Which “career” guidance in the age of great contradictions?

Abstract

The trust between worker and organization, historically based on the stability and durability of the employment relationship, has been exposed to great vulnerability especially in the post-pandemic era leading to the emergence of the phenomena of quiet quitting and great resignation. These phenomena fit into a scenario already marked by unemployment and precariousness, holding an almost antithetical position. The attention that orientation has gained in recent years, at the normative as well as pedagogical level, takes the shape of an unprecedented opportunity for reflection in relation to pedagogical theory and practice on the subject. Such reflection can only take its starting point from the centrality that guidance processes hold from the earliest years of life, through adulthood, to old age, in supporting and promoting a new thinkability of work and the subject and new balances that on the one hand recognize the needs of the individual and on the other ensure the development of sustainable organizations.