Career decisions depend on a lot of individual complex factors (The Careers Group University of London, 2009)
As the nature of the working world has changed over the years so have the influences and factors that affect our decisions when transitioning within the labour market.   The idea that individuals can climb a hierarchal ladder of progression within organisations with security and certainty is rapidly becoming an outdated concept and the responsibility of career progression has moved from the organisation to the individual. Generational differences have also been influential in the way the labour market operates and younger generation’s expectations and perceptions of the world of work are greatly different to that of their parents and grandparents. Flexibility is looked on favourably by both organisations and employees; organisations with changing working patterns and goals require employees to be adaptable and individual workers seek to maintain a work/life balance. (S.E Sullivan, 2005) However human nature is naturally resistant to change, preferring security and stability and these frequent transitions between and within organisations can cause adverse effects to an individual’s wellbeing if not “managed” successfully. (Williams, 2008)  

“In today’s world, people change jobs several times in a lifetime, and occupational
choice is only one of a myriad of concerns that clients bring to career counselors.
Career theories need to be appropriate for the complexity of individuals living in
a complex world”. (McMahon, 2006)

Traditional theories do not tend to take into account the complex nature of people’s lives and the interconnectedness between life and work, but do constructivist approaches help a client become more adept at planning, making decisions and managing their transitions?

What is constructivism and how does it work in relation to career decision making
Use of constructivism theories in a career context came about to help individuals...