Lecture Series
Career Success
By
Dr. Tomas Ganiron Jr
Career
 It
is defined as the sequence of
employment related positions, roles,
activities, and experiences
encountered by a person.
Career Success
It is defined as the extrinsic and intrinsic
outcomes or achievements individuals
have accumulated from their work
experiences
 These are achievements accumulated
because of one’s human capitals, social
capitals and psychological capitals and
judged based on relatively objective and
visible criteria.

1. Extrinsic Success
This is relatively objective and observable,
and typically consists of highly visible
outcomes such as compensation and a
number of promotions
Examples
1. Compensation
2. Fringe Benefits
3. Promotions

Compensation

This is the total remuneration paid to
employees that include regular wages and
salaries commissions, overtime pay,
piecework payments, special payments
and taxable allowances
Fringe Benefits

These are salary advance, Christmas
bonus and other special bonuses, housing
allowance and house rent subsidy,
retirement benefits, death benefits and
disability retirement benefits, other
miscellaneous benefits, paid time off and
leave pay.
Promotions
It refer to increase in job level of an
engineer.
Basis of promotion
1. Experience and background
2. Hard work
3. Personal traits such as performance
,history, creativity, loyalty, leadership and
personality

Level of Promotion
President
 Vice President
 Construction Manager
 Project Manager
 Project Engineer

2. Intrinsic Success

This is defined as an individual's subjective
reactions to his or her own career, and is
most commonly operationalized as career
satisfaction, job satisfaction. and life
satisfaction .
Career Satisfaction

It refers to the satisfaction with the
progress achieved in a career, satisfaction
with the progress toward meeting overall
career goals, satisfaction with the progress
toward meeting goals for income,
satisfaction with the progress toward
meeting goals for advancement and
satisfaction meeting for the development
of new skills.
Job Satisfaction

This referred to the 20 job facets such as
ability, achievement, activity, advancement,
authority, company policies and practices,
compensation, co-workers, creativity,
independence, moral values, recognition,
responsibility, security, social service,
supervision-human relations, supervisiontechnical, variety, and working conditions.
Life Satisfaction
This
is an appraisal of one’s
satisfaction individuals derived
from aspects of their lives.
Human Capital

It refers to capital that cannot be
separated from family context, knowledge,
skills, health, or values in the way they
can be separated from their financial and
physical assets and use in employment
and as they otherwise contribute to the
economy.
Human Capital
 These
capitals are age, gender, civil
status, educational attainment, length
of service, work experience CE
licensure examination and
professional development.
Civil Engineering licensure
examination

This result of examination comprises of
cognitive skills in Civil Engineering in the
areas of mathematics, transportation
engineering, hydraulics, water resources
engineering, structural engineering and
geotechnical examination.
Civil Engineering licensure
examination

The professional regulation commission
conducts examination twice a year. The
passing mark is 70% with no grade below
50% in the three areas.
Professional Development

This is the process by which a person
maintains the quality and relevance of
professional services throughout his/her
working life.
Professional Development


This includes active participation on a
committee or holding an office in a
professional or technical society, attending
program presentations related technical or
professional meetings, authoring papers or
articles that appear in nationally circulated
journals or trade magazines or presented
to a professional society of organizations,
engaging in self study of new regulations ,
Professional Development

Also include requirements or advances
related to structural engineering,
professional engineering programs,
seminars, tutorials, workshops, short
courses, on-line or in-house courses,
professional trainings related to structural
engineering, receiving a patent for inventions
and discoveries, technical inspections in
related to engineering works
Professional Development

and teaching or instructing which does not
apply to faculty in the performance of
regular assigned duties.
Social Capital

It is defined as any aspect of social
structure that creates value and facilitates
the actions of the individuals within that
social structure such as mentors and
network of contacts in construction
industry. These capitals are mentors,
networks and linkages
Employability Skills
 It
refers to the qualities needed to
maintain employment and
progress in the workplace.
Superior

This is a higher ranking, influential
member of the organization or profession
who is committed to facilitating the career
of a less experienced person by providing
support, guidance, friendship, and
sponsorship.
Employability skills and aptitudes
learned from a superior
Flexibility, adaptability and the capacity to
cope with and manage change.
 Self motivation and drive
 Analytical ability and decision making
 Communication and interpersonal skills
 Team working abilities and skills
 Organization, planning and prioritization
abilities

Employability skills and aptitudes
learned from a mentor
Ability to innovate
 Mental and physical resilience
 Leadership ability
 Managing long term projects

Networking

This is a social network of structural
engineers not assumed to have any
relationship other than to be able to
contact each other for construction
business that implies relationship of trust
with each other contact network.
Professional linkages

These are linkages in the construction
industries, American Society of Civil
Engineers, American Society of Mechanical
Engineers and academe.
Technical Skills

Any skill needed to perform a job. For
instance, a mechanic is skilled in
performing repairs on a vehicle, while a
computer programmer has the technical
skills to do whatever he must to set up
programs
Technical Skills learned from
networking and professional linkages
creativity and an innovative approach to
solving problems;
 the ability to analyze and interpret
diverse, complex data;
 critical thinking and the ability to evaluate
designs, plans and projects;
 effective assessment and management of
risk, resources and time;

Technical Skills learned from
networking and professional linkages
highly developed numeracy and computer
literacy;
 interpersonal sensitivity, persuasiveness
and the ability to work as part of a team;
 clear written and oral communication
skills;
 awareness of ethical issues and the wider
impact of your work.

Psychological Capital

These capitals are the Big 5 personality
traits such as agreeableness,
conscientiousness, extraversion, emotional
stability and openness
Agreeableness

It refers to the number of sources from
which a person takes his or her norms for
right behavior. High agreeableness
describes a person who defers to a great
many norm sources such as spouse,
religious leader, friend, boss or pop
culture idol. Low agreeableness describes
one who in the extreme only follows one's
inner voice.
Agreeableness

High agreeable persons will march to the
drumbeat of many different drummers,
while low agreeable persons march only to
their own drumbeat. Costa (2003)
present the six facets of agreeableness
which are: trust, straightforwardness,
altruism, compliance, modesty, and
tender-mindedness.
Conscientiousness

It refers to the number of goals on which
one is focused. High conscientiousness
refers to a person who focuses on fewer
goals and exhibits the self-discipline
associated with such focus. Low
conscientiousness refers to one who
pursues a large number of goals and
exhibits the destructibility and spontaneity
associated with diffused focus.
Conscientiousness

The six facets which Costa (2003)
associate with the conscientiousness
factor are: competence, order,
dutifulness, achievement striving, selfdiscipline, and deliberation.
Emotional stability

It refers to individuals with high in
emotional stability tend to handle stress
well, are relaxed emotional stable, and
remain calm when in tense situations.
Individuals low in emotional stability is
worry, anger, discouragement, selfconsciousness, impulsiveness and
vulnerability.
Extraversion

It refers to the number of relationships
with which one is comfortable. High
extraversion is characterized by a larger
number of relationships and a larger
proportion of one's time spent in enjoying
them. Low extraversion is characterized by
a smaller number of relationships and a
smaller proportion of one's time spent in
pursuing those relationships.
Extraversion

Costa's (2003) six facets of extraversion
are: warmth, gregariousness,
assertiveness, activity, excitementseeking, and positive emotions.
Openness

It refers to the number of interests to
which one is attracted and the depth to
which those interests are pursued. High
openness refers to a person with relatively
more interests and consequently relatively
less depth within each interest
Openness

Low openness refers to a person with
relatively few interests and relatively more
depth in each of those interests. Costa
(2003) identify six facets of openness as:
fantasy, aesthetics, feelings, actions,
ideas, and values.
Factors of Career Success
Human Capitals
Age
Gender
Civil Status
Educational Attainment
Length of Service
Work Experience
CE Licensure Exam
Result
Professional
Social Development
Capitals
Superior
Network and
Professional Linkages
Psychological Capitals
Personality Traits
Level of Career
Success
Extrinsic
*Compensation
*Fringe Benefits, etc.
*Promotions
Intrinsic
Career
Satisfaction
Job Satisfaction
Life Satisfaction