deflagration event was observed by the firefighters outside the hot zone at approximately 20:04 hours. All HAZMAT team members received serious injuries in the deflagration and were quickly transported to nearby hospitals. Note: The lithium-ion battery ESS involved in this incident was commissioned prior to release of a first draft of the current consensus standard on ESS installations, NFPA 855 [1]; the design of the ESS complied with the pertinent codes and standards active at the time of its commissioning.

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Moore, Robert F. The Maritime Action Group As a Future Carrier Battle Group Substitute. Fort Belvoir, VA: Defense Technical Information Center, February 2000. http://dx.doi.org/10.21236/ada378747.

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Peter, Jason, Ashley Walker, and Sharon Little. Long-Acting Injectable Antipsychotics CVs. Oral Antipsychotics in Treatment Adherence: Efficacy and Equity of Care. University of Tennessee Health Science Center, April 2023. http://dx.doi.org/10.21007/con.dnp.2023.0064.

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Leis, Sherry, and Mary Short. George Washington Carver National Monument plant community report: 2004–2020. Edited by Tani Hubbard. National Park Service, December 2021. http://dx.doi.org/10.36967/nrr-2288500.

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The Heartland Inventory and Monitoring Network completed its sixth year of plant community monitoring at George Washington Carver National Monument in 2020. Plant community monitoring focused on the restored prairie community. We visited seven monitoring sites in each of the six years and collected data on plant species and ground cover. In this report we also included two environmental factors—precipitation and recent fire history—to better understand the vegetation community status and trends. Since 2000, precipitation has often been below the 30-year normal. Moreover, annual precipitation was below normal for all but one of the monitoring years. We found that the drought in 2012 stood out as possibly influencing plant guild cover. Although prairies are adapted to drought, further analyses might reveal more about the role of climate change in these vegetation communities. Fire management also plays an important role in shaping plant communities. Prescribed fire occurrence became more frequent and consistent through the period of plant monitoring. Additional treatments, including herbicide and mowing, also supported a healthy prairie. The prairie plant community continues to be moderately diverse despite recent increases in tree seedlings and small saplings. Species richness in 2012 was different than in two of the six years monitored. However, diversity indices (H′ and J′) were very similar across monitored years. Species guilds (also known as functional groups) exhibited differing patterns. Woody plants, long a concern at the monument, were statistically similar across years. In 2020, grass-like species increased, but grass species appeared to have declined below prior years. Grass cover in 2004 was statistically different (greater) than in 2008 and 2020. The reasons for this are not clear. Of particular interest to the park is the status of two sumac species (Rhus glabra and R. copallinum). These species were in decline as a result of focused management actions since 2012. However, the blackberry species (Rubus spp.) seemed to be replacing the sumac in some sites. In 2020, nonnative species richness and cover were below peak levels, demonstrating management actions have been successful in maintaining low levels. The vegetation monitoring protocol experienced some changes between 2004 and 2020. A key difference was a shift from sampling twice during the field season to sampling only once in a monitoring year. Although a decline in species richness was anticipated, that pattern was not apparent. However, the abundance of grasses may have been affected by the shift in seasonality of sampling. Additionally, we remedied inconsistencies in how tree regeneration was recorded (stem tallies in some cases and cover estimates in other cases). We converted all cover data to stem tallies and density was calculated to be consistent with the protocol. The monument has had success with coordinating fire management and invasive species management. A decrease in sumac across the prairie is evidence of this success. These actions will continue to be important for maintaining the prairie in good condition into the future.

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Deak, Mary A., D. Rockwell, Christine Gaines, Cynthia Helba, and Laverne C. Wright. Tabulations of Responses from the 1999 Survey of Active Duty Personnel: Volume 1 Assignments, Careers, and Military Life. Fort Belvoir, VA: Defense Technical Information Center, September 2000. http://dx.doi.org/10.21236/ada381434.

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Lucia, Kevin W. Lucia, Sarah J. Dash Dash, and Amy Thomas Thomas. Implementing the Affordable Care Act: State Action to Establish SHOP Marketplaces. New York, NY United States: Commonwealth Fund, March 2014. http://dx.doi.org/10.15868/socialsector.24991.

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