General Staff –
Professional Development Day
The Psychology of Careers
How careers are enacted in today’s world
The Psychology of Careers
Donald Cable – University of Waikato
dcable@waikato.ac.nz
Who is this bloke?
A quick introduction…
The Psychology of Careers
What do we mean by career?
– Old Meaning =
a course of professional advancement; usage
restricted to occupations with formal hierarchical
progression, such as managers and professionals
(white middle-class American males, cf Brown, 2002)
– New Meaning =
the unfolding sequence of any person’s work (paid
or unpaid) experiences over time
(Arthur & Rousseau)
The Psychology of Careers
What is Career Development?
No longer synonymous with career progression
• Career Development =
– Learning (training, education), mentoring, stretch
• Career Progression =
– Promotion (vertical/lateral), reassignment, transition
• Career Planning =
– Career goal setting
• Career Management =
– Career Development + Career Progression + Career Planning
Career Management – an individual responsibility
New career dynamics:The Protean Career
• Linear career – an anachronism past its “use-by” date
• Driven by the person, not the organization
– Self-direction
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Psychological vs Vertical/Hierarchical success
Employability (self) vs Security (organization)
Continuous learning/development
Self-awareness, Identity, Adaptability
Personal responsibility
Passion - “Path with a heart” (Joseph Campbell)
New Psychological Contract
New career dynamics:The Boundaryless Career
• Careers for many individuals likely to span across
occupational, organizational, political, and
geographic boundaries
• In response to organizational uncertainty
• Networked/Boundaryless organizations
• Across levels/functions/companies
• Career Independence vs Career Dependence
• Multi-skilled/talented “specialist”
– Kitbag of competencies
• Workforce segmentation:
– Core & Contingent (Contractor/Temporary (JIT))
• Decreased organizational tenure
– Increased mobility
The Employment Relationship:
The environment within which careers are enacted
What has changed?
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Loyalty: more to self
Employability: individual responsibility
Job Security: replaced with employment security
Trust: redefined (mutuality – self & organization)
Career Development: shared responsibility
Career Management risk: transferred from employer
to employee
– Shared Commitment: to organization and individual
success
– Shift in Attachment: from organization to career or
others
Who provides what?
• Employer Provides:
– Opportunities to enhance employability
– Opportunities for learning
– Flexibility
– Performance-based compensation
– Greater participation and involvement
– Interesting and challenging work
Who provides what?
• Employee Provides:
– Commitment to business objectives
– Shared responsibility for success
• Individual and Organizational
– Quality performance
– Flexibility
• Work arrangements/assignments
– Judgement – decision-making
– Strategic skills/competencies
• Aligned to organization’s objectives
– Continuous improvement
• Competencies and performance
Dual Responsibility for Career
• Organization - Primarily to fulfill the organization’s needs:
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Succession planning/fast-track programs
Development centers
Information about career ladders/paths
Identify training needs and developmental needs and goals
Provide training/development opportunities
Provide information about career/job opportunities
Provide information about organization’s goals
• Organization - Primarily to fulfill the individual’s needs:
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Career Management System (online/intranet)
Self-study materials
Career planning workshops
Career counseling (component of performance management)
Mentoring programs
Provide feedback on performance
Dual Responsibility for Career
• Individual – Maintain Employability:
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Free agent
Continuously improve P-J/P-E fit
Identify KSAs (competencies), interests, values
Identify & pursue developmental opportunities
Continuous learning/development
Seek out career paths
Set career goals and plans
Achieve career goals
Research confirms: Individuals that take control
fare better in the employment stakes
The Job Market
What’s happening out there?
• Ascendency of the external labour market
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– Buy versus Build
Pay the person, not the job
Globilization – economies, job markets
Increased Mobility
Transitions the norm
Employability
“70” is the new “65” – squeeze at the top
Under-employment, over-qualification
– Levels of education exceeding market requirements
End Note
“The career is dead.
Long live the career.”