as perpetual in, and integral to, h

as perpetual in, and integral to, human experience.
Especially for clients who seek control or who are
over-controlling, the importance and pervasiveness
of chance are extremely disturbing. In some ways
publications and counsellors who tell clients they can
'live the dream through work', 'get the work that you
will love', become 'the commander of your destiny' and
so on, while offering advice that is partially true, also
raise expectations that chance events may undermine
the situation (Rescher, 1995). Such an experience may
cause some clients to 'fall apart' or sink into despair
that their aspirations are unrealisable.
Construction
This issue in particular is relevant to clients experiencing
the feeling of 'being stuck', of having no
options and of not bemg able to see any possibilities
for action or development. Some clients can become
threatened when they face the prospect of having to
use their imaginations, to begin thinking divergently
and of becoming more open-minded. They may be
afraid of experimenting, of taking some risks and of
being mistaken. They may have trouble accepting that
they themselves might have the potential to construct
a unique working life or create jobs that would not
otherwise exist (Savickas, 1997). They will censor and
limit their hopes and dreams by a perceived need to be
'practical' and 'realistic'. They will focus on the barriers
to career development and dismiss the opportunities.
They need a counsellor's support to become more
courageous (Smith, 1999).
Contribution/meaning
Harvey & Herrild (2005) believe that the only way
clients can shift to 'comfortable chaos' is when they
know what they really want and remember their
priorities. Meaning, purpose, commitment, spiritual
aspiration and the desire to contribute are selforganising
principles by which individuals intentionally
define their identity, motivations, thoughts and
actions. Some clients have difficulty identifying and
enunciating such profoundly personal concerns.
Others find it difficult to bridge the gap between their
stated aspirations and their actual words and
behaviours (Zander & Zander, 2000).
The chaos theory of careers can assist clients to
come to an understanding of the fundamental nature
of these five career development challenges and how
they operate to impede individuals from successfully
negotiating a chaotic reality. Butz (1997) observed that
most adjustment problems could be understood in
terms of clashes of what chaos theory calls 'attractors'
(Kellert, 1993). Pryor and Bright (2007a) outlined
a series of conceptions of the term. For the purposes
of this article, an attractor can be understood as the
characteristic pattern of functioning of a complex
dynamic system. The clash of attractors occurs
when individuals try to use closed-systems thinking
strategies and assumptions on open-systems realities
and challenges (Pryor & Bright, 2007a).
The chaos theory of careers identifies attractors
dominated by goal directedness, role balancing and
routine organising as fundamentally characterised
by closed-systems thinking. Essentially, those who
think in closed-system terms seek control over the
functioning of systems and expect systems to function
in ways that are predictable and stable. Closed-systems
thinking is characterised by expectations that the
unexpected either will not or should not happen. These
individuals may believe that life should be fair and
that they should, as a consequence, be treated fairly in
their own terms. They are likely to have a strong sense
of personal control and not to consider the contingent
nature of human experience. Such individuals are
likely to derive great confidence from perceived order,
pattern and stability in the past and, as a consequence,
are likely to believe that, while change can occur, it is
likely to be linear in nature and therefore still able to
be controlled through appropriate future planning.
In particular, this closed-systems thinking tends to
limit the number of inputs into the system to which
responses are made. In this sense, this thinking is an
attempt to simplify reality in order to gain a sense of
control over one's experience.
Conversely, the chaos theory of careers also
identifies the 'strange attractor' as the characteristic
way in which complex dynamic systems operate
and that demands open-systems thinking (Pryor &
Bright, 2007b). The strange attractor is an account of
functioning in terms of order and disorder, pattern
and chance, stability and change, predictability and
uncertainty—not as opposites but as composites of
the complexity within systems. Strange attractor or
open-systems thinking is premised on the idea of the
limitations of human knowledge and control of reality.
This thinking is characterised by a recognition that
the unexpected can and sometimes will happen. As
a result individuals are vulnerable at least some ofthe time to change over which they have no control.
While order, pattern and stability are recognised from
the past and as passing into the present, the reality of
major change in the configuration of the system and
the experience of one's life are also acknowledged as
continually potential. This thinking appreciates that
the past does not guarantee the present or the present
the future. The non-linearity of some change in the
sense that a small difference may result in very major
reconfiguration of the system is also acknowledged.
Therefore the unplanned and the unexpected are not
simply exceptions to the stability and order of reality
but are part of its very nature. Once this is accepted,
instead of being perceived as a perpetual threat to
be warded off or a spectre to be fled
from, change can be construed as a
reality to be created and influenced at
best, or accepted and submitted to at
worst.
Open-systems thinking recognises
that it is ultimately impossible to know
all the potential inputs into systems
and that long-term planning is at best
speculative. As the complexity, nonlinearity
and unpredictable nature and increasing
rapidity of change in the world of education and work
is acknowledged and understood, the importance of
the distinction between closed- and open-systems
thinking becomes more obvious.
In summary, the chaos theory of careers identifies a
range of career development issues that need to be
explored and engaged by clients in collaboration with
their counsellors. The career counselling challenges
are to confront complexity, change, chance, construction
and contribution but to do so not as threats to be
avoided, or issues to be simplified in order to achieve
control, but as realities that can sometimes be opportunities
to create and use, obstacles to overcome,
possibilities to explore, changes to adapt to, meanings
to realise and inevitabilities to accept.
COUNSELLING OUTCOMES
Traditionally, from theoretical frameworks such as
Holland's (1997) matching model, the most common
career counselling outcome would be expected to be
(or at least explicitly include) a choice of a course or
occupation. Most of the time, clients seek career
counselling help when they perceive themselves as
needing to make a decision. The career counselingframework based on the chaos theory of careers accepts
and acknowledges the validity of such a request and
the significance of such a need. For example, some
clients simply require information in order to implement
a decision they have already made. Career
counsellors may provide such information or direct
clients to the appropriate sources. If the career development
issues of clients are more complex than this,
then the career counselling framework derived from
chaos theory enables counselling outcomes intended to
assist clients to develop their careers in an ongoing
way, in a complex, changeable and connected world.
Such outcomes must be relevant not simply to a
specific choice but involve a consideration of and a
proactive responsiveness to a reality
that is chaotic in nature. Chaos theory
career counselling is therefore about
empowering clients to appreciate and
to negotiate the opportunities and the
vicissitudes of careers and living as
effectively and courageously as possible
(Smith, 1999). The chaos theory
of careers suggests that the strategic
enhancement of client empowerment
for living and working in a chaotic world involves six
factors, which will now be examined in turn.
Recognition and Responsibility
Clients need to change their schémas or maps of themselves
and their world in light of the nexus between
stability and change, order and disorder. Clients also
need to come to believe that such realities apply to
them as much as to anyone else. Thus we all know
accidents happen, people win lotteries and get cancer,
but many still really think that nothing like that will
happen to them, either good or, especially, bad. Chaos
theory career counsellors encourage clients to own
personally the realities of human potential (responsibility)
and limitations (contingency). This ownership
is the strategic basis for acting in a chaotic world. If
clients avoid or shy away from action, then they will
inevitably retreat into closed-systems thinking and
oversimplify reality.
Pattern Identification
Often when individuals come to career counsellors,
they are in a state of anxiety or stress. In the process of
allowing them to have their emotional state acknowledged
and for them to ventilate their feelings, chaos

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sebagai abadi di, dan integral, pengalaman manusia.Terutama untuk klien yang mencari kontrol atau siapaover mengendalikan, pentingnya dan meluasnyakesempatan sangat mengganggu. Dalam beberapa halpublikasi dan konselor yang memberitahu klien mereka dapat'hidup mimpi melalui pekerjaan', ' mendapatkan pekerjaan yang Andaakan cinta ', menjadi komandan takdir Anda danseterusnya, sambil menawarkan saran yang sebagian benar, jugameningkatkan harapan bahwa kesempatan acara dapat merusaksituasi (Rescher, 1995). Seperti sebuah pengalaman mungkinmenyebabkan beberapa klien 'berantakan' atau tenggelam dalam keputusasaanaspirasi mereka unrealisable.KonstruksiMasalah ini secara khusus relevan kepada klien yang mengalamiperasaan 'terjebak', memiliki nopilihan dan tidak mampu melihat setiap kemungkinan bemguntuk tindakan atau pengembangan. Beberapa klien dapat menjaditerancam ketika mereka menghadapi calon pelanggan harusmenggunakan imajinasi mereka, untuk mulai berpikir divergentlydan menjadi lebih berpikiran terbuka. Mereka mungkintakut bereksperimen, mengambil beberapa risiko dan darimenjadi keliru. Mereka mungkin memiliki kesulitan menerima yangmereka mungkin memiliki potensi untuk membangunkehidupan kerja yang unik atau membuat pekerjaan yang tidakJika tidak ada (Savickas, 1997). Mereka akan menyensor danmembatasi harapan dan impian mereka dengan kebutuhan yang dirasakan untuk menjadi'praktis' dan 'realistis'. Mereka akan fokus pada hambatanuntuk pengembangan karir dan mengabaikan kesempatan.Mereka membutuhkan dukungan seorang konselor untuk menjadi lebihberani (Smith, 1999).Kontribusi maknaHarvey & Herrild (2005) percaya bahwa satu-satunya caraklien dapat beralih ke 'nyaman kekacauan' adalah ketika merekatahu apa yang mereka benar-benar ingin dan ingat merekaprioritas. Artinya, tujuan, komitmen, rohaniaspirasi dan keinginan untuk memberikan kontribusi yang selforganisingprinsip-prinsip oleh individu-individu yang sengajamenentukan identitas mereka, motivasi, pikiran dantindakan. Beberapa klien telah mengidentifikasi kesulitan danenunciating kekhawatiran tersebut sangat pribadi.Orang lain merasa sulit untuk menjembatani kesenjangan antara merekamenyatakan aspirasi dan kata-kata yang sebenarnya mereka danperilaku (Zander & Zander, 2000).Teori chaos karir dapat membantu klien untukdatang ke pemahaman tentang sifat dasarini lima karir tantangan pembangunan dan bagaimanamereka beroperasi menghalangi individu dari berhasilnegosiasi sebuah kenyataan yang kacau. Butz (1997) mengamati bahwamasalah penyesuaian yang paling bisa dipahami dalampersyaratan bentrokan dari teori chaos apa panggilan 'Attractor'(Kellert, 1993). Pryor dan terang (2007a) diuraikanserangkaian konsepsi istilah. Untuk tujuanArtikel ini, penarik dapat dipahami sebagaiKarakteristik pola fungsi yang komplekssistem dinamis. Terjadi bentrokan AttractorKetika orang mencoba untuk menggunakan sistem tertutup berpikirstrategi dan asumsi pada realitas open-sistemand challenges (Pryor & Bright, 2007a).The chaos theory of careers identifies attractorsdominated by goal directedness, role balancing androutine organising as fundamentally characterisedby closed-systems thinking. Essentially, those whothink in closed-system terms seek control over thefunctioning of systems and expect systems to functionin ways that are predictable and stable. Closed-systemsthinking is characterised by expectations that theunexpected either will not or should not happen. Theseindividuals may believe that life should be fair andthat they should, as a consequence, be treated fairly intheir own terms. They are likely to have a strong senseof personal control and not to consider the contingentnature of human experience. Such individuals arelikely to derive great confidence from perceived order,pattern and stability in the past and, as a consequence,are likely to believe that, while change can occur, it islikely to be linear in nature and therefore still able tobe controlled through appropriate future planning.In particular, this closed-systems thinking tends tolimit the number of inputs into the system to whichresponses are made. In this sense, this thinking is anattempt to simplify reality in order to gain a sense ofcontrol over one's experience.Conversely, the chaos theory of careers alsoidentifies the 'strange attractor' as the characteristicway in which complex dynamic systems operateand that demands open-systems thinking (Pryor &Bright, 2007b). The strange attractor is an account offunctioning in terms of order and disorder, patternand chance, stability and change, predictability anduncertainty—not as opposites but as composites ofthe complexity within systems. Strange attractor oropen-systems thinking is premised on the idea of thelimitations of human knowledge and control of reality.This thinking is characterised by a recognition thatthe unexpected can and sometimes will happen. Asa result individuals are vulnerable at least some ofthe time to change over which they have no control.While order, pattern and stability are recognised fromthe past and as passing into the present, the reality ofmajor change in the configuration of the system andthe experience of one's life are also acknowledged ascontinually potential. This thinking appreciates thatthe past does not guarantee the present or the presentthe future. The non-linearity of some change in thesense that a small difference may result in very majorreconfiguration of the system is also acknowledged.Therefore the unplanned and the unexpected are notsimply exceptions to the stability and order of realitybut are part of its very nature. Once this is accepted,instead of being perceived as a perpetual threat tobe warded off or a spectre to be fledfrom, change can be construed as areality to be created and influenced atbest, or accepted and submitted to atworst.Open-systems thinking recognisesthat it is ultimately impossible to knowall the potential inputs into systemsand that long-term planning is at bestspeculative. As the complexity, nonlinearityand unpredictable nature and increasingrapidity of change in the world of education and workis acknowledged and understood, the importance ofthe distinction between closed- and open-systemsthinking becomes more obvious.In summary, the chaos theory of careers identifies arange of career development issues that need to beexplored and engaged by clients in collaboration withtheir counsellors. The career counselling challengesare to confront complexity, change, chance, constructionand contribution but to do so not as threats to beavoided, or issues to be simplified in order to achievecontrol, but as realities that can sometimes be opportunitiesto create and use, obstacles to overcome,possibilities to explore, changes to adapt to, meaningsto realise and inevitabilities to accept.COUNSELLING OUTCOMESTraditionally, from theoretical frameworks such asHolland's (1997) matching model, the most commoncareer counselling outcome would be expected to be(or at least explicitly include) a choice of a course oroccupation. Most of the time, clients seek careercounselling help when they perceive themselves asneeding to make a decision. The career counselingframework based on the chaos theory of careers acceptsand acknowledges the validity of such a request andthe significance of such a need. For example, someclients simply require information in order to implementa decision they have already made. Careercounsellors may provide such information or directclients to the appropriate sources. If the career developmentissues of clients are more complex than this,then the career counselling framework derived fromchaos theory enables counselling outcomes intended toassist clients to develop their careers in an ongoingway, in a complex, changeable and connected world.Such outcomes must be relevant not simply to aspecific choice but involve a consideration of and aproactive responsiveness to a realitythat is chaotic in nature. Chaos theorycareer counselling is therefore aboutempowering clients to appreciate andto negotiate the opportunities and thevicissitudes of careers and living aseffectively and courageously as possible(Smith, 1999). The chaos theoryof careers suggests that the strategicenhancement of client empowermentfor living and working in a chaotic world involves sixfactors, which will now be examined in turn.Recognition and ResponsibilityClients need to change their schémas or maps of themselvesand their world in light of the nexus betweenstability and change, order and disorder. Clients alsoneed to come to believe that such realities apply tothem as much as to anyone else. Thus we all knowaccidents happen, people win lotteries and get cancer,but many still really think that nothing like that willhappen to them, either good or, especially, bad. Chaostheory career counsellors encourage clients to ownpersonally the realities of human potential (responsibility)and limitations (contingency). This ownershipis the strategic basis for acting in a chaotic world. Ifclients avoid or shy away from action, then they willinevitably retreat into closed-systems thinking andoversimplify reality.Pattern IdentificationOften when individuals come to career counsellors,they are in a state of anxiety or stress. In the process ofallowing them to have their emotional state acknowledgedand for them to ventilate their feelings, chaos