CAREER DEVELOPMENT
LEARNING OBJECTIVES
• Define the term career, and explain the roles
involved in career development
• Describe how models of life and career
development enhance our understanding of
careers
• Explain the effect of new employment has
had on career management
….objectives
• Explain what is involved in career
management and describe several models of
career management
• Describe five career management practices
• Describe four issues that affect career
management
• Understand what is involved in designing a
career management program.
THE NEW EMPLOYMENT RELATIONSHIP
• THE PATERNAL APPROACH. Traditionally, many
employees believed that if they joined an
organization, became competent, worked hard
and stayed out of trouble, they would have a job
for as long as they would want it. Employers offer
job security and stability in exchange for loyalty.
• PERMANENT WHITE WATER (Vaill 1996)
characterize this unstable environment where
organizations have responded to the turbulence
with
downsizing,
shrinking
hierarchies,
reorganization, cost cutting, outsourcing, mergers
and acquisitions, technological innovations and
more performance-oriented HRM programs.
Bullitin Board
•
•
•
•
We can’t promise you how long we’ll be in business
We can’t promise you that we won’t be acquired.
We can’t promise that there’ll be room for promotion
We can’t promise that your job well exist when you
reach retirement age.
• We can’t promise that the money will be available for
your pension
• We can’t expect your undying loyalty, and we aren’t
even sure we want it.
What is a Career?
• The property of an occupation or organization –
•
•
•
describes the occupation itself (e.g. sales or accounting), or an
employees tenure within an organization (e.g., my college career)
Advancement - career denotes one’s progression and increasing
success within the occupation or organization
Status of a profession - the term is used to separate the
professions such as law or engineering, from other occupations, such
as plumbing, carpentry or general office work. The lawyer is said to
have a career, while the carpenter does not.
Involvement in one’s work. Sometimes career is used in a
negative sense to describe being extremely involved in the task or
job one is doing as in “Don’t make a career out of it.”
• Stability of a person’s work pattern – A
sequence of
related jobs is said to describe a career, while a sequence of
unrelated jobs does not.
What is Career Development?
• Career Development – an ongoing process by which
individuals progress through a series of stages, each of which is
characterized by a relatively unique set of issues, themes, and tasks
subsumed in: Career planning and Career Management
• Career planning - a deliberate process of (1) becoming aware
of self, opportunities, constraints, choices, and consequences, (2)
identifying career-related goals, and (3) programming work,
education, and related developmental experiences to provide the
direction, timing, and sequence of steps to attain a specific career
goal.
• Career Management – an ongoing process of preparing,
implementing, and monitoring career plans undertaken by the
individual alone or in concert with the organization’s career
systems.
STAGES OF LIFE AND CAREER
DEVELOPMENT
• One way to characterize person’s life or career is by
identifying common experiences, challenges, or tasks most
people seem to go through s their life or career progresses.
• For example, Psychologists like Frued have long argued that
aspects of human nature such as personality, intelligence and
morality all develop in a predictable, common sequence
closely tied to person’s age.
• Erickson and Levinson suggest that life follows a series of
common stages
• Schien and Super also suggests that career s also develop in
stages.
STAGES OF HUMAN DEVELOPMENT
• Stage Views of Adult Development by ERICKSON
Basic trust vs mistrust
Infancy
Autonomy vs shame & doubt
1-3
Initiative vs guilt
4-5
Industry vs inferiority
6-11
Identity vs role confusion
Puberty & Adolescense
Intimacy vs isolation
Young adulthood
Generativity and stagnition
Middle adulthood
Ego integrity vs despair
Maturity
Stages of Life and Development
• Levinson’ “Eras” Approach – there is underlying order to
adult life called the life cycle or “eras ” are like seasons of the year
in the ff ways: they are qualitatively different; change occurs within
each season; there is a traditional period between each season
that is part of both seasons; no season is superior or inferior to
another season; each season contributes something unique to life;
there are 4 seasons or eras in a person’s life:
1.
2.
3.
4.
Pre Adulthood
Early Adulthood
Middle Adulthood
Late Adulthood
Levinson’s “eras” Model of Adult
Development
Infancy
Pre
Adulthood
Early
Adult
hood
Middle
Adulthood
65 up
65
Late adult
transition
60
Culmination
of middle
adulthood
55
Age 50
transition
50
Entering
middle
adulthood
Late
adulthood
Late
adulthood
GreenHaus Five-Stage Model of Career
Development – THE TRADITIONAL MODEL
I.
Occupational
Choice:
Preparation for
work
2.
Organizational
Entry
3.
Early Career :
Establishment
and
Achievement
0-18 yrs old
18-25 yrs old
25-40 yrs old
Develop
occupational self
image,
Obtain job
offers from
desired org;
Learn job,
learn org
rules and
norms;
assess alternative
occulpation,
select
appropriate job
based on
accurate info
pursue necessary
education
fit into
chosen
occupation &
org increase
competence;
pursue THE
4.
Mid career
5.
Late Career
40-55 yrs old 55 - retirement
Reappraise
early career
& early
adulthood;
reaffirm or
modify THE
DREAM;
make choices
appropriate
to middle
Remain
productive in
work;
maintain self
esteem;
prepare for
effective
retirement
CONTEMPORARY VIEWS OF CAREER
DEVELOPMENT
• PROTEAN CAREER – (named
after the Greek god
Proteus, who could change his shape at will) is based on the
notion that individual drive their careers, not organization,
and that individuals reinvent their careers over time as
needed.
• MULTIPLE CAREER CONCEPT MODEL-
suggests
that there are 4 different patterns of career experiences each
one differs in terns of the direction and frequency of
movements within and across different kinds of work
overtime; 1) linear 2) expert 3)spiral 4) transitory
• Linear
..continuation
– a progression of movement up an organizational
hierarchy to positions of greater responsibility and authority;
motivated by desires for power and achievement; variable time
line; the traditional view of a career in the US
• Expert
– a devotion to an occupation; focus on building
knowledge and skill in the specialty; little upward movement in a
traditional hierarchy; more from apprentice to master; motivated
by desire for competence and stability; rooted in the medieval guild
structure
• Spiral
- a life long progression of periodic (7 to 10 years) moves
across related occupations, disciplines, or specialties, sufficient time
to achieve a high level of competence in a given area before moving
on; motives include creativity and personal growth
• Transitory
- a progression of frequent (3 to 5 years) moves
across different or unrelated jobs or fields; untraditional; motives
include variety and independence.
THE PROCESS OF CAREER MANAGEMENT
(An individual- oriented management model)
Information , Opportunities, Support from
Need to make decision
Career
Exploration 1
Awareness of
self & environ 2
Goal
Setting 3
Career Appraisal 8
Feedback: Work/non work 7
Progress 6
toward goal
Strategy
5
implementation
Strategy 4
development
Educational, Family, Work, and Societal Institutions
ORGANIZATIONAL -ORIENTED CAREER
MANAGEMENT MODELS
1. THE PLURASTIC APPROACH
by Brousseau et al,
believes that there are at least 4 career concepts that
represent patterns employees careers can take ( linear,
expert, spiral, transitory)
• An org career’s culture is defined by org structure, valued
performance factors, and the rewards it offers employees.
• Operationally, this approach offers 3 methods : (1)
counseling, (2) individual career dev program contracts, (3) a
cafeteria-approach that includes the variety of career tract
options, training opportunities, performance evaluation
schemes, and reward system
• This career management approach aligns the organization
and the individual careers.